{"id":2545,"date":"2019-03-01T07:00:48","date_gmt":"2019-02-28T22:00:48","guid":{"rendered":"http:\/\/labor-consultant.com\/?p=2545"},"modified":"2019-02-04T09:17:05","modified_gmt":"2019-02-04T00:17:05","slug":"actual-awareness-of-the-work-style-reform-law","status":"publish","type":"post","link":"https:\/\/labor-consultant.com\/ja\/2019\/03\/01\/actual-awareness-of-the-work-style-reform-law\/","title":{"rendered":"Actual Awareness of the \u201cWork Style Reform Law\u201d"},"content":{"rendered":"

\"\"\u25c6 Actual awareness of the Work Style Reform Law is still low<\/strong>
\nMany businesses have begun efforts to prepare for the enactment of the Work Style Reform Law, which will be carried out in stages from April this year. There are still, however, a large number of businesses that do not know the details of the law or when it will be enforced.<\/p>\n

According to a report published by the Tokyo Chamber of Commerce and Industry in Japan titled \u201cA Survey on Work Style Reform Law Readiness,\u201d the following percentages of businesses responded \u201cdo not know\u201d to questions surrounding key details of the bill: 39.3% were unaware of \u201cupper limit regulation of overtime work,\u201d 24.3% were unaware of \u201cmandatory use of annual paid vacation,\u201d 47.8% were unaware of \u201cequal pay for equal work,\u201d 51.7% were unaware of \u201crepeal of system that allows medium and small sized businesses to postpone premium rate for overtime work exceeding 60 hours a month,\u201d and 53.0% were unaware of \u201cmandatory workhour bookkeeping.\u201d<\/p>\n

\u25c6 Around 60% of businesses with 50 employees or fewer were unaware of the \u201cequal pay for equal work\u201d clause<\/strong>
\nAwareness was especially low with concerns to \u201cequal pay for equal work,\u201d one of the special points of the Work Style Reform Law. Awareness was lower in comparison to the \u201cupper limit to overtime work\u201d and \u201cmandatory use of annual paid vacation\u201d clauses, with around 60% of businesses with 50 employees or fewer responding that they \u201cdid not know\u201d about the law\u2019s contents and enactment period.<\/p>\n

\u25c6 Less than half of businesses are adequately prepared<\/strong>
\nWith concern to \u201cupper limit to overtime work,\u201d \u201cmandatory use of annual paid vacation,\u201d and \u201cequal pay for equal work,\u201d the survey found that less than half of businesses responded that they were \u201cprepared or prospected to be prepared.\u201d Even when limiting these responses to businesses who answered that they knew the names and contents of the law, less than 60% responded that they were \u201cprepared or prospected to be prepared,\u201d and only 36% were prepared specifically for \u201cequal pay for equal work.\u201d<\/p>\n

\u25c6 Businesses urged to prepare promptly<\/strong>
\nWhile the news is heavily covering the Work Style Reform, there remain many businesses that have not made proper preparations, some of which are even unaware of the bill\u2019s contents. Because the enactment date is drawing near, and it takes time to make necessary changes, businesses are being urged to begin preparations quickly.<\/p>\n","protected":false},"excerpt":{"rendered":"

\u25c6 Actual awareness o […]<\/p>\n","protected":false},"author":1,"featured_media":2540,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[120],"class_list":["post-2545","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tokyo-hr-headlines-ja","tag-work-style-reformation-act"],"_links":{"self":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2545","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=2545"}],"version-history":[{"count":1,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2545\/revisions"}],"predecessor-version":[{"id":2546,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2545\/revisions\/2546"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media\/2540"}],"wp:attachment":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media?parent=2545"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/categories?post=2545"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/tags?post=2545"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}