{"id":3452,"date":"2025-07-01T02:21:23","date_gmt":"2025-06-30T17:21:23","guid":{"rendered":"https:\/\/labor-consultant.com\/?p=3452"},"modified":"2025-06-26T17:22:52","modified_gmt":"2025-06-26T08:22:52","slug":"mandatory-heat-stroke-prevention-in-the-workplace","status":"publish","type":"post","link":"https:\/\/labor-consultant.com\/ja\/2025\/07\/01\/mandatory-heat-stroke-prevention-in-the-workplace\/","title":{"rendered":"Mandatory Heat Stroke Prevention in the Workplace"},"content":{"rendered":"

\"\"\u25c6Summary of Amendment
\nIn response to the recent heat wave and the increasing number of deaths and injuries caused by heat stroke in the workplace, heat stroke countermeasures in the workplace have been strengthened as a legal obligation. Specifically, on June 1, 2025, the revised Occupational Safety and Health Regulations came into effect, making heat stroke countermeasures in the workplace mandatory.
\nThe regulation applies to work that is expected to be “performed in an environment with a Wet Bulb Globe Temperature (WBGT) of 28\u00b0C or higher or a temperature of 31\u00b0C or higher for more than one hour or more than four hours per day. In order to prevent serious heat stroke, businesses are now obliged to “establish a system,” “create procedures,” and “inform all concerned parties.<\/p>\n

\u25c6Main obligations
\nEstablishment and dissemination of a reporting system: Establishment of a system for “workers who have subjective symptoms of heat stroke” or “workers who find workers who may suffer from heat stroke” to report the fact and dissemination of the system to the workers concerned.
\n*In addition to receiving reports, efforts should be made to proactively identify workers with serious symptoms of heat stroke by adopting an optimal temperature control buddy system in which employees are assigned in pairs and talk to each other and mutually check each other, utilizing wearable devices, etc. and cooling devices in the work environment.<\/p>\n

Preparation and dissemination of measures to prevent serious illness: To enable prompt and accurate decisions when workers who may suffer from heat stroke are identified,
\n(1)Emergency contact network at the workplace, contact information and location of the emergency transport center, etc.,
\n(2)Implementation of measures necessary to prevent serious illness due to heat stroke, such as work release, physical cooling, transport to a medical institution, etc.
\n(3)Preparation of procedures and dissemination of these procedures to the workers concerned.<\/p>\n

Failure to take these measures may result in imprisonment for up to six months or a fine of up to 500,000 yen. In order to protect the lives of employees and to ensure compliance with laws and regulations, it will become even more important to review the work environment and provide education and training to employees.<\/p>\n","protected":false},"excerpt":{"rendered":"

\u25c6Summary of Amendmen […]<\/p>\n","protected":false},"author":1,"featured_media":3450,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[302],"class_list":["post-3452","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tokyo-hr-headlines-ja","tag-heat-stroke-ja"],"_links":{"self":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/3452","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=3452"}],"version-history":[{"count":1,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/3452\/revisions"}],"predecessor-version":[{"id":3453,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/3452\/revisions\/3453"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media\/3450"}],"wp:attachment":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media?parent=3452"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/categories?post=3452"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/tags?post=3452"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}