{"id":2411,"date":"2018-02-01T07:00:07","date_gmt":"2018-01-31T22:00:07","guid":{"rendered":"http:\/\/labor-consultant.com\/?p=2411"},"modified":"2018-02-02T11:25:33","modified_gmt":"2018-02-02T02:25:33","slug":"current-status-of-work-style-reform-and-jita-hara","status":"publish","type":"post","link":"https:\/\/labor-consultant.com\/ja\/2018\/02\/01\/current-status-of-work-style-reform-and-jita-hara\/","title":{"rendered":"Current Status of Work Style Reform and Jita Hara"},"content":{"rendered":"

\u25c6 A year and a\"\"\u00a0half since the launch of Work Style Reform<\/p>\n

Almost a year and a half has passed since the Abe cabinet launched Work Style Reform. The government has started to take steps toward legislation, such as the presentation of an Outline of Legislation for the Promotion of Work Style Reform (Work Style Reform Promotion Bill) at a Labor Policy Council meeting in September 2017.
\nHas progress been made in terms of Work Style Reform in the private sector?<\/p>\n

\u25c6 80% of businesspeople not feeling effects of Work Style Reform
\nThe Japan Management Association published a Work Reform Version of its Survey of 1,000 Businesspeople, a survey that targets businesspeople.
\nAccording to this survey, 80.7% of the respondents gave a negative response to the question \u201cAre you feeling the effects of Work Style Reform at your workplace?\u201d
\nAt the same time, the reason selected the most by people who felt that Work Style Reform was taking effect at their workplace (multiple responses possible) was \u201cless overtime\u201d (38.0%).<\/p>\n

\u25c6 Unilateral bans on overtime constitute Harassment to Reduce Hours
\nHowever, a simple ban on overtime is not necessarily a good thing.
\nAccording to a questionnaire survey regarding Work Style Reform published by Takahashi Shoten, which leads the market in appointment books, 41.5% of businesspeople who said that work style reform (improvement of long working hours) was being implemented at their companies gave \u201cunable to finish work, since the workload is the same even though working hours have been reduced,\u201d as an issue arising from work style reform.
\nThe survey presented these results as \u201c40% of businesspeople at companies implementing Work Style Reform are facing problems that could lead to \u201charassment to reduce hours (Jita Hara in Japanese)\u201d.
\nThis is an era when a unilateral ban on overtime that is not in line with the realities of the job will be regarded as harassment.<\/p>\n

\u25c6 Cut down on overtime without causing problems
\nHarassment to reduce hours often becomes a hotbed for \u201chidden overtime\u201d (such as when the employees take the work home). While hidden overtime does suppress overtime costs for the companies, it leads directly to a reduction in take-home pay for the employees, lowering motivation and potentially causing various improprieties and problems, so caution is advised.
\nCompanies should implement Work Style Reform by having managers on the scene give instructions for feasible reductions in overtime, with attention to harassment to reduce hours.<\/p>\n","protected":false},"excerpt":{"rendered":"

\u25c6 A year and a\u00a0half […]<\/p>\n","protected":false},"author":1,"featured_media":2397,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[85],"class_list":["post-2411","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tokyo-hr-headlines-ja","tag-overtime-work-ja"],"_links":{"self":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2411","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/comments?post=2411"}],"version-history":[{"count":1,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2411\/revisions"}],"predecessor-version":[{"id":2412,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2411\/revisions\/2412"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media\/2397"}],"wp:attachment":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media?parent=2411"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/categories?post=2411"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/tags?post=2411"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}