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The Action Plan for the Realization of Work Style Reform

March 28, 2017

Decided by the Council for the Realization of Work Style Reform

1. The Significance of Work Style Reform from the Perspective of the Working

People

(1) The Current Economic Society

Four years of Abenomics (aggressive monetary policy, flexible fiscal

policy, growth strategy that promotes private investment) have brought huge

achievements. The result was an increase in nominal GDP by 47 trillion yen.

Japan’s economy grew 9%. Across-the-board pay scale hikes, something that

had long been forgotten, have been achieved for four straight years. The jobs-

to-applicants ratio surpassed 1.0 in all 47 prefectures for the first time in

history. From 2015 regular employment started to increase and for 26

consecutive months has outpaced previous years’ figures. The relative poverty

rate has been declining recently. In particular, the relative poverty rate for

children, which had rose consistently since the start of the survey, dropped

for the first time. Our economy is overcoming deflation and real wages have

also been increasing.

On the other hand, the private demand, which includes personal

consumption and capital investments, remains stagnant although it is

showing the gradual recovery. The structural issue regarding population,

which is caused by the declining birthrate and aging population as well as the

decrease in productive-age population, is at the root of the bottleneck

hindering our economic growth. There are also the issues of the stagnation of

the improvement in productivity, which is derived from a lack of innovation,

as well as insufficient investment in the revolutionary technology. In order to

realize the revitalization of Japan’s economy, it is essential to improve the

value-added productivity through promotion of investment and innovation

and the labor participation rate. To accomplish these goals, we need to build

a society where everyone can fulfil one’s potential with own purpose in life.

We will be able to overcome the various issues associated with the declining

birthrate and aging population by opening the way to the bright future where

all citizens will be dynamically engaged. Every person has different family

background and situation. Various barriers, which include a stereotypical

Provisional

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labor institution and a difficulty in balancing work and childcare or nursing

care, stand in our ways even if we hope to accomplish something. We will get

rid of these barriers one by one. We will build a country where all citizens will

be dynamically engaged by taking these steps.

(2) Basic Stance for Future Measures

The greatest challenge toward the revitalization of Japan’s economy

is work style reform. How we work is a synonym for how we live. Work style

reform is at the heart of Japan’s corporate culture, and is rooted in the

lifestyles of Japanese people and Japan’s way of thinking in regard to work.

We have not been able to embark on a full-scale reform, although many people

were aware that conducting work style reform would positively contribute to

a better work-life balance or improved productivity. That is why we need

enough energy to change our society in order to accomplish this reform.

The Abe Cabinet pursues a society where everyone can choose various

and flexible work styles that respond to one ’s individual will, capacity and

circumstance. We will strive to drastically reform our labor institution from

the perspective of the working people and change our corporate culture and

climate.

The purpose of work style reform is to enable every worker to have

the hope of a better future. We build a society where everyone can choose

various work styles to build one’s own future. We will create various

opportunities for motivated people.

Our current labor institution and work styles in Japan have various

challenges including those regarding labor participation, balancing work and

childcare or nursing care, career change or reemployment opportunities and

side jobs or multiple jobs done in conjunction. In addition, there are also some

problems which prevent the improvement in labor productivity. Irrational

gaps in the treatment of two different work styles of “regular” workers and

“non-regular” workers make “non-regular” workers feel that they are not

receiving fair treatment and lose their motivation to do better. If we can close

these irrational gaps between the two work styles, “non-regular” workers will

be able to convince that their abilities are fairly evaluated. A feeling of

convincing is important as an incentive which attracts the motivation of

workers and therefore improves labor productivity. Also, the practice of long

working hours make it difficult for us to ensure health and balance work with

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family life, which leads to the declining birthrate, prevention of women’s

career formation and men’s participation to household affairs. If we amend

the long working hours, the work-life balance will improve, and it will become

easier for women and senior citizens to find work, which leads to the

improvement in the labor participation rate. Managers will become more

conscious of the various ways in which people can work for them, and

therefore labor productivity (per man-hour) will also improve. Furthermore,

the single-track career path in Japan makes it difficult to choose work styles

that fit well with his or her stage of life. If we establish flexible labor markets

and corporate practices, which are fair to those who seek to change their

careers, workers will be able to design their own careers by choosing work

styles which fit well with themselves. Also, enabling working people to change

their careers to or to be reemployed in high-value added industries will lead

to the improvement in productivity of the entire country.

Work style reform is the best means of improving labor productivity.

We will establish a “virtuous cycle of growth and distribution,” where we will

distribute fruits of the improvement in productivity to working people to

achieve growth through increase in wages and expansion of demands. We will

simultaneously achieve expansion of personal income, improvement in

productivity and earning capacity of firms and economic growth of the entire

country. Work style reform is not only a social issue, but also an economic one

which leads to the increase in the potential growth rate of Japan’s economy.

In other words, this reform is a pillar of the structural reforms that comprise

the third arrow of Abenomics.

Now that the employment environment is taking this positive turn,

we are presented with a major opportunity to press forward with work style

reform. It is necessary for the Government, labor, and management to

precisely become the three arrows and work collectively. We need to

drastically change thinking and institutions in our society in order to enable

people to choose various and flexible work styles. We will banish the term

“non-regular employment” from this country. We also need to change our

present society, where people commonly tend to take pride in long working

hours and take it for granted. We will also change the single-track career path

in Japan.

People will lead rich lives. We will enrich the middle class, boost their

consumption and enable more people to have abundant families. Our

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birthrate will improve by taking these steps. We will steadily promote work

style reforms from the perspective of the working people.

(3) Implementation of This Plan

(Speed and Implementation Based on Consensus)

The Council for the Realization of Work Style Reform was set up a

conference body where the Prime Minister himself inaugurated as a chairman

and top leaders from both labor and management as well as intellectuals

gather together and discuss at the higher level compared to the previous

discussions. In order to realize equal pay for equal work, we presented draft

detailed guidelines after the submission of the discussion report of the

intellectuals and argued how we will revise related legislative rules based on

these guidelines. In regard to correction of the long working hours, after the

agreement on a limit on overtime work between labor and management, the

Government, labor, and management came to jointly propose a new

regulation. Furthermore, we discussed the issues of nine areas in total to

present our concrete directions. This action plan is the outcome of these

discussions. Both labor and management who know best the situation of the

working people as well as other intellectuals reached the agreement.

Both labor and management are required to respect this agreement

and promptly discuss at the Labor Policy Council, on the premise of this

action plan. The Government is required to promptly submit legislation to the

Diet.

Speed and implementation are of the utmost importance. Especially,

the Labor Policy Council has long discussed the issue of regulating the

maximum hours of overtime work permitted with penalties attached to the

regulations, but it has not reached a conclusion. Therefore, our commitment

represents a historic and major reform in the 70-year history of the Labor

Standards Law. It was the groundbreaking event that labor and management

reached their agreement this time. We, the Government, labor, and

management, must work on legislating the regulation with the strong belief

that we can definitely achieve such reform right now.

(Long-term and Continuous Efforts Based on Roadmaps)

In order to realize work style reform, we must continuously

implement the reform over the long run without stopping its momentum. We

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present its basic stance and its procedure and then discuss policy measures

to achieve certain goals, including legislative rules, aiming to ensure the path

to the realization of the reform. Also, we hereby present the most important

issues in the roadmaps and selectively promote them.

In addition, it is essential for each actor, including labor and

management, to embark on a new action as a bearer of the economic society.

Especially, companies, which have strong influences on an economic activity

and a social life of each citizen, are expected to proactively work on issues

these issues.

(Follow-up and Revision of the Measures)

In regard to the progress of the roadmaps decided in this action plan,

we will continuously conduct a survey on implementation status and revise

related measures. On this occasion, we will reorganize the Council for the

Realization of Work Style Reform and set up a follow-up meeting consisting

of the same members as the council.

2. Improvement in the Working Conditions of Non-regular Workers Such as by

Providing Equal pay for Equal Work.

(1) Preparation of Legislative Rules and Guidelines to Ensure Effectiveness

of Equal Pay for Equal Work

(Basic Stance)

Non-regular workers account for 40% of all workers in Japan.

Although the percentage of people who work as non-regular workers against

his or her will has been declining during the last several years, there are

many women who choose to engage in non-regular employment from the

latter half of their 30s for various reasons, such as because they get married,

or to have more time to raise their children. We need to improve the

employment conditions of non-regular workers and to broaden the options for

various work styles for women, young people, and others, which will also

enable us to revitalize the middle class, who have been damaged during the

deflation, cultivate even more rare human resources and open up the

opportunities of self-realization for everyone. Improvement in the working

conditions of non-regular workers is also important for resolving the poverty

issue of single mothers or unmarried women, who are more likely to work as

non-regular workers.

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The purpose of the introduction of equal pay for equal work is to

eliminate the irrational gap in the working conditions of regular versus non-

regular workers (limited term workers, part-time workers, dispatched

workers) in each firm or organization in order to enable non-regular worker

to be fairly evaluated and to work with higher motivations.

Although the working conditions such as wages should be basically

decided by labor and management, there is a huge gap in the working

conditions of regular versus non-regular workers in Japan when we compare

with European countries. It is important for us to formulated policies which

are well harmonized with the structure of the entire labor market in Japan,

referring to the reality in European countries where the idea of equal pay for

equal work is said to be more widely accepted.

In Japan, there are many cases where various elements are combined

together when deciding wages such as basic pay. Therefore, in order to realize

equal pay for equal work, it is crucial for each company, at the very beginning,

to clarify the essential jobs/skills. Then both labor and management should

affirm the entire system of working conditions including the relationships

between jobs/skills and wages by holding dialogues in order to share the

common recognition between labor and management including non-regular

workers.

Toward the realization of equal pay for equal work, each company is

expected to clarify the contents of the essential jobs/skills, promote fair

evaluation based on them and establish the entire system of working

conditions including wage system based on that evaluation. In doing so, start-

up companies or SMEs are expected to devise the system of working

conditions by holding dialogues between labor and management, taking into

consideration the fact that the jobs contents are diverse and fluid in those

companies.

In regard to the clarification of jobs/skills and the fair evaluation, we

will promote them not only by preparing legislative rules but also by

collaborating with related policies such as supports for companies introducing

the personnel system where workers are evaluated based not upon their

seniority but upon their capacities, providing occupational information on

knowledge, skills and technologies which are required for various jobs and

preparing the system of evaluation of occupational skills by utilizing skill

examinations and job cards.

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Through these efforts of eliminating the irrational gap between

regular and non-regular workers, we will enable workers to be treated with

their consent no matter what kind of work styles they choose and then to

banish the term “non-regular employment” from this country.

(Guidelines on Equal Pay for Equal Work)

It is important to concretely set what kind of gaps in the working

conditions are irrational.

The draft government guidelines on equal pay for equal work was

formulated toward the realization of equal pay for equal work by ensuring

balanced and fair treatment regardless of work styles such as regular or non-

regular employment. The draft guidelines cover not only basic pay, pay rises,

bonuses, and various kinds of allowances, but also education, training, and

welfare. In addition to presenting our basic idea, in order to enable SMEs to

easily understand the contents, we have also incorporated many examples of

what could be problematic, and what would not be problematic, with respect

to typical cases. In order to enable workers, who require the correction of

irrational gaps, to have legal battles over the working conditions including

those which are not written within the draft guidelines, we will prepare the

legislative rules that will comprise the basis of these guidelines.

From now on, we will promote the legal revisions based on the draft

guidelines. With regard to the draft guidelines, taking into consideration the

views of stakeholders and the Diet deliberations on the bill for the relevant

legal revisions, we will finalize them. Then, we will implement them on the

same day as the legal revisions are implemented.

Also, since the purpose of these draft guidelines is to eliminate the

irrational gap in the working conditions of regular versus non-regular

workers in each firm or organization, they are assumed to be referred when

such irrational gaps actually exist. Therefore, these draft guidelines cannot

cover the cases where such gaps do not objectively exist.

The summary of the draft guidelines is as follows.

① Ensuring Balanced and Fair Treatment regarding Basic Pay

The draft government guidelines on equal pay for equal work

recognize the reality that a variety of factors, each with a different essence

and nature, goes into basic pay, such as pay commensurate to the work done,

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pay commensurate to the employee’s ability, and pay commensurate to the

employee’s length of service. Taking the essence and nature of these factors

into due consideration, we seek equal pay when there is no difference in the

conditions, and pay that reflects the difference if there is one. In other words,

we cut to the fair treatment, not only the balanced treatment this time.

In regard to pay rise, also, if a company tries to raise the employee’s

pay according to the improvement of his or her ability, we seek equal pay rise

when there is no difference in the employee’s ability, and pay that reflects the

difference if there is one.

② Ensuring Balanced and Fair Treatment regarding Various Allowances

In regard to bonus, if a company tries to pay the employee’s bonus

according to his or her contribution to the corporate performance, we seek

equal bonus when there is no difference in the employee’s ability, and pay that

reflects the difference if there is one.

In regard to executive allowance, also, if a company tries to pay the

executive allowance according the role content, the range and the degree of

responsibility, we seek equal executive allowance when there is no difference

in his or her role content and responsibility, and pay that reflects the

difference if there is one.

Also, we require equal special work allowance which is paid according

to the risk of the work, equal special work allowance which is paid for work

in shifts, equal premium rate of overtime allowance which is paid for equal

overtime work out of regular working hours, equal premium rate of

midnight/holiday work allowance, equal commutation allowance/travelling

allowance, equal meal allowance which is paid when mealtime is inserted

during working hours, equal unaccompanied duty allowance for workers who

fulfill the same requirements, equal regional allowance which is paid to

workers who work in the specific regions.

Although companies tend to explain that indefinite-term full-time

works and fixed-term or part-time workers are expected to play different roles

and therefore decision criteria or rules of the wages, which include basic pay

or various allowances, for them become different. However, this explanation

cannot be regarded as sufficient because it is too subjective and abstract. We

require companies to set decision criteria or rules of the wages that are not

irrational in the context of objective and concrete situations such as job

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contents or range of shifts in job contents or personnel positioning.

③ Ensuring Balanced and Fair Treatment regarding Welfare and

Educational Training

We require companies to allow their workers to use welfare facilities

such as cafeterias, lounges and locker rooms regardless of their employment

styles. Also, we require companies to allow their workers to live in corporate

housings regardless of their employment styles, if they fulfill the same

requirements such as presence or absence of opportunities of relocation. We

require companies to ensure equal congratulation or condolence leaves and

equal opportunities of being exempted from working with pay due to the

results of health checkups as well.

In regard to medical leaves, we require companies to give equal leaves

to indefinite-term part-time workers as indefinite-term full-time workers. We

also require companies to give equal leaves to fixed-term workers, according

to remaining period of their labor contracts.

In regard to annual leaves not stipulated in laws, we require

companies to give equal leaves for workers with the same seniority, if they

give leaves according to the workers’ seniority. When workers have updated

their fix-term labor contracts, especially, we require companies to count

cumulative period since the initial contract periods in the duration of service.

In regard to educational training, if companies conduct training in

order to enable workers to acquire essential skills and knowledge for work,

we require companies to conduct equal training when there is no difference

in the workers’ job contents, and conduct that reflects the difference if there

is one.

④ Working Conditions of Dispatched Workers

We require dispatching business operators to pay equal wages, ensure

equal welfare and conduct equal educational training when there is no

difference between job contents, range of shifts in job contents or personnel

positioning of dispatched workers and workers in dispatch destinations and

pay or conduct those reflect the difference if there is one.

(Direction of Legal Revision)

We will firstly present a large-scale vision. The vision will indicate

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that promoting fair decision of evaluation and working conditions of regular

workers, part-time workers, fixed-term workers and dispatched workers

according to their job contents, achievement, capacities and experiences will

contribute to the development of our economy and society through enabling

workers to effectively manifest their capacities.

Then, we will revise related legislative rules to prepare basis of the

draft guidelines, which will enable workers to get relief in legal battles

(judicial ruling), to ensure effectiveness of the guidelines.

In particular, we will revise Part-time Workers Act, Labor Contracts

Act and Worker Dispatching Act. The summary of the contents of our revision

is as follows.

① Preparing Rules Which will be the Grounds for Judicial Ruling Required

by Workers

Present rules impose no regulations regarding fair treatment for

fixed-term workers on companies. We have no regulations regarding balanced

treatment for dispatched workers, without mentioning fair treatment for

them.

In order to change this situation, we will revise laws in order to

require fair treatment for fixed-term workers, and to require balanced and

fair treatment for dispatched workers. We will clarify the rules on balanced

treatment for workers including part-time workers.

② Obligation of Explaining Treatment for Workers

Although there are debates about which of the labor and the

management should have the burden of proof, it is quite natural that each of

those who sue and those who are sued will prove their own arguments during

the legal battles. It is important for us to establish effective legislative rules

in order to enable workers who require the correction of the irrational gap to

fight in legal battles. We must prevent workers from giving up resorting to

legal actions because of the information owned only by companies. This

standpoint is also important, considering the need of preventing workers from

being disadvantaged during the dialogues between the labor and the

management, even when they do not reach legal battles.

Present rules impose no obligations of explaining the gaps in the

treatment between part-time workers/fixed-term workers/dispatched

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workers and comparable regular workers on companies. We impose no

obligations of explaining the treatment for fixed-term workers (not to mention

its gaps) on companies.

The planned revision will introduce obligations of explaining the

contents of the treatment applied to fixed-term workers to the workers

themselves when companies hire them.

Also, the planned revision will impose obligations of explaining the

reasons of the gaps in the treatment between part-time workers/fixed-term

workers/dispatched workers and comparable workers, by requests from the

workers, after companies hire them.

③ Operating Alternative Dispute Resolution (ADR)

We will prepare laws to ensure that workers requiring the correction

of the irrational gaps in the treatment can ultimately fight in legal battles.

However, workers must bear the economic burdens when they resort to legal

actions.

In order to resolve this problem, we will operate Alternative Dispute

Resolution (ADR) and enable workers requiring balanced/fair treatment to

easily utilize it free of charge.

④ Preparing Laws for Dispatched Workers

Dispatching business operators cannot fulfill the obligations of

ensuring balanced/fair treatment between dispatched workers and workers

in dispatch destinations without information on the wage level of workers in

the destinations. Therefore, we will prepare rules imposing on dispatch

destinations the obligations of giving information on working conditions of

workers in dispatch destinations to dispatching business operators.

On the other hand, the application of equal pay for equal work could

well destabilize the wage levels of dispatched workers when their dispatch

destinations change and lead to the situation where those wage levels become

inconsistent with career development supports, which include phased and

systematic educational training, offered by dispatching business operators.

This is why Germany exempts cases of dispatched workers from the

application of equal pay for equal work when labor agreements are made.

However, we may not be able to ensure effectiveness of equal pay for equal

work if we just rely on a consensus between the labor and the management.

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Therefore, we do not require balanced/fair treatment between dispatched

workers and workers in dispatch destinations if labor agreements, which

satisfy the following three requirements and are regarded as ones which

sufficiently protect dispatched workers, are made. Even in these cases, we

require not just the execution of labor agreements but also the actual

implementation of the agreements in a way that satisfies the following three

requirements.

1. The wage levels of the dispatched workers are the same or more

than those of general workers engaged in similar works

2. The capacities of the dispatched workers are properly evaluated

and reflected to their wages on the premise of their career

development

3. The treatment for the dispatched workers, other than their wages,

are not irrational compared to those of regular workers hired by

dispatching business operators.

(2) Enforcement of Revised Laws

(Ensuring Preparatory Period before Enforcement)

Since this revision will have huge influence on activities of companies

including SMEs, we will keep companies informed and ensure sufficient

preparatory period before the enforcement.

(Briefing Sessions and Consultation Desks)

We require related agencies to hold briefing sessions, prepare

information/consultation desks, and respond conscientiously to both labor

and management, considering the actual situations of SMEs.

Also, we will provide supports for the promotion of transition from

non-regular workers to regular positions and the wage increase. We will

establish a supporting system for companies working on building

communalized systems of working conditions, which include not only wages

but also other allowances, for both regular and non-regular workers.

3. An increase in Wages and Improvement in Productivity

(1) Encouraging Companies to Increase Wages and Improving Transaction

Terms

We are now getting out of deflation by implementing the policies of

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the three arrows of Abenomics and earnings of Japanese companies are at

their highest levels. We will increase the total income of employees by

ensuring a virtuous cycle of economy furthermore. We will realize this by

turning the highest-level corporate earnings into continuous increase of

wages and improving the labor share which has been recently declining.

We will raise the minimum wage at an annual rate of approximately

3%, considering the growth rate of nominal GDP. Through this increase in the

minimum wage, we will aim for the national weighted average to reach 1,000

yen. To accomplish this goal, we will support improvement in productivity of

SMEs and improve their transaction terms.

Furthermore, in order to improve the transaction terms of SMEs, we

revised the notice on payment of subcontract proceeds for the first time in 50

years. We eliminated the practice of payment by bill, which had made SMEs

experience funding difficulties, and establish a principle of payment by cash.

In addition, we fundamentally revised the guidelines for the Act against

Delay in Payment of Subcontract Proceeds for the first time in 13 years,

taking into account the recent bullying targeted at subcontractors. We will

operate these rules strictly and improve the transaction terms of subcontracts.

Also, we will require the industries to steadily make efforts grounded in

voluntary action plans based on these rules. In order to follow up their efforts,

we will grasp their progress through hearing surveys, which will be targeted

at 2000+ cases, conducted by subcontract G-men (transaction investigators)

positioned nationwide. If we find any problems, we will discuss and conduct

necessary measures such as requesting a revision of a voluntary action plan.

(2) Enabling Companies to Increase Wages through Supports for

Improvement in Productivity

In order to encouraging companies positively working on wage

increase, we will conduct necessary measures using taxation and budgets. We

will encourage them by expanding the tax exemption. Furthermore, we will

prepare a personnel evaluation system and a wage system, which will

contribute to improvement in productivity, and establish a subsidization

system for companies which realize both improvement in productivity and

wage increase.

We will also revise the Employment Insurance Act and add

“contribution to improvement in productivity” to its vision of employment

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stabilization and capacity development. Furthermore, we will conduct

reforms such as setting productivity requirements for employment-related

subsidies and enhancing collaboration with finance institutions.

4. Improvement in Long Working Hours Including Introduction of a Regulatory

Limit on Overtime Work

(Basic Stance)

We have long working hours compared to European countries and the

number of working hours of full-time workers has almost remained

unchanged for 20 years. In order to enable people to balance work with

childcare or nursing care, we must correct our practice of long working hours.

On the premise that we will ensure workers’ health, we will improve

productivity per man-hour and work-life balance and change our society into

a better working environment for women and the elderly.

In regard to the correction of long working hours, it is important for

us to revise legislation that will concretely establish a limit on overtime work

with penal regulations, a limit that cannot be exceeded even under the so -

called Article 36 agreement.

On the other hand, since the Labor Standards Act only establishes the

minimum rules to be preserved, it goes without saying that we will require

companies to make efforts of preventing overtime work beyond the Act. The

practice of working long hours is a structural problem, and will also require

the reconsideration of company cultures and transaction customs. Many

people may say, “When I was young, I received a low monthly base pay while

working unfixed and unlimited hours.” At one point in time, an ideal image

for a worker was someone who put work above all else. We will deny that way

of thinking itself. Both labor and management are expected to take the lead

in changing this culture, which lies at the root of our work styles.

(Direction of Legal Revision)

The present regulation on overtime work sets a regulatory limit on

overtime work, which is put under the Article 36 agreement, within the

Ministerial Ordinance of the Ministry of Health, Labour and Welfare on limit

standards of extension of working hours. Although the present regulation

defines the maximum hours of overtime work permitted in principle as 45

hours per month and 360 hours per year, it has no legal binding power derived

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from penalties and companies can make their workers work overtime

unlimitedly by establishing special clauses for temporary and special

situations based on consensus between labor and management.

This legal revision literally promotes the contents of the present

Ministerial Ordinance to a law and adds legal biding power to them. It will

set a regulatory limit that cannot be exceeded even in cases with consensus

between labor and management on temporary and special situations.

In other words, this revision will make the present ordinance stricter

and add legal biding power by promoting it to a law.

The direction of the revision of the Labor Standards Act, which is

based on a consensus on a regulatory limit on overtime work between

Japanese Trade Union Confederation and Japanese Business Federation, is

as follows.

(A Regulatory Limit on Overtime Work)

We will define the maximum hours of overtime work permitted in

principle over 40 hours per week as 45 hours per month and 360 hours per

year. We will impose penalties for any violations other than the following

special cases where the maximum hours of overtime work are defined as 720

hours per year (=60 hours per month on average) and cannot be exceeded even

in cases with consensus on temporary and special situations between labor

and management. In addition, within this upper limit of 720 hours per year,

a minimal limit for a case of a temporary increase of the amount of work,

which also cannot be exceeded, is established.

In regard to this minimal limit, we require the following conditions to be

preserved.

① All of the 2-month, 3-month, 4-month, 5-month and 6-month means

of overtime working hours including working on holidays must be

within 80 hours.

② Overtime working hours of any single month including working on

holidays must be less than 100 hours.

③ In addition, considering the maximum hours of overtime work

permitted in principle over 40 hours per week are defined as 45 hours

per month and 360 hours per year, we do not allow special exceptions,

which exceed these principles, to be applied in more than half a year,

which means the exceptions can be applied 6 times a year at

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maximum.

On the other hand, considering both labor and management reached

a consensus on their responsibilities of avoiding agreements with almost the

maximum limits of overtime work, in order to further shorten the overtime

working hours as possible, we will create new rules, which will set up

guidelines, within the Labor Standards Act. Based on these guidelines,

related administrative agencies will be able to offer advice and guidance for

employers and labor unions.

(Measures for Power Harassment and Mental Health)

Tightening the management of working hours is not the only thing to

do when we improve the work environment so that workers can work staying

healthy. We will promote creation of better relationships between workers

and their bosses or colleagues. Within a discussion with attendance of both

labor and management, we will discuss enhancement of measures against

power harassment in workplaces. In addition, we will discuss setting new

goals of measures for mental health within a policy outline based on the Act

on Promotion of Measures for “karoshi” and revise our government goals.

(Interval System)

We will revise the Act on Special Measures for Improvement of

Working Hours Arrangements to impose on companies the obligations of

making efforts of ensuring a certain period of break between the start time of

a day and the finish time of the day before. In order to spread this system, we

will establish an intellectual meeting which includes labor and management.

We will also utilize subsidies for SMEs introducing this system and

popularize good practices.

(Ensuring Preparatory Period before Enforcement)

In order to prevent companies such as SMEs from suffering from

drastic changes, we will ensure sufficient preparatory period before the

enforcement.

(Revision)

We will discuss the implementation process of the revised Labor

Standards Act at a proper time after 5 years from the enforcement of the Act.

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We will conduct a review based on a result of the discussion if necessary.

(Treatment of Industries Presently Exempted from Regulations)

We will discuss how to treat the industries presently exempted from

the regulations based on the actual situations, sharing the direction of

promotion of work style reform from the perspective of the working people.

Automobile driving work is presently exempted from the application

of the Ministerial Ordinance on a limit of overtime work. Considering its

specialty, we are already supervising automobile driving operators based on

another Ministerial Ordinance, which establishes a limit on hours on duty.

However, this industry still allows their workers to work overtime for a longer

time compared to the other industries regulated by the Ministerial Ordinance.

This time, we will not exempt this industry from application of the regulations

with penalties. After 5 years from the enforcement of the general rules of the

revised Act, we will impose on this industry a regulation defining the

maximum hours of overtime work permitted as 960 hours per year (=80 hours

per month) . Also, we will establish a rule stipulating that we will try to apply

the general rules to the industry in the future. Toward the enforcement, we

will discuss measures to shorten the working hours within a conference

consisting of related parties including shippers. We will energetically promote

preparation of an environment for correction of long working hours.

Construction work is also presently exempted from the application of

the Ministerial Ordinance. This time, we will not exempt this industry from

application of the regulations with penalties. After 5 years from the

enforcement of the general rules of the revised Act, we will apply the general

rules to the industry (while we will not apply conditions which require

overtime working hours to be less than 100 hours in a single month and

within 80 hours on 2-month or 6-month average in cases of restoration or

reconstruction). At the same time, we will establish a rule stipulating that we

will try to apply the general rules to the industry in the future. Toward the

enforcement, we will energetically promote efforts of gradually shortening

working hours while gaining understanding and cooperation of ordering

parties.

We will cover doctors in the regulations on overtime work. However,

it is important for us to discuss while considering their specialty such as their

duties to fill prescription. In particular, after 5 years from the enforcement of

18

the revised Act, we will apply the regulations to the medical community. In

order to achieve this, we will establish a discussion forum with attendance of

the community, discuss and draw a conclusion on related regulations and

measures to shorten working hours 2 years from now, in order to realize the

new, high-quality medical services and the new work styles of medical fronts.

Research and Development (R&D) of new technologies and new

products is presently exempted from application of the Ministerial Ordinance.

We can see some specialties in this type of work in that it is engaged by human

resources with specific, scientific knowledge and skills. Considering this

situation, we will exempt this type of work after clarifying regulation subjects

in order not to broaden the present regulated range, on the presupposition

that we will impose on companies the obligations of effectively ensuring

workers’ health by giving them opportunities of undergoing interviews with

doctors and taking substitute day off.

(Other Issues to be Concerned such as Unexpected Disasters)

The Article 33 of the Labor Standards Act prescribes that working

hours can extend in inevitable cases such as responses to unexpected

accidents or disasters. We will extend this measure. Within its interpretation,

we will clarify that this measure will cover countermeasures against system

down events triggered by cyber-attacks and massive recalls.

(Promoting Efforts of Different Types of Companies such as Improvement in

Transaction Terms)

Workers of SMEs tend to work longer to respond to orders for quick

delivery and other requests from their customers because they are weak in

transactions compared to large companies. We will further enhance revision

of business practices and justification of transaction terms.

In regard to automobile driving work, we will establish an inter-

ministry discussion forum to revise related systems and conduct supporting

measures to correct long working hours by improving its productivity through

utilization of IT, ensuring and cultivating various human resources. We will

establish and conduct action plans on these measures. In regard to truck

transportation companiespecially, we will establish guidelines based on the

ongoing experimental project participated by business operators, shippers

and related institutions. Also, collaborating with related ministries, we will

19

conduct necessary measures and supports toward (1) the correction of

transaction terms of subcontracts, (2) the improvement in productivity which

will shorten working hours by enabling several drivers to share their

transport paths, and (3) the operation of shippers on shortening the drivers’

time to wait shipment.

In regard to construction work, we need understanding and

cooperation of ordering parties including private ones, such as proper setting

of construction periods, ensuring proper wage levels and ensuring holidays by

promoting two-day weekend. We will establish a discussion forum consisting

of related parties including ordering parties to establish a necessary

environment to apply the regulations on overtime work to construction work

and support efforts of the industry. Also, we will ensure and cultivate human

resources with technological skills and knowledge and improve present

institutions to enable them to play active roles. Furthermore, we will improve

productivity of the industry by equalizing construction schedules, fully

utilizing ICT, simplifying documents and supporting small and medium-sized

construction companies.

In regard to IT industry, we will encourage the industry to correct

overtime work by following up its quantitative goal, which was set by its

industry groups, such as limiting overtime working hours to one hour a day

or less on average.

(Enhancement of Supervision over Headquarters of Companies)

We will promote investigations over critical issues, which will be

conducted by a special team to eliminate overworks (katoku). Also, in order

to ask for responsibility and awareness of executives of companies, we will

require company-wide improving measures against a company, if their

workers at multiple workplaces work long hours illegally, by not only

imposing guidance on each workplace as is conventionally done but also

conducting an on-site inspection on a headquarter and imposing guidance on

executives including countermeasures against power-harassment. We will

also enhance a present system of disclosing company names by additionally

covering the companies whose workers at multiple workplaces illegally work

overtime more than 80 hours a month.

(Supports for Self-realization of Workers with Motivation and Abilities)

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We need labor laws which enable individuals working autonomously

in creative jobs to show their motivation and abilities to the fullest and

achieve self-realization. The proposal for revision of the Labor Standards Act,

which has been submitted to the Diet, will correct long working hours and

ensure workers’ health while enabling them to choose a new labor system

allowing them to show their motivation and abilities.

In particular, we will revise measures of correcting long working

hours such as revising extra wages for overtime work longer than 60 hours a

month at SMEs and ensuring annual paid leaves. Also, we will establish a

Sophisticated Professional System and revise the Discretionary Working

System for Management-related Work in order to realize various and flexible

work styles. We will try to promptly pass this proposal for revision of the Act

in the Diet.

5. Promotion of Flexible Work Styles

Telework is an effective means of balancing childcare and nursing care

with work and enabling various people to show their abilities because it

imposes no geographical or time restrictions on workers. Side jobs and

multiple jobs done in conjunction are effective means for development of new

technologies, open innovation and entrepreneurship. It is also effective for

preparation for a new life after retirement. In Japan’s case, there are still

extremely few telework users, or companies that allow side jobs and multiple

jobs done in conjunction. It is extremely important that we work to spread

these practices.

On the other hand, we would be getting our priorities backwards if

those practices encourage long working hours. We need to organize our ideas

on how to manage long working hours. We would like to consider a variety of

policy measures, including the formulation of guidelines.

(1) Renewal of Guidelines for Employment-type Telework and Supports for

Introduction

Employment-type telework is a term referring to a type of telework

where workers who make labor contracts with business operators work at

their own homes. Recently, since mobile devices are becoming more popular,

new types of teleworks where workers work not only at their own homes but

also at satellite offices or using mobile devices. Considering these changes, we

21

will revise guidelines for employment-type telework, which have only covered

telework at homes until now, and sort out our means for management of

working hours in order to prevent telework from leading to long working

hours.

In particular, we will add telework at satellite offices or using mobile

devices to means for utilization of telework in order to spread this type of

work.

In introducing telework, we need to properly manage working hours.

However, we have not yet clarified how to treat working hours when workers

temporarily leave their teleworking places for childcare and nursing care or

how to treat travel time when workers do telework only half a day. Therefore,

in order to prevent companies from hesitating to introducing telework,

assuming workers’ actual situations, we will concretely clarify how to treat

the above cases within a flex-time system or a normal system of working

hours and when to apply a de facto working hours system for outside work.

In order to prevent long working hours, we will recommend restriction

or restraint of late-night work and sending emails late at night or during

holidays.

In addition, we will revise guidelines for necessary security measures

when introducing telework, considering recent development in access to ICT

such as Wi-fi, cloud services, smartphones and tablets or actual situations of

telework at satellite offices or using mobile devices.

Furthermore, using a framework of National Strategic Special Zones,

we will conduct one-stop consultation supports for companies introducing

telework. We will implement model projects for workers giving childcare or

those handicapped. Also, in order to enable people to easily utilize telework,

we will widely discuss how to promote telework including means for

management of working hours and workers’ health. In addition, we will

discuss how to promote telework as a national movement and implement

necessary measures with a collaboration among related ministries.

(2) Renewal of Guidelines for Non-employment-type Telework and Supports

for Workers

Non-employment-type telework is a term referring to a type of

telework where workers, who do not make labor contracts with business

operators but undertake assignments from them, work at their own homes.

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Crowdsourcing, which is a job introduction service through the Internet, is

rapidly expanding and we have more opportunities of jobs not based on labor

contracts. Workers of these not-employment-type telework are facing various

troubles with ordering parties or intermediate agents such as unilateral

changes in job contents or overwork associated with it, unreasonably low

rewards or delayed payment of them, unauthorized diversion of copyrighted

works temporarily delivered during proposal process.

Considering work styles, which are like employment, such as non-

employment-type telework are more increasing, we will grasp the present

situation and discuss necessity of legal protection as a mid-term or long-term

agenda, establishing a conference consisting of intellectuals.

We will revise the present guidelines for ordering parties of non-

employment-type telework which are based on face-to-face contracts between

workers and ordering parties without intermediate agents. In this revision,

we will clarify these guidelines should be preserved by intermediate agents

when they temporarily accept orders and then reorder teleworkers. Also,

considering the actual situation of troubles associated with expansion of

crowdsourcing such as the increase in simplified deals without contract

documents and copyrighted works temporarily delivered, we will clarify rules,

which should be preserved by intermediate agents, such as obligations of

manifesting intermediate commissions and their treatment of copyrights.

Then, we will publicize the rules and make agents preserve them.

In addition, we will discuss and implement private-public efforts of

preparing safety nets for workers and arranging educational trainings.

(3) Establishment of Guidelines toward Promotion of Side Jobs/Multiple Jobs

and Revised Model Rules for Employment

Although the number of people wishing to work side jobs or multiple

jobs done in done in conjunction has been increasing recently, there are still

extremely few companies that allow them. In order to change this situation,

we will promote them to allow these types of jobs in principle while ensuring

workers’ health at the same time.

We will present advantages of these types of jobs and based on legal

precedents in the past and theoretical discussions, clarify as a rule that

companies cannot ban side jobs and multiple jobs without reasonable reasons

within their own employment rules otherwise these jobs have some

23

disadvantages for workers’ provision of services in primary jobs, operation of

companies, credit and reputation of the companies. In order not to make these

jobs lead to long working hours, we will revise guidelines so that they will

include templates of workers’ tools to confirm their working hours by

themselves as well as instructions on how companies should manage working

hours and health of their workers working side jobs or multiple jobs. We will

revise the model rules for employment in order to allow these types of jobs.

We will publicize the various advanced cases of initiation or creation

of new companies and countermeasures against labor shortage in SMEs

through side jobs and multiple jobs.

In addition, we will discuss how to create fair institutions of

employment insurance and social insurance, how to manage workers’ working

hours and health, and how to issue workers’ accident compensation from the

viewpoints of protecting workers working at multiple workplaces and

promoting side jobs and multiple jobs.

6. Creation of an Environment Where it is Easy for Women and Young people to

Play Active Roles such as Human Resource Cultivation

(1) Enhancement of Supports for Relearning of Individuals such as Recurrent

Education for Women

It is a fact that, in Japan, there are many cases where, if women who

were formerly regular employees take child-rearing leave, they have very few

choices but to choose jobs where they cannot make use of their past

experiences or occupational capacities when they seek to return to their

previous jobs or find another job. This also a problem from the viewpoint of

improvement in labor productivity as well. We will enable those women to

receive recurrent education in universities, which will contribute to

improvement in their job performance skills, and supports for their

reemployment afterward. This is how we will enable women to be choose jobs

harmonized with their stage of life.

In order to achieve this goal, we will revise the Employment Insurance

Act to enhance training and education benefits applied to registration fees of

specialized education classes linked directly with skills required in

workplaces. We will increase the maximum payout rate from 60% to 70% and

increase the ceiling of benefits per year from 480,000 yen to 560,000 yen. We

will also extend the qualification period from 4 years to 10 years, from the

24

moment of leaving jobs for childcare. We will promptly abolish the system

which required people to conduct procedures of extending their qualification

period within one month after they left their jobs.

We will increase opportunities of acquisition and evaluation of various

skills, closely provide supports for reemployment, enhance recurrent

education classes for women, which will be able to be taken on Saturday and

Sunday, during evening hours or within a short time, and promote these

classes nationwide. Meanwhile, we will enhance universities’ functions of

supports for reemployment by enabling information on internship

opportunities with collaboration of companies and offers of jobs easily

consisted with childcare to be delivered from Mothers Hellowork to their

universities.

We will develop workers’ capacities harmonized with technological

innovations and needs of industries, considering the fourth industrial

revolution such as Artificial Intelligence (AI) is rapidly transforming

necessary skills for workers while per-capita costs for educational training at

private companies are on declining trend. We will enhance and visualize

specialized education classes on skills, whose demands are expected to

increase such as high-level IT area, and provide supports for taking these

classes. Also, we will newly establish or enhance long-term training courses

for displaced workers where they will be able to acquire skills with high

demands for human resources such as IT, childcare and nursing care for the

elderly.

In order to cultivate human resources with practical occupational

capacities from their school education periods, we will promote systematic

career education ranging from the childhood to the high school period. Also,

we will establish professional universities which will provide practical

occupational education.

We will fundamentally enhance and intensively support investment

in human resources from companies, individuals and the government.

(2) Promotion of Empowerment of Various Women

There are lots of women with enormous potentialities in Japan and it

is important for as to accelerate a process of building a society where every

single woman can play an active role according to her own will.

The Abe Cabinet has made efforts toward a “society where all women

25

shine” as its top priority issue such as establishing the Act on Promotion of

Women's Participation and Advancement in the Workplace which became

effective in April, 2016. The number of female workers has increased by 1.5

million people in the last four years and the percentage of women who

continue working after their childbirth has also been increasing recently. A

momentum of empowerment of women is rapidly increasing. However, it is

still essential for us to further promote empowerment of women for those who

cannot work because of difficulties in balancing working with household

affairs and those who work while being aware of employment adjustment.

Therefore, we will promote visualization of information on company

regarding empowerment of women and encourage their efforts on further

empowerment of women. In particular, we will discuss necessary revision of

institutions such as enhancement of a disclosure system of information under

the Act on Promotion of Women's Participation and Advancement in the

Workplace by FY2018, in order to make companies surely disclose necessary

information, which should be disclosed for empowerment of women, such as

working hours, how male workers can take childcare leaves and the

percentage of female executives.

Also, we will create an environment where people who wish to work

can work without being aware of employment adjustment. We will raise the

upper limit on income eligible for the special spousal deduction under the

income tax system from 1.03 million yen to 1.5 million yen. While focusing on

younger generations and families with children, we will closely conduct a

reform of taxation on personal income, discussing how we should position this

taxation within the entire taxation system and how we should design the

structure of burdens.

We cannot enable people to work without being aware of employment

adjustment just by taxation alone. We will smoothly realize expansion of the

scope of employees’ insurance for part-time workers and discuss further

expansion. Based on a result of the discussion, we will conduct necessary

measures.

An upper limit on income eligible for a spouse allowance of a company

is another reason of employment adjustment. We will encourage companies

to work on this issue positively through serious discussions between labor and

management. We will steadily continue reforming dependence allowance for

spouses of national public officers.

26

We will disclose information on companies equipped with systems

enabling women, who were formerly regular employees and then quitted their

jobs for childcare, to return to their jobs. In particular, we will add an item

regarding the presence of a system for returners to a job posting form at Hello

Work offices and to disclosed items defined within the Act on Promotion of

Women's Participation and Advancement. We will establish a subsidy which

will support companies encouraging returning of their workers.

We will spread best practices of work style reform, utilizing the

certification systems such as “L-boshi” based on the Act on Promotion of

Women's Participation and Advancement, “Kurumin” based on the Act on

Advancement of Measures to Support Raising Next-Generation Children and

“Youth Yell” based on the Act on Employment Promotion of Young people. We

will also utilize commendation systems of companies regarding career

development of workers.

(3) Supports for Empowerment of the “Employment Ice-age Generation” and

Young People

More than 400 thousand people graduated schools during the

employment ice age, failed to become regular workers and had no choice but

to keep on working as non-regular workers or remaining workless. We must

conduct measures from the viewpoints of the employment ice-age generation,

preventing entrenched inequality and ensuring workers. In order to promote

job hoppers aged over 35, who repeatedly quit or switch their jobs, to regular

workers, we will offer equal/balanced educational opportunities through

enforcement of equal-pay-for-equal-work and provide intensive supports

according to occupational experiences and capacities of different workers.

We will help people who quitted high schools acquire high school

diplomas through educational consultations and other supports. In addition,

we will revise the guidelines based on the Act on Employment Promotion of

Young people to promote various opportunities of screening and recruitment

such as by introducing employment systems enabling workers to work in their

preferred areas. Also, we will revise the Employment Security Act to enable

Hellowork offices or intermediate agents to reject job posting forms from

companies repeatedly violate certain labor-related laws.

27

7. Facilitation of a Balance between Medical Treatment and Work

(1) Reforming Consciousness of Companies and Improving Acceptance

Mechanism

There are a number of people, approximately one-third of the

workforce, who continue working while receiving medical treatments. There

are also many people who are forced to leave their jobs because of diseases or

face difficulties in balancing medical treatments and works because of lacks

of understanding in their workplaces.

We need to reform consciousness of companies and improve

acceptance mechanisms in order to resolve this issue. We will encourage

companies to reform consciousness of top managers and executives, and

improve their in-company systems enabling their workers to balance medical

treatments and works. Also, we will create disease-classified manuals for

companies. In those disease-classified manuals on cancers, intractable

diseases, vascular brain disease and hepatitis, we will describe points of

concern when helping their workers balance medical treatments and works

such as treatment measures and characteristics of their symptoms including

feelings of fatigue, chronic pains and numbness. We will popularize those

manuals by holding seminars for people in charge of human resource or labor

affairs in companies. Furthermore, we will discuss requirements for payment

of accident and sickness benefits and conduct necessary measures.

In addition, we will energetically encourage top managers to show

their own leaderships and clearly set maintenance and improvement of

workers’ psychological and physical health as their business challenges.

(2) Promotion of Triangle-shaped Supports

The presence of others making expectations on people’s work enables

them to find their raison d'etre and their own place within their workplace.

It will also help them fight against disease. On the other hand, there are

people who cannot tell others about their diseases, fearing of losing their

careers. It is both physically and mentally hard to receive medical treatments

without telling anyone about it. There are side effects, which can hardly be

understood by anyone but a patient oneself, such as feelings of fatigue and

symptoms of depression. People with these feelings or symptoms are often

seen as unmotivated. There are some people who try harder beyond necessity,

in order not to be seen as unmotivated, burst themselves and then leave their

28

workplaces. Considering this situation, we will pursue a society where people

having diseases can work feeling motivations by improving mechanisms

helping those people balance medical treatments and works.

In particular, we will establish a triangle-shaped support system

consisting of (i) attending doctors, (ii) companies and industrial doctors, and

(iii) coordinators for supports of balancing medical treatments and works.

Especially, supporting coordinators will play core roles within

collaborations between attending doctors and companies, continuously

provide consulting supports while snuggling up to patients and support

formation of plans for balance between medical treatments and works. These

coordinators are expected to acquire knowledge on medicine, psychology,

labor-related laws and labor management and to function as hubs of

communication among patients, attending doctors and companies. We will

effectively cultivate and position these human resources and enable hospitals

and workplaces across the nation to provide supports for balancing medical

treatments and works.

In addition, considering 4.7% of a million children are born as results

of in vitro fertilizations, we will enhance supports for fertilization treatments

not only from a medical aspect but also from the viewpoints of supports for

employment and balancing treatments and works.

(3) Enhancement of Industrial Doctors and Function of Occupational Safety

to Ensure Workers’ Health

Considering the importance of the role of industrial doctors, we will

enhance industrial doctors and function of occupational safety by improving

the abilities of industrial doctors and their function of consulting support.

In order not to miss workers whose risks of death by overwork

(karoshi) are high because of extremely long working hours and mental

disorders, we will make sure that face-to-face instructions or health

consultations will be offered by industrial doctors and enhance health

management of workers in companies.

In addition, we will review the present style of industrial doctors by

enhancing independency and neutrality of them. By doing so, we will enable

them to further effectively work on ensuring health of each worker from the

viewpoint of medical specialists.

We will encourage working people to enhance their own motivations

29

and limitlessly show their own talents.

8. Facilitation of a Balance between Childcare, Nursing Care and Work,

Employment of Disabled People

(1) Enhancement and Promotion of Supportive Measures for a Balance

between Childcare, Nursing Care and Work

Based on the “Plan to Accelerate the Elimination of Childcare Waiting

Lists,” we have additionally prepared childcare arrangements for

approximately 314,000 children in 3 years since FY2013 to FY2015. Also, we

have raised the target for additional childcare arrangements from for 400,000

children to 500,000 children, which is to be accomplished by the end of

FY2017. We will widely grasp the potential needs for childcare and prepare

childcare arrangements for 530,000 children, which exceeds the initial goal,

including arrangements of company-led childcare for approximately 50,000

children by the end of FY2017.

We will establish a new plan from FY2018 onward, considering

progress made in each local government from this April.

Along with preparing childcare arrangements, we will ensure human

resources, who become newly qualified as nursery teachers, and conduct

comprehensive measures to ensure human resources such as improvement in

their working conditions, supports for continuing working and supports for

reemployment of those who have quitted their jobs.

We will work on improving working conditions of nursery teachers by

establishing a scheme of career advancement according to their skills and

experiences. In the budget for FY2017, we will implement a pay rise

equivalent to 2% for all the nursery teachers, which means we will have

achieved a pay rise equivalent to 10% in total since the change of

administration. In addition, we will improve their wages by 5,000 yen per

month for those with more than 3 years of service, and by 40,000 yen per

month for those with more than 7 years of service.

We will increase childcare arrangements and promote flexible

utilization according to the needs in order to enable nursery centers to provide

various childcare services such as childcare for sick children, extended-hours

childcare/temporary childcare and childcare for disabled children. In addition

to childcare services, we will discuss measures to reduce burdens of childcare

30

and household affairs and to enable people to balance their works and

childcare and household affairs.

Also, from the viewpoint of enhancing supports for continuing

working after childbirth, we will extend the qualification period of childcare

leave benefits to 2 years old at maximum if workers cannot find suitable

nursery schools.

In addition, in order to break down the “barrier in the first year of

primary schooling,” we will prepare arrangements of “After-school Kids’ Clubs”

and improve working conditions of workers working there.

Also, in regard to nursing care, it is crucial for us to conduct

comprehensive measures, enhancing related supports and ensuring security

of the generations still working, toward the goal of “no one forced to leave

their jobs for nursing care,” which means people can work while providing

nursing care. We will definitely prepare nursing care arrangements for more

than 500,000 people by the early 2020s. In order to ensure human resources

for nursing care, we will establish a scheme, which will realize wage increases

for nursing care providers according to their experiences, in the budget for

FY2017. In this scheme, we will improve their wages by 10,000 yen per month

on average, which means we will have achieved wage increases of 47,000 yen

per month on average in total since the establishment of the coalition

government of the Liberal Democratic Party of Japan and Komeito.

(Promotion of Male Participation in Childcare and Nursing Care)

While women’s employment has been increasing in Japan, burdens of

childcare or nursing care are still biased toward women. Also, even when men

hope to take childcare leaves, they cannot actually do so for various reasons.

Considering these situations, we will mobilize all the measures necessary to

promote male participation in childcare and nursing care.

From these viewpoints, we will enable workers to take childcare

leaves more flexibly and for longer time as well as improve office atmospheres,

which often make it harder for workers to take leaves. We will promptly start

and conduct comprehensive revisions of our system of childcare leaves based

on workers’ needs.

In order to change office atmospheres, which make it harder for

workers to take leaves despite of the presence of a system, we will introduce

a scheme, which will encourage company owners to urge their workers to take

31

leaves, as well as a system of leaves dedicated to childcare to the Child Care

and Family Care Leave Act. In addition, in order to increase “iku-boss,” bosses

who are aware of the importance of childcare or nursing care of their

subordinates or colleagues, we will prepare a collection of role models and

popularize the “iku-boss” declarations.

We will raise the accreditation criterion of“Kurumin” based on the

Act on Advancement of Measures to Support Raising Next-Generation

Children, with regard to childcare leaves taken by male workers. Also, in

FY2017, we will discuss visualizing how male workers can take childcare

leaves in each company, utilizing a scheme of general company owner action

plans stipulated in the Act. We will discuss further promoting measures by

FY2020, 5 years after the revision of the Act.

(2) Supports for Employment Enabling Disabled People to Fulfill Their Hopes

and Show Their Talents

We need to build a society, where disabled people can play active roles

according to characteristics of their disabilities while fulfilling their hopes,

showing their talents and aptitudes and it is quite normal for us to work with

disable people, by offering job opportunities according to motivations and

abilities of disabled people beyond geographical or time restrictions.

Although employment of disabled people has been improving recently,

approximately 30% of companies obliged to hire disabled people actually do

not hire them. We can still see some problems in understandings in

workplaces including top managers and in improvement in job contents. Also,

related ministries and agencies are required to further collaborate each other

toward employment of disabled people.

We will raise the statutory employment rate in April 2018. Also, we

will encourage companies, which currently do not hire disabled people, to

accept them as trainees and to attend seminars where they will acquire know-

how on employment of disabled people. Additionally, we will introduce and

dispatch retired people with knowledge on employment of disable people.

In order to provide consistent supports, both from educational and

labor aspects, with disabled people including those with developmental

disorders or potentially having them, according to characteristics of their

disorders, we will establish a scheme where education boards, universities,

related agencies in the areas of welfare, healthcare, medicine and labor and

32

companies collaborate each other.

Furthermore, in order to encourage disabled people to work at their

own homes, we will promote utilization of a scheme where adjustment

allowances are paid to companies submitting orders to disabled people

working at their homes. We will promote utilization of ICT and provide

supports for development of models of intermediate companies and

visualization of good ones.

Furthermore, we will popularize high-tech assistive devices in order

to improve occupational lives of disabled people. We will provide employment

supports for disabled people through collaboration between agriculture and

welfare in all the prefectures, by promoting sixth sector industrialization in

facilities for employment of disabled people working on agriculture.

We will establish a discussion forum consisting of intellectuals to

promote employment of disabled people according to characteristics of their

disorders, to provide supports for job retention, and to discuss how we design

related institutions.

9. Supports for Career Change or Reemployment Opportunities to Industries with

the Capacity to Absorb a Large Amount of Employment and Create High Added

Value

In order to change the single-track career path and build a society

where people can try again, we need to expand diverse employment

opportunities outside of those offered to new graduates, such as those offered

to people who changed their careers or seek to be reemployed. If we can

establish flexible labor markets and corporate practices, where people become

not disadvantaged by changing their careers, workers will able to choose work

styles that fit them and design their careers by themselves. Companies will

be able to promptly ensure human resources required in a business

environment rapidly changing. These supports will increase the labor

participation rate and productivity of the whole country. We will conduct

necessary measures with a collaboration between public and private sectors.

(1) Formulation of Guidelines and Supports for Companies Accepting

Workers Changing Jobs and Expansion of Employment of Them

Companies, which have even once accepted middle-aged workers

changing their jobs, tend to become positive about hiring them. We will

33

comprehensively improve an environment by providing supports for

companies accepting those workers and enhancing supportive systems. We

will expand a subsidy device for capacity development and wage increase in

growing companies accepting workers changing their jobs. Also, we will

establish a subsidy device for companies introducing personnel systems

where workers will not be evaluated by their seniorities but by their

capacities. We will enhance matching functions of the Employment

Stabilization Center, cooperating with associations of SMEs.

In order to expand diverse opportunities of employment regardless of

ages, we will compile guidelines for promotion of acceptance of workers

changing their jobs and request industries to act based on them. We will also

establish guidebooks for internships opportunities for workers changing their

jobs or seeking to reemployed, and provide supports for practical programs

under the collaboration between companies and universities.

(2) Visualization of Occupational Capacities and Information on Workplaces

toward Expansion of Opportunities of Changing Jobs and Reemployment

We will research and discuss how we should treat occupational

information such as contents of various jobs including those in the growing

areas like AI, required knowledge/capacities/technologies and average annual

salaries. We will establish a website (Japanese version of O-NET), which will

comprehensively offer these information including qualification-related ones.

Also, we will establish a one-stop website where people will be able to browse

information on women-friendly workplaces based on the Act on Promotion of

Women's Participation and Advancement in the Workplace as well as

information on youth-friendly workplaces based on the Act on Employment

Promotion of Young people, which have been provided separately.

In addition, we will expand the scope of technical skills tests to

professions in industries with the capacity to absorb a large amount of

employment while exempting tuitions of young people.

10. Preparation of Education Providing Opportunities for All

We will build a society where every child can have own hopes for the

future and try hard toward own dreams, regardless of economic status. We

must improve the quality of public education and improve an environment

where everyone can attend a high school, a specialized training college and a

34

university, if one hopes to. Japan has ratified the International Covenants on

Human Rights, which prescribes evolutionary realization of free higher

education, and we will promote measures to ease economic burdens to

encourage children to attend higher education while ensuring financial

resources. We will also enhance an educational environment to ensure

children’s academic skills from the period of compulsory education.

We will newly establish a scholarship system under which students

are exempted from having to repay the scholarship amount. This year, we will

antecedently start this scheme for students facing economic difficulties,

which are especially severe, such as those raised in children’s nursing homes

or by foster parents. From next year, we will provide scholarships of from

20,000 yen to 40,000 yen per month with 20,000 students in each grade.

In regard to interest-free scholarships, from this spring, we will

substantively eliminate scholastic requirements imposed on children from

low-income families to enable all the students, who are qualified to receive

interest-free scholarships but remain not awarded yet, to receive without

omission.

In regard to refunding of loan-type scholarships, we will significantly

reduce students’ burdens by introducing a type of scholarship with its amount

of monthly payment linked to an applicant’s income after graduation. We will

also enhance a system of reduced refund in order to reduce burdens of those

who have already started refunding.

In the budget for FY2017, we will further expand the scope of early-

childhood education offered free of charge, enabling low-income families to

receive free education for their second child, in addition to their third or later

child. We will keep on gradually promoting free education for children while

ensuring financial resources. Also, we will reduce burdens of educational

costs by providing educational supports through public and private

institutions from the period of compulsory education, enhancing scholarships

for high school students and enhancing exemption of tuitions of universities.

11. Promotion of Employment of the Elderly

The key point of promotion of employment of the elderly is to realize

an “ageless society,” where people can be fairly evaluated according to their

occupational capacities regardless of their ages. This will also lead to increase

in motivation of young people as well as dynamism of the entire company.

35

Although nearly 70% of the elderly wish to work beyond the age of 65,

the proportion of the elderly who are beyond the age of 65 and still working

remains as low as 20%. Since our population is declining and in order to

ensure our growth potential, we must prepare various opportunities of

employment for motivated elderly so that they can work regardless of their

ages.

We will provide supports for companies extending employment

beyond the age of 65 or raising the retirement age to 65, and prepare an

environment for raising the age for employment extension in the future.

Setting the period until FY2020 as the period of intensive efforts, we will

enhance subsidy devices while encouraging, providing consultations and

supports for companies through popularizing manuals on methods of

extending employment/raising the retirement age as well as related best

practices. At the end of the period of intensive efforts, we will discuss how we

should build a system to raise the age for employment extension.

Another key is how we will build a scheme which will enable senior

human resources with various skills and experiences to contribute not only to

a single company but also to a wider society. In order to enable them to work

regardless of their ages, we will promote career changes not only for the

elderly but also for all people who hope to.

We will enhance short-time jobs which can be applied by the elderly

in Hellowork offices and visualize companies, where people can work while

being fairly evaluated upon their works but regardless of their ages, in job

posting forms. Also, with a collaboration between Hellowork offices and local

economic associations, we will establish a nation-wide network for matching

to enable people to work in local regions after U-turn, I-turn or J-turn.

In addition, we will encourage people to accumulate and take

inventories of their own skills and know-how, not after but before becoming

the elderly. Also, we will promote career changes, reemployment, side jobs

and multiple jobs.

Furthermore, we will enhance subsidy devices for employment for

elder entrepreneurs. We will also promote entrepreneurship within a scheme

creating employment opportunities for the elderly, with a collaboration among

various institutions in a region. While conducting measures to promote health

and prevent frailty, we will offer various opportunities of employment, which

include Silver Human Resources Centers and volunteer activities, according

36

to the needs of the elderly.

12. Acceptance of Foreign Workers

We are in a global competitive economy and therefore it is crucial for

us to improve productivity of the economy of the entire country by positively

accept foreign workers with high-level skills and knowledge such as high-

level IT workers and creating innovations.

Foreign workers in Japan feel frustrated by its unclear evaluation

systems and high Japanese linguistic requirements. We need to prepare an

attractive environment for foreign workers to accept those working in

specialized and technical areas, who contribute to vitalization of our economy.

Therefore, we will promote clarification of job contents within

companies and fair evaluation and working conditions in order to promote

high-level foreign workers. Also, we will promote matching supports to enable

companies to ensure high-level foreign workers, who will contribute to

innovations, from abroad. We will prepare an environment where these

workers can work well using English and lead daily lives comfortably.

In addition, we will make our country appealing to high-level foreign

workers, who are the focus of intense competition among countries seeking to

attract them. We will introduce the Japanese Green Card for High-level

Foreign Workers, which will be the fastest such system in the world and

reduce the length of time required to obtain permanent residence from 5 years

to 1 year, to enable those workers to play active roles in Japan for a longer

time. Also, in order to enable foreigners to more easily utilize the “points-

based preferential immigration treatment for highly-level workers,” we will

add points to graduates from top universities as soon as possible.

Meanwhile, in regard to the acceptance of foreign workers in fields

that are not evaluated as specialized or technical, Japan has upheld the

position that this matter should be reviewed not only by assessing the needs

and verifying the economic effects, but also from a broad perspective that

encompasses a range of factors such as influence on the employment of

Japanese workers, impact on industrial structure, social costs such as

education and social security, and public order, while taking into account the

consensus of the people.

In order to ensure sustainability of our economic and social

foundations, we will comprehensively and concretely discuss how we should

37

accept foreign workers while focusing on areas truly requiring those workers.

The government will research and discuss necessary measures, across

ministries, to establish a scheme, which cannot be misunderstood as an

immigration policy, and to form the consensus of the people.

13. Roadmap toward the Future of 10 Years from Now

Toward the realization of work style reform, it is important for us to

promote related measures, deciding when to take what kind of specific

measures with respect to each topic with concrete deadlines and consistently

reviewing them.

(Measures with Timelines and Indexes)

In regard to the 19 measures in total, we indicate (1) the issues from

the perspective of the working people, (2) the directions of upcoming measures

and (3) concrete measures for each theme. Since work style reform is a cross-

sectional issue toward the realization of dynamic engagement of all citizens,

we set the time span of the roadmaps as from FY2017 to FY2026 (10 years).

We indicate how we will conduct necessary measures in each fiscal year while

showing related indexes as much as possible.

(Collaboration with Other Government Programs)

In order to effectively implement the roadmaps, we will promote

necessary measures while collaborating with the Japan’s Plan for Dynamic

Engagement of All Citizens and other government programs.

It is

de

sira

ble

th

at

pe

op

le c

an

wor

k a

ctiv

ely

wh

ile u

nd

ers

tan

din

g t

he

re

sults

of

ev

alu

atin

g t

he

ir w

ork

s an

d a

bili

ties.

• “W

hen

wo

rkin

g w

ith

th

e sa

me

trea

tmen

t as

reg

ula

r em

plo

yees

, I a

m r

equ

ired

to

sh

ow

th

e sa

me

wo

rkin

g re

sult

s. I

mak

e ef

fort

s to

fu

lfill

my

du

ties

.” (

wo

man

in a

co

mp

any

real

izin

g eq

ual

pay

fo

r eq

ual

jobs

)“E

ffo

rts

give

me

equ

ival

ent

wag

es. I

try

to

m

ake

effo

rts.

” (w

om

an w

ho

bec

om

es a

re

gula

r em

plo

yee

via

a p

art-

tim

er a

nd

fi

xed

-ter

m w

ork

er)

<Voi

ces

in a

mee

ting

whe

re th

e pr

ime

min

iste

r ta

lks

with

wor

kers

abo

ut w

ork-

styl

e re

form

s>

It is

des

irab

le t

hat

peo

ple

can

wo

rk h

ealt

hily

an

d f

lexi

bly

with

th

eir

wo

rk li

fe b

alan

ce k

ept.

• Th

e re

aso

n w

hy y

oung

peo

ple

chan

ge jo

bs is

“I

wan

t to

mov

e to

a co

mpa

ny w

ith r

easo

nab

le

wor

king

hou

rs, h

olid

ays,

and

leav

es.”

37.

1% in

20

09 →

40.

6% in

201

3•

I lik

e te

lew

ork.

30.

1%

• Em

ploy

ees

hopi

ng a

sid

e jo

b: A

bout

3.6

8 m

illio

n

It is

des

irab

le t

hat

peo

ple

can

wo

rk

smo

oth

ly w

ith

dis

ease

cu

re, c

hild

rai

sin

g, o

r n

urs

ing

care

.•

Dis

ease

d p

eop

le w

ho

wan

t a

job

: 92

.5%

• W

omen

who

wan

t to

cont

inue

wor

king

aft

er

child

birt

h: 6

5.1

%•

Wor

kers

who

qui

t a jo

b fo

r nu

rsin

g ca

re:

100,

000/

yea

r

It is

des

irab

le t

hat

peo

ple

can

cho

ose

a

vari

ety

of

job

s, d

epen

din

g o

n c

han

ges

in li

fe

styl

e o

r st

age.

• “P

eopl

e ca

n re

star

t any

tim

e or

from

any

si

tuat

ion.

I ge

t m

any

thin

gs fr

om c

hild

rai

sing

ex

peri

ence

, so

I app

ly th

em to

the

curr

ent

wor

kpla

ce.”

(wom

an re

em

ploy

ed v

ia a

hou

sew

ife

and

recu

rren

t ed

ucat

ion

)<V

oice

s in

a m

eetin

g w

here

the

prim

e m

inist

er t

alks

with

w

orke

rs a

bout

wor

k-s

tyle

re

form

s>

• W

orke

rs w

ho w

ant r

eedu

catio

n: 4

9.4

%•

Mor

e th

an 6

5-y

ear

-old

peo

ple

who

wan

t to

wor

k: 6

5.9

%

It is

des

irab

le t

hat

peo

ple

can

get

edu

cati

on

s as

th

eir

des

ire

rega

rdle

ss o

f th

eir

fam

ily’s

eco

no

mic

sta

tus

• Ra

tio

of s

tude

nts

who

go

on to

a 4

-yea

r col

lege

af

ter

grad

uatio

n fr

om a

hig

h sc

hool

Par

ents

ear

nin

g 4

mill

ion

yen

or

less

an

nu

ally

: 31

.4%

Par

ents

ear

nin

g m

ore

th

an 1

0 m

illio

n y

en

ann

ual

ly: 6

2.4

%

8. S

up

po

rtin

g tr

ansf

er t

o in

dus

trie

s w

ith

a h

igh

em

plo

ymen

t ra

te, d

evel

op

ing

hu

man

res

ou

rces

, an

d

stre

ngt

hen

ing

edu

cati

on

fo

r fix

ed g

ap p

reve

nti

on

• Co

rpor

ate

eage

rnes

s to

em

ploy

per

sons

of m

iddl

e or

ad

vanc

ed a

ge

Com

pani

es w

ith

empl

oym

ent r

ecor

ds:

66.1

%Co

mpa

nies

wit

h no

rec

ord:

34.

9%

• A

dult

stu

dent

s: 2

.5%

(OEC

D: 1

6.7%

in a

vera

ge)

• St

uden

t’s

mon

thly

livi

ng c

ost i

n av

erag

eSt

uden

ts w

ho g

o to

a n

atio

nal u

nive

rsity

from

hom

e: 9

4,00

0 ye

n; S

tude

nts w

ho g

o to

a p

rivat

e un

iver

sity

from

a lo

dgin

g:

173,

000

yen

6. A

cce

pti

ng fo

reig

n h

uman

res

ou

rces

Achievement of work-style reformsP

rob

lem

s vi

ew

ed

fro

m w

ork

ers

Subj

ects

to

be s

tudi

ed a

nd t

heir

cur

rent

sta

tes

7. B

uild

ing

an e

nviro

nmen

t tha

t mak

es it

ea

sy fo

r w

omen

and

yo

ung

peop

le t

o w

ork

activ

ely

• R

egul

ar f

emal

e em

ploy

ees

ree

mpl

oyed

af

ter

mar

riage

ret

irem

ent

Reg

ular

: 12

%;

Non

-reg

ular

: 88

%

• Co

mpa

nies

with

a re

inst

atem

ent

syst

em f

or r

etire

d em

ploy

ees:

12

%•

Une

mpl

oyed

per

sons

(in

late

thi

rtie

s to

ea

rly f

ortie

s) i

n th

e ge

ner

atio

n

faci

ng d

iffic

ulty

in f

indi

ng a

job

+ Pe

opl

e no

t in

labo

r fo

rce:

420

,000

• Yo

ung

peop

le (

15-3

4 ye

ars

old)

une

mpl

oyed

: 57

0,00

0

Me

asu

res

(14

) He

lpin

g w

om

en

take

a r

eedu

cati

on (r

ecu

rre

nt

ed

uca

tio

n) a

nd

en

rich

ing

job

trai

nin

g

9. E

nco

ura

gin

g th

e ag

ed

to fi

nd

a jo

b•

Emp

loye

es n

ot

less

th

an 6

5 y

ears

old

: 22.

3%

1. I

mp

rovi

ng

the

trea

tmen

t o

f n

on

-reg

ula

r em

plo

yees

• A

bilit

y de

velo

pmen

t cha

nce

give

n to

oth

er th

an r

egul

ar

empl

oyee

sPl

anne

d O

JT: 3

0.2%

(58.

9% fo

r reg

ular

em

ploy

ees)

Off-

JT: 3

6.6%

(72.

0% fo

r re

gula

r em

ploy

ees)

• U

nwill

ing

non

-re

gu

lar

em

plo

ye

es:

2.9

6 m

illio

n (1

5.6

%)

(1) D

eve

lop

ing

lega

l sys

tem

s a

nd

guid

elin

es

for

kee

pin

g th

e e

ffe

ctiv

enes

s o

f equ

al p

ay fo

r eq

ual j

obs

(2) P

rom

oti

ng

care

er e

nha

nce

me

nt in

clu

din

g ch

ange

fr

om

no

n-r

egu

lar

emp

loye

es to

reg

ula

r on

es

(3)

Bu

ildin

g an

en

viro

nmen

t in

whi

ch c

omp

anie

s ca

n in

crea

se

wag

es e

asily

, fo

r ex

amp

le b

y en

cou

ragi

ng

them

to

do

so

or

hel

pin

g th

em im

pro

ve t

hei

r d

ealin

g co

nd

itio

ns a

nd

pro

duct

ivit

y

2. R

ais

ing

wag

es

and

labo

r p

rod

ucti

vity

• A

vera

ge r

ise

in w

age:

1.7

0%

in 2

01

0-2

012

→

1.7

1%

in 2

01

3 →

2.0

7% in

201

4 →

2.2

0% in

20

15

→ 2

.00

% in

20

16

3. A

void

ing

lon

g-h

our

wo

rk•

Peop

le w

orki

ng fo

r no

t les

s th

an 6

0 ho

urs:

7.7

% (1

4.7%

for

men

in t

heir

thir

ties)

• Bu

sine

ss s

ites

tha

t sig

n th

e 36

agr

eem

ent w

ith a

spe

cial

ly

prol

onge

d ti

me

of m

ore

than

80

hour

s: 4

.8%

(14.

6% fo

r la

rge

com

pani

es)

• Th

e re

aso

n fo

r ne

edi

ng o

vert

ime

is “

It is

nece

ssar

y to

re

spon

d to

irre

gula

r re

ques

ts fr

om cu

stom

ers.

” 44

.5%

(h

ighe

st)

(4) C

hang

ing

law

s to

intr

oduc

e an

upp

er o

vert

ime

limit

(6)

Bu

ildin

g a

hea

lth

y an

d fr

ien

dly

wor

kpla

ce e

nvi

ron

men

t

(16

) H

elp

ing

the

gen

erat

ion

fac

ing

diff

icul

ty in

fin

din

g a

job

an

d yo

un

g p

eop

le w

ork

act

ivel

y to

bu

ild s

uch

an

en

viro

nmen

t

(17)

Dev

elop

ing

guid

elin

es fo

r inc

reas

ing

chan

ces

to b

e gi

ven

to th

ose

who

w

ant

tran

sfer

or r

eem

plo

ymen

t, h

elpi

ng

com

pan

ies

rece

ive

them

, an

d

visu

aliz

ing

wo

rkin

g sk

ills a

nd

wo

rkp

lace

info

rmat

ion

(18

) B

uild

ing

an e

du

cati

onal

en

viro

nmen

t in

wh

ich

anyo

ne

has

a

chan

ce t

o le

arn

, fo

r ex

amp

le b

y st

arti

ng

a b

enef

icia

l sch

olar

ship

(10

) Pro

mo

tin

g tr

ian

gle

supp

ort

tow

ard

wor

k w

ith

cure

(11)

Imp

rovi

ng m

easu

res

for

supp

ortin

g w

ork

with

chi

ld

rais

ing

or n

ursi

ng c

are

and

prom

otin

g th

e us

e of

the

m

5. P

rom

oti

ng

wo

rk w

ith

dis

ease

cu

re, c

hild

rai

sin

g, o

r n

urs

ing

care

an

d e

nco

ura

gin

g th

e ha

nd

icap

ped

to

wo

rk•

Peo

ple

unem

ploy

ed a

fter

canc

er d

etec

tion

: 29

%•

Wom

en w

ho w

ant t

o co

ntin

ue w

orki

ng a

fter

pre

gnan

cy o

r ch

ildbi

rth

but

reti

re d

ue t

o di

fficu

lty in

wor

k w

ith c

hild

ra

isin

g: 2

5.2

%•

Busi

ness

sit

es w

ith

empl

oyee

s us

ing

nurs

ing

-ca

re le

ave

: 1.

3%

• Co

mpa

nies

tha

t are

obl

iged

to

empl

oy th

e ha

ndica

pped

bu

t do

not

do

so: A

bout

30%

(12)

Hel

ping

the

han

dica

pped

hav

e a

desi

red

job

and

use

thei

r ca

pabi

litie

s

(7) S

up

po

rtin

g th

e re

form

an

d in

tro

du

ctio

n

of

the

tele

wo

rk g

uid

elin

es

for e

mp

loye

es

4. B

uild

ing

an e

nvi

ron

men

t in

whi

ch fl

exib

le w

ork

st

yles

are

po

ssib

le•

Com

pani

es t

hat i

ntro

duce

no

tele

wor

k: 8

3.8

%•

Dom

esti

c cr

owds

ourc

ing

mar

ket

21.5

billi

on y

en in

201

3 →

40.

8 bi

llion

yen

in 2

014

→ 6

5.0 b

illion

yen

in

201

5•

Com

pani

es t

hat a

llow

no

side

wor

k: 8

5.3%

(8) R

efo

rmin

g th

e t

ele

wo

rk g

uid

elin

es fo

r u

nem

ploy

ed

wo

rke

rs a

nd s

up

port

ing

them

(9)

Bu

ildin

g an

en

viro

nmen

t, f

or

exam

ple

by

deve

lop

ing

guid

elin

es

for

pro

mo

tin

g si

de

or

mu

ltip

le jo

bs a

nd m

odi

fyin

g th

e ty

pic

al w

ork

regu

lati

on

s

(19

) Su

pp

ort

ing

the

ext

ensi

on

of e

mp

loym

ent

or

reti

rem

ent a

nd g

ivin

g m

atch

ing

sup

port

to

the

age

d

(13

) B

uild

ing

an e

nvi

ron

men

t to

acc

ept

fore

ign

hum

an r

eso

urce

s

Improving treatment (e.g. wages) Eliminating restrictions (e.g. time and place) Building careers

(5)

Bu

ildin

g an

en

viro

nmen

t to

intr

od

uce

the

wo

rk in

terv

al s

yste

m

(15

) En

cou

ragi

ng

wo

men

to

wo

rk v

ario

usl

y, f

or

exam

ple

, by

allo

win

g p

art-

tim

ers

to w

ork

wit

ho

ut

an a

dju

stm

ent

and

u

nem

plo

yed

wo

men

to

ret

urn

to

th

eir

form

er p

ost

s

38

[Pro

ble

ms

view

ed fr

om w

ork

ers]

In 2

01

5, r

egu

lar

em

plo

yee

s in

cre

ase

d fo

r th

e

firs

t ti

me

in 8

ye

ars

.•

The

rise

is 7

70

,000

in t

ota

l in

201

5 an

d 2

016.

• N

on

-reg

ula

r em

plo

yees

(th

e va

lue

in p

aren

thes

es s

how

s th

e ra

tio

to

th

e w

ho

le e

mp

loye

es e

xcep

t d

irec

tors

)6

.04

mill

ion

(1

5.3%

) in

19

84 →

16.

78

mill

ion

in 2

006

(3

3.0

%)

→ 2

0.1

6 m

illio

n (

37.5

%)

in 2

016

For

exa

mp

le, m

an

y w

om

en

se

lect

no

n-

regu

lar

em

plo

yme

nt

aft

er

the

y e

xce

ed t

he

ir

mid

dle

th

irti

es

be

cau

se t

he

y h

ave

to

rai

se

chil

dre

n o

r ta

ke n

urs

ing

care

.•

Un

will

ing

no

n-r

egu

lar

emp

loye

es: 2

.96

mill

ion

(ave

rage

in

20

16

)

(Th

e ra

tio

to

th

e w

ho

le n

on

-reg

ula

r em

plo

yees

is

15

.6%

)

Wo

men

: 17

.6%

in 2

5-3

4 ye

ars

old

; 11

.7%

in 3

5-4

4 ye

ars

old

; 12

.5%

in 4

5-5

4 ye

ars

old

; 9.3

% in

55-

64

year

s o

ld

• R

atio

of

wo

men

wh

o s

elec

t n

on

-reg

ula

r em

plo

ymen

t d

ue

to w

ork

wit

h h

ou

seh

old

aff

airs

or

child

care

(a

vera

ge i

n 2

01

6)

25

.0%

in 2

5-3

4 ye

ars

old

; 26

.8%

in 3

5-44

yea

rs o

ld;

17

.4%

in 4

5-5

4 ye

ars

old

; 11

.7%

in 5

5-64

yea

rs o

ld

I wa

nt

to w

ork

act

ive

ly w

hil

e u

nd

ers

tan

din

g th

e r

esu

lts

of e

valu

ati

ng

my

wo

rk a

nd

ab

ilit

y.•

Vo

ices

fro

m w

om

en in

a c

om

pan

y re

aliz

ing

equ

al p

ay

for

equ

al jo

bs

“Wh

en w

ork

ing

wit

h t

he

sam

e tr

eatm

ent

as r

egu

lar

emp

loye

es, I

am

req

uir

ed t

o s

ho

w t

he

sam

e w

ork

ing

resu

lts.

I m

ake

effo

rts

to f

ulf

ill m

y d

uti

es.”

(m

eeti

ng

wh

ere

the

pri

me

min

iste

r ta

lks

wit

h w

ork

ers

abo

ut

wo

rk-s

tyle

ref

orm

s o

n D

ecem

ber

6, 2

016)

Item

1. I

mpr

ovin

g th

e tr

eatm

ent o

f non

-reg

ular

em

ploy

ees

(1) D

evel

op

ing

lega

l sys

tem

s an

d g

uid

elin

es f

or

keep

ing

the

effe

ctiv

enes

s o

f eq

ual

pay

for

equ

al j

ob

s (P

art 1

)

[Fu

ture

co

urs

e o

f act

ion

]W

e w

ill m

ake

ru

les

for e

qu

al p

ay

for

equ

al jo

bs in

ord

er to

eli

min

ate

the

irra

tion

al g

ap in

trea

tmen

t bet

wee

n r

egu

lar

an

d n

on

-reg

ular

em

plo

yees

, to

allo

w w

ork

ers

to r

ecei

ve s

atis

fact

ory

trea

tmen

t reg

ard

less

of t

he

sele

ctio

n o

f an

y em

plo

ymen

t typ

e, to

en

ab

le th

em to

ch

oo

se a

va

riet

y o

f wo

rk s

tyle

s fr

eely

, and

to w

ipe

ou

t th

e w

ord

“n

on

-reg

ular

” fr

om

the

cou

ntr

y.

[Co

ncr

ete

mea

sure

s](M

aki

ng r

ule

s fo

r eq

ual

pa

y fo

r eq

ual

jobs

)•

We

wil

l pro

mot

e th

e fa

ir e

valu

atio

n a

nd

trea

tmen

t det

erm

inat

ion

of r

egu

lar e

mp

loye

es, p

art

-tim

ers,

fixe

d-ti

me

wo

rker

s, a

nd d

ispa

tch

ed w

ork

ers

acc

ord

ing

to th

eir

du

ties

, wo

rkin

g re

sult

s, c

apa

citi

es, a

nd

exp

erie

nce

to a

llow

th

em t

o d

isp

lay

thei

r p

erfo

rman

ces

effe

ctiv

ely

and

to c

lari

fy im

por

tant

ph

iloso

phi

es in

clud

ing

cont

ribu

tion

to

eco

no

mic

an

d so

cial

dev

elop

men

t. M

eanw

hile

, we

wil

l mo

dify

law

s to

gu

ara

nte

e th

e ef

fect

iven

ess

of p

rop

osed

gu

idel

ines

an

d to

def

ine

gro

unds

for

resc

uin

g th

e w

ork

ers

in c

our

t (ju

dici

al r

ulin

g).

•To

pu

t it

co

ncr

etel

y, w

e p

lan

to a

lter

the

Pa

rt-T

ime

Emp

loym

ent,

La

bo

r Co

ntr

act,

and

Wor

ker

Dis

pat

ch A

cts

as

foll

ows:

(1) D

efin

ing

grou

nds

to b

e u

sed

by

wo

rker

s re

qui

rin

g ju

dic

ial r

ulin

g•

We

wil

l mo

dif

y th

e a

cts

so th

at fi

xed

-tim

e w

ork

ers

can

mak

e a

req

ues

t fo

r eq

ual

trea

tmen

t.•

We

wil

l mo

dif

y th

e a

cts

so th

at d

ispa

tche

d w

ork

ers

mak

e a

req

ues

t fo

r th

e sa

me

trea

tmen

t as

wo

rker

s a

t th

e d

esti

nat

ion

wo

rkpl

ace

or

for

equ

al tr

eatm

ent.

•W

e w

ill c

lari

fy e

qu

al tr

eatm

ent r

ule

s fo

r al

l wo

rker

s in

clu

din

g p

art-

tim

ers.

(2) O

bli

gati

on to

giv

e w

ork

ers

a d

escr

ipti

on o

f th

eir

trea

tmen

t•

Co

mp

an

ies

are

ob

liged

to g

ive

fixe

d-t

ime

wo

rker

s a

des

crip

tion

of t

hei

r tre

atm

ent w

hen

the

form

er e

mp

loys

the

latt

er.

•A

fter

em

plo

ymen

t, c

om

pan

ies

are

ob

liged

to te

ll p

art

-tim

ers,

fixe

-tim

e w

ork

ers,

or d

isp

atch

ed w

ork

ers

the

rea

son

for d

iffe

ren

ces

in tr

eatm

ent f

rom

oth

er w

ork

ers

to b

e co

mp

ared

wh

en th

e fo

rmer

rec

eive

s su

ch a

re

qu

est f

rom

the

latt

er.

2017

2018

2019

2020

2021

20

22

2023

2024

2025

2026

2027

or

late

rIn

dic

ato

rs

Rat

io o

f u

nw

illin

g n

on-

regu

lar

emp

loye

es:

15

.6%

in 2

016

→ L

ess

than

10

% in

2

02

0

FY

Mo

dif

yin

g la

ws

for

eq

ua

l pa

y fo

r

eq

ua

l jo

bs

Subm

ittin

g bi

lls t

o th

e pa

rliam

ent

acco

rdin

g to

th

e ac

tion

plan

Sta

rtin

g A

DR

an

d a

co

nsu

lta

tio

n c

en

ter

Rev

iew

ing

the

mea

sure

s fo

r im

prov

ing

the

trea

tmen

t of

non

-reg

ular

em

plo

yee

s as

nec

essa

ry in

con

side

ratio

n of

the

pro

gres

s of

enf

orci

ng t

he a

cts

Mak

ing

a re

view

at

the

app

rop

riat

e ti

me

5 y

ears

aft

er t

he

enfo

rcem

ent

Ma

kin

g p

rep

ara

tio

ns

Mea

sure

s

Enfo

rcin

g th

e

mo

dif

ied

act

s

Bu

ild

ing

a c

on

sult

ati

on

syst

em

for

com

pa

nie

s

39

Ite

m 1

. Im

prov

ing

the

trea

tmen

t of n

on-r

egul

ar e

mpl

oyee

s

(1) D

evel

op

ing

lega

l sys

tem

s an

d g

uid

elin

es f

or

keep

ing

the

effe

ctiv

enes

s o

f eq

ual

pay

for

equ

al j

ob

s (P

art 2

)

[Co

ncr

ete

mea

sure

s](M

od

ifyi

ng

law

s fo

r eq

ual

pay

for e

qu

al jo

bs)

(3) M

aki

ng

adm

inis

trat

ive

pro

ced

ures

for m

aki

ng a

n a

lter

nati

ve d

isp

ute

reso

luti

on

•W

hen

wo

rker

s b

ring

a le

gal a

ctio

n fo

r co

rrec

tin

g u

nfa

ir tr

eatm

ent,

an

eco

nom

ic lo

ad is

pu

t on

them

. We

wil

l p

rep

are

ho

w to

ma

ke a

n a

lter

nat

ive

dis

pute

res

olu

tio

n (a

dm

inis

trat

ive

AD

R) t

o a

llow

the

wo

rker

s to

take

suc

h a

n

act

ion

free

of c

ha

rge.

(4) P

rep

ari

ng la

ws

for d

isp

atch

ed w

ork

ers

•In

ord

er fo

r co

mpa

nie

s d

ispa

tchi

ng

wo

rker

s to

fulf

ill o

blig

atio

n to

giv

e th

e la

tter

the

sam

e tr

eatm

ent a

s o

ther

w

ork

ers

at t

he

des

tin

atio

n w

ork

pla

ce, w

e w

ill m

ake

rul

es fo

r ob

ligin

g th

e re

ceiv

er to

pro

vid

e th

e se

nd

er w

ith

in

form

atio

n a

bou

t tre

atm

ent i

ncl

udi

ng w

age

s a

nd to

take

dis

pat

ch fe

es in

to c

ons

ider

atio

n.

•D

isp

atch

ed w

ork

ers

are

in a

n u

nst

able

co

ndit

ion

if c

han

ge in

wo

rkpl

ace

caus

es c

han

ge in

wa

ge le

vel.

As

a r

esu

lt,

it is

inco

nsis

ten

t wit

h s

ende

r’s

sup

port

to c

are

er e

nh

ance

men

t in

clud

ing

step

-by-

step

an

d sy

stem

ati

c tr

ain

ing.

To

a

void

this

pro

blem

an

d p

rote

ct s

uch

wo

rker

s, w

e w

ill a

llow

them

to m

ake

a m

an

agem

ent-

labo

r agr

eem

ent o

n

the

foll

owin

g 3

req

uire

men

ts r

ath

er th

an

to m

ake

a r

equ

est f

or

the

sam

e tr

eatm

ent a

s o

ther

wo

rker

s a

t th

e d

esti

nat

ion

wo

rkpl

ace.

Eve

n in

tha

t cas

e, th

e em

plo

yer i

s re

qui

red

no

t on

ly to

sig

n su

ch a

n a

gree

men

t bu

t als

o

to m

eet

the

3 r

equ

irem

ents

act

ual

ly.

<1>

Spec

ify

wa

ges

equ

al to

or

hig

her

tha

n th

ose

giv

en to

ord

inar

y w

ork

ers

hav

ing

the

sam

e jo

b.

<2>

Co

rrec

tly

eva

luat

e th

e a

bili

ty o

f dis

pat

ched

wo

rker

s w

ith

thei

r ca

reer

form

atio

n in

min

d to

ref

lect

the

resu

lts

in th

eir w

age

s.<3

>D

o n

ot g

ive

the

dis

pat

ched

irra

tio

nal t

rea

tmen

t wh

en c

om

pari

ng w

ith

regu

lar w

ork

ers

emp

loye

d b

y th

e se

nd

er.

(Bef

ore

the

mo

dif

ied

act

s a

re e

nfo

rced

)•

The

mo

dif

ied

act

s h

ave

a s

ign

ifica

nt e

ffec

t on

act

ivit

ies

con

duct

ed b

y co

mpa

nie

s, p

arti

cula

rly

smal

l-to

med

ium

-si

zed

on

es. B

efo

re th

e en

forc

emen

t, w

e w

ill h

ave

the

suff

icie

nt p

rep

arat

ion

per

iod

to le

t th

e co

mp

ani

es k

no

w th

e m

od

ific

atio

ns

wel

l.•

We

wil

l ho

ld a

mee

ting

, pro

vid

e in

form

atio

n, a

nd s

tart

a c

ons

ult

atio

n c

ante

r to

ma

ke a

pa

inst

akin

g re

spon

se to

in

qu

irie

s ab

out l

egal

eq

ual

pay

for e

qu

al jo

bs

from

sm

all-

to m

ediu

m-s

ized

co

mpa

nie

s. M

ore

ove

r, w

e w

ill d

eliv

er a

se

min

ar to

des

crib

e h

ow

to im

pro

ve th

e tr

eatm

ent o

f no

n-r

egu

lar e

mp

loye

es a

nd b

uild

a c

onsu

ltat

ion

syst

em to

h

elp

sm

all-

to m

ediu

m-s

ized

co

mpa

nie

s b

ased

in lo

cal a

reas

rev

iew

thei

r wo

rk r

egul

atio

ns a

nd

mee

t th

e te

chn

ical

re

qu

irem

ents

.

2017

2018

2019

2020

2021

20

22

2023

2024

2025

2026

2027

or

late

rIn

dic

ato

rs

Rat

io o

f u

nw

illin

g n

on-

regu

lar

emp

loye

es:

15

.6%

in 2

016

→ L

ess

than

10

% in

2

02

0

FY

Mo

dif

yin

g la

ws

for

eq

ua

l pa

y fo

r

eq

ua

l jo

bs

Sub

mit

tin

g b

ills

to t

he

par

liam

ent

acco

rdin

g to

th

e ac

tio

n p

lan

Mea

sure

s

[Pro

ble

ms

view

ed fr

om w

ork

ers]

In 2

01

5, r

egu

lar

em

plo

yee

s in

cre

ase

d fo

r th

e

firs

t ti

me

in 8

ye

ars

.•

The

rise

is 7

70

,000

in t

ota

l in

201

5 an

d 2

016.

• N

on

-reg

ula

r em

plo

yees

(th

e va

lue

in p

aren

thes

es s

how

s th

e ra

tio

to

th

e w

ho

le e

mp

loye

es e

xcep

t d

irec

tors

)6

.04

mill

ion

(1

5.3%

) in

19

84 →

16.

78

mill

ion

in 2

006

(3

3.0

%)

→ 2

0.1

6 m

illio

n (

37.5

%)

in 2

016

For

exa

mp

le, m

an

y w

om

en

se

lect

no

n-

regu

lar

em

plo

yme

nt

aft

er

the

y e

xce

ed t

he

ir

mid

dle

th

irti

es

be

cau

se t

he

y h

ave

to

rai

se

chil

dre

n o

r ta

ke n

urs

ing

care

.•

Un

will

ing

no

n-r

egu

lar

emp

loye

es: 2

.96

mill

ion

(ave

rage

in

20

16

)

(Th

e ra

tio

to

th

e w

ho

le n

on

-reg

ula

r em

plo

yees

is

15

.6%

)

Wo

men

: 17

.6%

in 2

5-3

4 ye

ars

old

; 11

.7%

in 3

5-4

4 ye

ars

old

; 12

.5%

in 4

5-5

4 ye

ars

old

; 9.3

% in

55-

64

year

s o

ld

• R

atio

of

wo

men

wh

o s

elec

t n

on

-reg

ula

r em

plo

ymen

t d

ue

to w

ork

wit

h h

ou

seh

old

aff

airs

or

child

care

(a

vera

ge i

n 2

01

6)

25

.0%

in 2

5-3

4 ye

ars

old

; 26

.8%

in 3

5-44

yea

rs o

ld;

17

.4%

in 4

5-5

4 ye

ars

old

; 11

.7%

in 5

5-64

yea

rs o

ld

I wa

nt

to w

ork

act

ive

ly w

hil

e u

nd

ers

tan

din

g th

e r

esu

lts

of e

valu

ati

ng

my

wo

rk a

nd

ab

ilit

y.•

Vo

ices

fro

m w

om

en in

a c

om

pan

y re

aliz

ing

equ

al p

ay

for

equ

al jo

bs

“Wh

en w

ork

ing

wit

h t

he

sam

e tr

eatm

ent

as r

egu

lar

emp

loye

es, I

am

req

uir

ed t

o s

ho

w t

he

sam

e w

ork

ing

resu

lts.

I m

ake

effo

rts

to f

ulf

ill m

y d

uti

es.”

(m

eeti

ng

wh

ere

the

pri

me

min

iste

r ta

lks

wit

h w

ork

ers

abo

ut

wo

rk-s

tyle

ref

orm

s o

n D

ecem

ber

6, 2

016)

Mak

ing

a re

view

at

the

app

rop

riat

e ti

me

5 y

ears

aft

er t

he

enfo

rcem

ent

Ma

kin

g p

rep

ara

tio

nsEn

forc

ing

the

m

od

ifie

d a

cts

Sta

rtin

g A

DR

an

d a

co

nsu

lta

tio

n c

en

ter

Rev

iew

ing

the

mea

sure

s fo

r im

prov

ing

the

trea

tmen

t of

non

-reg

ular

em

plo

yee

s as

nec

essa

ry in

con

side

ratio

n of

the

pro

gres

s of

enf

orci

ng t

he a

cts

Bu

ild

ing

a c

on

sult

ati

on

syst

em

for

com

pa

nie

s

40

[Co

ncr

ete

mea

sure

s](I

mp

rovi

ng

the

trea

tmen

t o

f p

art

-tim

e go

vern

men

t o

ffic

ials

)•

In F

Y 2

01

7, w

e w

ill s

tart

to p

ay

a y

ear-

end

all

ow

ance

to p

art

-tim

e go

vern

men

t o

ffic

ials

wh

o w

ork

for

pre

fect

ura

l la

bo

r b

ure

au

s in

clu

din

g p

ub

lic

emp

loym

ent s

ecu

rity

off

ices

. Mo

reo

ver,

we

wil

l co

nti

nu

e to

in

vest

iga

te th

eir

wo

rkin

g co

nd

itio

ns

an

d w

ork

on

thei

r tr

eatm

ent

in c

on

sid

erat

ion

of p

riva

te a

ctiv

itie

s fo

r eq

ua

l pa

y fo

r eq

ua

l jo

bs.

(Em

plo

yin

g p

art

-tim

e lo

cal g

ove

rnm

ent o

ffic

ials

an

d im

pro

vin

g th

eir

trea

tmen

t)•

We

wil

l ma

ke n

eces

sary

lega

l ch

an

ges

in o

rder

to b

uil

d a

pa

rt-t

ime

sta

ff s

yste

m, t

o m

ake

ap

po

intm

ents

an

d

serv

ices

co

rrec

t, a

nd

to p

ay

a y

ear-

end

all

ow

anc

e. M

ore

ove

r, w

e w

ill e

nco

ura

ge lo

cal g

ove

rnm

ents

to e

nsu

re

corr

ect a

pp

oin

tmen

ts a

nd

go

od

wo

rk c

on

dit

ion

s a

cco

rdin

g to

the

new

sys

tem

an

d in

co

nsi

der

atio

n o

f pri

vate

tr

end

s, s

yste

ms

rela

ted

to g

ove

rnm

ent

off

icia

ls, t

he

pro

gres

s o

f th

em,

an

d s

erio

us

fin

anc

ial p

rob

lem

s th

e go

vern

men

ts f

ace

.

2017

2018

2019

2020

2021

20

22

2023

2024

2025

2026

2027

or

late

rIn

dic

ato

rs

Rat

io o

f u

nw

illin

g n

on-

regu

lar

emp

loye

es:

15

.6%

in 2

016

→ L

ess

than

10

% in

2

02

0

FY

Ite

m 1

. Im

prov

ing

the

trea

tmen

t of n

on-r

egul

ar e

mpl

oyee

s

(1) D

evel

op

ing

lega

l sys

tem

s an

d g

uid

elin

es f

or

keep

ing

the

effe

ctiv

enes

s o

f eq

ual

pay

for

equ

al j

ob

s (P

art 3

)

Impr

ovin

g th

e t

rea

tme

nt

of p

art-

tim

e go

vern

men

t of

ficia

ls

Stud

y w

ith r

elate

d m

inis

trie

s an

d ag

enci

es

Wo

rkin

g o

n h

ow

to

tre

at

pa

rt-t

ime

sta

ff in

co

nsi

der

atio

n o

f pri

vate

act

ivit

ies

for

eq

ua

l pa

y fo

r e

qu

al j

ob

s, m

aki

ng

furt

he

r st

ud

y if

ne

cess

ary

, an

d im

ple

men

ting

th

e t

rea

tme

nt

ste

p b

y st

ep

Ensu

rin

g th

e co

rrec

t ap

po

intm

ents

an

d

wo

rk c

on

dit

ion

s o

f p

art-

tim

e lo

cal

gove

rnm

ent

off

icia

ls

Enco

urag

ing

loca

l go

vern

men

ts t

o en

sure

cor

rect

app

oint

men

ts a

nd g

ood

wor

k co

nditi

ons

acco

rdin

g to

the

new

sy

stem

and

in c

onsi

dera

tion

of p

rivat

e tr

ends

, sy

stem

s re

late

d to

gov

ernm

ent

offic

ials

, th

e pr

ogre

ss o

f th

em, a

nd

seri

ous

finan

cial

pro

blem

s th

e go

vern

men

ts f

ace

No

tice

, man

ual

, an

d m

eeti

ng

Tech

nic

al a

dvi

ce

Mak

ing

prep

arat

ions

fo

r en

forc

emen

t on

a g

roup

bas

is

(e.g

. sys

tem

des

ign,

reg

ulat

ions

, sy

stem

impr

ovem

ent,

an

d ap

poin

tmen

t ch

ange

)

Modifying laws

Mea

sure

s

[Pro

ble

ms

vie

we

d fr

om

wo

rke

rs]

In 2

015,

regu

lar

emp

loye

es in

crea

sed

for

the

first

tim

e in

8 y

ears

.

• Th

e ri

se is

770

,000

in to

tal i

n 20

15 a

nd 2

016

.•

Non

-reg

ular

em

ploy

ees

(the

valu

e in

par

enth

eses

sho

ws t

he r

atio

to

the

who

le e

mpl

oyee

s ex

cept

dire

ctor

s)6.

04 m

illio

n (1

5.3%

) in

1984

→ 1

6.78

mill

ion

in 2

006

(33.

0%) →

20

.16

mill

ion

(37.

5%) i

n 20

16

For e

xam

ple,

man

y w

omen

sel

ect

non

-reg

ular

em

ploy

men

t af

ter

they

exc

eed

thei

r m

iddl

e th

irtie

s be

caus

e th

ey h

ave

to r

aise

chi

ldre

n or

tak

e nu

rsin

g ca

re.

• U

nwill

ing

non-

regu

lar e

mpl

oyee

s: 2

.96

mill

ion

(ave

rage

in 2

016

)

(The

rat

io t

o th

e w

hole

non

-reg

ular

em

ploy

ees i

s 15

.6%

)

Wom

en: 1

7.6%

in 2

5-3

4 ye

ars o

ld; 1

1.7%

in 3

5-4

4 ye

ars o

ld;

12.5

% in

45

-54

year

s ol

d; 9

.3%

in 5

5-6

4 ye

ars

old

• Ra

tio

of w

omen

who

sel

ect

non

-reg

ular

em

ploy

men

t du

e to

wor

k w

ith

hous

ehol

d af

fair

s or

chi

ldca

re (a

vera

ge in

201

6)

25.0

% in

25

-34

year

s ol

d; 2

6.8%

in 3

5-4

4 ye

ars

old;

17.

4% in

45-

54 y

ears

old

; 11.

7% in

55

-64

year

s old

I wan

t to

wor

k ac

tivel

y w

hile

und

erst

andi

ng t

he

resu

lts o

f ev

alua

ting

my

wor

k an

d ab

ility

.

• V

oice

s fr

om

wo

me

n in

a co

mp

an

y re

aliz

ing

eq

ual

pay

for

eq

ual

jo

bs

“Whe

n w

orki

ng w

ith t

he s

ame

trea

tmen

t as

reg

ular

em

ploy

ees,

I am

req

uire

d to

show

the

sam

e w

orki

ng re

sults

. I m

ake

effo

rts

to

fulfi

ll m

y du

ties

.” (m

eetin

g w

here

the

prim

e m

inis

ter

talk

s with

w

orke

rs a

bout

wor

k-st

yle

refo

rms

on D

ecem

ber 6

, 201

6)

41

[Pro

ble

ms

vie

we

d fr

om

wo

rke

rs]

In 2

01

5, r

egu

lar

em

plo

yee

s in

cre

ase

d fo

r th

e fi

rst

tim

e in

8 y

ea

rs.

• T

he

rise

is 7

70

,000

in t

ota

l in

201

5 an

d 2

016.

• N

on

-reg

ula

r em

plo

yees

(th

e va

lue

in p

aren

thes

es s

how

s th

e ra

tio

to

th

e w

ho

le e

mp

loye

es e

xcep

t d

irec

tors

)6

.04

mill

ion

(1

5.3

%)

in 1

984

→ 1

6.7

8 m

illio

n in

200

6 (3

3.0%

) →

2

0.1

6 m

illio

n (

37.5

%)

in 2

016

• U

nw

illin

g n

on

-reg

ula

r em

plo

yees

: 2.9

6 m

illio

n (a

vera

ge in

2

01

6)

(Th

e ra

tio

to

th

e w

ho

le n

on

-reg

ula

r em

plo

yees

is 1

5.6

%)

The

ru

le fo

r ch

an

gin

g to

an

ind

efi

nit

e-t

erm

co

ntr

act

wil

l sta

rt t

o a

pp

ly fu

lly

in A

pri

l 20

18

in

acc

ord

an

ce w

ith

th

e L

abo

r C

on

trac

t A

ct, b

ut

ea

ch

com

pa

ny

do

es

no

t kn

ow

its

pu

rpo

se.

• A

bo

ut

40

% o

f co

mp

anie

s sa

y th

ey d

o n

ot

know

th

e ru

le.

• O

f co

mp

anie

s th

at k

no

w t

he

rule

, mo

re t

han

20%

hav

e n

o

po

licy

of

ob

serv

ing

the

rule

an

d 6

% s

ugg

est

ope

rati

on

wit

hin

5

year

s in

to

tal.

I wa

nt

to w

ork

act

ive

ly w

hil

e u

nd

ers

tan

din

g th

e

resu

lts

of e

valu

ati

ng

my

wo

rk a

nd

ab

ilit

y.

• V

oic

e fr

om

a w

om

an w

ho

bec

om

es a

reg

ula

r em

plo

yee

via

a p

art-

tim

er a

nd

fix

ed-t

erm

wo

rker

“Eff

ort

s gi

ve m

e eq

uiv

alen

t w

ages

. I t

ry t

o m

ake

effo

rts.

” (m

eeti

ng

wh

ere

the

pri

me

min

iste

r ta

lks

wit

h w

ork

ers

abo

ut

wo

rk-s

tyle

ref

orm

s o

n D

ecem

ber

6, 2

016)

[Fu

ture

co

urs

e o

f act

ion

]A

be

no

mic

s h

as in

cre

ased

regu

lar e

mp

loye

es fo

r th

e fi

rst t

ime

in 8

ye

ars

an

d sh

ow

ed a

ye

ar-o

n-y

ear r

ed

ucti

on in

th

e ra

tio

of u

nwill

ing

no

n-r

egul

ar e

mpl

oye

es—

the

em

plo

yme

nt

en

viro

nm

ent

of

no

n-re

gula

r em

plo

yees

is

imp

rove

d. N

ext

, we

will

elim

inat

e th

e ir

ratio

nal g

ap in

tre

atm

ent

bet

wee

n re

gula

r an

d n

on

-reg

ular

em

ploy

ees

as

we

ll a

s ch

ange

th

e u

nw

illin

g la

tte

r to

th

e fo

rme

r to

imp

rove

th

e tr

eat

men

t o

f non

-re

gula

r em

plo

yee

s.

[Co

ncr

ete

me

asur

es]

(Giv

ing

supp

ort

to c

om

pan

ies

that

aim

to

imp

rove

th

e tr

eat

men

t of n

on-r

egu

lar e

mp

loye

es in

clu

ding

th

e a

chie

vem

en

t of e

qu

al p

ay

for e

qu

al j

ob

s)•

We

wil

l hel

p th

e c

om

pani

es c

han

ge n

on

-reg

ular

em

plo

yees

to

regu

lar o

nes

, in

crea

se w

ages

, an

d gi

ve t

he

sam

e tr

eat

men

t to

regu

lar a

nd n

on

-reg

ula

r w

ork

ers

by

usi

ng

care

er e

nh

ance

me

nt

sub

sid

ies

as i

nce

nti

ves

to

tre

atm

en

t im

pro

vem

ent a

nd

bu

ildin

g a

gra

nt-

in-a

id s

yste

m fo

r fir

ms

that

mak

e e

ffor

ts t

o b

uild

an

allo

wan

ce

syst

em

co

mm

on

to re

gula

r an

d n

on

-reg

ular

em

ploy

ees

.

(Ap

ply

ing

the

rule

for c

han

gin

g to

an

ind

efin

ite

-ter

m c

on

tra

ct s

moo

thly

in a

cco

rdan

ce w

ith

th

e La

bor C

on

trac

t A

ct)

•Th

e r

ule

will

sta

rt to

ap

ply

fully

in 2

018.

Th

ere

fore

, we

will

let c

om

pani

es k

now

th

e ru

le w

ell

by

ho

ldin

g a

sy

mp

osi

um

an

d s

emin

ar, g

ive

intr

od

uct

ion

su

pp

ort

(e.g

. th

e d

eve

lopm

ent

of t

ypic

al w

ork

regu

lati

ons

), a

nd

intr

od

uce

lice

nse

d s

oci

al in

sura

nce

co

nsu

ltan

ts.

(Exp

an

din

g th

e sc

op

e o

f em

plo

yee

insu

ran

ce)

•W

e w

ill b

uild

an

en

viro

nmen

t in

wh

ich

tho

se w

ho

wan

t to

wo

rk c

an d

o it

eas

ily, e

xpan

d t

he

scop

e o

f e

mp

loye

e in

sura

nce

to

par

t-ti

mer

s to

imp

rove

th

eir t

reat

men

t, w

ork

on

th

e fu

rth

er e

xpan

sio

n u

nti

l Se

pte

mb

er 2

019,

an

d t

ake

me

asu

res

bas

ed o

n t

he

resu

lts.

2017

2018

201

920

2020

2120

2220

232

02

420

2520

2620

27or

la

ter

Ind

icat

ors

Rat

io o

f u

nw

illin

g n

on

-re

gula

r em

plo

yees

: 1

5.6

% in

20

16→

Les

s th

an 1

0%

in 2

020

Ab

ou

t 4

0%

of

com

pan

ies

do

no

t kn

ow

th

e ru

le →

1

00

% k

no

ws

it.

Envi

ron

men

t in

wh

ich

th

ose

wh

o w

ant

to w

ork

ca

n d

o it

eas

ily

FY

Ite

m 1

. Im

prov

ing

the

trea

tmen

t of

non

-reg

ular

em

ploy

ees

(2)

Pro

mo

tin

g ca

reer

en

han

cem

ent

incl

ud

ing

chan

ge fr

om

no

n-re

gula

r em

plo

yees

to

reg

ula

r o

nes

App

lyin

g th

e ru

le

for

chan

ging

to

an in

defin

ite-

term

con

trac

t sm

ooth

ly

Lett

ing

co

mp

an

ies

kn

ow

th

e r

ule

a

nd

giv

ing

them

in

tro

du

ctio

n a

nd

con

sult

ati

on

su

pp

ort

Ap

ply

ing

the

rule

fully

Re

vie

win

g th

e r

ule

as

ne

cess

ary

acc

ord

ing

to r

egu

lati

on

s to

be

inve

stig

ate

d a

nd

in

con

sid

era

tio

n o

f th

e e

nfo

rcin

g p

rogr

ess

Exp

an

din

g th

e

sco

pe

of

em

plo

yee

in

sura

nce

Wo

rkin

g o

n th

e fu

rth

er

exp

an

sio

nTa

kin

g n

ece

ssa

ry m

ea

sure

s b

ase

d o

n t

he

stu

dy

resu

lts

Re

vie

win

g m

ea

sure

s fo

r im

pro

vin

g th

e t

reat

me

nt

of n

on

-re

gula

r e

mp

loye

es

as

ne

cess

ary

in

con

sid

era

tio

n o

f th

e a

ct e

nfo

rcin

g p

rogr

ess

Giv

ing

the

co

mp

an

ies

sub

sid

ies

Hel

ping

com

pan

ies

impr

ove

the

trea

tmen

t of

non

-re

gula

r em

ploy

ees

Me

asu

res

42

[Pro

ble

ms

vie

we

d fr

om

wo

rke

rs]

In t

he

pre

sen

t ce

ntu

ry, w

age

s h

ave

incr

ease

d a

t th

e

hig

he

st le

vel f

or

the

3rd

co

nse

cuti

ve y

ea

r. W

e n

eed

to

ke

ep

th

is t

ren

d s

ecu

rely

.•

Wag

e ris

e ra

tios

obta

ined

by

sprin

g la

bor-

man

agem

ent

ta

lks

(sho

wn

by th

e JT

UC

-Ren

go)

2010

-201

2: 1

.70%

in a

vera

ge20

13: 1

.71%

2014

: 2.0

7%20

15: 2

.20%

2016

: 2.0

0%•

Rise

in

min

imum

wag

e (n

atio

nwid

e)

2013

: 15

yen

2014

: 16

yen

2015

: 18

yen

2016

: 25

yen

We

ha

ve t

o s

top

a r

ed

uct

ion

in la

bo

r’s

rela

tive

sh

are

an

d m

ove

pro

fits

fro

m la

rge

co

mp

an

ies

to

sma

ll-t

o m

ed

ium

-siz

ed

co

mp

an

ies.

• La

bor’

s re

lativ

e sh

are

(FY

201

4)

S-to

-M c

ompa

nies

: 77

.6%

; Lco

mpa

nies

: 59

.6%

(F

Y 20

15)

S-to

-M c

ompa

nies

77.

1%; L

com

pani

es:

57.7

%

A r

ise

in w

age

re

qu

ire

s p

rod

uct

ivit

y im

pro

vem

ent.

• C

omp

aris

on o

f la

bo

r p

rod

uct

ivity

(p

er

ho

ur)

in 2

015

Japa

n: 4

2.1

dolla

rsU

SA: 6

8.3

dolla

rsG

erm

any:

65.

5 do

llars

[Fu

ture

co

urs

e o

f a

ctio

n]

The

3 k

ey m

easu

res

of A

ben

om

ics

ba

il Ja

pa

n o

ut o

f def

lati

on

, wh

ich

ma

kes

it p

oss

ible

for

com

pa

nie

s to

ge

t th

e h

igh

est p

rofi

t in

the

pa

st. W

e w

ill i

ncr

ease

the

gro

ss in

com

e o

f em

plo

yers

by

refl

ecti

ng

the

hig

hes

t p

rofi

t in

a r

ise

in w

age

co

nti

nu

ou

sly,

incr

easi

ng th

e la

bo

r’s

rela

tive

sh

are

tha

t ten

ds

to d

ecre

ase

in r

ecen

t ye

ars

, an

d m

aki

ng

the

goo

d e

con

om

ic c

ircu

lati

on

mo

re c

erta

in. I

n a

dd

itio

n, w

e a

im a

t a m

inim

um

wa

ge

rise

of a

bo

ut 3

% p

er y

ear

wit

h th

e gr

ow

th r

ate

of

no

min

al G

DP

in m

ind

to a

tta

in a

n h

ou

rly

wa

ge o

f 1

,00

0

yen

in

na

tio

nw

ide

wei

ghte

d a

vera

ge. T

o b

uil

d a

n e

nvi

ron

men

t in

wh

ich

it is

ea

sy to

incr

ease

wa

ges,

we

wil

l im

pro

ve th

e d

eali

ng

con

dit

ion

s o

f sm

all

-to

med

ium

-siz

ed c

om

pa

nie

s in

clu

din

g su

bco

ntra

cto

rs a

nd

h

elp

them

in

crea

se w

age

s a

nd

pro

du

ctiv

ity.

[Co

ncr

ete

mea

sure

s](I

ncr

easi

ng

min

imu

m w

age

s)•

In 2

01

6, t

he

min

imu

m w

age

in

crea

sed

by

25

yen

in

na

tio

nw

ide

wei

ghte

d a

vera

ge. W

e co

nti

nu

ou

sly

aim

at a

min

imu

m w

age

ris

e o

f ab

ou

t 3%

per

yea

r w

ith

th

e gr

ow

th r

ate

of

no

min

al G

DP

in m

ind

to

att

ain

an

ho

url

y w

age

of 1

,00

0 y

en i

n n

ati

on

wid

e w

eigh

ted

ave

rage

.

(Su

pp

ort

ing

a r

ise

in m

inim

um

wa

ge)

•To

in

crea

se m

inim

um

wa

ges,

we

wil

l str

engt

hen

the

gra

nt-

in-a

id s

yste

m b

y gi

vin

g su

bsi

die

s fo

r eq

uip

men

t to

sm

all

-to

med

ium

-siz

ed c

om

pa

nie

s th

at w

ill m

ake

a c

ap

ita

l in

vest

men

t in

ord

er to

im

pro

ve th

e p

rod

uct

ivit

y a

nd

to in

crea

se th

e lo

wes

t wa

ge o

n t

hei

r p

rem

ises

by

a c

erta

in v

alu

e.

2017

2018

2019

2020

2021

2022

2023

2024

2025

2026

2027

or

late

rIn

dic

ato

rsFY

Ite

m 2

. Ra

isin

g w

age

s a

nd

lab

or

pro

du

ctiv

ity

(3)

Bu

ildin

g an

en

viro

nm

ent

in w

hic

h c

om

pa

nie

s ca

n in

crea

se w

age

s ea

sily

, fo

r ex

am

ple

by

enco

ura

gin

g t

hem

to

do

so

or

hel

pin

gth

em i

mp

rove

th

eir

dea

ling

con

dit

ion

s an

d p

rod

uct

ivit

y (P

art

1)

Incr

ea

sin

g m

inim

um

wa

ges

Aim

ing

at

a m

inim

um

wa

ge r

ise

of a

bo

ut

3%

pe

r ye

ar

wit

h t

he

gro

wth

ra

te o

f no

min

al

GD

P in

min

d t

o a

tta

in a

n h

ou

rly

wa

ge o

f 1,0

00

yen

in n

ati

on

wid

e w

eig

hte

d a

vera

ge

Sup

po

rtin

g a

ris

e

in m

inim

um

wa

geV

eri

fica

tio

n a

nd

re

vie

w b

ase

d o

n t

he

PD

CA

cyc

le

Exp

an

din

gth

e g

ran

t-in

-aid

sy

ste

m

Incr

ea

sin

g m

inim

um

w

ave

s co

nti

nu

ou

sly

Co

nti

nu

ou

s ve

rifi

cati

on

a

nd

re

vie

w

Me

asu

res

43

[Co

ncr

ete

mea

sure

s](S

up

po

rtin

g a

rise

in w

age

an

d p

rodu

ctiv

ity)

•W

e w

ill m

od

ify

the

Emp

loym

ent I

nsu

ran

ce A

ct in

ord

er to

ad

d “S

up

por

t th

e re

aliz

atio

n o

f pro

du

ctiv

ity

imp

rove

men

t” to

the

ph

ilo

sop

hy o

f em

plo

ymen

t-re

late

d s

ubsi

die

s a

nd to

intr

odu

ce a

pre

fere

ntia

l gra

nt-

in-a

id s

yste

m fo

r co

mp

anie

s th

at m

eet p

rod

uct

ivit

y im

pro

vem

ent r

equ

irem

ents

. To

ch

eck

wh

eth

er to

m

eet

the

req

uir

emen

ts, w

e w

ill p

rep

are

a m

echa

nis

m o

f usi

ng in

form

atio

n a

bou

t bu

sine

ss a

sses

smen

ts

ma

de

by

loca

l fin

anci

al in

stit

uti

ons

. Mo

reov

er, w

e w

ill r

evie

w th

e sy

stem

at t

he

righ

t tim

e w

hile

p

rom

oti

ng

corp

ora

te c

api

tal i

nves

tmen

ts in

impr

ovin

g th

e w

ork

ing

envi

ronm

ent a

nd

eva

luat

ing

ho

w to

u

se s

ub

sidi

es a

ccor

din

g to

the

pro

du

ctiv

ity

impr

ovem

ent r

esul

ts.

•W

e w

ill s

tart

ano

ther

gra

nt-

in-a

id s

yste

m fo

r co

mpa

nie

s th

at b

uild

per

son

nel e

valu

atio

n a

nd

wa

ge

syst

ems

in o

rder

to im

pro

ve th

e p

rod

uct

ivit

y, to

incr

ease

the

wa

ges

of e

mp

loye

es, a

nd to

red

uce

the

turn

ove

r. N

ext,

in th

e ta

x sy

stem

for

inco

me

exp

ans

ion

(ta

x d

edu

ctio

n is

giv

en to

co

mp

anie

s th

at i

ncr

ease

w

age

s), w

e w

ill s

tren

gth

en s

upp

ort t

o s

mal

l-to

med

ium

-siz

ed c

om

pan

ies.

Fin

ally

, we

wil

l let

them

kn

ow

th

eses

sys

tem

s w

ell.

(Im

pro

ving

the

dea

ling

cond

itio

ns o

f sm

all-

to m

ediu

m-s

ized

co

mp

anie

s in

clu

din

g su

bco

ntr

acto

rs)

•W

e w

ill i

mp

rove

the

dea

ling

co

ndit

ion

s so

that

larg

e co

mp

anie

s re

flec

t th

eir i

ncre

asin

g p

rofit

s in

sm

all-

to

med

ium

-siz

ed c

om

pan

ies

wo

rkin

g as

a s

ubco

ntra

cto

r all

ove

r th

e co

un

try.

To

do

so

, th

e go

vern

men

t will

le

t th

e co

mp

an

ies

un

ders

tand

the

rein

forc

ed r

elev

ant l

aw (d

rast

ic c

han

ge in

the

op

erat

ing

stan

dar

ds

of

the

Sub

con

trac

tors

Act

for

the

firs

t tim

e in

13

yea

rs a

nd

the

revi

ew o

f th

e n

oti

ce fo

r p

ayi

ng

subc

ontr

act

mo

ney

for

the

firs

t tim

e in

50

yea

rs).

Mo

reo

ver,

we

(1) b

uil

d a

co

nsul

tati

on s

yste

m fo

r su

ppo

rtin

g th

e p

rice

neg

oti

atio

n a

bili

ty o

f sub

cont

ract

ors

an

d le

t th

em u

nd

erst

and

kno

w-h

ow

an

d h

and

boo

ks a

s w

ell a

s (2

) ma

ke th

e su

bco

ntr

act g

uid

elin

es p

opu

lar a

nd r

evie

w th

e ex

pa

nsio

n a

nd d

eta

il o

f ap

plic

able

bu

sine

ss

typ

es.

•W

e w

ill r

equ

ire

the

ind

ustr

ial w

orl

d to

sou

ndl

y ta

ke m

easu

res

bas

ed o

n a

vo

lun

tary

act

ion

pla

n. T

o m

ake

a

foll

ow-u

p su

rvey

, th

e go

vern

men

t wil

l dep

loy

sub

con

trac

t (d

ealin

g) in

vest

igat

ors

all

ove

r th

e co

un

try

to

give

a h

eari

ng

mo

re th

an

2,0

00

tim

es p

er y

ear a

nd

to g

rasp

the

imp

rove

men

t sta

tus.

If fi

ndin

g a

pro

ble

m,

we

wil

l pla

n a

nd ta

ke n

eces

sary

mea

sure

s, fo

r ex

amp

le b

y m

aki

ng

a r

eque

st fo

r re

view

ing

the

act

ion

pla

n.

2017

2018

2019

2020

2021

20

22

2023

2024

2025

2026

2027

or

late

rIn

dic

ato

rs

Supp

ort

to b

e gi

ven

to c

ompa

nies

tha

t us

e a

varie

ty o

f gra

nt-

in-a

id s

yste

ms

to

incr

ease

wag

es

Ite

m 2

. Ra

isin

g w

age

s a

nd

lab

or

pro

du

ctiv

ity

(3)

Bu

ildin

g an

en

viro

nm

ent

in w

hic

h c

om

pa

nie

s ca

n in

crea

se w

age

s ea

sily

, fo

r ex

am

ple

by

enco

ura

gin

g t

hem

to

do

so

or

hel

pin

gth

em i

mp

rove

th

eir

dea

ling

con

dit

ion

s an

d p

rod

uct

ivit

y (P

art

2)

Ma

kin

g su

pp

ort

ro

bu

st fo

r a

ris

e

in w

age

an

d

pro

du

ctiv

ity

Sta

rtin

g a

gra

nt-

in-a

id s

yste

mV

eri

fica

tio

n a

nd

re

vie

w b

ase

d o

n t

he

PD

CA

cyc

le

Ver

ifica

tion

and

revi

ew b

ased

on

the

PDCA

cyc

leIm

prov

ing

the

tax

syst

em f

or S

-to

-M

co

mp

an

ies

to i

nc

rea

se

inco

mes

Incr

ea

sin

g

subs

idie

s ac

cord

ing

to

prod

ucti

vity

re

qui

rem

ents

Ve

rifi

cati

on

an

d r

evi

ew

ba

sed

on

th

e P

DC

A c

ycle

年度

Imp

rovi

ng t

he

deal

ing

cond

ition

s o

f S-

to-M

co

mp

an

ies

incl

udin

g su

bcon

trac

tors

Prom

otin

g th

e re

info

rced

re

leva

nt la

w

Pla

nn

ing

an

d t

aki

ng

ne

cess

ary

me

asu

res

acc

ord

ing

to t

he

re

sult

s o

f a fo

llo

w-u

p s

urv

ey

to im

pro

ve t

he

de

alin

g co

nd

itio

nsSt

ren

gthe

nin

g th

e fo

llow

-up

syst

em

FYM

ea

sure

s

[Pro

ble

ms

vie

we

d fr

om

wo

rke

rs]

In t

he

pre

sen

t ce

ntu

ry, w

age

s h

ave

incr

ease

d a

t th

e

hig

he

st le

vel f

or

the

3rd

co

nse

cuti

ve y

ea

r. W

e n

eed

to

ke

ep

th

is t

ren

d s

ecu

rely

.•

Wag

e ris

e ra

tios

obta

ined

by

sprin

g la

bor-

man

agem

ent

ta

lks

(sho

wn

by th

e JT

UC

-Ren

go)

2010

-201

2: 1

.70%

in a

vera

ge20

13: 1

.71%

2014

: 2.0

7%20

15: 2

.20%

2016

: 2.0

0%•

Rise

in

min

imum

wag

e (n

atio

nwid

e)

2013

: 15

yen

2014

: 16

yen

2015

: 18

yen

2016

: 25

yen

We

ha

ve t

o s

top

a r

ed

uct

ion

in la

bo

r’s

rela

tive

sh

are

an

d m

ove

pro

fits

fro

m la

rge

co

mp

an

ies

to

sma

ll-t

o m

ed

ium

-siz

ed

co

mp

an

ies.

• La

bor’

s re

lativ

e sh

are

(FY

201

4)

S-to

-M c

ompa

nies

: 77

.6%

; Lco

mpa

nies

: 59

.6%

(F

Y 20

15)

S-to

-M c

ompa

nies

77.

1%; L

com

pani

es:

57.7

%

A r

ise

in w

age

re

qu

ire

s p

rod

uct

ivit

y im

pro

vem

ent.

• C

omp

aris

on o

f la

bo

r p

rod

uct

ivity

(p

er

ho

ur)

in 2

015

Japa

n: 4

2.1

dolla

rsU

SA: 6

8.3

dolla

rsG

erm

any:

65.

5 do

llars

44

[Pro

blem

s vi

ewed

from

wor

kers

]

Jap

an

has

mo

re lo

ng-

hour

wo

rker

s th

an

Eu

rop

e a

nd

the

US,

res

ult

ing

in th

e d

iffi

cult

y o

f a c

aree

r co

nsis

ten

t wit

h h

om

e.

•Ra

tio o

f e

mp

loy

ee

s w

ho

wo

rk fo

r m

ore

th

an

49

ho

urs

per

wee

k: Ja

pan

: 21.

3%; U

S: 1

6.6%

; GB:

12

.5%

; Fra

nce:

10.

4%; G

erm

any:

10.

1% (

2014

)

•Ra

tio o

f em

plo

yee

s w

ho w

ork

for

mo

re t

han

60

hour

s pe

r w

eek:

Gov

ernm

ent’

s ta

rget

: no

t m

ore

than

5%

in 2

020;

Res

ult:

7.7

% (

14.7

% fo

r m

en in

th

eir

thirt

ies)

in

2016

•Ra

tio o

f b

usi

ne

ss s

ites

at w

hic

h t

he

ov

ert

ime

is s

et

at m

ore

tha

n 80

hou

rs a

s pe

r th

e sp

ecia

l pr

ovis

ion

of t

he 3

6 ag

reem

ent

4.8%

(la

rge

com

pan

ies:

14.

6%) i

n 2

01

3

•Bu

sine

ss s

ites

subj

ecte

d t

o su

perv

isio

n be

caus

e th

e m

onth

ly o

vert

ime

exce

eds

80 h

ours

Abo

ut 2

0,00

0 (e

stim

atio

n in

201

6)

•Th

e re

sults

of g

ivin

g su

perv

isio

n an

d gu

idan

ce t

o 10

,059

bus

ines

s si

tes

from

Apr

il to

Sep

tem

ber

2016

sh

ow t

hat

4,41

6 si

tes

(43.

9%) o

blig

e ill

egal

ove

rtim

e w

ork

and

of t

hem

, 3,4

50 s

ites

(34.

3%) h

ave

an

over

time

of m

ore

tha

n 80

hou

rs p

er m

ont

h.

•Re

aso

n w

hy y

oung

wor

kers

cha

nge

jobs

: “I

wan

t to

m

ove

to a

com

pany

with

rea

sona

ble

wor

king

hou

rs,

holid

ays

and

lea

ves.

”

2009

: 37.

1% →

201

3: 4

0.6

%

[Fu

ture

co

urs

e o

f act

ion

]

We

wil

l in

tro

du

ce o

vert

ime

co

ntr

ol w

ith

a p

en

alty

to

avo

id w

ork

be

yon

d t

he

so

-cal

led

36

agr

eem

en

t an

d p

rom

ote

th

e r

evi

ew

of

corp

ora

te c

ult

ure

s a

nd

de

alin

g p

ract

ice

s to

pre

ven

t lo

ng

-ho

ur

wo

rk. T

he

se m

ea

sure

s w

ill i

ncr

eas

e la

bor

pa

rtic

ipat

ion

an

d

pro

du

ctiv

ity,

ke

ep

wo

rke

rs h

ea

lth

y, im

pro

ve t

he

wo

rk li

fe b

ala

nce

, an

d c

han

ge t

he

so

ciet

y th

at

reco

mm

en

ds

lon

g-h

ou

r w

ork

.

[Co

ncr

ete

me

asu

res]

(Ove

rtim

e li

mit

co

ntr

ol)

<Pri

nci

ple

>•

We

wil

l ch

an

ge t

he

ove

rtim

e li

mit

fro

m 4

0 h

ou

rs p

er

we

ek

to 4

5 h

ou

rs p

er

mo

nth

an

d 3

60

ho

urs

pe

r ye

ar.

If a

co

mp

an

y w

ill

vio

late

it, w

e w

ill i

mp

ose

a p

en

alt

y e

xcep

t fo

r th

e fo

llo

win

g e

xam

ple

s:

<Exc

ep

tio

ns>

•C

om

pa

nie

s m

ay

ext

en

d t

he

ove

rtim

e li

mit

to

up

to

72

0 h

ou

rs p

er

yea

r (6

0 h

ou

rs p

er

mo

nth

), p

rovi

de

d t

ha

t th

ey

ha

ve a

te

mp

ora

ry a

nd

sp

eci

al r

eas

on

as

we

ll a

s co

ncl

ud

e a

lab

or-m

an

age

me

nt

agr

eem

en

t.

•If

off

ice

wo

rk in

cre

ase

s te

mp

ora

rily

, co

mp

an

ies

ma

y se

t th

e u

pp

er

lim

it a

t a v

alu

e s

mal

ler

tha

n 7

20 h

ou

rs p

er y

ea

r.

•P

rovi

de

d t

ha

t

(1) T

his

lim

it s

ha

ll n

ot

exc

ee

d 8

0 h

ou

rs in

clu

din

g w

ork

ing

tim

e o

n h

oli

day

s a

s th

e a

vera

ge o

ver

2, 3

, 4, 5

, or

6 m

on

ths

.(2

) In

a s

ingl

e m

on

th, i

t sh

all

no

t e

xce

ed 1

00

ho

urs

incl

ud

ing

wo

rkin

g ti

me

on

ho

lid

ays

.

(3) I

n v

iew

of

the

pri

nci

ple

of 4

5 h

ou

rs p

er

mo

nth

an

d 3

60

ho

urs

pe

r ye

ar,

th

e e

xce

pti

on

ma

y a

pp

ly u

p t

o 6

tim

es

pe

r ye

ar n

ot

to e

xce

ed

th

e la

tte

r li

mit

ha

lf a

ye

ar.

•In

vie

w o

f la

bo

r-m

an

age

me

nt

eff

ort

s to

avo

id a

n a

gre

em

ent

on

th

e u

pp

er

lim

it a

nd

in o

rde

r to

sh

ort

en p

rolo

nge

d w

ork

ing

tim

e t

o a

po

ssib

le e

xten

t, w

e w

ill a

dd

a p

rovi

sio

n fo

r d

efi

nin

g gu

ide

lin

es

to t

he

Lab

or

Sta

nd

ard

s A

ct t

o a

llo

w t

he

go

vern

me

nt

age

ncy

to

giv

e n

ece

ssa

ry a

dvi

ce a

nd

gu

idan

ce t

o e

mp

loye

rs a

nd

labo

r u

nio

ns

in a

cco

rdan

ce w

ith

th

e g

uid

elin

es.

•To

pre

ven

t su

dd

en

ch

an

ge fr

om

pu

ttin

g a

n a

dve

rse

eff

ect

on

sm

all-

to m

ed

ium

-siz

ed

co

mp

anie

s, w

e w

ill s

et

the

en

ou

gh

pre

pa

rati

on

tim

e u

nti

l th

e e

nfo

rce

men

t o

f th

e a

ct.

•W

he

n 5

ye

ars

wil

l pa

ss a

fte

r th

e e

nfo

rcem

en

t, t

he

gove

rnm

en

t sh

all c

hec

k th

e p

rovi

sio

n e

xecu

tio

n s

tatu

s an

d r

evi

ew

th

e

pro

visi

on

acc

ord

ing

to t

he

re

sult

s if

ne

cess

ary

.

20

17

2018

2019

2020

2021

2022

2023

2024

20

25

2026

2027

or

late

rIn

dic

ato

rs

Ove

rtim

e ta

rget

: U

p t

o

45

ho

urs

per

mo

nth

an

d u

p t

o 3

60

ho

urs

per

yea

r

FY

Ite

m 3

. Avo

idin

g lo

ng-h

our

wor

k

(4)

Ch

angi

ng

law

s to

intr

od

uce

an

ove

rtim

e lim

it (P

art

1)

Cont

rolli

ng t

he

ov

ert

ime

lim

it

Subm

ittin

g a

prop

osal

for

m

od

ifyi

ng

th

e L

ab

or

Sta

nd

ard

s A

ct a

ccor

ding

to

the

act

ion

pla

n t

o t

he

p

arli

am

en

t

Step

-by-

step

en

forc

emen

t aft

er a

PR

per

iod

Mak

ing

a re

vie

w a

t th

e ap

prop

riate

tim

e 5

year

s af

ter

the

enfo

rcem

ent

Me

asu

res

Prep

arat

ions

for

en

forc

em

en

t

45

[Co

ncr

ete

mea

sure

s](O

vert

ime

lim

it c

on

tro

l)•

For

car

dri

vin

g d

uti

es, r

ath

er th

an

exe

mp

tin

g th

em f

rom

th

e o

vert

ime

con

tro

l wit

h a

pen

alt

y, w

e w

ill a

pp

ly

up

to

96

0 h

ou

rs p

er y

ear

(80

ho

urs

a m

on

th)

as

an

ove

rtim

e li

mit

5 y

ears

aft

er th

e en

forc

emen

t d

ate

of

the

mo

dif

ied

act

an

d a

dd

a p

rovi

sio

n to

the

effe

ct t

ha

t th

e ge

ner

al p

rovi

sio

n s

hal

l ap

ply

in th

e fu

ture

. To

wa

rd

the

enfo

rcem

ent

aft

er 5

yea

rs, w

e w

ill s

tro

ngl

y p

rom

ote

the

con

stru

ctio

n o

f an

en

viro

nm

ent i

n w

hic

h lo

ng-

ho

ur

wo

rk w

ill b

e a

void

abl

e, fo

r ex

am

ple

by

lett

ing

rela

ted

pa

rtie

s in

clu

din

g ca

rgo

ow

ner

s h

old

a c

on

fere

nce

to

wo

rk o

n h

ow

to

sh

ort

en th

e w

ork

ing

tim

e.•

For

con

stru

ctio

n b

usi

nes

s, r

ath

er th

an

exe

mp

tin

g it

fro

m t

he

ove

rtim

e co

ntr

ol w

ith

a p

ena

lty,

we

wil

l ap

ply

th

e ge

ner

al p

rovi

sio

n d

efin

ing

the

ove

rtim

e co

ntr

ol

5 y

ears

aft

er th

e en

forc

emen

t d

ate

of

the

mo

dif

ied

act

. N

ote

th

at

up

to

10

0 h

ou

rs in

a s

ingl

e m

on

th a

nd

up

to 8

0 h

ou

rs in

ave

rage

ove

r 2

to

6 m

on

ths

do

no

t a

pp

ly

to r

eco

very

or

reco

nst

ruct

ion

. Bes

ides

, we

wil

l ad

d a

pro

visi

on

to th

e ef

fect

th

at

the

gen

era

l pro

visi

on

sha

ll a

pp

ly in

the

futu

re.

Tow

ard

the

enfo

rcem

ent

aft

er 5

yea

rs, w

e w

ill p

rom

ote

the

rein

forc

emen

t o

f a

ctiv

itie

s fo

r sh

ort

enin

g th

e w

ork

ing

tim

e st

ep b

y st

ep w

hil

e re

ceiv

ing

un

der

sta

nd

ing

an

d c

oo

per

ati

on

fro

m c

lien

ts.

•C

on

cern

ing

ph

ysic

ian

s, w

e w

ill a

pp

ly th

e co

ntr

ol 5

yea

rs a

fter

the

enfo

rcem

ent

da

te o

f th

e m

od

ifie

d a

ct a

nd

h

old

a w

ork

sho

p in

wh

ich

med

ica

l wo

rld

wil

l pa

rtic

ipat

e to

aim

to r

eali

ze h

igh-

qu

alit

y a

nd

new

med

ica

l ca

re

as

wel

l as

new

wo

rk s

tyle

s in

ho

spit

al. U

nti

l 2 y

ears

aft

er, w

e w

ill w

ork

on

the

con

cret

e w

ay

tha

t th

e co

ntr

ol

sho

uld

be

an

d m

easu

res

for

sho

rten

ing

the

wo

rkin

g ti

me,

an

d c

om

e to

cer

tain

co

ncl

usi

on

s.•

The

R&

D o

f n

ew t

ech

no

logi

es o

r p

rod

uct

s is

a s

pec

ial t

ask

bec

au

se th

e m

emb

ers

nee

d e

xper

tise

, sci

enti

fic

kno

wle

dge

, a

nd

ski

lls. A

cco

rdin

gly,

we

wil

l def

ine

exce

pti

on

s cl

earl

y to

the

exte

nt

tha

t th

ey w

ill n

ot b

e b

eyo

nd

th

e sc

op

e o

f th

e cu

rren

t sy

stem

on

th

e p

rem

ise

tha

t ef

fect

ive

hea

lth

kee

pin

g m

easu

res

wil

l be

take

n, s

uch

as

a p

hys

icia

n’s

inte

rvie

w a

nd

gu

ida

nce

as

wel

l as

com

pen

sato

ry le

aves

.

20

17

20

18

20

19

20

20

20

21

20

22

20

23

20

24

20

25

20

26

20

27

or

late

rIn

dic

ato

rs

Ove

rtim

e ta

rget

: U

p t

o

45

ho

urs

per

mo

nth

an

d u

p t

o 3

60

ho

urs

per

yea

r

FY

Ite

m 3

. Avo

idin

g lo

ng-h

our

wor

k

(4)

Ch

angi

ng

law

s to

intr

od

uce

an

ove

rtim

e lim

it (P

art

2)

Cont

rolli

ng t

he

ov

ert

ime

lim

it

Subm

ittin

g a

prop

osal

for

m

odi

fyin

g th

e La

bor

Stan

dard

s A

ct a

ccor

ding

to

the

act

ion

plan

to

the

parli

amen

t

Me

asu

res

[Pro

blem

s vi

ewed

from

wor

kers

]

Jap

an

has

mo

re lo

ng-

hour

wo

rker

s th

an

Eu

rop

e a

nd

the

US,

res

ult

ing

in th

e d

iffi

cult

y o

f a c

aree

r co

nsis

ten

t wit

h h

om

e.

•Ra

tio o

f e

mp

loy

ee

s w

ho

wo

rk fo

r m

ore

th

an

49

ho

urs

per

wee

k: Ja

pan

: 21.

3%; U

S: 1

6.6%

; GB:

12

.5%

; Fra

nce:

10.

4%; G

erm

any:

10.

1% (

2014

)

•Ra

tio o

f em

plo

yee

s w

ho w

ork

for

mo

re t

han

60

hour

s pe

r w

eek:

Gov

ernm

ent’

s ta

rget

: no

t m

ore

than

5%

in 2

020;

Res

ult:

7.7

% (

14.7

% fo

r m

en in

th

eir

thirt

ies)

in

2016

•Ra

tio o

f b

usi

ne

ss s

ites

at w

hic

h t

he

ov

ert

ime

is s

et

at m

ore

tha

n 80

hou

rs a

s pe

r th

e sp

ecia

l pr

ovis

ion

of t

he 3

6 ag

reem

ent

4.8%

(la

rge

com

pan

ies:

14.

6%) i

n 2

01

3

•Bu

sine

ss s

ites

subj

ecte

d t

o su

perv

isio

n be

caus

e th

e m

onth

ly o

vert

ime

exce

eds

80 h

ours

Abo

ut 2

0,00

0 (e

stim

atio

n in

201

6)

•Th

e re

sults

of g

ivin

g su

perv

isio

n an

d gu

idan

ce t

o 10

,059

bus

ines

s si

tes

from

Apr

il to

Sep

tem

ber

2016

sh

ow t

hat

4,41

6 si

tes

(43.

9%) o

blig

e ill

egal

ove

rtim

e w

ork

and

of t

hem

, 3,4

50 s

ites

(34.

3%) h

ave

an

over

time

of m

ore

tha

n 80

hou

rs p

er m

ont

h.

•Re

aso

n w

hy y

oung

wor

kers

cha

nge

jobs

: “I

wan

t to

m

ove

to a

com

pany

with

rea

sona

ble

wor

king

hou

rs,

holid

ays

and

lea

ves.

”

2009

: 37.

1% →

201

3: 4

0.6

%

Step

-by-

step

en

forc

emen

t aft

er a

PR

per

iod

Re

vie

w a

t th

e a

pp

rop

ria

te t

ime

5

yea

rs a

fte

r th

e e

nfo

rce

me

nt

Prep

arat

ions

for

en

forc

em

en

t

46

[Pro

ble

ms

vie

we

d fr

om

wo

rke

rs]

Au

tom

ob

ile

carr

iers

su

ffer

from

the

sho

rtag

e o

f dri

vers

, so

a h

eavy

load

is p

ut

on

them

.

In th

e co

nst

ruct

ion

ind

ustr

y, d

ealin

gs w

ith

cl

ien

ts c

ause

long

-hou

r wo

rk. T

her

efo

re, i

t is

nec

essa

ry to

imp

rove

the

ind

ustr

y-w

ide

envi

ron

men

t in

clu

din

g re

late

d p

arti

es.

A

nnua

l wor

king

tim

e on

an

indu

stry

bas

is (

2016

)

Tran

spor

tatio

n: 2

,054

hou

rs

Cons

truc

tion:

2,0

56 h

ours

Co

mp

are

d w

ith

car

go o

wn

ers,

tru

ckin

g co

mp

an

ies

are

in a

wea

k p

osit

ion,

so

the

latt

er is

ob

liged

to a

wai

t a c

argo

for

a lo

ng

tim

e.•

The

mea

n ca

rgo

wai

ting

time

per

truc

k is

1 h

ours

an

d 45

min

utes

(FY

201

5).

[Con

cret

e m

easu

res]

(Act

iviti

es f

or a

void

ing

long

-hou

r w

ork

on a

bus

ines

s ty

pe b

asis

)

The

follo

win

g sh

ows

activ

ities

in t

he a

utom

obi

le c

arry

ing

busi

ness

.(1

)W

e w

ill h

old

a w

orks

hop

in w

hich

rel

ated

min

istr

ies

and

agen

cies

will

par

ticip

ate

to d

raw

up

and

impl

emen

t an

act

ion

plan

, w

hich

will

in

clud

e im

pro

ving

pro

duct

ivity

with

IT,

rev

iew

ing

rela

ted

law

s to

bui

ld a

n en

viro

nmen

t in

whi

ch lo

ng-h

our

wor

k is

avo

idab

le b

y pr

epar

ing

or d

evel

opin

g a

varie

ty o

f hu

man

res

ourc

es,

and

taki

ng s

uppo

rt m

easu

res.

(2)

We

will

pro

mot

e IC

T, d

istr

ibut

ion,

and

pro

duct

ivity

rev

olut

ions

thr

ough

a d

emon

stra

tive

test

and

soc

ial i

mpl

emen

tatio

n of

mov

eme

nt

serv

ices

with

an

auto

mat

ic a

nd d

river

-fee

ru

n a

s w

ell

as

of

dri

vin

g m

ult

iple

tru

cks

in s

eri

es.

Th

e fo

llow

ing

indi

cate

s ac

tiviti

es in

the

tru

ckin

g bu

sine

ss.

(1)

We

will

hol

d a

conf

eren

ce,

the

mem

bers

of

whi

ch w

ill i

nclu

de t

ruck

ing

com

panie

s,

carg

o o

wn

ers

, re

late

d g

rou

ps,

an

d c

om

pe

ten

t m

inis

trie

s an

d ag

enci

es, t

o de

velo

p gu

idel

ines

fro

m 2

017

to 2

018

in c

onsi

dera

tion

of d

emon

stra

tive

proj

ects

in

oper

atio

n.

(2)

We

will

coo

pera

te w

ith r

elat

ed m

inis

trie

s an

d ag

enci

es in

tak

ing

(1)

mea

sure

s fo

r m

akin

g th

e de

alin

g co

nditi

ons

corr

ect

incl

udin

g

cont

ract

s w

ith s

ubco

ntra

ctor

s, (

2) m

easu

res

for

imp

rovi

ng t

he p

rodu

ctiv

ity,

for

exam

ple

by

shor

ten

ing

the

wor

king

tim

e as

a r

esu

lt of

as

sign

ing

a de

liver

y ro

ute

to m

ultip

le d

river

s, a

nd (

3) n

eces

sary

mea

sure

s an

d su

ppor

t fo

r sh

orte

ning

the

car

go w

aitin

g tim

e in

co

oper

atio

n w

ith c

argo

ow

ners

.

Th

e fo

llow

ing

show

s ac

tiviti

es in

the

con

stru

ctio

n in

dust

ry.

(1)

Coop

erat

ion

with

clie

nts

inc

ludi

ng p

rivat

e co

mp

anie

s is

indi

spen

sabl

e to

spe

cify

ing

the

wor

k pe

riod

pro

perl

y, e

nsu

ring

rea

sona

ble

wag

e le

vels

, and

pro

mot

ing

a 5

-day

wor

kwee

k in

clud

ing

no w

ork

on a

hol

iday

. The

refo

re,

we

will

set

up

a co

nfer

ence

tha

t co

nsis

ts o

f cl

ient

s an

d re

late

d p

erso

ns,

build

an

envi

ronm

ent

nece

ssar

y to

run

ning

the

ove

rtim

e co

ntro

l in

clud

ing

inst

itutio

nal

actio

n, a

nd h

elp

the

indu

stria

l w

orld

con

duct

act

iviti

es.

(2)

We

will

car

ry o

n pr

oduc

tivity

im

prov

emen

t by

con

duct

ing

activ

ities

not

onl

y fo

r ke

epin

g an

d tr

aini

ng e

ngin

eers

and

ski

llful

wor

ke

rsbu

t al

so f

or b

uild

ing

a sy

stem

tha

t en

cour

age

them

to

wor

k ac

tivel

y, p

rom

otin

g i-

Cons

truc

tion

to le

vel

wor

k pe

riod

s an

d to

use

ICT

fu

lly,

sim

plify

ing

docu

men

ts,

and

givi

ng s

uppo

rt t

o sm

all-

to m

ediu

m-s

ized

com

pani

es.

20

17

2018

2019

2020

2021

2022

2023

2024

20

25

2026

2027

or

late

rIn

dic

ato

rs

Lega

l fra

mew

ork

in

whi

ch o

vert

ime

wor

k is

con

trol

led

in

busi

ness

typ

es a

nd

dutie

s to

whi

ch n

o la

w a

pplie

s cu

rren

tly

FY

Ite

m 3

. Avo

idin

g lo

ng-h

our

wor

k

(4)

Ch

angi

ng

law

s to

intr

od

uce

an

ove

rtim

e lim

it (P

art

3)

[Au

tom

ob

ile

carr

yin

g b

usi

nes

s]

[Co

nst

ruct

ion

in

du

stry

]

Rev

iew

ing

rela

ted

sys

tem

s an

d g

ivin

g su

pp

ort

acc

ord

ing

to t

he

pla

nM

akin

g an

act

ion

pla

nLe

ttin

g re

late

d p

arti

es p

rom

ote

an

d d

eep

en a

ctiv

itie

s

Lett

ing

rela

ted

par

ties

pro

mo

te a

nd

dee

pen

act

ivit

ies

[Tru

ckin

g b

usi

nes

s]

Wor

king

on

and

taki

ng p

rodu

ctiv

ity im

prov

emen

t mea

sure

s in

clud

ing

the

prom

otio

n of

rel

ay tr

ansp

ort

Act

ivit

ies

for

avo

idin

g lo

ng-

ho

ur

wo

rk o

n a

b

usi

nes

s ty

pe

bas

is

Pro

mo

tin

g au

tom

ob

ile IC

T, d

istr

ibut

ion

, and

pro

duc

tivi

ty r

evo

luti

ons

furt

her

Dem

onst

ratin

g va

rious

typ

es o

f au

tom

atic

runs

with

no

drive

r

Mak

ing

prep

arat

ions

fo

r co

mm

erci

aliz

atio

n

in t

he p

rivat

e se

cto

r

Exp

and

ing

the

serv

ice

area

Sett

ing

the

wo

rk p

erio

d p

rop

erly

an

d in

crea

sin

g h

olid

ays

incl

udin

g a

5-d

ay w

ork

wee

k

Wor

king

on

and

prom

otin

g m

easu

res

for

build

ing

an e

nvir

onm

ent f

or s

ettin

g th

e w

ork

peri

od p

rope

rly

• Co

nfer

ence

hav

ing

cons

truc

tors

and

clie

nts

• A

ctiv

itie

s fo

r im

prov

ing

deal

ing

cond

ition

s•

Typi

cal w

ork

base

d on

a 5

-da

y w

ork

we

ek

Pro

mo

tin

g th

e ac

tivi

ties

fu

rth

er

• Le

velin

g w

ork

perio

ds, p

rom

otin

g IC

T ea

rthw

ork,

in

crea

sing

wor

k ty

pes

usin

g IC

T (i

-Con

stru

ctio

n),

and

sim

plify

ing

docu

men

ts•

Wor

king

on

and

cond

uctin

g ac

tivit

ies

for k

eepi

ng,

trai

ning

, and

usi

ng e

ngi

neer

s ef

ficie

ntly

In t

he

con

fere

nce

co

nsi

stin

g o

f ca

rgo

ow

ner

s an

d re

late

d

gove

rnm

ent

org

ans,

wo

rkin

g o

n m

easu

res

nec

essa

ry t

o

coo

per

atio

n w

ith

car

go o

wn

ers

in s

hort

enin

g th

e w

aiti

ng

tim

e

Hol

ding

a c

onfe

ren

ce w

ith

carg

o ow

ners

, ru

nnin

g pi

lot

proj

ects

, an

d de

velo

ping

an

d pr

omot

ing

guid

elin

esH

elp

ing

truc

king

com

pani

es w

ork

wit

h ca

rgo

owne

rs b

y pr

omot

ing

and

popu

lariz

ing

the

guid

elin

es, m

akin

g a

regu

lar f

ollo

w-u

p su

rve

y, a

nd im

pro

vin

g d

ealin

g co

ndit

ion

s

Me

asu

res

47

[Pro

ble

ms

vie

we

d fr

om

wo

rke

rs]

• A

nn

ua

l wo

rkin

g ti

me

on

an

ind

ust

ry b

asi

s (2

01

6)

Info

-co

mm

un

ica

tio

n: 1

,95

5 h

ou

rs

[Co

ncr

ete

mea

sure

s](A

ctiv

itie

s fo

r avo

idin

g lo

ng-

ho

ur w

ork

on

a b

usi

nes

s ty

pe

bas

is)

•In

the

info

rmat

ion

serv

ice

(IT)

ind

ustr

y, th

e go

vern

men

t will

co

oper

ate

wit

h th

e p

riva

te s

ecto

r to

gra

sp th

e a

ctua

l st

ate

an

d p

rom

ote

imp

rove

men

t mea

sure

s. T

he

form

er w

ill p

rom

pt t

he

indu

stri

al g

roup

to r

efo

rm w

ork

sty

les

by

sup

po

rtin

g th

e a

chie

vem

ent o

f go

als

, su

ch a

s a

mea

n o

vert

ime

of u

p to

1 h

ou

r p

er d

ay

and

a te

lew

ork

sh

are

of a

t le

ast

50

%. W

e w

ork

on

ho

w to

en

sure

hea

lth

thro

ugh

the

colle

ctio

n o

f go

od

exa

mpl

es o

f usi

ng

the

late

st

tech

no

logi

es in

clu

ding

wea

rabl

e te

rmin

als.

(Oth

er m

od

ific

atio

ns)

•W

e h

ave

to b

uil

d a

lega

l lab

or s

yste

m in

wh

ich

we

hel

p in

divi

dua

ls w

ho

wo

rk c

reat

ivel

y a

nd

aut

on

omo

usly

m

axi

miz

e th

eir m

oti

vati

on

an

d co

mp

eten

ce a

s w

ell a

s a

chie

ve th

eir

goal

s. T

he

pro

posa

l of m

odi

fyin

g th

e La

bo

r St

an

da

rds

Act

cu

rren

tly

sub

mit

ted

to th

e p

arl

iam

ent w

ill m

ake

it p

oss

ible

to a

void

long

-ho

ur w

ork

, to

kee

p

wo

rker

s h

ealt

hy,

and

to c

ho

ose

a n

ew w

ork

ing

syst

em fo

r d

isp

layi

ng

thei

r ea

gern

ess

and

ab

ility

.•

To p

ut

it c

on

cret

ely,

the

mo

dif

ied

act

sho

ws

vari

ous

and

flex

ible

wo

rk s

tyle

s b

y re

qu

irin

g sm

all-

to m

ediu

m-s

ized

co

mp

an

ies

to r

evie

w a

ris

e in

wa

ge fo

r a

n o

vert

ime

of m

ore

tha

n 6

0 h

our

s a

mo

nth

and

to le

t em

plo

yees

take

a

nn

ual

pai

d le

aves

to s

upp

ress

lon

g-h

our w

ork

, by

sta

rtin

g a

n a

dvan

ced

pro

fess

iona

l sys

tem

, an

d b

y re

view

ing

the

wo

rkin

g sy

stem

bas

ed o

n la

bor-

man

agem

ent d

iscr

etio

n. W

e n

ow

ma

ke e

ffo

rts

to p

ass

the

pro

posa

l in

the

pa

rlia

men

t as

soo

n a

s p

oss

ible

.

20

17

2018

2019

2020

2021

2022

2023

2024

20

25

2026

2027

or

late

rIn

dic

ato

rsFY

Ite

m 3

. Avo

idin

g lo

ng-h

our

wor

k

(4)

Ch

angi

ng

law

s to

intr

od

uce

an

ove

rtim

e lim

it (P

art

4)

Act

iviti

es

for

avoi

ding

long

-ho

ur w

ork

on a

bu

sine

ss t

ype

basi

s

[IT

ind

ust

ry]

Mak

ing

a fo

llow

-up

su

rvey

of c

onc

rete

act

ivit

ies

for

ach

ievi

ng

the

ind

ust

rial

go

als

Wo

rkin

g o

n w

hat

fu

ture

mea

sure

s sh

oul

d b

e

Colle

ctin

g go

od

exam

ples

of

acti

viti

es

incl

udin

g w

eara

ble

term

inal

s

Wo

rkin

g o

n w

hat

fu

ture

mea

sure

s sh

oul

d b

eW

ork

ing

on

wh

at h

ealt

h

keep

ing

sho

uld

be

Sett

ing

up

a g

ove

rnm

ent-

pri

vate

sec

tor

con

fere

nce

to

gra

sp t

he

actu

al s

tate

an

d p

rom

ote

imp

rove

men

t m

easu

res

Me

asu

res

48

[Pro

ble

ms

vie

we

d fr

om

wo

rke

rs]

Go

vern

me

nt

off

icia

ls w

ork

lon

g h

ou

rs.

Ratio

of

mem

bers

who

wor

k m

ore

than

360

hou

rs, a

n ov

ertim

e lim

it sp

ecifi

ed in

the

Ove

rtim

e Sh

orte

nin

g G

uide

lines

iss

ued

by th

e N

atio

nal

Pers

onne

l A

utho

rity

(201

4)

All

offic

es a

nd m

inis

trie

s: 2

1.8%

in a

vera

ge

Thes

e of

fices

and

min

istr

ies:

46.

6% in

ave

rage

[Con

cret

e m

easu

res]

(Mea

sure

s ag

ains

t go

vern

men

t of

ficia

ls’

long

-hou

r w

ork

)•

Co

nce

rnin

g n

atio

na

l g

ov

ern

me

nt

off

icia

ls,

we

will

wo

rk o

n m

ore

eff

ect

ive

me

asu

res

in c

on

sid

era

tion

o

f p

riva

te s

yst

em

mo

dif

icat

ions

and

p

rop

er

pu

blic

se

rvic

es.

Ass

um

ing

tha

t o

ve

rtim

e is

av

oid

ab

le, w

e w

ill m

ak

e th

e p

rop

er

con

tro

l o

f w

ork

ing

tim

e s

ou

nd

er,

fo

r e

xam

ple

by le

ttin

g b

oss

es

gra

sp o

ve

rtim

e r

ea

son

s a

nd

exp

ect

ed

wo

rkin

g t

ime

. In

ad

diti

on

, w

e p

rom

ote

act

iviti

es

for

lett

ing

th

e p

ers

on

ne

l ta

ke

ann

ual p

aid

lea

ve

s.•

Co

nce

rnin

g l

oca

l g

ov

ern

me

nt

off

icia

ls,

we

will

su

pp

ort

gro

up-

by-g

roup

act

iviti

es,

for

exam

ple

by c

olle

ctin

g an

d pr

ovid

ing

go-a

hea

d ex

ampl

es

of

ov

ert

ime

re

du

ctio

n p

osi

tive

ly a

nd

ho

ldin

g a

me

etin

g in

wh

ich

th

e a

tte

nd

an

ts t

alk

with

ea

ch o

the

r a

bo

ut

solu

tion

s o

f pro

ble

ms

each

loca

l g

ov

ern

me

nt

face

s.•

Fo

r te

ach

ers

, w

e w

ill r

un

a p

ract

ica

l re

sea

rch

pro

ject

to

acc

ele

rate

act

iviti

es

for

imp

rov

ing

sch

oo

l ta

sks

on

a b

oa

rd-o

f-ed

ucat

ion

basi

s an

d m

ak

e c

lub

act

iviti

es

pro

pe

r th

rou

gh

th

e d

ev

elo

pm

en

t o

f g

uid

elin

es

for

spo

rts

clu

b a

ctiv

itie

s a

nd

the

em

plo

ym

en

t o

f cl

ub

inst

ruct

ors.

M

ore

ov

er,

we

will

av

oid

lon

g-ho

ur w

ork

in c

onsi

dera

tion

of w

hat

tea

cher

’s w

ork

styl

es a

nd d

utie

s sh

ould

be

show

n by

the

Educ

atio

n R

eco

nst

ruct

ion

a

nd

Exe

cutio

n C

ou

nci

l.

(Act

iviti

es s

uita

ble

to lo

cal

situ

atio

ns)

•W

e w

ill su

ppor

t ac

tivitie

s to

be

plan

ned

by e

ach

loca

l w

ork-

style

re

form

co

nfer

ence

co

nsist

ing

of a

pre

fect

ural

go

vern

men

t, co

mpa

nies,

and

emplo

yees

. Fu

rther

mo

re,

to e

ncou

rage

lo

cal

com

pani

es

to r

efor

m

thei

r w

ork

style

s, th

e go

vern

men

t w

ill pr

omot

e lo

cal

adva

nced

ac

tiviti

es

thro

ugh

typi

cal

proje

cts

for

train

ing

and

send

ing

advi

sers

who

will

supp

ort

wor

k-sty

le

refo

rms

gene

rally

an

d fo

r de

ployin

g ba

ses

for

giving

com

preh

ensiv

e on

e-sto

p as

sista

nce.

•W

e w

ill p

rom

ote

re

st-s

tyle

ref

orm

s by

con

duct

ing

activ

ities

for

pro

mo

ting

the

use

of a

nnua

l pai

d le

ave

s ac

cord

ing

to lo

cal p

rope

rtie

s. L

ocal

la

bo

r b

ure

au

s w

ill t

ak

e p

osi

tive

act

ion

as

a c

on

sulta

tion

ce

nte

r fo

r sm

all-

to m

ediu

m-s

ized

com

pani

es.

(Pre

miu

m F

riday

)•

Th

is g

ov

ern

me

nt-

priv

ate

sect

or c

amp

aign

will

trig

ger

the

activ

atio

n of

con

sum

ptio

n by

en

cour

agin

g w

orke

rs t

o re

form

the

ir w

ork

styl

es o

n F

rida

y a

t th

e e

nd

of

ea

ch m

onth

, su

ch a

s ta

king

a p

aid

leav

e or

leav

ing

thei

r co

mpa

nies

ear

ly b

y us

ing

flexi

ble

hour

s.

20

17

2018

2019

2020

2021

2022

2023

2024

20

25

2026

2027

or

late

rIn

dic

ato

rs

Avo

idan

ce o

f go

vern

men

t of

ficia

l’s

long

-hou

r w

ork

FY

Ite

m 3

. Avo

idin

g lo

ng-h

our

wor

k

(4)

Ch

angi

ng

law

s to

intr

od

uce

an

ove

rtim

e lim

it (P

art

5)

Mea

sure

s ag

ains

t go

vern

men

t of

ficia

l’s

long

-hou

r w

ork

[Tea

cher

s]

[Lo

cal g

ove

rnm

ent

off

icia

ls]

[Nat

ion

al g

ove

rnm

ent

off

icia

ls]

Pla

nn

ing

and

tak

ing

mo

re e

ffec

tive

mea

sure

s ag

ain

st lo

ng-h

ou

r w

ork

, gra

spin

g o

vert

ime

sch

edu

les,

an

d p

rom

oti

ng

the

use

of a

nn

ual p

aid

leav

es

Plan

ning

and

tak

ing

furt

her

mea

sure

s as

nec

essa

ry in

con

side

ratio

n of

the

pro

gres

s of

the

pre

vio

us a

ctio

ns a

nd t

he a

ctua

l sta

te o

f lo

ng-h

our

jobs

Enco

urag

ing

tea

cher

s to

avo

id lo

ng-h

our

wor

kM

akin

g pr

opos

als

at t

he E

duca

tion

Reco

nstr

ucti

on a

nd

Exec

utio

n Co

unci

l

Revi

ewin

g th

e pr

evio

us m

easu

res

acco

rdin

g to

the

prog

ress

, an

d w

orki

ng o

n an

d ta

king

furt

her

mea

sure

s as

nec

essa

ry

Co

nd

uct

ing

pra

ctic

al r

esea

rch

to

acc

eler

ate

the

imp

rove

men

t o

f sc

hoo

l tas

ks,

mak

ing

a fo

llow

-up

su

rvey

, an

d t

akin

g ac

tion

for

mak

ing

clu

b ac

tivi

ties

pro

per

Supp

ortin

g gr

oup

-by-

grou

p ov

ertim

e re

duc

tion

activ

ities

by

colle

ctin

g an

d pr

ovid

ing

go-a

hea

dex

amp

les

and

hold

ing

a m

eetin

g ab

out

solu

tions

of p

robl

ems

Prem

ium

Frid

ayP

rom

oti

ng

Pre

miu

m F

rid

ay

in c

oo

pe

rati

on

wit

h th

e g

ove

rnm

en

t a

nd

pri

vate

se

cto

r

Act

iviti

es

suit

ab

le t

o lo

cal

situ

atio

ns

Runn

ing

typi

cal p

roje

cts

for

trai

ning

an

d se

ndin

g w

ork

-sty

le a

dv

iso

rs in

pr

efec

ture

s an

d m

uni

cipa

litie

sPr

omo

ting

nece

ssar

y ac

tiviti

es i

n co

nsid

erat

ion

of th

e ve

rific

atio

n of

the

pro

ject

s, t

he s

tep

-by-

step

rev

iew

of

them

, an

d di

scus

sion

at t

he l

ocal

con

fere

nce

sFo

rmin

g a

team

for s

uppo

rtin

g lo

cal w

ork-

styl

e re

form

s, t

he m

embe

rs o

f whi

ch c

onsi

st o

f rel

ated

of

fices

and

min

istr

ies,

and

exp

erts

, to

supp

ort

loca

l w

ork

-sty

le c

onfe

renc

es

Me

asu

res

49

[Pro

ble

ms

view

ed fr

om

wo

rker

s]

Few

co

mp

an

ies

intr

od

uce

the

wo

rk

inte

rva

l sys

tem

. Mo

reo

ver,

th

e in

terv

al

vari

es d

epen

din

g o

n th

e co

mp

an

ies.

• R

ati

o o

f co

mp

an

ies

tha

t in

tro

du

ce t

he

sys

tem

:

2.2

% in

FY

20

15

• In

terv

al b

etw

ee

n o

pe

rati

on

s in

FY

20

15

8 h

ou

rs o

r sh

ort

er:

38

.5%

8 t

o 1

1 h

ou

rs: 1

2.9

%

11

ho

urs

or

lon

ger:

28

.2%

[Fu

ture

co

urs

e o

f a

ctio

n]

In o

rder

for

wo

rker

s to

ha

ve t

he

eno

ugh

tim

e to

ma

ke t

hei

r li

ves

hea

lth

y, w

e b

uil

d a

n e

nvi

ron

men

t fo

r in

tro

du

cin

g th

e w

ork

in

terv

al s

yste

m.

[Co

ncr

ete

mea

sure

s](B

uil

din

g a

n e

nvi

ron

men

t fo

r in

tro

du

cin

g th

e w

ork

in

terv

al s

yste

m)

•W

e w

ill r

evis

e th

e A

ct o

n S

pec

ial M

easu

res

for

Imp

rove

men

t of

Wo

rkin

g H

ou

rs A

rra

nge

men

ts to

ob

lige

co

mp

an

ies

to m

ake

eff

ort

s to

set

a b

rea

k o

f ce

rta

in h

ou

rs b

etw

een

th

e fi

nis

h ti

me

on

the

pre

vio

us

da

y a

nd

th

e st

art

tim

e o

n th

e n

ext

da

y a

nd

to p

rom

ote

an

d p

op

ula

rize

the

wo

rk i

nte

rva

l sys

tem

. To

do

so

, we

wil

l h

old

a m

eeti

ng

tha

t in

clu

des

exp

erts

on

the

ma

na

gem

ent

an

d la

bo

r si

des

. Th

e go

vern

men

t w

ill a

lso

p

rom

ote

th

ese

mea

sure

s b

y le

ttin

g sm

all-

to m

ediu

m-s

ized

co

mp

an

ies

ad

op

ting

the

syst

em k

no

w h

ow

to

u

se s

ub

sidi

es a

nd

go

od

exa

mp

les.

20

17

2018

2019

2020

2021

2022

2023

2024

20

25

2026

2027

or

late

rIn

dic

ato

rs

Ra

tio

of c

om

pa

nie

s th

at

intr

od

uce

s th

e

syst

em

: 2.2

%→

In

cre

ase

Envi

ron

me

nt

for

intr

od

uci

ng

the

sy

ste

m

FY

Bu

ild

ing

an

e

nvi

ron

me

nt

for

intr

od

uci

ng

the

wo

rk

inte

rva

l sy

ste

m

Star

tin

g a

gran

t-in

-aid

sy

stem

Ver

ific

atio

n a

nd

revi

ew b

ased

on

the

PD

CA

cyc

le

Lett

ing

com

pa

nie

s kn

ow

go

od

exa

mp

les

Sub

mit

tin

g a

pro

po

sal f

or

mo

dif

yin

g th

e La

bo

r St

and

ard

s A

ct

acco

rdin

g to

th

e ac

tio

n p

lan

to

th

e p

arlia

men

t

Ite

m 3

. Avo

idin

g lo

ng-h

our

wor

k

(5)

Bu

ildin

g an

en

viro

nm

ent

to in

tro

du

ce t

he

wo

rk in

terv

al s

yste

m

Me

asu

res

Enfo

rcin

g th

e m

odifi

ed a

ctR

evi

ew

at

the

ap

pro

pri

ate

tim

e 5

ye

ars

aft

er

the

en

forc

em

en

tPr

epar

atio

ns fo

r e

nfo

rce

me

nt

50

[Iss

ue

s fr

om

wo

rke

rs’ p

ers

pec

tive

]

The

ra

tio

of J

ap

an

ese

wo

rke

rs w

ho

wo

rk lo

ng

ho

urs

is la

rge

r th

an

th

ose

of t

he

US

an

d

Euro

pe

an

co

un

trie

s. T

hu

s it

is d

iffi

cult

for

the

m

to b

ala

nce

wo

rk a

nd

fam

ily

life

.

•Th

e ra

tio

of

th

ose

wh

o w

ork

49

or

mor

e h

ou

rs a

wee

k:

Jap

an 2

1.3

%, t

he

US

16.

6%

, th

e U

K 1

2.5

%, F

ran

ce 1

0.4

%,

Ger

man

y 1

0.1

% (

20

14)

•Th

e ra

tio

of

wo

rker

s w

ho

wo

rk 6

0 o

r m

ore

ho

urs

a w

eek:

7

.7%

(1

4.7

% o

f m

ale

wo

rker

s in

th

eir

30’s

in 2

016

) wh

ile

the

gove

rnm

ent

targ

et is

5%

or

less

in 2

020

)

•Th

e n

um

ber

of

wo

rkp

lace

s w

ith

mo

re t

han

80

wo

rkin

g h

ou

rs p

er m

on

th: a

pp

rox.

20,

000

(FY2

016

esti

mat

e)

•Th

e ra

tio

of

wo

rkp

lace

s w

her

e m

enta

l hea

lth

mea

sure

s w

ere

take

n:

59

.7%

(2

015

) w

hile

th

e go

vern

men

t ta

rget

is

80

% (

20

17)

•Fr

om

Ap

ril t

o S

epte

mb

er 2

01

6, s

uper

visi

on

and

guid

ance

w

ere

con

du

cted

fo

r 1

0,0

59 w

ork

pla

ces.

Th

ere

wer

e 4

,41

6 w

ork

pla

ces

(43

.9%

) w

her

e ill

egal

ove

rtim

e w

ork

was

id

enti

fied

. Am

on

g th

em, t

he

nu

mb

er o

f w

ork

pla

ces

wh

ere

mo

re t

han

80

ove

rtim

e w

ork

ing

ho

urs

per

mo

nth

wer

e id

enti

fied

: 3,4

50

wo

rk p

lace

s (3

4.3%

)

•R

easo

ns

wh

y yo

un

g w

ork

ers

wan

t to

ch

ange

jobs

: “

they

w

ant

to w

ork

at

a co

mp

any

that

pro

vid

es b

ette

r w

ork

ing

con

dit

ion

s o

f w

ork

ho

urs,

hol

iday

s an

d v

acat

ions

. 20

09:

37

.1%

→ 2

01

3:4

0.6

%

[Dire

ctio

n of

futu

re m

easu

res]

Wha

t it

take

s to

impr

ove

wor

kpla

ce e

nviro

nmen

t to

be

heal

thy

for

wor

kers

is n

ot o

nly

to ti

ghte

n w

ork

hour

man

agem

ent.

We

will

prom

ote

the

crea

tion

of g

ood

hum

an r

elat

ions

hip

with

sup

erio

rs a

nd c

owor

kers

; st

ren

gthe

n i

ndus

tria

l ph

ysic

ians

and

ind

ustr

ial

hea

lth f

unct

ions

; an

d st

reng

then

the

sys

tem

to s

uper

vise

and

gui

de w

orkp

lace

s in

acc

orda

nce

with

new

reg

ulat

ions

.

[Spe

cific

mea

sure

s](R

evie

w t

he g

over

nmen

t’s

num

eric

al t

arge

t re

gar

ding

the

red

uctio

n of

long

wor

king

hou

rs)

•In

ord

er

to s

tre

ng

the

n t

he

pre

ve

ntio

n o

f a

bu

se o

f a

uth

orit

y a

t wo

rk p

lace

s, th

e g

ov

ern

me

nt

will

co

nsi

de

r m

ea

sure

s w

ith b

oth

labo

r an

d m

an

ag

em

en

t. A

t th

e s

am

e ti

me

th

e g

ov

ern

me

nt

will

rev

iew

the

gov

ernm

ent

targ

et b

y co

nsid

erin

g to

set

up

new

tar

gets

incl

udin

g m

enta

l h

ea

lth m

ea

sure

s in

th

e o

utli

ne

b

ase

d o

n t

he

Act

to A

cce

lera

te M

ov

es

for

the

Pre

ve

ntio

n o

f Kar

oshi

.

(Str

engt

hen

eff

orts

to

take

mea

sure

s to

kee

p m

enta

l hea

lth a

nd p

rev

ent

abus

e of

aut

horit

y)•

We

will

est

ab

lish

ne

w s

yst

em

s to

ke

ep

me

nta

l he

alth

an

d p

rev

en

t a

bu

se o

f au

tho

rity

wh

ere

In

the

even

t tha

t m

ulti

ple

indu

stria

l ac

cide

nts

for

m

en

tal i

llne

ss a

re r

eco

gn

ize

d a

t a

wor

kpla

ce,

its h

ead

offic

e is

giv

en in

divi

dual

gui

danc

e, in

clud

ing

prev

entiv

e m

easu

res

for

abus

e of

a

uth

orit

y,

an

d t

he

ind

ust

rial

ph

ysi

cia

n i

s in

form

ed

by

the

bu

sin

ess

op

era

tor

of

wo

rkin

g h

ou

rs o

f th

ose

wh

o w

ork

mo

re t

ha

n 1

00

over

time

wo

rkin

g h

ou

rs p

er

mo

nth

or

wo

rk o

n h

olid

ay

s. W

e w

ill a

lso

str

en

gth

en

eff

ort

s m

ad

e b

y a

ll o

f so

cie

ty to

aim

to

elim

ina

te K

aro

shi,

incl

udin

g th

e e

nh

an

cem

en

t o

f co

nsu

ltatio

n

cou

nte

rs f

or

wo

rke

rs.

Fu

rth

erm

ore

, w

e w

ill p

rom

ote

me

nta

l he

alth

me

asu

res,

incl

ud

ing

re

cre

atio

n a

ctiv

itie

s in

fo

rest

sp

ace

an

d s

tre

ss c

he

ck-u

p.

(Tho

roug

h su

perv

isio

n an

d gu

idan

ce)

•W

e w

ill t

igh

ten

th

e e

nfo

rce

me

nt

of l

aw

s a

nd

re

gu

latio

ns,

incl

ud

ing

str

ict

con

tro

l b

y “

Sp

eci

al T

ask

forc

e to

Elim

ina

te O

ve

rwo

rk (

kato

ku),

” th

e im

ple

me

nta

tion

o

f gu

ida

nce

fo

r re

me

dia

l me

asu

res

on

a c

om

pa

ny-

wid

e ba

sis

for

a co

mp

any

who

se m

ulti

ple

wor

kpla

ces

cond

uct

illeg

allo

ng

wo

rkin

g h

ou

rs,

the

re

info

rce

me

nt

of t

he

sy

ste

m t

o d

iscl

ose

th

e c

om

pa

ny

’s n

am

e a

t th

e ti

me

of

gu

ida

nce

fo

r re

me

dia

l m

ea

sure

. We

will

co

nd

uct

th

oro

ug

h s

up

erv

isio

n a

nd

gu

ida

nce

fo

r w

ork

pla

ces

tha

t h

av

e n

ot

ma

de

ag

ree

me

nt o

f A

rtic

le 3

6 o

f La

bo

r S

tan

da

rds

Act

with

the

ir

wo

rke

rs’ u

nio

n.

In a

dd

itio

n,

in o

rde

r to

re

cog

niz

e p

rop

er

wo

rkin

g h

ou

rs,

we

will

en

sure

th

at

the

em

plo

ye

r co

nd

uct

s th

oro

ug

h w

orki

ng h

our

ma

na

ge

me

nt b

ase

d o

n t

he

gu

ide

line

s th

at

cla

rifie

s m

ea

sure

s to

be

ta

ke

n b

y th

e e

mp

loy

er.

(Str

engt

hen

eff

orts

to

secu

re w

orke

rs’ h

ealth

)•

We

will

co

nsi

de

r m

ea

sure

s to

str

en

gth

en

in

du

stria

l p

hy

sici

an

s a

nd

ind

ust

rial

he

alth

fu

nct

ion

s a

nd

re

vis

e n

ece

ssa

ry la

ws

an

d re

gul

atio

ns a

nd

syst

em

s.•

We

will

co

mp

reh

en

siv

ely

pro

mo

te m

ea

sure

s to

en

sure

wo

rke

r’s

he

alth

an

d s

afe

ty, i

ncl

ud

ing

he

alth

pro

ble

ms

un

iqu

e t

o w

om

en

an

d th

esa

fety

an

d h

ea

lth o

f co

nst

ruct

ion

w

ork

ers

.

20

17

2018

2019

2020

2021

2022

2023

2024

20

25

2026

2027

or

late

rIn

dic

ato

rs

Revi

ew t

he

gove

rnm

ent

targ

et b

y co

nsid

erin

g se

ttin

g up

new

targ

ets,

in

clud

ing

men

tal

hea

lth m

easu

res,

in

the

outli

ne b

ased

on

the

Act

to A

ccel

erat

e M

oves

for

the

Prev

entio

n of

Kar

oshi

FY

Me

asu

res

Ite

m 3

. Red

ucti

on o

f lo

ng w

orki

ng h

ours

(6)

Cre

atio

n o

f h

ealt

hy

and

wo

rker

-fri

end

ly w

ork

pla

ce

Thor

ough

sup

ervi

sion

an

d gu

idan

ce

Mea

sure

s to

sec

ure

wor

kers

’ hea

lth

Stre

ngt

hen

ind

ust

rial

p

hys

icia

ns

and

ind

ustr

ial

hea

lth

fu

nct

ion

sIm

ple

men

t a

new

sys

tem

Effe

ct o

f a

new

sys

tem

(T

he e

ffec

tive

date

is

unde

r co

nsi

dera

tion

)

Giv

e co

rrec

tive

inst

ruct

ions

to

com

pany

hea

d of

fices

and

ens

ure

the

reco

gnit

ion

of a

ppro

pria

te w

orki

ng h

ours

Stre

ngth

en e

ffort

s to

take

m

easu

res

to k

eep

men

tal h

ealt

h an

d pr

even

t ab

use

of a

utho

rity

Enh

ance

men

t o

f co

nsu

ltat

ion

cou

nte

rs f

or

wo

rker

s

Imp

lem

ent

cou

nte

rmea

sure

s re

flec

tin

gn

ew r

egu

lati

on

s

Revi

ew t

he g

over

nmen

t’s

num

eric

al t

arge

t re

gar

ding

the

red

uctio

n of

long

wor

king

hou

rsIn

itia

tive

s fo

r n

ew n

um

eric

al t

arge

tsC

on

sid

er n

ew

nu

mer

ical

tar

gets

Cons

ider

ef

fect

ive

mea

sure

s to

pr

even

t ab

use

of a

utho

rity

Dis

cuss

at

a st

udy

mee

tin

g et

c.Im

ple

men

t n

ew m

easu

res

Imp

lem

ent

sup

ervi

sio

n a

nd

gu

idan

ce r

efle

ctin

gn

ew r

egu

lati

on

s

Aft

er a

cer

tain

per

iod

of

tim

e to

ra

ise

awar

enes

s, n

ew r

egu

lati

on

s w

ill b

e im

ple

men

ted

Aft

er a

cer

tain

per

iod

of

tim

e to

rais

e aw

aren

ess,

new

re

gula

tio

ns

will

be

imp

lem

ente

d

Stre

ngt

hen

ef

fort

s to

tak

e m

easu

res

to k

eep

men

tal h

ealth

and

prev

ent

abus

e of

aut

horit

y

51

2017

2018

2019

2020

2021

2022

2023

2024

2025

2026

2027

or

late

rIn

dic

ato

rs

The

nu

mb

er o

f co

mp

anie

s th

at

intr

od

uce

th

e te

lew

ork

sys

tem

will

be

thre

e t

imes

tha

t of

2012

by

2020

an

d t

he n

um

ber

of

empl

oyed

and

hom

e-w

orki

ng

tele

wo

rker

sw

ho

wo

rk a

t h

om

e

all d

ay a

t lea

st o

ne

day

a w

eek

will

be

10%

of

all w

ork

ers.

We

will

cons

ider

a n

ew K

PI,

taki

ng

into

acc

ou

nt

the

prog

ress

of

flexi

ble

wor

king

styl

es,

incl

ud

ing

wo

rk b

y h

ou

r,

wo

rk o

uts

ide

ho

me

and

mo

bile

wo

rk.

FYM

easu

res

[Iss

ue

s fr

om

wo

rke

rs’ p

ers

pe

ctiv

e]

Alt

ho

ugh

ma

ny

pe

op

le w

ish

to

imp

lem

en

t th

e t

ele

wo

rk s

yste

m, t

he

nu

mb

er

of

com

pa

nie

s th

at

ha

ve in

tro

du

ced

th

e

tele

wo

rk s

yste

m is

sm

all a

nd

th

e n

um

be

r o

f a

ctu

al t

ele

wo

rker

s is

als

o s

mal

l.

•C

om

pan

ies

that

wis

h t

o im

ple

men

t te

lew

ork

: 30

.1%

(2

01

6)

•C

om

pan

ies

that

hav

e n

ot

intr

odu

ced

tel

ewo

rk: 8

3.8

%

(en

d o

f 2

01

5)•

The

rati

o o

f te

lew

ork

ers

of

all w

ork

ers

(ho

mew

ork

ing

all d

ay a

t le

ast

on

e d

ay a

wee

k):

2.7

% (

20

15)

Tele

wo

rk p

rom

oti

on

to

ols

, in

clu

din

g gu

ide

lin

es,

pro

vid

ed

by

the

go

vern

me

nt

are

n

ot

com

pa

tib

le w

ith

re

cen

t ch

ange

s in

wo

rk

en

viro

nm

en

t su

ch a

s in

mo

bil

e e

qu

ipm

en

t.

•G

uid

elin

es f

or

the

curr

ent

lab

or

man

agem

ent

and

secu

rity

reg

ard

ing

tele

wo

rk d

o n

ot

assu

me

the

dis

sem

inat

ion

of

smar

tpho

nes

and

sate

llite

off

ices

, an

d c

om

pan

ies

that

inte

nd

to

intr

odu

ce t

elew

ork

fin

d

them

dif

ficu

lt t

o r

efer

to

.

The

te

lew

ork

is li

ab

le t

o e

nco

ura

ge lo

ng

wo

rkin

g h

ou

rs d

ue

to

dif

ficu

lty

in la

bo

r m

an

age

me

nt.

<Pro

ble

ms

and

issu

es o

f th

e im

ple

men

tati

on

of

tele

wo

rk (

com

pan

y su

rvey

)(h

om

ewo

rkin

g al

l day

)> (

20

14)

•P

rogr

ess

man

agem

ent

is d

iffi

cult

: 36.

4%

•W

ork

ing

ho

ur

man

agem

ent

is d

iffi

cult

: 30.

9%

•Th

ere

is a

co

mm

un

icat

ion

pro

blem

: 27

.3%

•In

form

atio

n s

ecu

rity

is e

nsu

red

: 27.

3%

Dra

stic

ref

orm

of

the

guid

elin

es f

or

lab

or

man

agem

ent

[Dir

ect

ion

of f

utu

re m

ea

sure

s]Th

ere

are

tw

o t

ype

s o

f te

lew

ork

. On

e is

em

plo

yed

-typ

e t

ele

wo

rk w

he

re a

wo

rke

r w

ork

s a

t h

om

e a

fte

r m

aki

ng

an

em

plo

ymen

t co

ntr

act

wit

h t

he

em

plo

yer

an

d t

he

oth

er

is n

on

-em

plo

yed

typ

e t

ele

wo

rk w

he

re a

wo

rke

r a

ssu

me

s to

wo

rk a

t h

om

e w

ith

ou

t an

em

plo

yme

nt

con

tra

ct w

ith

th

e e

mp

loye

r. W

ith

re

gard

to

th

e e

mp

loye

d-t

ype

tele

wo

rk, w

e w

ill m

ake

a d

rast

ic r

efo

rm o

f th

e g

uid

eli

nes

for

lab

or

ma

na

gem

en

t in

ord

er

to p

rom

ote

th

e n

ew

wo

rk s

tyle

wh

ile

be

ing

care

ful o

f no

t e

nco

ura

gin

g lo

ng

wo

rkin

g h

ou

rs, r

esp

on

din

g to

ch

an

ges

in w

ork

en

viro

nm

en

t su

ch a

s th

e d

isse

min

atio

n o

f sm

art

ph

on

es a

nd

sate

llite

off

ice

s. In

ad

dit

ion

, we

will

pro

mo

te in

form

atio

n a

nde

nli

ghte

nm

en

t fo

r co

mp

an

ies

wit

h s

up

po

rt fo

r th

e in

tro

du

ctio

n o

f th

e w

ork

sty

le a

nd

th

e g

ove

rnm

en

t’s

reco

mm

en

dat

ion

an

d in

itia

tive

.

[Sp

eci

fic

me

asu

res]

(Dra

stic

re

form

of t

he

gu

ide

lin

es

for

lab

or

ma

na

gem

ent

)•

In r

esp

on

se t

o t

he

re

cen

t p

rogr

ess

of I

CT

en

viro

nm

en

t, in

ord

er

to a

ccel

era

te t

he

dis

sem

inat

ion

of t

ele

wo

rk, i

ncl

ud

ing

a v

ari

ety

of

wo

rkin

g st

yle

s, a

nd

pre

ven

t lo

ng

wo

rkin

g h

ou

rs, w

e w

ill m

ake

a d

rast

ic r

efo

rm o

f th

e g

uid

eli

ne

s fo

r h

om

e w

ork

ing

wit

hin

th

e f

isca

l ye

ar

20

17

to

est

ab

lish

te

lew

ork

gu

ide

lin

es w

ith

the

foll

ow

ing

pe

rsp

ecti

ves:

(1)

For

the

acc

ele

rati

on o

f te

lew

ork

, va

rio

us

wo

rk s

tyle

s o

the

r th

an h

om

e w

ork

ing

(sa

tell

ite

off

ice

wo

rkin

g a

nd

mo

bil

e w

ork

ing)

w

ill b

e a

dd

ed

.(2

)In

ord

er

to e

nco

ura

ge c

om

pa

nie

s to

intr

od

uce

tel

ew

ork

, th

e fo

llo

win

g m

att

ers

will

be

cla

rifi

ed

to

pu

t it

into

pra

ctic

e e

asil

y.

Wh

en

intr

od

uci

ng

tele

wo

rk, w

e w

ill c

lari

fy c

on

dit

ion

s to

use

a s

yste

m o

f de

em

ed

wo

rkin

g h

ou

rs o

uts

ide

th

e w

ork

pla

ce e

ven

if

ca

rryi

ng

a c

ell

ph

on

e, a

fle

xib

le w

ork

ing

tim

e s

yste

m, a

dis

cret

ion

ary

lab

or s

yste

m a

nd

me

tho

ds

to u

se a

sys

tem

of d

ee

me

d

wo

rkin

g h

ou

rs o

uts

ide

th

e w

ork

pla

ce.

W

e w

ill s

pe

cify

ho

w t

o t

rea

t id

le t

ime

an

d co

mm

uti

ng

tim

e in

pa

rtia

l ho

me

wo

rkin

g.(3

)A

dd

itio

na

l co

un

term

ea

sure

s fo

r lo

ng

wo

rkin

g h

ou

rs (r

eco

mm

en

d e

xam

ple

s o

f co

un

term

easu

res

for

lon

g w

ork

ing

ho

urs

, in

clu

din

g th

e li

mit

to

nig

ht

wo

rkin

g h

ou

rs a

nd

re

stri

ctio

ns

on

se

nd

ing

em

ails

at

late

nig

ht

an

d h

oli

days

)

(Dra

stic

re

form

of t

he

gu

ide

lin

es

for

secu

rity

)•

We

wil

l ma

ke a

dra

stic

re

form

of t

he

gu

ide

lin

es

for

tele

wo

rk s

ecu

rity

wit

hin

th

e fi

sca

l ye

ar

20

17 t

o c

lari

fy s

ecu

rity

asp

ect

ne

ed

ed

wh

en

intr

od

uci

ng

tele

wo

rk w

ith

th

e fo

llo

win

g p

ers

pec

tive

s b

ased

on

th

e r

ece

nt p

rogr

ess

of I

CT

en

viro

nm

en

t.

(1)

Ba

sed

on

th

e r

ece

nt

ICT

en

viro

nm

en

t (W

i-Fi

, clo

ud

en

viro

nm

en

t, d

isse

min

atio

n o

f sm

art

ph

on

e a

nd

ta

ble

t), t

o r

ein

forc

e se

curi

ty m

ea

sure

s w

ith

we

ll-b

ala

nce

d o

f ru

les

on

th

e u

se o

f eq

uip

me

nt,

ed

uca

tio

n fo

r u

sers

an

d sy

stem

qu

alit

y.

(2)

Ba

sed

on

th

e a

ctu

al s

itu

atio

n o

f sa

telli

te o

ffic

e a

nd

mo

bil

e w

ork

oth

er

than

ho

me

wo

rkin

g, t

o r

ein

forc

e s

ecu

rity

me

asu

res

tha

t sh

ou

ld b

e im

ple

me

nte

d b

y th

e m

an

age

men

t, s

yste

m m

an

age

r, a

nd

te

lew

ork

ers

.

Dra

stic

ref

orm

of

the

guid

elin

es f

or

secu

rity

Set

up t

he s

tudy

co

mm

itte

e o

f ex

pert

s

and

refo

rm t

he

guid

elin

es

Set

up t

he s

tudy

co

mm

ittee

of

expe

rts

and

refo

rm t

he

guid

elin

es

Rele

ase

and

imp

lem

ent

atio

n of

re

form

ed g

uide

lines

Re

vie

w a

s n

ece

ssa

ryRe

lea

se,

imp

lem

ent

atio

n, p

ublic

an

noun

cem

ent

and

diss

emin

atio

n of

te

lew

ork

guid

elin

es

Re

vie

w a

s n

ece

ssa

ry

Ite

m 4

. Wo

rk e

nvi

ron

me

nt

imp

rove

me

nt

for

flexi

ble

wo

rk s

tyle

s

(7)

Dra

stic

re

form

of

the

gu

ide

lin

es

for t

he

em

plo

yed

-typ

e te

lew

ork

an

d s

up

po

rt f

or

the

intr

od

uct

ion

of

the

sys

tem

(Par

t 1)

52

2017

2018

2019

2020

2021

20

2220

2320

2420

2520

2620

27 o

r la

ter

Ind

ica

tors

The

num

ber

of c

ompa

nies

th

at in

tro

du

ce t

he

tele

wor

k sy

stem

will

be

thre

e t

imes

that

of 2

012

b

y2

02

0 a

nd

the

nu

mbe

r o

f em

plo

yed

an

d h

om

e-

wo

rkin

g te

lew

ork

ers

wh

o w

ork

at h

ome

all d

ay a

t le

ast

on

e d

ay a

wee

k w

ill

be 1

0% o

f all

wor

kers

.

We

will

co

nsi

der

a n

ew

KPI,

taki

ngin

to a

ccou

nt

the

pro

gres

s o

f fle

xib

le

wor

king

sty

les,

incl

udin

g w

ork

by

ho

ur,

wo

rk

ou

tsid

e h

om

e an

d m

obi

le

wor

k.

FYM

ea

sure

s

[Iss

ue

s fr

om

wo

rke

rs’ p

ers

pe

ctiv

e]

The

te

lew

ork

is li

ab

le t

o e

nco

ura

ge lo

ng

wo

rkin

g h

ou

rs d

ue

to

dif

ficu

lty

in la

bo

r

ma

na

gem

en

t.<P

rob

lem

s an

d is

sues

of

the

imp

lem

enta

tio

n o

f te

lew

ork

(c

om

pan

y su

rvey

)(h

om

ewo

rkin

g al

l day

)>

(20

14)

•P

rogr

ess

man

agem

ent

is d

iffi

cult

: 36.

4%

•W

ork

ing

ho

ur

man

agem

ent

is d

iffi

cult

: 30.

9%

•Th

ere

is a

co

mm

un

icat

ion

pro

blem

: 27

.3%

•In

form

atio

n s

ecu

rity

is e

nsu

red

: 27.

3%

Alt

ho

ugh

th

ose

wh

o k

no

w a

bo

ut

tele

wo

rk w

ish

to

use

it, J

ap

an

ese

pe

op

le la

ck o

f th

e

reco

gnit

ion

of t

ele

wo

rk.

•W

het

her

or

no

t to

rec

ogn

ize

tele

wo

rk a

nd

eac

h s

ide’

s in

ten

tio

n t

o u

se it

(2

016)

<Th

ose

wh

o r

eco

gniz

e (2

2.2

%)>

wis

h t

o u

se it

: 65%

<Th

ose

wh

o d

o n

ot

reco

gniz

e (7

7.8

%)>

wis

h t

o u

se it

:20

%*

The

stat

us

of

reco

gnit

ion

in t

he U

.S.:

tho

se w

ho

rec

ogn

ize

58

%, t

ho

se w

ho

do

not

rec

ogn

ize

42%

Su

pp

ort

fo

r in

tro

du

ctio

nPr

omot

ion

of

use

Supp

ort

by e

xpe

rts

for

the

intr

odu

ctio

n

of t

elew

ork

Pre

par

atio

n o

f te

xtb

oo

ks

for

hu

man

res

ou

rce

dev

elo

pm

ent

Dev

elop

men

t o

f ex

per

ts w

ith

the

use

of t

extb

ooks

Info

rmin

g an

d en

light

enm

ent

Taki

ng

the

initi

ativ

e

Addi

tiona

l ev

alua

tion

poin

ts i

n Ja

pan

Serv

ice

Awar

d a

nd “

Om

ote

nash

i”

Serv

ice

Qua

lity

Cer

tific

atio

n

Aim

to

dev

elop

nat

ionw

ide

Rev

isio

n o

f th

e

Act

on

Nat

ion

al

Stra

tegi

c Sp

ecia

l Zo

ne

Fo

r n

ati

on

al

go

ve

rnm

en

t e

mp

loy

ee

s,

we

will

imp

rov

e

en

vir

on

me

nt

for

tele

wo

rk a

nd

in

tro

du

ce

re

mo

te a

cc

ess

fu

nc

tio

ns

to a

ll th

e M

inis

trie

s.W

hile

rev

iew

ing

base

d on

the

stat

us o

f im

plem

enta

tion,

we

will

pro

mo

te fu

rth

er d

evel

op

men

t.

Ba

sed

on

the

sta

tus

of i

mp

lem

enta

tio

n,W

e w

ill c

on

sid

er a

nd

impl

emen

t nec

essa

ry m

easu

res

to

ach

ieve

the

rese

t KP

I.

[Sp

ecif

ic m

easu

res]

(Su

pp

ort

for

intr

od

ucti

on

, pro

mo

tion

of u

se)

•A

s a

na

tio

nal s

trat

egic

sp

ecia

l zo

ne,

we

wil

l im

plem

ent o

ne

-sto

p c

ons

ulta

tion

su

ppo

rt fo

r co

mp

anie

s th

at

intr

od

uce

tele

wo

rk. I

n a

ddi

tio

n, w

e w

ill c

oord

inat

e su

bsid

ies

and

exp

and

gra

nts

for

the

intr

od

ucti

on

of

tele

wo

rk. W

e w

ill a

lso

pro

vid

e m

od

el b

usi

ness

es fo

r th

ose

wh

o a

re e

nga

ged

in c

hild

-rea

ring

an

d fo

r p

erso

ns

wit

h d

isab

iliti

es a

nd

wil

l bro

adly

stu

dy

pro

mot

ion

mea

sure

s, in

clud

ing

wo

rkin

g h

our

man

agem

ent a

nd

hea

lth

m

an

age

men

t, in

ord

er to

faci

litat

e te

lew

ork

for

tho

se w

ho

wis

h to

use

it. F

urt

her

mor

e, w

e w

ill d

evel

op

se

curi

ty e

xper

ts a

nd d

ispa

tch

them

to c

om

pa

nies

.

(In

form

ing

an

d en

ligh

ten

men

t, ta

kin

g th

e in

itia

tive

)•

Tow

ard

the

20

20

To

kyo

Oly

mpi

cs a

nd P

aral

ympi

cs, w

e w

ill s

tud

y a

nd

impl

emen

t mea

sure

s, in

clud

ing

sett

ing

up

a te

lew

ork

da

y o

n a

sp

ecifi

c d

ay w

hen

we

imp

lem

ent t

elew

ork

, to

pro

mot

e te

lew

ork

as

a n

atio

nal

mo

vem

ent b

y co

llab

ora

tin

g w

ith

rel

evan

t Min

istr

ies

and

Age

nci

es. W

e w

ill a

lso

str

engt

hen

info

rmin

g a

nd

enli

ghte

nin

g p

eop

le in

reg

ions

an

d a

dd

po

ints

for e

ffo

rts

to im

plem

ent t

elew

ork

in a

war

d s

yste

ms.

•Fo

r n

ati

ona

l go

vern

men

t em

plo

yees

, we

wil

l (1

) sys

tem

ati

cally

impr

ove

envi

ron

men

t in

ord

er fo

r th

ose

wh

o

nee

d te

lew

ork

wh

en n

eces

sary

can

fully

use

it,

an

d (2

) int

rodu

ce r

emo

te a

cces

s fu

nct

ions

to a

ll th

e M

inis

trie

s b

y 2

02

0. I

n a

ddi

tio

n, fo

r lo

cal g

ove

rnm

ent e

mp

loye

es, w

e w

ill s

upp

ort p

ubl

ic o

rgan

izat

ions

to im

ple

men

t te

lew

ork

by

colle

ctin

g a

nd

pro

vidi

ng

exam

ple

s o

f loc

al p

ub

lic o

rgan

izat

ion

s th

at p

ract

ice

vari

ous

wo

rkin

g st

yles

w

ith

the

use

of t

elew

ork

.

Early

sup

port

to

incr

ease

su

bsid

ies

Verif

icat

ion

by P

DCA

cyc

le a

nd r

evie

w

Supp

ort

for t

he i

mpr

ovem

ent

of s

atel

lite

offic

es in

reg

iona

l ar

eas

thro

ugh

col

labo

ratio

n of

Min

istrie

s

Mod

el b

usin

esse

s(S

uppo

rt f

or b

alan

cing

chi

ld-c

are

and

wor

k, im

plem

enta

tion

of t

elew

ork

for

per

sons

w

ith

disa

bilit

ies)

Stud

y, im

plem

enta

tion

and

expa

nsio

n of

a n

atio

nal

mov

emen

t su

ch a

s a

tele

wo

rk d

ay t

hrou

gh c

olla

bora

tion

of

rele

van

t M

inist

ries

and

Age

nci

es

Stre

ngt

hen

ing

of i

nfor

min

g an

d en

light

enin

g at

Pre

fec

tura

l Lab

or O

ffic

es a

nd L

ocal

Cou

ncil

for

the

Rea

lizat

ion

of W

ork

Styl

e R

efor

m

Co

llab

ora

te

wit

h T

oky

o

Go

vern

men

t

Fo

r lo

ca

l g

ov

ern

me

nt

em

plo

ye

es,

w

e w

ill

sup

po

rt

loc

al

pu

blic

org

an

iza

tio

ns

for

the

ir

eff

ort

s th

rou

gh

c

olle

cti

on

a

nd

pro

vis

ion

o

f a

dv

an

ce

d e

xa

mp

les

of

tele

wo

rk.

Whi

le r

evie

win

g ba

sed

on th

e st

atus

of i

mpl

emen

tatio

n, w

e w

ill p

rom

ote

furt

her

dev

elo

pm

ent.

Ite

m 4

. Wo

rk e

nvi

ron

me

nt

imp

rove

me

nt

for

flexi

ble

wo

rk s

tyle

s

(7)

Dra

stic

re

form

of

the

gu

ide

lin

es

for t

he

em

plo

yed

-typ

e te

lew

ork

an

d s

up

po

rt f

or

the

intr

od

uct

ion

of

the

sys

tem

(Par

t 2)

53

20

17

2018

20

19

2020

2021

2022

2023

2024

2025

2026

2027

or

late

rIn

dic

ato

rs

We

will

red

uce

tr

ou

ble

s re

gard

ing

con

trac

ts f

or

no

n-

emp

loye

d t

ype

tele

wo

rk

Ite

m 4

. Wo

rk e

nvi

ronm

ent

impr

ovem

ent

for

flexi

ble

wor

k st

yles

(8)

Dra

stic

re

form

of

the

gu

ide

lin

es

for n

on

-em

plo

yed

typ

e te

lew

ork

an

d s

up

po

rt fo

r w

ork

ers

FY

Me

asu

res

[Dire

ctio

n of

futu

re m

easu

res]

With

reg

ard

to n

on-e

mp

loye

d t

ype

tele

wor

k, w

e w

ill a

im t

o im

pro

ve w

ork

envi

ronm

ent

to c

rea

te b

ette

r w

ork

styl

es a

nd

stre

ngth

en s

uppo

rt f

or w

orke

rs, i

nclu

ding

rev

isio

n of

the

gui

de b

ook

and

educ

atio

n an

d tr

aini

ng.

In a

dditi

on,

we

will

con

side

r h

ow

to p

rote

ct w

ork

styl

es s

imila

r to

em

ploy

men

t on

a lo

ng-

an

d m

id-t

erm

bas

is, i

nclu

ding

the

nec

essi

ty o

f le

gal

pro

tect

ion.

[Spe

cific

mea

sure

s](L

on

g-an

d m

id-t

erm

con

side

ratio

n of

lega

l pro

tect

ion)

•W

ith r

egar

d to

gen

eral

wor

k st

yles

(co

ntra

ct a

nd s

elf-

emp

loye

d),

incl

udin

g no

n-e

mp

loye

d t

ype

tele

wor

k, fr

om t

he f

isca

l yea

r 20

17, w

e w

ill s

eque

ntia

lly u

nder

stan

d th

e ac

tual

sta

tus

of e

ach

wor

k st

yle

and

cons

ider

how

to

prot

ect

wor

k st

yles

sim

ilar

to

emp

loym

ent

at p

anel

s of

exp

erts

on

a lo

ng-

and

mid

-ter

m b

asis

, inc

ludi

ng t

he n

eces

sity

of

lega

l pro

tect

ion.

* C

urre

ntly

, re

gar

dles

s of

con

trac

t st

yles

, if c

ontr

acto

rs a

ctua

lly w

ork

as w

orke

rs t

hey

are

pro

tect

ed b

y la

bor-

rela

ted

law

s an

d re

gula

tions

, w

hich

will

con

tinue

to

be im

plem

ente

d pr

oper

ly.

(Re

form

of g

uid

elin

es)

•W

ith r

egar

d to

non

-em

plo

yed

typ

e te

lew

ork,

aft

er w

e un

ders

tand

the

act

ual s

tatu

s of

con

trac

t co

nditi

ons

and

trou

bles

as

soci

ated

with

the

dis

sem

inat

ion

of c

row

d so

urci

ng,

incl

udin

g si

mpl

e tr

ansa

ctio

ns w

ithou

t a

writ

ten

cont

ract

and

a ra

pid

incr

easi

ng t

enta

tive

deliv

ery

of li

tera

ry w

orks

, we

will

rev

ise

the

curr

ent

guid

elin

es o

n th

e pr

emis

e of

bila

tera

l co

ntra

ct

betw

een

the

wor

ker

and

the

orde

rer

in t

he f

isca

l yea

r 201

7 fr

om t

he f

ollo

win

g pe

rspe

ctiv

es a

nd a

im a

t tho

roug

h aw

aren

ess

stric

t co

mp

lianc

e(1

) W

e w

ill c

larif

y th

at t

he r

evis

ed g

uide

lines

will

be

appl

icab

le w

hen

a m

edia

tor

like

crow

d so

urci

ng r

eord

ers.

(2) W

e w

ill c

larif

y ru

les

need

ed w

hen

to m

ake

orde

rs t

hrou

gh c

row

d so

urci

ng,

incl

udin

g th

e ex

plic

it of

bro

kera

ge a

nd

copy

right

tre

atm

ent.

(Cla

rific

atio

n

of

rule

s th

at

the

ind

ust

ry s

ho

uld

fo

llow

) •

With

reg

ard

to m

edia

tors

suc

h as

cro

wd

sour

cing

(pl

atfo

rmer

s),

we

will

est

ablis

h a

syst

em t

o ce

rtify

exc

elle

nt b

usin

ess

oper

ator

s in

the

ind

ustr

y to

en

cour

age

thei

r ef

fort

s to

impr

ove

them

selv

es, a

nd b

ased

on

the

stat

us o

f the

ir e

ffor

ts w

e w

ill

clar

ify t

he m

inim

um r

ules

to

follo

w f

rom

the

fis

cal y

ear 2

018.

(Su

pp

ort

fo

r w

ork

ers

)•

In th

e fis

cal y

ear 2

017,

we

will

rev

ise

the

guid

eboo

k fo

r w

orke

rs t

hat

sum

mar

izes

kno

who

w n

eede

d fo

r no

n-e

mpl

oyed

typ

e te

lew

orke

rs (

mat

ters

to b

e aw

are

of a

t the

tim

e of

con

trac

t an

d re

lev

ant

law

s an

d re

gul

atio

ns).

In

add

ition

, fo

r th

e im

pro

vem

ent

of s

afet

y ne

t su

ch a

s th

e pr

omo

tion

of e

nrol

lmen

t in

the

sm

all e

nter

pris

e m

utua

l aid

pla

n as

wel

l as

educ

atio

n an

d tr

aini

ng,

we

will

con

side

r an

d im

plem

ent

supp

ort

mea

sure

s th

roug

h co

llabo

ratio

n be

twee

n pr

ivat

e an

d pu

blic

sec

tors

.

Cons

ider

leg

al p

rote

ctio

nBa

sed

on

the

actu

al s

ituat

ion,

con

sider

and

impl

emen

t leg

al p

rote

ctio

n as

a lo

ng-a

nd m

id-t

erm

issu

e.

[Iss

ue

s fr

om

wo

rke

rs’ p

ers

pe

ctiv

e]

Non

-em

plo

yed

wor

k st

yles

, inc

ludi

ng n

on-e

mp

loy

ed

ty

pe

tele

wo

rk,

have

an

incr

easi

ng j

ob o

ppor

tuni

ties

spur

red

by th

e ex

pans

ion

of

crow

d so

urci

ng (

agen

cy s

ervi

ce f

or o

utso

urci

ng o

n th

e in

tern

et)

than

ks to

the

pro

gres

s of

ICT

.•

Do

mes

tic

cro

wd

so

urc

ing

mar

ket

21

.5 b

illio

n y

en (

2013

) →

40

.8 b

illio

n ye

n (

2014

) →

65

.0 b

illio

n ye

n (

2015

)(G

row

th p

rosp

ect

by 2

020

ave

rage

+4

5.4

% p

.a.)

With

reg

ard

to n

on-e

mp

loye

d t

ype

tele

wor

k, o

utso

urci

ng b

usin

ess

thro

ugh

med

iato

rs (

plat

form

ers)

suc

h as

cro

wd

sour

cing

has

just

st

arte

d, f

acin

g va

rious

dis

pute

s ov

er c

ontr

acts

.

•N

on

-em

plo

yed

tel

ewo

rker

s (h

om

e w

ork

ing

typ

e): 1

,26

4 th

ousa

nd

peo

ple

(2

01

3)

(de

dic

ated

wo

rker

s: 9

16 t

hou

san

d p

eop

le, s

ide

job

wo

rker

s: 3

48

tho

usa

nd

peo

ple

)

•N

on

-em

plo

yed

tel

ewo

rker

s w

ho

hav

e ex

per

ien

ced

tro

ub

le w

ith

th

e o

rder

er

(ho

mew

ork

ing

typ

e) (

20

12)

Un

ilate

ral c

han

ge o

f jo

b c

onte

nts

: 25.

1%

Del

ayed

pay

: 17

.1%

Det

erm

inat

ion

of

unj

ust

ifia

ble

low

pay

: 15

.3%

Non

-em

ploy

ed w

ork

styl

es c

anno

t re

ceiv

e su

ppor

t fo

r th

e em

ploy

er

and

oppo

rtun

ities

for

job

trai

ning

are

lim

ited

.

・Ex

amp

le o

f su

ppo

rt m

easu

res

for

the

emp

loye

r, w

hic

h n

on-

emp

loye

d

wo

rker

s ca

nn

ot

use

: ret

irem

ent

ben

efit

s, in

-ho

use

job

trai

nin

g, e

du

cati

on

an

d t

rain

ing

ben

efit

s

In p

rinci

ple,

lab

or-r

elat

ed l

aws

and

reg

ulat

ions

are

not

app

licab

le t

o no

n-e

mpl

oyed

wor

k st

yles

(if t

hey

are

actu

al “

wor

kers

,” la

bor-

rela

ted

law

s an

d re

gul

atio

ns a

re a

pplic

able

and

the

Sub

cont

ract

Act

m

ay b

e ap

plic

able

) an

d it

is in

suff

icie

nt t

o re

cogn

ize

the

actu

al

situ

atio

n of

suc

h va

rious

wor

k st

yles

.

Sup

po

rt f

or

wo

rker

s

Cons

ider

and

impl

emen

t su

ppor

t mea

sure

s, in

clud

ing

the

impr

ovem

ent o

f saf

ety

net

and

skill

s th

roug

h co

llabo

ratio

n be

twee

n th

ep

riva

te a

nd

pu

blic

sec

tors

Dis

sem

inat

e an

d e

nlig

hte

n p

olic

y m

easu

res

of

SMEs

an

d m

icro

en

terp

rise

s an

d c

on

sid

er im

pro

vem

ent

mea

sure

s an

d

the

dir

ecti

on

of

mea

sure

s

Dev

elop

spe

cific

mea

sure

s

Imp

rove

ru

les,

in

clu

din

g th

e re

form

of

guid

elin

es

Set

up a

pan

el o

f exp

erts

Re

form

of t

he g

uide

lines

Thor

ough

info

rmat

ion

of a

nd c

ompl

ianc

e w

ith g

uide

lines

Clar

ifica

tion

, im

plem

enta

tion,

and

app

licat

ion

of th

e in

dust

ry’s

rule

s re

gar

ding

med

iato

rs (p

latf

orm

ers)

Re

vie

w b

ase

d o

n t

he

situ

ati

on

Enco

ura

ge t

he

ind

ust

ry t

o t

ake

init

iati

ve

to s

et u

p a

sys

tem

to

cer

tify

exc

elle

nt

bu

sin

ess

op

erat

ors

D

evel

op s

peci

fic m

easu

res

Rev

ise

the

guid

eboo

kA

war

enes

s of

the

guid

eboo

kRe

vie

w b

ased

on

the

situ

atio

n

54

2017

2018

2019

2020

2021

2022

2023

2024

20

25

2026

20

27

or

late

rIn

dic

ato

rs

We

will

cre

ate

soci

ety

whe

re t

hose

who

w

ish

can

have

a s

ide

job

or a

sec

ond

job

FYM

easu

res

[Iss

ues

from

wor

kers

’ per

spec

tive]

Alt

ho

ugh

ma

ny

pe

op

le w

ish

to

ha

ve a

si

de

job

or

a s

eco

nd

job

, th

ey

can

no

t h

ave

as

the

y w

ish

.•

The

nu

mb

er o

f th

ose

wh

o w

ish

to h

ave

a si

de

job

: 3.6

8 m

illio

n p

eopl

e•

The

nu

mb

er o

f th

ose

wh

o h

ave

a si

de

job:

2

.34

mill

ion

peo

ple

•Th

e ra

tio

of

com

pan

ies

that

pro

hib

it a

sid

e jo

b: 8

5.3

%

It is

dif

ficu

lt t

o g

rasp

wo

rkin

g h

ou

rs

an

d m

eth

od

s o

f he

alt

h m

an

age

me

nt

are

un

cle

ar.

The

re a

re m

an

y o

vers

ea

s st

art

up

s th

rou

gh s

ide

job

s a

nd

se

con

d jo

bs

th

at

are

eff

ect

ive

as

a m

ean

s o

f st

art

up

bu

sin

ess

.

<Sur

vey

on

star

tup

and

entr

epre

neu

rshi

p (2

016)

>•

Star

t up

bus

ines

s w

hile

wor

king

: 27

.5%

•A

mon

g th

ose

who

are

inte

rest

ed i

n st

artu

p, t

hose

who

wis

h to

sta

rt u

p bu

sine

ss o

f a

side

job:

59.

7%•

Busi

ness

is g

oing

wel

l: [O

rigin

al s

tart

up b

usin

ess]

34%

[Fro

m t

he s

tart

up o

f a

side

job

toa

ded

icat

ed b

usin

ess]

47

.4%

[Dire

ctio

n of

futu

re m

easu

res]

In fo

reig

n co

untr

ies,

sta

rtup

s th

roug

h si

de jo

bs a

nd s

econ

d jo

bs c

ontr

ibut

e to

hig

her

star

tup

ratio

. Si

de jo

bs a

nd s

econ

d jo

bs

are

eff

ectiv

e m

eans

of d

evel

opin

g ne

w t

echn

olog

ies

and

open

inno

vatio

n, s

tart

up a

nd p

rep

arat

ion

for

the

seco

nd li

fe.

Ther

efor

e, w

e w

ill a

im t

o pr

omo

te s

ide

job

s a

nd s

econ

d jo

bs b

y pr

epar

ing

guid

elin

es a

nd re

vis

ing

the

mo

del

wor

k ru

les

and

will

spr

ead

good

exa

mp

les

of s

tart

ups

and

the

crea

tion

of n

ew b

usin

esse

s th

roug

h s

ide

jo

bs

an

d s

eco

nd

jo

bs.

A

t the

sam

e tim

e, w

e w

ill r

eorg

aniz

e th

e co

ncep

t of

wor

king

hou

r m

anag

eme

nt in

ord

er t

o pr

even

t lo

ng h

ours

wor

king

.

[Spe

cific

mea

sure

s]

(Pre

par

e gu

idel

ines

)•

From

a v

iew

poin

t of

dis

sem

inat

ing

and

prom

otin

g si

de jo

bs a

nd s

econ

d jo

bs,

we

will

sho

w th

eir

adva

ntag

es w

hile

we

will

cla

rify

that

wor

k ru

les

and

the

like

cann

ot r

estr

ict

side

job

s an

d se

cond

job

s w

ithou

t re

aso

nabl

e gr

ound

s. A

t th

e sa

me

time,

in o

rder

to

prev

ent

long

hou

rs w

orki

ng,

we

will

est

ablis

h a

tool

tem

plat

e to

und

erst

and

wor

king

hou

r m

anag

emen

t an

d he

alth

man

agem

ent a

nd t

o ch

eck

by w

orke

rs t

hem

selv

es w

heth

er o

r no

t th

eyov

erw

ork

as

wel

l as

guid

elin

es i

nclu

ding

poi

nts

of c

once

rn i

n th

e fis

cal y

ear 2

017.

(Rev

ise

the

mo

del

wor

k ru

les)

•U

nles

s si

de jo

bs a

nd s

econ

d jo

bs a

ffec

t w

orki

ng f

or t

he m

ain

job

or b

usin

ess

oper

atio

n or

inte

rfer

e th

e co

mpa

ny’s

cre

dit

and

repu

tatio

n, w

e w

ill r

ev

ise

th

e m

ode

l w

ork

rule

s in

the

fis

cal y

ear

2017

to

appr

ove

side

job

s an

d se

cond

jobs

and

to

enab

le w

ork

rule

s to

info

rm t

hat

side

jobs

and

sec

ond

jobs

ca

nnot

be

rest

ricte

d w

ithou

t re

ason

able

gro

unds

.

(Con

side

r to

est

ablis

h a

syst

em t

o pr

otec

t th

ose

who

wor

k at

mu

ltipl

e w

orkp

lace

s an

d di

ssem

inat

e an

d pr

omo

te s

ide

jobs

and

se

con

d jo

bs)

•W

ith r

egar

d to

the

con

cept

of

fair

syst

ems

of u

nem

ploy

men

t in

sura

nce

and

soci

al in

sura

nces

and

the

way

of w

orki

ng h

our

man

age

me

nt a

nd h

ealth

m

anag

eme

nt, w

e w

ill c

onsi

der

to e

stab

lish

a sy

stem

fro

m a

per

spec

tive

of p

rote

ctin

g th

ose

who

wor

k at

mu

ltipl

e w

orkp

lace

s an

ddi

ssem

inat

ing

and

prom

otin

g si

de jo

bs a

nd s

econ

d jo

bs.

* Th

e cu

rren

t si

tuat

ion

is th

at e

ven

if a

wor

ker

wor

k 20

hou

rs o

r m

ore

per

wee

k in

tot

al a

t mu

ltipl

e w

orkp

lace

s, t

he w

orke

r is

no

tel

igib

le f

or

unem

ploy

men

t in

sura

nce

or s

ocia

l ins

uran

ces.

•W

e w

ill s

tart

the

stu

dy o

f ind

ustr

ial

acci

den

t in

sura

nce

ben

efits

for

tho

se w

ho w

ork

at m

ulti

ple

wor

kpla

ces.

* T

he

cu

rre

nt

situ

atio

n i

s th

at

the

am

ou

nt

of i

nd

ust

rial

acc

ide

nt

insu

ran

ce b

en

efit

s fo

r a

wo

rke

r w

ho

wo

rks

at m

ulti

ple

wo

rkpl

aces

is c

alcu

late

d on

ly

base

d o

n th

e sa

lary

of

the

com

pan

y w

here

the

acc

iden

t oc

curr

ed,

not

base

d o

n th

e to

tal s

alar

y of

all

wor

kpla

ces.

(Sta

rtup

s an

d cr

eatio

n of

new

bus

ines

ses

thro

ugh

side

job

s an

d se

cond

jobs

, sec

urin

g hu

man

res

ourc

es)

•W

ith r

egar

d to

sta

rtup

s an

d th

e cr

eatio

n of

new

bus

ines

ses

thro

ugh

side

jobs

and

sec

ond

job

s in

resp

onse

to

a sh

orta

ge o

f wor

kers

of

SMEs

, we

will

in

form

and

en

light

en w

orke

rs a

bout

var

ious

adv

ance

d e

xam

ple

s an

d en

hanc

e co

nsul

tatio

n sy

stem

s. In

add

ition

, we

will

sel

ect

and

supp

ort

a co

mp

any

as a

mod

el b

y re

gion

al b

loc

in o

rder

to

crea

te m

odel

s of

sid

e jo

bs a

nd s

econ

d jo

bs in

reg

iona

l are

as.

Thor

ough

info

rmat

ion

to d

isse

min

ate

the

mod

el w

ork

rule

s

Thor

ough

info

rmat

ion

to d

isse

min

ate

the

guid

elin

es

Cons

ider

a s

yste

m t

o pr

otec

t tho

se w

ho w

ork

at m

ulti

ple

wor

kpla

ces

and

to d

isse

min

ate

and

prom

ote

a si

de jo

b an

d a

seco

nd jo

b

Re

vie

w b

ase

d o

n t

he

sta

tus

of d

isse

min

atio

n

Cre

ate

loca

l mo

del

ca

ses

Cons

ider

furt

her

mea

sure

s if n

eces

sary

and

impl

emen

t the

mT

ho

rou

gh

in

form

ati

on

on

ad

van

ced

exa

mp

les

and

ad

van

tage

s

Star

t-u

p a

nd

cre

atio

n

of

new

bu

sin

esse

s th

rou

gh s

ide

job

s an

d s

eco

nd

job

s

Aw

ard

en

trep

ren

eurs

an

d b

usi

nes

s o

per

ato

rs

Cons

ider

furt

her

mea

sure

s if

nece

ssar

y an

d im

plem

ent

them

Ad

dre

ss a

sh

ort

age

of

wo

rker

s o

f SM

Es a

nd

m

icro

en

terp

rise

sCo

nsid

er fu

rthe

r m

easu

res i

f nec

essa

ry a

nd im

plem

ent

them

Enh

ance

co

nsu

ltat

ion

sy

stem

s

Add

ress

a s

hort

age

of w

orke

rs o

f SM

Es, i

nclu

ding

acc

eptin

g w

orke

rs w

ho h

ave

a si

de jo

b an

d a

seco

nd jo

bEs

tabl

ish,

del

iver

and

info

rm g

uide

lines

Co

nsi

de

r fu

rth

er

me

asu

res

if n

ece

ssar

y a

nd i

mp

lem

en

t the

m

Dis

sem

inat

e an

d

pro

mo

te a

sid

e jo

b a

nd

a

seco

nd

job

Solv

e p

rob

lem

s

Org

anize

a

stud

y se

ssio

n,

dev

elop

guid

elin

es,

and

rev

ise

the

mod

el

wor

k ru

les

Item

4.

Wo

rk e

nv

iron

me

nt

imp

rov

em

en

t fo

r fle

xib

le w

ork

sty

les

(9) W

ork

en

viro

nm

ent i

mpr

ovem

ent,

incl

udi

ng

the

esta

blis

hmen

t of g

uid

elin

es fo

r th

e p

rom

oti

on

of s

ide

job

an

d se

con

d jo

b a

nd th

ere

visi

on

of t

he

mo

del

wo

rk r

ules

55

[Dire

ctio

n of

futu

re m

easu

res]

We

will

impr

ove

wor

k en

viro

nmen

t w

here

pat

ient

s w

ith a

dis

ease

like

can

cer

and

mar

ried

coup

les

unde

r in

fert

ility

tre

atm

ent

can

exe

rcis

e th

eir

full

pote

ntia

l. In

ord

er f

or t

hem

to

wor

k de

pen

ding

on

thei

r m

edic

al c

ondi

tion,

we

will

est

ablis

h a

tria

ngle

sup

port

sys

tem

fo

r the

pat

ien

t, t

he

doct

or a

nd t

he c

ompa

ny w

here

we

cont

inue

to

prov

ide

patie

nts

with

clo

se c

onsu

ltatio

n su

ppor

t an

d st

aff a

coo

rdin

ator

who

sup

po

rts

bala

ncin

g tr

eatm

ent

and

wor

k by

coo

rdin

atin

g in

tera

ctio

ns a

mo

ng th

e th

ree

par

ties.

At t

he s

ame

time

we

will

inf

orm

and

en

light

en t

he c

omp

any

and

wor

kers

to

enco

urag

e th

em t

o m

ake

fund

amen

tal r

efor

m o

f th

e co

rpor

ate

cultu

re.

[Spe

cific

mea

sure

s]

(Est

ablis

h a

tria

ngle

sup

port

sys

tem

)•

In o

rde

r to

est

ab

lish

a tr

ian

gle

su

pp

ort

sy

ste

m fo

r w

ork

-tre

atm

en

t b

ala

nce

, w

e w

ill t

ak

e th

e fo

llow

ing

m

ea

sure

s:(1

) We

will

nu

rtu

re a

nd

sta

ff c

ore

pe

rso

ns

wh

o c

lose

ly s

up

po

rt p

atie

nts

fo

r w

ork

-tre

atm

ent

bala

nce

by c

oord

inat

ing

the

doct

or w

ith

the

com

pa

ny

as

we

ll a

s p

rep

arin

g a

pla

n t

o re

ceiv

e p

rop

er

tre

atm

en

t fo

r e

ach

pa

tien

t th

at

en

ab

les

the

m to

wo

rk.

(2) W

e w

ill p

rog

ress

spec

ifyin

g th

e co

nten

ts o

f an

d ho

w t

o m

ake

a pl

an f

or w

ork

-tre

atm

ent

bala

nce.

We

also

pre

pare

and

dis

sem

inat

e a

ma

nu

al f

or

an

eff

ect

ive

co

ord

ina

tion

o

f th

e d

oct

or,

th

e c

om

pa

ny

, an

d t

he

ind

ust

rial

ph

ysi

cia

n.

(3) W

ith r

eg

ard

to

ca

nce

r, in

cura

ble

dis

ea

se, s

tro

ke

, liv

er

dis

ea

se, e

tc.,

we

will

pre

pa

re a

nd

dis

sem

ina

te s

up

po

rt m

an

ua

ls b

ydi

seas

e fo

r th

e co

mp

an

y, d

esc

ribin

g t

rea

tme

nt

me

tho

ds

by

dis

ea

se a

nd

ch

ara

cte

ristic

s o

f sy

mp

tom

of

dis

ea

se (

fatig

ue

, ch

ron

ic p

ain

, nu

mb

ne

ss, e

tc.)

as

we

ll a

s p

oin

ts o

f co

nce

rn f

or

wo

rk-t

reat

men

t ba

lanc

e su

ppor

t.(E

nhan

ce c

onsu

ltatio

n su

ppor

t fo

r ba

lanc

ing

infe

rtili

ty t

rea

tmen

t an

d w

ork)

・Fu

nct

ion

s o

f th

e I

nfe

rtili

ty C

on

sult

ati

on

C

en

ter

tha

t co

nd

uct

s co

nsu

lta

tio

n

sup

po

rt f

or t

ho

se w

ho

are

un

de

r in

fert

ility

tr

ea

tmen

tw

ill b

e e

xpa

nd

ed

to

the

ext

en

t o

f wo

rk-t

rea

tmen

t ba

lanc

e su

ppor

t.(F

unda

men

tal r

efor

m o

f the

cor

pora

te c

ultu

re)

・W

e w

ill

pro

gre

ss t

he

info

rma

tion

an

d e

nlig

hte

nm

en

t fo

r w

ork

ers

an

d g

en

era

l pe

op

le a

bo

ut

the

intr

od

uct

ion

a

nd

exp

an

sio

n o

f w

ork

-tr

ea

tme

nt

ba

lan

ce s

up

po

rt,

incl

ud

ing

d

isse

min

atio

n a

nd

pro

mo

tion

of

gu

ide

line

s e

sta

blis

he

d i

n F

eb

rua

ry 2

01

6 fo

r w

ork

-tre

atm

ent

ba

lan

ce

sup

po

rt a

t wo

rkp

lace

s.

・W

e w

ill s

up

po

rt

com

pa

nie

s w

ith s

ub

sid

ies

to s

up

po

rt t

he

intr

od

uct

ion

o

f fle

xib

le l

ea

ve

sy

ste

ms

an

d fl

exi

ble

wo

rkin

g s

yst

em

s.・

Fro

m a

pe

rsp

ect

ive

of

secu

ring

wo

rke

rs’

he

alth

, we

will

str

en

gth

en

in

du

stria

l p

hy

sici

an

s” a

nd

ind

ust

rial

he

alth

fu

nct

ion

s.・

Fro

m a

pe

rsp

ect

ive

of

tre

atm

en

t-w

ork

bala

nce,

we

will

con

side

r re

qui

rem

ent

s fo

r ac

cide

nt

and

sick

ness

ben

efits

and

tak

e ne

cess

ary

me

asu

res.

20

17

2018

2019

2020

2021

2022

2023

2024

20

25

2026

2027

or

late

rIn

dic

ato

rs

We

will

aim

to

crea

te

soci

ety

whe

re

trea

tmen

t-w

ork

bala

nce

is c

omm

on.

We

will

nur

ture

2,0

00

wor

k-t

rea

tmen

t ba

lanc

e co

ordi

nato

rs

by th

e fi

scal

yea

r 20

20.

Item

5. B

alan

cing

wor

k an

d tr

eatm

ent

of d

isea

se,

child

rea

ring,

and

fam

ily c

are,

and

the

pro

mot

ion

of th

e em

ploy

men

t of

per

sons

with

dis

abili

ties

(10

)P

rom

oti

on o

f tri

angl

e su

ppo

rt fo

r tr

eatm

ent-

wo

rk b

alan

ce

[Iss

ues

from

wor

kers

’ per

spec

tive]

One

per

son

in th

ree

of th

e w

orki

ng p

opul

atio

n w

ork

carr

ying

som

e ki

nd o

f di

sea

se a

nd s

ome

quit

thei

r jo

b fo

r tr

eatm

ent.

•Th

e nu

mbe

r of

wor

kers

with

dis

ease

: 20.

07 m

illio

n (F

Y201

3)•

The

rati

o of

wor

kers

who

qui

t job

due

to tr

eatm

ent (

canc

er) a

ppro

x. 3

4%

(of w

hich

vol

unta

ry 3

0%, d

ism

iss 4

%) (

2013

)

It is

impo

rtan

t th

at t

he c

oord

inat

or

supp

orts

a p

atie

nt

by c

oord

inat

ing

with

the

doc

tor

and

the

com

pany

for

wor

k-t

rea

tmen

t ba

lanc

e.

•Th

ose

who

car

ry d

iseas

e w

ish to

wor

k : 9

2.5%

(FY2

013)

•M

ajor

rea

sons

for

leav

ing

afte

r be

ing

affe

cted

by

canc

er:

(1)

Lost

con

fiden

ce t

o co

ntin

ue t

o w

ork

(2) R

eluc

tanc

e to

cau

se

prob

lem

s to

the

wor

kpla

ce (

2013

)

Lack

of

fam

iliar

con

sulta

nts

for

patie

nts

•Fo

r ex

ampl

e, t

he r

atio

of c

ance

r ex

amin

atio

n co

ordi

nati

on h

ospi

tals

that

ha

ve e

stab

lishe

d a

cons

ulta

tion

supp

ort

syst

em st

affe

d w

ith jo

b ex

pert

s an

d in

coo

pera

tion

wit

h H

allo

w W

ork

(em

ploy

men

t sec

urity

bur

eau)

is

38%

(onl

y150

pla

ces

out

of 3

99 p

lace

s) (2

016)

It h

as n

ot b

een

esta

blis

hed

to

orga

nize

a f

lexi

ble

lea

ve

syst

em a

nd a

flex

ible

wor

king

sys

tem

for

wor

k-

trea

tmen

t ba

lanc

e.

•Th

e ra

tio

of c

ompa

nies

that

hav

e a

sick

lea

ve s

yste

m: 2

2.4%

(pri

vate

co

mpa

ny w

ith

30 o

r mor

e re

gula

r w

orke

rs) (

2012

)•

The

rati

o f c

ompa

nies

that

hav

e a

syst

em to

sup

port

retu

rn fr

om s

ick

lea

ve:

11.5

%(p

riva

te c

ompa

nies

with

50

or m

ore

regu

lar

wor

kers

) (2

012)

FYM

easu

res

Fund

amen

tal

refo

rm o

f th

e co

rpor

ate

cult

ure

Tra

inin

g

of

the

do

cto

r a

nd

in

du

stri

al

ph

ysi

cia

n,

prep

arat

ion

and

diss

emin

atio

n of

man

ual o

f co

llabo

ratio

n w

ith

the

co

mp

an

y

Pre

pa

re

an

ind

ivid

ua

l su

pp

ort

m

an

ua

l b

y d

ise

ase

(s

eq

ue

nti

ally

p

rep

are

a

ma

nu

al

for

ea

ch

dis

ea

se)

Spec

ify t

he

bala

nce

plan

Dis

sem

inat

e a

wo

rk-t

rea

tmen

t ba

lanc

e pl

anCo

nsid

er t

he e

xpan

sion

of s

uppo

rt b

ased

on

the

situa

tion

of a

tria

ngle

sup

port

sys

tem

Co

nsi

der

fu

rth

er s

upp

ort

mea

sure

s fo

r w

ork

-tre

atm

ent

bal

ance

b

ased

on

th

e co

mp

any’

s aw

aren

ess

and

the

sta

tus

of

diss

emin

atio

n

Impl

emen

t a

mod

el li

ke

canc

er

Nur

ture

an

d st

aff

coor

dina

tors

w

ho s

upp

ort

w

ork

-tre

atm

ent

bala

nce

(Med

ical

inst

itutio

ns,

com

pani

es)

Dis

sem

inat

e an

d pr

omot

e gu

idel

ines

P

rom

ote

the

intr

oduc

tion

of h

ealth

man

agem

ent

Diss

emin

atio

n en

light

enm

ent

Prom

ote

wor

k-tr

eatm

ent b

alan

ce s

uppo

rt in

reg

ions

Supp

ort

wit

h su

bsid

ies

Cons

ulta

tion

for

com

pani

es,

guid

ance

by

indi

vidu

al v

isit

, sup

port

for

the

intr

oduc

tion

of sy

stem

s w

ith s

ubsid

ies

Crea

te a

new

infe

rtili

ty c

onsu

ltati

on s

yste

mEx

pand

func

tion

s of

the

Inf

ertil

ity C

onsu

ltat

ion

Cen

ter

Esta

blis

h a

tr

ian

gle

sup

po

rt

syst

em

Nu

rtu

re

an

d s

taff

co

ord

ina

tors

w

ho

su

pp

ort

w

ork

-tre

atm

ent

bala

nce

(Ind

ust

rial

Acci

den

t H

ospi

tals,

Occ

upat

iona

l H

ealt

h Su

ppor

t C

ent

er)

Rev

iew

th

e sy

stem

dep

end

ing

on

the

cons

ulta

tio

n s

itu

atio

n

Co

nd

uct

su

rvey

of

tho

se w

ho

wo

rk u

nder

in

fert

ility

tre

atm

ent

Enha

nce

cons

ulta

tion

supp

ort

for

infe

rtilit

y

trea

tmen

t-w

ork

bala

nce

Esta

blis

h a

wo

rk-t

reat

men

t b

alan

ce s

up

po

rt a

nd

pro

mo

tio

n t

eam

Acci

den

t an

d sic

knes

s be

nefit

sCo

nsid

er

and

take

act

ion

abou

t re

qui

rem

ents

fo

r pa

ymen

t o

f acc

iden

t an

d si

ckne

ss b

enef

its

Se

qu

en

tia

lly

inc

rea

se

an

d e

nh

an

ce

co

nsu

lta

tio

n

co

un

ters

su

ch

as

ca

nc

er

ba

se h

osp

ita

ls

an

d H

allo

w

Wo

rkP

rom

ote

th

e q

ua

lity

o

f lif

e w

ith

me

dia

l tr

ea

tme

nt,

in

clu

din

g

ca

re f

or

ap

pe

ara

nc

e

of

ca

nc

er

pa

tie

nts

.

Empl

oym

ent

supp

ort i

n lin

e w

ith c

hara

cter

istic

s of

peo

ple

with

juve

nile

dem

enti

a an

d pr

omot

ion

of s

ocia

l par

ticip

atio

nSt

aff

a co

ord

inat

or

wh

o

sup

po

rts

wo

rker

s o

f ju

ven

ile d

emen

tia

56

[Dire

ctio

n of

fut

ure

mea

sure

s]In

ord

er f

or

bo

th m

en a

nd

wo

men

to

bal

ance

wo

rk a

nd

ch

ild c

are

and

fam

ily c

are

in li

ne

wit

h t

hei

r o

wn

life

sta

ge, w

e w

ill s

tren

gth

en s

up

port

mea

sure

s fo

r w

ork

-ch

ild c

are

and

fa

mily

car

e b

alan

ce w

hile

pro

mo

tin

g th

e im

pro

vem

ent

of

faci

litie

s fo

r ch

ild c

are

and

the

qu

alit

y o

f fam

ily c

are

serv

ices

as

wel

las

trea

tmen

t fo

r p

erso

nn

el o

f ch

ild c

are

and

fa

mily

car

e. W

e w

ill c

on

tin

ue

to s

tead

ily im

pro

ve f

acili

ties

for

ch

ild c

are

by

wo

rkin

g to

geth

er w

ith

loca

l go

vern

men

ts. A

t th

e sa

me

tim

e, b

ased

on

th

e w

om

en’s

pro

gres

s in

w

ork

forc

e, w

e w

ill c

om

pre

hen

sive

ly e

xam

ine

the

on

goin

g m

easu

res

to d

evel

op

a n

ew p

lan

aim

ing

to r

ealiz

e th

e ze

ro-w

aiti

ng

list

for

nur

sery

sch

oo

ls.

[Spe

cific

mea

sure

s]

(Im

prov

e tr

eatm

ent

for

pers

onne

l of

chi

ld c

are

and

fam

ily c

are)

•In

th

e fi

scal

yea

r 2

01

7, w

e w

ill im

ple

men

t 2

% im

pro

vem

ent

of

trea

tmen

t fo

r al

l ch

ild c

are

wo

rker

s. T

his

will

rea

lize

10

% im

pro

vem

ent

in t

ota

l aft

er t

he

chan

ge o

f go

vern

men

t. In

ad

dit

ion

, we

will

ad

d 5

,00

0 ye

n a

mo

nth

fo

r w

ork

ers

who

hav

e so

me

thre

e ye

ars

or

mo

re o

f ex

per

ien

ce, 4

0,0

00 y

en

for

wo

rker

s w

ho

hav

e so

me

seve

n

year

s o

r m

ore

of

exp

erie

nce

. Fo

r fa

mily

car

e w

ork

ers,

fro

m t

he

fisc

al y

ear

20

17

, we

will

cre

ate

a sy

stem

to

rai

se p

ay d

epen

din

g o

n ex

per

ien

ce a

nd

impr

ove

tre

atm

ent

by

an a

vera

ge o

f 1

0,0

00

yen

. In

the

fu

ture

we

will

fu

rth

er im

pro

ve t

reat

men

t as

nec

essa

ry.

(Rev

ise

the

Child

Car

e an

d Fa

mily

Car

e Le

ave

Act

)•

In o

rder

to

ext

end

th

e p

erio

d o

f ch

ild c

are

leav

e to

th

e m

axim

um

ch

ild’s

age

of

two

yea

rs o

ld f

rom

th

e cu

rren

t pe

rio

d w

her

e a

child

age

d o

ne a

nd

six

mo

nth

s ol

d

can

no

t en

ter

a n

urs

ery

sch

oo

l, w

e w

ill r

evis

e th

e C

hild

Car

e an

d F

amily

Car

e Le

ave

Act

an

d m

ake

stea

dy

imp

lem

enta

tio

n af

ter

the

revi

sed

Act

is e

nac

ted

. We

will

als

o

exte

nd

th

e p

aym

ent

per

iod

fo

r ch

ild c

are

leav

e b

enef

its

by

the

un

emp

loym

ent

insu

ranc

e.

(Pro

mot

e m

en’s

par

ticip

atio

n in

chi

ld c

are

and

fam

ily c

are)

•

Wit

h r

egar

d t

o t

he

child

car

e-fr

ien

dly

co

mp

anie

s ce

rtif

icat

ion

syst

em(K

uru

min

cer

tifi

cati

on

) bas

ed o

n t

he A

ct o

n A

dvan

cem

ent

of M

easu

res

and

Ch

ild C

are

Leav

e, w

e w

ill im

med

iate

ly r

aise

th

e ce

rtif

icat

ion

cri

teri

a fo

r m

en t

o t

ake

child

car

e le

ave.

In a

dd

itio

n, f

rom

a p

ersp

ecti

ve o

f vi

sual

izat

ion

of

the

situ

atio

n o

f men

’s t

akin

g ch

ild

care

leav

e, w

e w

ill r

evie

w t

he

pro

visi

on

s o

f th

e A

ct r

egar

din

g ge

ner

al b

usi

nes

s o

per

ato

rs’ a

ctio

n p

lan

in t

he f

isca

l yea

r 2

017

and

cons

ider

fu

rth

er m

easu

res

to p

rom

ote

m

en’s

par

tici

pat

ion

in c

hild

car

e b

y 2

020

five

yea

rs a

fter

th

e A

ct is

rev

ised

. Fur

ther

mo

re, w

e w

ill p

rep

are

role

mo

del

co

llec

tio

n o

f b

oss

es (

Iku

-Bo

ss) w

ho

are

co

nsi

der

ate

and

un

der

stan

din

g on

the

ir s

ub

ord

inat

es’ a

nd

col

leag

ues

’ ch

ild c

are

and

fam

ily c

are

to p

rom

ote

aw

aren

ess

of m

en’s

par

tici

pat

ion

in c

hild

car

e.•

Fro

m a

vie

wp

oin

t o

f st

art

wit

h t

he

firs

t st

ep, w

e w

ill e

nh

ance

wo

rk e

nvi

ron

men

t fo

r th

e n

atio

nal

go

vern

men

t em

plo

yees

wh

ere

it is

nat

ura

l fo

r al

l men

to

tak

e “m

en’s

ch

ild b

irth

leav

e” b

efo

re a

nd

aft

er t

hei

r w

ives

’ bir

th.

•Fo

r lo

cal g

ove

rnm

ent

emp

loye

es, w

e w

ill c

olle

ct a

nd

pro

vid

e ca

ses

of

loca

l go

vern

men

ts t

hat

hav

e m

ade

effo

rts

to a

chie

ve a

hig

h r

ate

of

taki

ng

men

’s c

hild

car

e le

ave

and

su

pp

ort

eac

h o

rgan

izat

ion

’s e

ffo

rts

bas

ed o

n t

heir

act

ion

pla

n f

or

fem

ale

emp

loye

es w

ho

can

pla

y ac

tive

ro

les

by p

rovi

din

g lo

cal g

ove

rnm

ents

wit

h o

ppo

rtu

niti

es

to e

xch

ange

op

inio

ns

to s

olv

e is

sues

th

ey h

ave.

20

17

2018

2019

2020

2021

2022

2023

2024

20

25

2026

2027

or

late

rIn

dic

ato

rs

The

rati

o o

f th

ose

wh

o

thin

k th

ere

will

be

a so

ciet

y w

her

e p

eop

le

feel

sec

ure

d t

o g

et

mar

ried

, p

regn

ant,

giv

e b

irth

to

a b

aby,

an

d r

ear

a ch

ild in

20

20.

:40

% a

nd

mo

re (

FY2

01

3: 1

9.4

%)

The

rati

o o

f m

ale

wo

rker

s w

ho

tak

e ch

ild

care

leav

e: 1

3%

(FY

20

15:

2.6

5%

)

The

rati

o o

f m

ale

spo

use

s w

ho

tak

e ch

ild

care

leav

e im

med

iate

ly

afte

r th

e b

irth

: 80

%

FYM

easu

res

Item

5.

Ba

lan

cin

g w

ork

an

d tr

ea

tme

nt

of

dis

ea

se, c

hild

re

arin

g,

an

d n

urs

ing

ca

r, a

nd

pro

mo

tion

o

f th

e e

mp

loy

me

nt

of p

ers

on

s w

ith d

isa

bili

ties

(11

)En

ha

nce

men

t of s

upp

ort f

or

bal

anci

ng

child

-rea

rin

g, fa

mily

car

e a

nd

wo

rk a

nd

the

pro

mo

tio

n o

f th

e u

se o

f su

ppo

rt

Exte

nd t

he p

erio

d of

chi

ld

care

lea

ve

Prep

arat

ion

afte

r th

een

actm

ent

of t

he A

CT

Thor

ough

impl

emen

tatio

n of

the

rev

ised

Chi

ld C

are

and

Fam

ily C

are

Leav

e Ac

t en

acte

d in

Jan

uary

201

7

Prom

ote

men

’s

invo

lvem

ent

in

hous

ekee

ping

, chi

ld c

are,

fa

mily

car

e

Rev

iew

bas

ed o

n th

e si

tuat

ion

of t

he e

nfo

rcem

ent

of t

he

Act

Impl

emen

t w

hat c

an b

e do

ne a

s nee

ded

Cons

ider

th

e re

view

of

the

way

of c

hild

car

e le

ave

syst

em b

ased

on

nee

ds

Cons

ider

an

d im

plem

ent

the

rev

iew

of

the

Act

on A

dvan

cem

ent

of

Mea

sure

s to

Supp

ort

Raisi

ng N

ext-

Gen

erat

ion

Child

ren

,

[Iss

ues

from

wor

kers

’ per

spec

tive]

Wor

kers

wis

h to

con

tinue

to

wor

k w

hile

doi

ng

child

-rea

ring

and

fam

ily c

are.

・Fe

mal

e w

orke

rs w

ho w

ish

to co

ntin

ue t

o w

ork

afte

r ch

ildbi

rth:

65.1

% (2

015)

・A

ltho

ugh

they

wish

ed to

con

tinue

d to

wor

k af

ter

gett

ing

preg

nant

and

chi

ld b

irth,

the

y qu

it jo

b du

e to

diff

icul

ty in

ba

lanc

ing

child

car

e an

d w

ork.

: 25.

2% (2

015)

・Th

ose

who

qui

t job

for

rea

son

of fa

mily

car

e: 1

00,0

00 p

eopl

e a

year

(201

2)・

Busi

ness

en

titi

es w

here

the

re w

ere

wor

kers

who

took

fam

ily

care

leav

e: 1

.3%

(FY2

014)

Ther

e ar

e so

me

case

s w

here

it

is d

iffic

ult

to

retu

rn t

o w

ork

afte

r ch

ild c

are

lea

ve e

ven

if th

ey

wis

h to

do.

・O

f tho

se w

ho w

ished

to c

ontin

ue t

o w

ork

but q

uit j

ob d

ue t

o di

fficu

lty

in b

alan

cing

wor

k an

d ch

ild c

are,

the

rat

io o

f tho

se

who

qui

t jo

b be

caus

e of

una

ble

to t

rust

a c

hild

with

a n

urse

ry

scho

ol :

17%

(201

5)

Ther

e ar

e so

me

case

s w

here

wor

kers

can

not

take

ch

ild c

are

lea

ve d

urin

g th

e pe

riod

the

y w

ish

to

do a

s in

a c

ase

that

the

chi

ld i

s us

ually

trus

ted

w

ith a

nur

sing

sch

ool i

n A

pril,

chi

ld c

are

leav

e sh

ould

be

stop

ped

bef

ore

the

child

tur

ns o

ne

year

old

.•

The

num

ber

of c

hild

ren

wai

ting

for

adm

issi

on: 2

3,55

3 (a

s of

A

pril

1, 2

016)

•Ch

ildre

n of

0 t

o 2

year

s old

wai

ting

for a

dmis

sion

acco

unt

for

80%

and

mor

e. M

ost o

f the

m a

re o

ne a

nd tw

o ye

ars o

ld

child

ren

.M

en’s

ch

ild c

are

has

mad

e lit

tle

pro

gres

s.・

The

rati

o of

wor

ker

taki

ng ch

ild c

are

leav

e (2

015)

Men

: 2.6

5%W

om

en

: 81

.5%

Nat

iona

l gov

ernm

ent

empl

oyee

s: re

com

men

d to

tak

e ”M

en’s

chi

ld b

irth

leav

e”

Loca

l gov

ernm

ent e

mpl

oyee

s: s

uppo

rt e

ach

loca

l gov

ernm

ent’

s effo

rts

En

lig

hte

n m

ale

wo

rke

rs t

o p

art

icip

ate

in c

hild

car

e b

y p

rep

arin

g Ik

u-Bo

ss r

ole

mod

el c

olle

ctio

n

Rev

iew

the

pro

visio

ns

of

the

Act

on A

dvan

cem

ent

of M

easu

res

and

Prom

ote

Men

’s C

hild

Car

e Le

ave

Prom

ote

the

visu

aliz

atio

n of

the

sit

uatio

n of

men

’s ta

king

chi

ld ca

re le

ave

Thor

ough

aw

aren

ess

of th

e re

vise

d Ac

t and

gui

de c

ompa

nies

・En

hanc

e ch

ild c

are

and

fam

ily c

are

lea

ve

・Co

mpa

nies

w

ill b

e ob

ligat

ed t

o ta

ke p

rev

entiv

e m

easu

re f

or h

aras

smen

t fo

r re

aso

ns o

f ch

ild c

are

lea

ve,

child

’s n

ursin

g ca

re t

ime

off,

fam

ily c

are

lea

ve,

fam

ily c

are

time

off

Thor

ough

aw

aren

ess

Supp

ort

for

smoo

th re

turn

to w

ork

from

chi

ld ca

re le

ave

(spr

ead

of g

ood

exam

ples

)

57

[Iss

ues

fro

m w

ork

ers’

per

spec

tive

]

Alt

ho

ugh

em

plo

ymen

t en

viro

nm

ent

for

per

sons

wit

h d

isab

iliti

es h

as b

een

get

tin

g b

ette

r, it

rem

ain

s th

at

abo

ut

30

% o

f co

mpa

nie

s w

ith

50

em

plo

yees

th

at a

re

ob

ligat

ed t

o e

mp

loy

such

per

son

hav

e n

o e

mp

loym

ent

of

them

at

all.

It is

nec

essa

ry t

o p

rom

ote

un

der

stan

din

g w

ith

in a

co

mp

any,

incl

ud

ing

the

top

man

agem

ent,

an

d t

o s

olv

e is

sues

, in

clu

din

g th

e im

pro

vem

ent

of w

ork

co

nten

ts

and

pro

ced

ure

s.

It is

nec

essa

ry t

o c

oo

per

ate

amo

ng

rele

van

t ad

min

istr

ativ

e o

rgan

s fo

r th

eir

emp

loym

ent.

Alt

ho

ugh

an

incr

easi

ng

num

ber

of

emp

loym

ent

sup

po

rtin

g w

elfa

re o

ffic

es w

her

e th

e sh

iftin

g ra

te o

f p

erso

ns

wit

h d

isab

iliti

es fr

om

a w

elfa

re o

ffic

e to

a

gen

eral

wo

rkp

lace

is 2

0%

or

mo

re, m

ore

th

an 3

0%

of

wel

fare

off

ices

hav

e n

o s

hif

ting

, cre

atin

g p

ola

riza

tio

n.

The

leve

l o

f sa

lary

an

d w

ages

of

use

rs a

t w

elfa

re

off

ices

is in

suff

icie

nt.

・Th

e av

erag

e sa

lary

of T

ype

-A co

ntin

ued

em

ploy

men

t sup

port

of

fices

is 6

8,00

0 ye

n (F

Y201

5)

・Th

e av

erag

e w

age

of t

ype

-B c

ontin

ued

em

ploy

men

t sup

port

of

fices

is 1

5,00

0 ye

n (F

Y201

5)

[Dir

ecti

on

of

futu

re m

easu

res]

We

will

aim

to

cre

ate

a so

ciet

y w

her

e it

is n

atu

ral t

hat

per

son

s w

ith

dis

abili

ties

can

exe

rcis

e th

eir

full

pot

enti

als

in a

cco

rdan

ce w

ith

ch

arac

teri

stic

s o

f di

sabi

litie

s to

mee

t th

eir

req

uir

emen

ts, a

bili

ties

an

d c

om

pet

ence

. Fo

r th

at p

urp

ose,

we

will

red

uce

th

e n

um

ber

of c

om

pan

ies

that

hav

e n

o e

mp

loym

ent

of p

erso

ns

wit

h d

isab

iliti

es b

y p

rio

riti

zin

g lo

ng-

term

an

d c

lose

su

ppo

rt a

nd

chan

ge w

elfa

re e

mp

loym

ent

pla

ces

to p

lace

s w

her

e p

erso

ns w

ith

dis

abili

ties

can

feel

mo

re r

ewar

ded

. In

ad

dit

ion

, fo

r ch

ildre

n w

ho

nee

d s

peci

al

sup

po

rt, w

e w

ill p

rep

are

a se

amle

ss s

up

po

rt s

yste

m f

rom

pre

scho

ol t

o af

ter

grad

uat

ion

by

the

colla

bora

tio

n o

f el

emen

tary

, sec

on

dary

an

d h

ighe

r ed

uca

tio

nal i

nst

itut

ions

and

re

leva

nt

adm

inis

trat

ive

org

ans

of

wel

fare

hea

lth

, med

ical

, lab

or,

etc

.

[Sp

ecif

ic m

easu

res]

(Pri

ori

tiza

tio

n o

f lo

ng-

term

an

d c

lose

su

ppor

t)•

In o

rder

to

en

cou

rage

co

mp

anie

s th

at h

ave

no

em

plo

ymen

t o

f per

sons

wit

h d

isab

iliti

es t

o a

ccep

t th

em, w

e w

ill s

up

por

t co

mpa

nie

s to

acc

ept

them

as

trai

nee

s an

d re

com

men

d t

akin

g a

trai

nin

g se

ssio

n t

o p

rovi

de k

no

wh

ow o

n t

he e

mp

loym

ent

of

pers

ons

wit

h d

isab

iliti

es. I

n a

dd

itio

n,

we

will

in

tro

du

ce a

nd

dis

pat

ch r

etir

ed p

erso

ns

wh

o h

ave

kno

wle

dge

ab

ou

t th

e em

plo

ymen

t o

f p

erso

ns

wit

h d

isab

iliti

es.

(Co

nsi

sten

t su

ppo

rt f

or

pers

ons

wit

h d

isab

iliti

es f

rom

wh

ile in

sch

oo

l to

war

d g

ener

al e

mp

loym

ent)

•In

ord

er t

o s

up

po

rt p

erso

ns

wit

h d

isab

iliti

es, i

ncl

udi

ng

per

son

s w

ith

dev

elo

pmen

tal d

isor

der

or

po

tent

ial o

f su

ch d

isab

ility

,b

ypr

ovi

din

g a

cons

iste

nt

sup

port

for

ed

uca

tio

n a

nd

em

plo

ymen

t fr

om

wh

ile in

sch

ool i

n a

cco

rdan

ce w

ith

ch

arac

teri

stic

s o

f dis

abili

ties

, th

eir

req

uir

emen

ts a

nd

pot

enti

als,

we

will

est

ablis

h a

sea

mle

ss

sup

po

rt s

yste

m w

her

e th

e b

oar

d o

f ed

uca

tio

n, u

niv

ersi

ties

, ad

min

istr

ativ

e o

rgan

s o

f w

elfa

re, h

ealt

h, m

edic

al,

and

lab

or,

an

dco

mp

anie

s c

olla

bor

ate

at e

ach

sta

ge o

f ed

uca

tio

n a

nd

als

o e

stab

lish

a n

etw

ork

to

col

lab

ora

te w

ith

co

mpa

nie

s.•

For

per

son

s w

ho

left

wo

rk a

fter

sh

ifti

ng t

o g

ener

al e

mp

loym

ent,

we

will

cre

ate

a sy

stem

to

su

ppo

rt t

hem

to

ret

urn

to

wo

rk b

y al

low

ing

them

to

use

wel

fare

ser

vice

s fo

r em

plo

ymen

t fo

r p

erso

ns

wit

h d

isab

iliti

es d

uri

ng t

he

leav

e p

erio

d a

nd

pro

mo

te s

hift

fro

m w

elfa

re b

usi

nes

s to

gen

eral

em

plo

ymen

t.•

We

will

est

ablis

h s

pra

ctic

al t

elep

ho

ne r

elay

ser

vice

sys

tem

wh

ere

per

son

s w

ith

hea

rin

g d

isab

iliti

es c

an m

ake

a p

ho

ne

call

by

them

selv

es. W

e al

so a

im t

o d

isse

min

ate

pro

sth

etic

dev

ice

usi

ng

the

late

st t

ech

nolo

gies

fo

r th

e p

urp

ose

of i

mp

rovi

ng t

hei

r w

ork

life

.

(Pro

mo

te t

he

use

of

the

ho

mew

ork

ing

supp

ort

sys

tem

)•

In o

rder

to

en

cou

rage

per

son

s w

ith

dis

abili

ties

to

wo

rk a

t h

om

e, w

e w

ill e

stab

lish

bus

ines

s m

od

els

to m

edia

te a

per

son

wit

h d

isab

iliti

es w

ho

wo

rks

at h

om

e an

d an

o

rder

ing

com

pan

y, s

up

port

th

e vi

sual

izat

ion

of

exce

llen

t in

term

edia

ry s

ervi

ces,

an

d p

rom

ote

th

e u

se o

f t

he

hom

ewo

rkin

g su

ppo

rt s

yste

m (

adju

stm

ent

allo

wan

ce is

gr

ante

d t

o c

om

pan

ies

that

ord

er jo

bs

to p

erso

ns

wit

h d

isab

iliti

es).

(Str

engt

hen

th

e co

llab

ora

tio

n o

f ag

ricu

ltur

e an

d w

elfa

re)

•W

e w

ill a

im t

o s

up

po

rt t

he

sixt

h in

dust

rial

izat

ion

of

emp

loym

ent

faci

litie

s fo

r p

erso

ns w

ith

dis

abili

ties

wh

o a

re e

nga

ged

in a

gric

ult

ure

and

imp

lem

ent

the

colla

bo

ratio

n o

f ag

ricu

ltu

re a

nd

wel

fare

wit

h a

n a

ctiv

e u

se o

f ab

and

on

ed f

arm

lan

ds o

n a

nat

ionw

ide

bas

is.

20

17

2018

2019

2020

2021

2022

2023

2024

20

25

2026

2027

or

late

rIn

dic

ato

rs

We

will

pro

mo

te e

ffo

rts

to

redu

ce c

ompa

nies

tha

t ha

ve

no

em

plo

ymen

to

f per

son

s w

ith

disa

bilit

ies.

By

20

20

,we

will

incr

ease

th

e n

um

ber

of p

erso

ns

with

d

isab

iliti

es w

ho

can

sh

ift to

ge

nera

l em

ploy

men

t via

the

use

of e

mp

loym

ent

sup

port

of

fices

by

1.5

tim

es o

r mor

e th

e re

sult

s o

fth

e fis

cal y

ear

2016

.

FYM

easu

res

Item

5.

Ba

lan

cin

g w

ork

an

d tr

ea

tme

nt

of

dis

ea

se, c

hild

re

arin

g,

an

d n

urs

ing

ca

r, a

nd

pro

mo

tion

o

f th

e e

mp

loy

me

nt

of p

ers

on

s w

ith

dis

ab

iliti

es

(12)

Pro

mo

tio

n o

f e

mp

loym

en

t su

pp

ort

for p

ers

on

s w

ith

dis

abil

itie

s to

me

et

the

ir re

qu

ire

me

nts

an

d p

ote

nti

als

Pri

ori

tiza

tio

n o

f lo

ng-

term

an

d c

lose

su

pp

ort

Co

nsi

sten

t su

ppor

t fo

r p

erso

ns

wit

h

dis

abili

ties

fro

m w

hile

in

sch

oo

l to

war

d

gen

eral

em

plo

ymen

t

Supp

ort

com

pani

es t

hat

acce

pt p

erso

ns

wit

h di

sab

iliti

es

as t

rain

ees

for t

he f

irst

time

and

dev

elop

per

sonn

el

who

hav

e kn

owho

won

the

empl

oym

ent

of p

erso

ns w

ith

disa

bilit

ies

Intr

oduc

e an

d di

spat

ch r

etire

d p

erso

ns

wh

o h

ave

know

led

ge

abou

t th

e em

ploy

men

t of

per

sons

w

ith

disa

bilit

ies

to a

ccep

ting

com

pan

ies

Con

sider

su

ppor

t m

easu

res

base

d o

n th

e re

sult

s of

the

est

ablis

hmen

t of

mod

els

Esta

blish

m

odel

s of

tel

ewor

k fo

r pe

rson

s w

ith

disa

bilit

ies

(hom

ewor

king

)(s

atel

lite

type

off

ice)

Star

t p

rovi

din

g b

enef

its

Co

nsi

de

r to

re

fle

ct

allo

wa

nc

eR

evie

w b

ased

on

the

resu

lts

ever

y tim

e al

low

ance

is

rev

ised

Pers

ons

who

left

wor

k af

ter

empl

oyed

can

use

wel

fare

ser

vice

for

em

ploy

men

t

Est

ab

lish

a

ne

two

rk

as

a m

od

el

of

sup

po

rt

syst

em

w

he

re

a

un

ive

rsit

y,

a h

igh

sc

ho

ol,

an a

dmin

istra

tive

orga

n an

d a

co

mp

an

y c

olla

bo

rate

Impr

ove

in a

ccor

danc

e w

ith

the

rev

iew

of

the

mid

-ter

m p

lan

by J

apan

Org

aniza

tion

fo

r Em

plo

ymen

t o

f th

e El

derly

, Pe

rson

s w

ith D

isabi

litie

s an

d Jo

b Se

eker

s

Diss

emin

ate

the

achi

evem

ents

of

busin

ess

thro

ugh

trai

ning

acr

oss

the

coun

try

Dis

trib

ute

a

nd

dis

sem

ina

te

the

ac

hie

ve

me

nt

of

co

llab

ora

tio

n

syst

em

an

d e

xp

an

d t

he

d

ev

elo

pm

en

t o

f e

mp

loy

me

nt

co

ord

ina

tors

n

ati

on

wid

eC

on

sid

er

furt

he

r su

pp

ort

m

ea

sure

s

30 r

egio

ns b

y 20

17

Prep

are

a su

ppor

t sy

stem

by

the

colla

bora

tion

of th

e Bo

ard

of E

duca

tion

and

adm

inist

rativ

e or

gans

of

wel

fare

an

d la

bor

94 r

egio

ns b

y 20

19

Impl

emen

t te

lep

hone

re

lay

serv

ices

Con

sider

fu

rthe

r ex

pans

ion

base

d o

n th

e st

atus

of

impl

emen

tatio

n

Cons

ider

fu

rthe

r su

ppor

t m

easu

res

base

d on

the

sta

tus

of im

plem

enta

tion

Prom

otio

n of

the

use

of

the

hom

ewor

king

sup

port

sy

stem

Esta

blish

m

odel

s of

inte

rmed

iary

serv

ices

Visu

alize

ex

celle

nt

inte

rmed

iary

bu

sines

ses

Rev

iew

nec

essa

ry s

yste

ms

base

d o

n th

e ef

fort

s an

d pr

omot

e th

e us

e of

the

hom

ewor

king

su

ppor

t sy

stem

Ho

ld M

arch

e w

ith

th

e To

kyo

O

lym

pic

s an

d

Par

alym

pic

s

Prom

ote

the

empl

oym

ent

of p

erso

ns w

ith d

isabi

litie

s by

the

col

labo

ratio

n of

agr

icul

ture

an

d w

elfa

re i

n ev

ery

pref

ectu

re

(it w

ill b

e co

nduc

ted

natio

nwid

e By

FY

2018

)

Stre

ngt

hen

the

co

llabo

rati

on o

f agr

icultu

re

and

wel

fare

Furt

her

prom

otio

n of

the

col

labo

ratio

n of

agr

icul

ture

and

wel

fare

Diss

emin

ate

pros

thet

ic d

evic

e us

ing

the

late

st t

echn

olog

ies

Prom

ote

furt

her

empl

oym

ent

of p

erso

ns

wit

h di

sabi

litie

s by

diss

emin

atin

g pr

osth

etic

dev

ice

58

[Iss

ues

fro

m w

ork

ers’

per

spec

tive

]

At

pre

sen

t, w

e p

roac

tive

ly a

ccep

t fo

reig

n h

um

an r

esou

rces

fo

r p

rofe

ssio

nal a

nd

tech

nol

ogi

cal f

ield

s, b

ut i

t is

not

ap

pro

ved

to

acc

ept

them

for

oth

er f

ield

s b

ecau

se it

cou

ld

give

a s

ign

ific

ant

imp

act o

n th

e em

plo

ymen

t of

Jap

anes

e p

eop

le, t

he

nat

ion

al e

cono

my

and

peo

ple’

s liv

es.

It is

nec

essa

ry t

o p

rom

ote

the

deve

lopm

ent

of n

eces

sary

en

viro

nm

ent

wh

ere

fore

ign

per

sons

can

live

in Ja

pan

an

d a

wo

rk e

nvi

ron

men

t w

her

e th

ey c

an e

xerc

ise

thei

r ab

iliti

es

un

der

a f

air

eval

uat

ion

of t

hei

r ab

iliti

es a

nd

trea

tmen

t.

In o

rder

to

att

ract

for

eign

hu

man

res

our

ces

wh

o h

ave

high

-le

vel s

kills

an

d k

now

led

ge t

o Ja

pan

, it i

s n

eces

sary

to d

evel

op

a m

ore

att

ract

ive

imm

igra

tio

n an

d re

sid

ency

man

agem

ent

syst

em t

han

tho

se o

f for

eign

cou

ntri

es.

Fore

ign

ho

use

keep

ers

use

d b

e al

low

ed to

imm

igra

te a

nd s

tay

in J

apan

on

ly if

the

y w

ere

emp

loye

d b

y di

plo

mat

s an

d h

igh

ly

skill

ed w

ork

ers.

Fro

m v

iew

poi

nts

of

wo

men

’s p

rogr

ess

in

wo

rkp

lace

s an

d r

esp

ond

ing

to n

eed

s fo

r ho

usek

eep

ing

sup

po

rt, t

he

expa

nsi

on o

f ac

cep

tanc

e w

as r

equ

este

d.

In o

rder

to

pro

mot

e a

vari

ety

of c

rop

pro

duc

tion

and

real

ize

“str

on

g ag

ricu

lture

” by

exp

and

ing

the

size

of

agri

cult

ure

man

agem

ent,

it is

an

urg

ent

issu

e to

uti

lize

fore

ign

spe

cial

ists

in

th

e ag

ricu

ltu

ral f

ield

.

In t

he

curr

ent

syst

em, i

f a f

orei

gn p

erso

n h

as g

radu

ated

fro

m

a Ja

pan

ese

hig

her

ed

uca

tio

n in

stit

utio

n (u

niv

ersi

ty a

nd

voca

tio

nal

sch

ool

) an

d h

as o

btai

ned

a n

atio

nal q

ualif

icat

ion

of

a ce

rtif

ied

car

e w

ork

er, h

e o

r sh

e ca

nnot

wor

k fo

r fa

mily

car

e se

rvic

es in

Jap

an.

[Dir

ecti

on

of

futu

re m

easu

res]

It is

imp

ort

ant

to a

ccep

t fo

reig

n h

um

an r

eso

urc

es f

or

Japa

nes

e p

rofe

ssio

nal

an

d te

chn

olo

gica

l fie

lds

bec

ause

th

ey c

an c

ontr

ibu

teto

th

e re

vita

lizat

ion

of

Jap

an’s

ec

on

om

ic s

oci

ety.

On

th

e o

ther

han

d, w

e w

ill c

aref

ully

co

nsi

der

th

e ac

cep

tan

ce o

f fo

reig

n h

um

an r

esou

rces

to

oth

er f

ield

s ba

sed

on

the

nat

iona

l co

nsen

sus

fro

m n

ot

on

ly a

per

spec

tive

of

gras

pin

g n

eed

s an

d e

xam

inin

g ec

ono

mic

eff

ects

, bu

t al

so o

ther

bro

ad p

ersp

ecti

ves,

incl

ud

ing

the

imp

act

on

the

emp

loym

ent

of

Jap

anes

e p

eop

le,

the

imp

act

on

th

e in

du

stri

al s

tru

ctur

e, e

du

cati

on

, so

cial

co

sts

like

soci

al s

ecu

rity

an

d p

ubl

ic s

ecu

rity

.

[Sp

ecif

ic m

easu

res]

(Co

nsi

der

th

e w

ay t

o a

ccep

t fo

reig

n h

uman

res

our

ces)

•In

ord

er t

o s

ecu

re t

he

sust

ain

abili

ty o

f ec

ono

mic

an

d so

cial

infr

astr

uct

ures

, we

will

co

mp

reh

ensi

vely

an

d sp

ecif

ical

ly c

ons

ider

th

e w

ay t

o a

ccep

t fo

reig

n h

um

an

reso

urc

es f

ocu

sing

on

tru

ly n

eces

sary

fie

lds.

Th

us w

e w

ill r

esea

rch

an

d c

onsi

der

nec

essa

ry m

atte

rs, i

ncl

udi

ng

a sy

stem

th

at p

reve

nts

mis

und

erst

and

ing

as a

n

imm

igra

tio

n p

olic

y an

d t

he

way

to

bu

ild a

nat

ion

al c

ons

ensu

s, o

n a

gove

rnm

ent-

wid

e b

asis

.

(Dev

elo

p e

nvi

ron

men

ts f

or

fore

ign

per

sons

’ liv

es a

nd e

mp

loym

ent)

•W

e w

ill d

evel

op

ed

uca

tio

nal

en

viro

nm

ents

fo

r fo

reig

n c

hild

ren

to

rec

eive

Jap

anes

e la

ngu

age

edu

cati

on

and

livi

ng e

nvi

ronm

ents

wh

ere

fore

ign

lan

guag

es a

re

avai

lab

le a

t m

edic

al in

stit

uti

on

s an

d b

anks

. Fu

rthe

rmo

re, w

e w

ill d

evel

op

a r

ecep

tive

en

viro

nm

ent

for

fore

ign

hig

hly

-ski

lled

hu

man

res

ourc

es w

ith

fai

r ev

alu

atio

n

of

thei

r ab

iliti

es a

nd

tre

atm

ent

and

oth

er e

nvi

ron

men

ts fo

r fo

reig

n s

tude

nts

to

rec

eive

Jap

anes

e la

ngu

age

edu

cati

on,

inte

rnsh

ip a

nd e

mp

loym

ent

sup

port

, in

clu

din

g th

e en

han

cem

ent

of

con

sult

atio

n s

upp

ort

for

emp

loym

ent

man

agem

ent.

(Fu

rth

er u

tiliz

atio

n o

f h

ighl

y-sk

illed

fo

reig

n h

um

an r

esou

rces

)•

We

will

est

ablis

h J

apan

’s G

reen

Car

d fo

r fo

reig

n h

igh

ly s

kille

d h

uman

res

our

ces,

wh

ich

sign

ific

antl

y sh

ort

ens

the

curr

ent

five

yea

r p

erio

d o

f st

ay, o

ne o

f th

e sh

ort

est

per

iod

of

stay

in t

he

wo

rld

, to

ap

ply

for

per

man

ent

resi

den

cy. A

t th

e sa

me

tim

e, w

e w

ill r

evie

w r

equ

irem

ents

fo

r p

oin

t sy

stem

of

high

ly s

kille

d h

uman

re

sou

rces

fro

m a

vie

wp

oin

t o

f ea

sier

use

of

it.

(Uti

lizat

ion

of

Nat

ion

al S

trat

egic

Sp

ecia

l Zo

nes

)•

We

will

ap

pro

pri

atel

y u

tiliz

e fo

reig

n h

ou

seke

eper

s b

ased

on

the

Nat

ion

al S

trat

egic

Sp

ecia

l Zo

nes

Act

.•

In a

nat

ion

al s

trat

egic

sp

ecia

l zo

ne,

in o

rder

to

en

able

hig

hly

skill

ed a

nd in

du

stry

-rea

dy

fore

ign

per

son

s w

ho

wer

e em

plo

yed

by

com

pan

ies

that

can

con

duct

p

rop

er e

mp

loym

ent

man

agem

ent

un

der

an

ap

pro

pri

ate

con

tro

l sys

tem

by

the

rele

van

t lo

cal g

ove

rnm

ent

and

the

rele

van

t M

inis

try

and

Age

ncy

to

en

gage

in

farm

ing

and

oth

ers,

we

sub

mit

ted

to

an

ord

inar

y se

ssio

n o

f th

e D

iet

in 2

017

a b

ill t

o r

evis

e th

e N

atio

nal

Str

ateg

ic S

pec

ial Z

on

es A

ct t

o in

clud

e n

eces

sary

p

rovi

sio

ns

like

spec

ial m

easu

res.

(Uti

lizat

ion

of

fore

ign

cer

tifi

ed c

are

wo

rker

s)•

We

will

ste

adily

pro

mo

te t

he

uti

lizat

ion

of p

rofe

ssio

nal

car

e w

ork

ers

bas

ed o

n t

he E

con

om

ic P

artn

ersh

ip A

gree

men

t (E

PA

) an

d af

ter

the

revi

sio

n o

f th

e Im

mig

rati

on

Act

an

d t

he

Ref

uge

e R

eco

gnit

ion

Act

to

cre

ate

a re

sid

ent

stat

us “

Car

e” a

re e

nac

ted

, we

will

pro

acti

vely

pro

mo

te th

e ac

cep

tan

ce o

f fo

reig

n h

um

an

reso

urc

es b

ased

on

th

ese

syst

ems

in a

cco

rdan

ce w

ith

the

aim

of

each

sys

tem

.

2017

2018

2019

2020

2021

2022

2023

2024

2025

2026

2027

or

late

rIn

dic

ato

rs

We

will

aim

to a

chie

ve th

e 1

00

% p

arti

cip

atio

n ra

te o

f fo

reig

n ch

ildre

n, w

ho n

eed

to le

arn

Jap

anes

e la

ngu

age

and

rec

eive

Ja

pan

ese

lang

uage

less

ons.

We

will

aim

to ce

rtify

10,

000

fore

ign

hig

hly

-ski

lled

per

sons

by

202

0.

We

will

sta

rt a

ccep

ting

fore

ign

pers

ons

with

the

resi

den

t st

atu

s “C

are”

fro

m

the

fisca

l yea

r 201

7.

FY

Mea

sure

s

Item

6. A

ccep

ting

fore

ign

hum

an r

esou

rces

(13)

De

velo

pm

en

t of e

nvi

ron

me

nt t

o a

cce

pt

fore

ign

hu

man

re

sou

rce

s

Uti

lizat

ion

of fo

reig

n ce

rtifi

ed c

are

wor

kers

Uti

lizat

ion

of N

atio

nal

Stra

tegi

c Sp

ecia

l Zon

es

Uti

lizat

ion

of

pro

fess

iona

l car

e w

ork

ers

bas

ed o

n E

PA

Uti

lizat

ion

of

pro

fess

iona

l car

e w

ork

ers

wit

h t

he

use

of

the

new

res

iden

t st

atus

“C

are”

Prep

arat

ion

for

delib

erat

ion

on t

he b

ill

Hig

hly

ski

lled

an

d i

nd

ustr

y-re

ady

fore

ign

per

son

s w

ho

wer

e em

plo

yed

by

com

pan

ies

that

can

con

duct

pro

per

emp

loym

ent

man

agem

ent

will

be

uti

lized

fo

r th

e ag

ricu

ltu

ral f

ield

un

der

an

ap

pro

pria

te m

anag

emen

t sy

stem

Uti

lizat

ion

of

fore

ign

ho

usek

eep

ers

Stea

dy

imp

lem

enta

tio

n a

t re

spo

nsi

ble

Min

istr

ies

and

Age

nci

esD

evel

op e

nviro

nmen

ts fo

r fo

reig

n pe

rson

s’ li

ves

and

em

plo

ym

en

t

Cons

ider

the

way

to

acce

pt

fore

ign

hum

an

reso

urce

s

Prep

arat

ion

for

the

enfo

rcem

ent

of t

he

rev

ised

Act

Co

mp

reh

ensi

ve a

nd

sp

ecif

ic c

on

sid

erat

ion

Pro

mo

te t

he

uti

lizat

ion

of

fore

ign

hig

hly

-ski

lled

per

son

sFu

rthe

r ut

iliza

tion

of

fore

ign

high

ly s

kille

d

pers

ons

59

[Iss

ues

fro

m w

ork

ers’

per

spec

tive

]

Edu

cati

on

co

sts

per

per

son

at

a p

riva

te c

om

pan

y ha

ve b

een

gr

adu

ally

dec

linin

g.・

Tren

ds i

n co

mpa

nies

’ ed

ucat

ion

and

trai

ning

1,67

0 ye

n pe

r pe

rson

a m

onth

(19

91)

→1,

038

yen

per

pers

on a

mon

th (

2011

)

Hal

f o

f w

ork

ers

wis

h t

o r

elea

rn. W

hat

th

ey r

equ

est

to m

ake

it

easy

to

rel

earn

are

su

pp

ort

fo

r le

arn

ing

cost

s an

d th

e en

han

cem

ent

of

pro

gram

s.・

Wor

king

stu

den

ts

(Gra

duat

e st

uden

ts a

ged

25

or m

ore)

2.5%

(20

16)

(OEC

D a

vera

ge 1

6.7%

(20

14))

・M

en a

nd w

omen

age

d 2

0 or

mor

e (h

ave

rele

arn

ed,

wish

to

rele

arn

) 49

.4%

・Ef

fort

s to

mak

e it

ea

sy f

or w

orke

rs t

o re

lea

rn

“E

co

no

mic

su

pp

ort

fo

r tu

itio

ns”

4

6.1

%“

Enha

ncem

ent

of p

rogr

ams

for

wor

kers

to

be u

sefu

l fo

r em

ploy

men

t an

d ob

tain

ing

qual

ifica

tions

” 35

.0%

“Enh

ance

men

t of

lect

ures

on

wee

kend

s an

d ho

liday

s an

d at

nig

ht”

34.0

%

Rec

urr

ent

edu

cati

on

pro

gram

s at

trac

t at

ten

tio

n o

f wo

men

w

ho

wis

h t

o r

elea

rn a

nd

to

be

reem

plo

yed

aft

er le

avin

g w

ork

d

ue

to c

hild

car

e•

“You

can

rest

art

at a

ny a

ge a

nd f

rom

any

situ

atio

n. T

here

are

man

y th

ings

I c

an m

ake

use

of a

t thi

s w

orkp

lace

be

cau

se I

hav

e ex

peri

ence

d c

hild

rea

ring.

”(a

wom

an w

ho i

s re

em

ploy

ed v

ia a

rec

urre

nt

educ

atio

n af

ter

bein

g a

ded

icat

ed h

ouse

wife

.)

•“I

had

a g

ood

oppo

rtun

ity

to re

flec

t m

ysel

f an

d pr

epar

e fo

r re

em

ploy

men

t. I

f a

hous

ewife

m

akes

her

res

ume

and

subm

it i

t to

a c

ompa

ny, s

he

cann

ot b

e em

ploy

ed.

Thro

ugh

a re

curr

ent

educ

atio

n I w

as i

ntro

duce

d to

a c

ompa

ny w

hich

ree

mpl

oyed

me”

(a

wom

an w

ho w

as r

eem

ploy

ed v

ia c

urre

nt

educ

atio

n af

ter

wor

king

at h

ome

whi

le

raisi

ng c

hild

ren

)<v

oice

s fr

om a

mee

ting

to e

xcha

nge

opin

ions

on

the

ref

orm

of

wor

k st

yles

bet

wee

n th

e

Prim

e M

inist

er

and

peo

ple

at w

orkp

lace

s on

Dec

embe

r 8,

201

6>

By

the

fou

rth

ind

ust

rial

rev

olu

tio

n, n

eces

sary

ski

lls o

n IT

an

d

dat

a fo

r w

ork

ers

hav

e ch

ange

d, a

nd

wo

rker

s n

eed

s sk

ills

to

resp

on

d t

o t

hes

e ch

ange

s.

2017

2018

2019

2020

2021

2022

2023

20

24

2025

2026

2027

or

late

rIn

dic

ato

rs

We

will

incr

ease

th

e n

um

ber

of

rec

urr

ent

edu

catio

n c

ou

rses

.

We

will

in

crea

se

the

nu

mb

er o

f B

P c

ertif

icat

e co

urs

es (

fem

ale

adva

ncem

ent.

We

will

in

crea

se

the

nu

mb

er o

f w

orke

rs w

ho r

ecei

ve e

duca

tion

and

tra

inin

g b

enef

its.

FYM

ea

sure

s

Item

7. D

evel

op

men

t o

f en

viro

nm

ents

wh

ere

wo

men

an

d y

oun

g pe

op

le c

an e

xerc

ise

thei

r ab

iliti

es a

nd

Item

8. S

up

port

for

job

cha

nge

to a

n in

dus

try

that

req

uir

es m

any

emp

loye

es a

nd

ree

mp

loym

ent

dev

elo

pm

ent

of

hu

man

res

ou

rces

, en

han

cem

ent

of

educ

atio

n n

ot t

o im

mo

bili

ze a

cad

emic

gap

s

(14)

Su

pp

ort

fo

r wo

me

n w

ho

wis

h to

re

lear

n (r

ecu

rre

nt e

du

cati

on

) an

d v

oca

tio

nal

trai

nin

g(p

art

1)

Prep

are

for

subm

ittin

g a

bill

Abol

ishpr

oced

ures

Supp

ort

for

wom

en’s

recu

rren

t ed

ucat

ion

[Exp

ansio

n of

ed

ucat

ion

and

trai

ning

ben

efits

]<<

Conc

entr

ated

sup

port

per

iod

for

inve

stm

ent

to h

uman

res

ourc

es>>

Enco

urag

e w

omen

to ta

ke re

curr

ent e

duca

tion

cou

rses

Raise

th

e ra

te a

nd

amou

nt o

f be

nefit

Exte

nd t

he

avai

labl

e pe

riod

fo

r be

nefit

s

[Dire

ctio

n of

futu

re m

easu

res]

We

will

fun

dam

enta

lly s

tren

gthe

n h

uman

inve

stm

ents

by

indi

vidu

als,

com

pan

ies

and

the

gove

rnm

ent

to m

ake

conc

entr

ated

inv

estm

ent

s. W

e w

ill d

rast

ical

ly e

xpan

d su

ppor

t fo

r in

divi

dual

s w

ho w

ish

to im

pro

ve t

heir

car

eer

and

to b

e em

plo

yed

thr

ough

the

ir p

roac

tive

rele

arni

ng,

incl

udin

g re

curr

ent

educ

atio

n fo

r w

omen

who

left

wor

k be

caus

e of

chi

ldre

arin

g or

oth

er r

easo

n an

d le

arni

ng a

bout

sop

hist

icat

ed I

T kn

owle

dge.

At h

e sa

me

time,

we

will

als

o ex

pand

ed

ucat

ion

and

trai

ning

by

com

pan

ies

as w

ell a

s tr

aini

ng f

or p

erso

ns w

ho le

ft w

ork

for

a lo

ng t

ime.

Fur

ther

mo

re,

we

will

es

tabl

ish

a vo

catio

nal

univ

ersi

ty t

o pr

ovid

e pr

actic

al e

duca

tion

and

prom

ote

a sy

stem

atic

car

eer

educ

atio

n.

[Spe

cific

mea

sure

s](S

uppo

rt f

or w

omen

who

wis

h to

rel

earn

, in

clud

ing

recu

rren

t ed

ucat

ion)

•In

ord

er t

o ex

pand

pro

fess

iona

l pr

actic

al e

duc

atio

n an

d tr

aini

ng b

enef

its b

y th

e un

emp

loym

ent

insu

ranc

e, w

e w

ill p

ropo

se a

bill

in

2017

an

d im

plem

ent

it w

ithin

the

fis

cal y

ear 2

017.

(1)

Pay

rate

: 6

0% →

70%

Upp

er l

imit

: 48

0,00

0 ye

n p

er y

ear

→ 5

60,0

00 y

en(2

)Re

ceiv

ing

perio

d: w

ithin

fou

r ye

ars

afte

r le

ave

→ w

ithin

10

year

s af

ter

leav

e (p

roce

dure

s to

ext

end

the

rece

ivin

g pe

riod

durin

g ch

ild

rea

ring

that

was

req

uire

d t

o ta

ke w

ithin

one

mo

nth

afte

r le

ave

will

be

abol

ishe

d f

rom

Apr

il 20

17)

(Enh

ance

men

t an

d di

vers

ifica

tion

of le

ctur

es t

o re

lear

n)•

We

will

add

cou

rses

for

rec

urre

nt

educ

atio

n of

wom

en w

ho a

re r

aisi

ng c

hild

ren

and

for

fiel

ds li

ke I

T w

here

em

plo

ymen

t is

exp

ect

ed

to

in

crea

se,

and

wee

kend

and

nig

ht c

ours

es. I

n ad

ditio

n, w

e w

ill d

iver

sify

cou

rses

and

impr

ove

conv

enie

nces

, in

clud

ing

new

ly e

stab

lish

ing

e-

lea

rnin

g co

urse

s.

•W

e w

ill c

onsi

der

to c

reat

e a

new

sys

tem

with

in t

he f

isca

l yea

r 201

7, w

here

the

Min

iste

r of

Eco

nom

y, T

rade

and

Ind

ustr

y ce

rtif

ies

educ

atio

n an

d tr

aini

ng c

ours

es t

o en

hanc

e ab

ilitie

s an

d sk

ills

that

will

be

req

uire

d i

n th

e fu

ture

foc

usin

g on

adv

ance

d I

T fi

elds

and

to

pro

vide

lea

rner

s w

ith p

rofe

ssio

nal

prac

tical

ed

ucat

ion

and

trai

ning

ben

efits

.•

For n

on-r

egul

ar w

orke

rs, w

e w

ill n

ewly

est

ablis

h an

d ex

pand

a lo

ng-t

erm

tra

inin

g c

ou

rse

for

pe

rso

ns

wh

o l

eft

wo

rk f

or a

lon

g t

ime

to

rea

lize

thei

r re

turn

to

be r

egul

ar e

mp

loye

es,

aim

ing

to s

uppo

rt t

hem

to

acqu

ire n

atio

nal

qual

ific

atio

ns.

•Co

llabo

ratin

g w

ith r

elev

ant

orga

ns’ w

ebsi

tes,

we

will

est

ablis

h a

web

site

to

prov

ide

vario

us k

inds

of

at-a

-gla

nce

info

rmat

ion

onre

lear

ning

.

We

will

do

ub

le

the

nu

mb

er o

f ta

rget

cou

rses

for

pro

fess

iona

l

pra

ctic

al e

du

catio

n a

nd

tra

inin

g b

enef

its

(2,

500

→5,

000)

We

will

in

crea

se

the

nu

mb

er o

f n

on

-reg

ula

r em

plo

yee

s w

ho

tak

e a

long

-ter

m t

rain

ing

cour

ses,

w

ishin

g to

be

emp

loye

d a

s re

gu

lar

emp

loye

es

(20,

000

peo

ple

aft

er

FY20

18)

The

stat

us o

f u

se o

f re

lea

rnin

g in

form

atio

n s

ite

Div

ersi

ficat

ion

of t

arge

t co

urse

s fo

r pro

fess

iona

l pra

ctic

al e

duc

atio

n an

d tr

aini

ng b

enef

its, i

mpr

ovem

ent

of c

on

ve

nie

nce

Rev

iew

bas

ed o

n th

e st

atus

of i

mp

lem

enta

tion

Set

up

crit

eria

Appl

icat

ion

Cert

ifica

tion

Star

t co

urse

s cer

tifie

d by

Min

ister

sId

entif

y ne

eds

of in

dust

ries

Exp

an

sio

n o

f th

e r

eal

izat

ion

of r

egu

lar

emp

loye

e c

our

se

(ten

tati

ve n

ame)

Rev

iew

bas

ed o

n th

e st

atus

of i

mp

lem

enta

tion

Esta

blish

th

e w

ebsit

eD

istrib

ute

info

rmat

ion

of

the

site

thro

ugh

Hal

low

W

ork

Revi

ew a

nd r

evise

of t

he

cont

ents

Rev

iew

an

d r

evis

e b

ased

on

th

e st

atu

s o

f use

of

the

site

Enha

ncem

ent

and

di

vers

ifica

tion

of

lect

ures

for

re

lear

ning

[Est

ablis

hmen

t of

a c

ertif

icat

ion

syst

em b

yth

e M

inst

er o

f Ec

onom

y, T

rade

and

Ind

ustr

y]

60

2017

2018

2019

2020

2021

2022

2023

2024

2025

2026

2027

or

late

rIn

dic

ato

rs

Incr

ease

th

e n

um

ber

o

f p

eop

le w

ho

was

em

plo

yed

aft

er

com

ple

tin

g a

re-

curr

ent

cou

rse

in a

u

niv

ersi

ty.

Incr

ease

th

e n

um

ber

o

f p

eop

le w

ho

vis

it a

jo

b-p

lace

men

tce

nte

r fo

r m

oth

ers.

Incr

ease

th

e p

arti

cip

atio

n r

ate

of

voca

tio

nal

tra

inin

g b

y h

igh

sch

oo

l stu

den

ts

wh

o b

elo

ng

to a

co

mp

reh

ensi

ve c

ou

rse.

The

nu

mb

ero

f b

usi

nes

s p

rofe

ssio

nal

u

niv

ersi

ties

th

at h

ave

op

ened

FY

[Sp

ecif

ic M

easu

res]

(In

crea

se r

e-cu

rren

t co

urs

es f

or

wo

men

)•

For

exp

and

ing

re-c

urr

ent

cou

rses

hel

d i

n u

niv

ersi

ties

to

nat

ion

wid

e,

we

will

co

llab

ora

te

wit

h t

he

ind

ust

rial

wo

rld

an

d lo

cal

pu

blic

bo

die

s to

dev

elo

p a

nd

dis

sem

inat

e a

mo

del

of

curr

icu

lum

an

d e

mp

loym

ent

sup

po

rt s

yste

m,

crea

te a

new

co

urs

e, a

nd

en

han

ce p

ract

ical

qu

alif

ied

co

urs

es f

or

voca

tio

nal

tra

inin

g p

rogr

am.

We

will

als

o c

reat

e a

new

qu

alif

icat

ion

sys

tem

fo

r sh

ort

-ter

m c

ou

rses

in w

hic

h w

om

en d

uri

ng

the

child

car

e p

erio

d

can

eas

ily p

arti

cip

ate,

an

d c

on

sid

er t

o g

ran

t th

e ed

uca

tio

nal

tra

inin

g b

enef

its

for

peo

ple

par

tici

pat

ing

in s

uch

co

urs

es.

•In

th

e re

-cu

rren

t ed

uca

tio

n f

or

wo

men

, w

e w

ill p

rom

ote

a p

rogr

am i

n c

olla

bo

rati

on

wit

h c

orp

ora

tio

ns

such

as

inte

rnsh

ip a

nd

on

-sit

e tr

ain

ing

at a

com

pan

y. W

e w

ill a

lso

in

crea

se t

he

nu

mb

er o

f jo

b-p

lace

men

t ce

nte

rs f

or

mo

ther

s an

d d

o a

pilo

t p

roje

ct i

n c

olla

bo

rati

on

wit

h u

niv

ersi

ties

th

at

hav

e co

nd

uct

ed t

he

re-c

urr

ent

edu

cati

on

co

urs

es a

nd

exp

and

th

ese

acti

viti

es t

o n

atio

nw

ide.

•Fo

r d

evel

op

ing

an e

nvi

ron

men

t w

her

e p

arti

cip

ants

of

a re

-cu

rren

t ed

uca

tio

n c

ou

rse

can

use

a n

urs

ing

serv

ice,

we

will

en

cou

rage

u

niv

ersi

ties

th

at

con

du

ct a

re-

curr

ent

edu

cati

on

co

urs

e to

use

a c

orp

ora

te-l

ed

nu

rsin

g b

usi

nes

s an

d c

oo

per

ate

wit

h n

earb

y n

urs

ery

sch

oo

ls.

•W

e w

ill i

ncr

ease

tra

inin

g co

urs

es w

ith

a n

urs

ery

serv

ice

and

pro

vid

e a

trai

nin

g fo

r w

om

en w

ho

use

d t

o w

ork

as

a ch

ildca

re o

r a

nu

rse

for

thei

r re

-em

plo

ymen

t (i

.e.

Hel

lo T

rain

ing)

.(E

xpan

d

edu

cati

on

al

trai

nin

g b

y co

rpo

rati

on

s)•

We

will

su

pp

ort

th

e d

evel

op

men

t o

f h

um

an r

eso

urc

es w

ho

can

co

ntr

ibu

te t

o t

he

imp

rove

men

t o

f p

rod

uct

ivit

y o

f SM

Es b

y a

tailo

r-m

ade

trai

nin

g

bas

ed o

n t

he

goo

d c

ases

at

adva

nce

d c

om

pan

ies.

W

e w

ill a

lso

co

llect

ad

van

ced

cas

es f

or

care

er

dev

elo

pm

ent

of

emp

loye

es

and

rai

se

con

scio

usn

ess

amo

ng

man

agem

ent

peo

ple

by

givi

ng

an a

war

d.

(En

han

ce v

oca

tio

nal

ed

uca

tio

n b

y es

tab

lish

ing

a sp

ecif

ic u

niv

ersi

ty f

or

syst

emat

ic c

aree

r d

evel

op

men

t ed

uca

tio

n a

nd

pra

ctic

alvo

cati

on

al t

rain

ing)

•Fo

r fo

ster

ing

wo

rker

s w

ho

hav

e a

pra

ctic

al b

usi

nes

s sk

ill,

we

will

en

han

ce a

car

eer

dev

elo

pm

ent

edu

cati

on

an

d v

oca

tio

nal

tra

inin

g fr

om

th

e

child

ho

od

to

th

e h

igh

er e

du

cati

on

in

a s

yste

mat

ic m

ann

er.

Ad

dit

ion

ally

, w

e w

ill c

on

sid

er t

he

futu

re p

lan

on

hig

her

ed

uca

tio

n t

o r

esp

on

d t

o t

he

futu

re h

um

an r

eso

urc

e n

eed

s. W

e w

ill d

evel

op

mat

eria

ls

for

stu

den

ts a

nd

tea

cher

s th

at c

an c

on

sist

entl

y b

e u

sed

fro

m a

ele

men

tary

sch

oo

l to

a

hig

h s

cho

ol,

and

del

iver

th

em t

o a

ll th

e ch

ildre

n.

We

will

als

o s

up

po

rt e

ntr

epre

neu

r ex

per

ien

ce

and

mo

del

ing

of

loca

l b

usi

ne

ss e

stab

lish

men

t.

•W

e w

ill m

ake

furt

her

eff

ort

s to

pro

mo

te d

iver

sifi

ed a

nd

eff

ecti

ve

inte

rnsh

ip b

y co

llect

ing

goo

d e

xam

ple

s an

d d

isse

min

atio

n t

her

eof

and

pre

par

ing

a gu

ideb

oo

k•

We

will

rev

ise

the

Sch

oo

l Ed

uca

tio

n A

ct t

o e

stab

lish

a u

niv

ersi

ty f

or

bu

sin

ess

pro

fess

ion

als

that

pro

vid

es a

pra

ctic

al t

rain

ing

by

dev

elo

pin

g a

curr

icu

lum

in

co

llab

ora

tio

n w

ith

th

e in

du

stry

wo

rld

, p

rep

arin

g a

lon

g-t

erm

on

-sit

e tr

ain

ing

syst

em ,

an

d o

blig

ato

rily

al

loca

tin

gb

usi

nes

sman

te

ach

ers,

an

d c

on

sid

er t

o g

ran

t a

pro

fess

ion

al p

ract

ical

tra

inin

g b

enef

it f

or

stu

den

ts o

f su

ch e

du

cati

on

. W

e w

ill a

lso

su

pp

ort

to

co

nst

ruct

a m

od

el

that

can

be

use

d i

n a

un

iver

sity

fo

r b

usi

nes

s p

rofe

ssio

nal

.

Item

7. D

evel

opm

ent

of E

nviro

nmen

t w

here

Wom

en a

nd Y

oung

Peo

ple

Can

Act

ivel

y W

ork

and

Ite

m 8

. Sup

port

for

Job

Sw

itchi

ng t

o an

In

du

stry

w

ith

Hig

h E

mp

loy

me

nt

Ab

sorb

ing

Po

we

r a

nd

Re

em

plo

ym

en

t,

Hum

an R

esou

rce

De

ve

lop

me

nt,

an

d E

nhan

cem

ent

of

Educ

atio

n no

t to

Fix

the

Eco

nom

ic G

ap

(14

) Su

pp

ort

for I

ndi

vidu

al R

e-Le

arn

ing

Such

as

Fem

ale

Re-

curr

ent E

du

cati

on a

nd E

nh

ance

men

t of V

oca

tion

al T

rain

ing

(Par

t 2)

Dis

sem

inat

e a

nd

pro

mo

te t

he “

Go

od

Car

eer

Cor

por

atio

n A

war

d”

Expa

nd e

duca

tion

and

tr

aini

ng b

y pr

ivat

e co

mpa

nies

Supp

ort

hum

an r

esou

rce

deve

lopm

ent

in S

MEs

wit

h a

new

tra

inin

g sy

stem

Re

vise

as

the

pro

gre

ss o

f th

e m

ea

sure

s

Mea

sure

s

<<In

ten

sive

Su

pp

ort

Per

iod

fo

r H

uman

Res

ourc

e In

vest

men

t>>

[Ch

alle

nge

s fr

om

the

wo

rker

s’ v

iew

poi

nt]

The

edu

cati

on a

nd

trai

ning

co

sts

per

pers

on

in p

riva

te c

om

pan

ies

are

in

a d

ow

nw

ard

tren

d.

・Ed

ucat

iona

l cos

ts at

priv

ate

com

pani

es¥1

,670

/per

son/

mon

th (1

991)

to

¥1,0

38/p

erso

n/m

onth

(201

1)

A h

alf

of w

ork

ing

adu

lts w

ish

to r

ecei

ve r

e-ed

ucat

ion

. Fo

r thi

s pu

rpos

e,

they

wan

t to

hav

e a

sup

port

for

scho

olin

g ex

pen

ses

and

en

hanc

emen

t o

f p

rogr

ams

for

wo

rkin

g ad

ults

. ・

Stud

ents

with

full-

time

job

(peo

ple

at 2

5 yr

s. ol

d or

old

er w

ho p

artic

ipat

e in

a

bacc

alau

reat

e de

gree

pro

gram

: 2.5

% (i

n 20

16)

(OEC

D a

vera

ge: 1

6.7%

(in

2014

))・

Mal

e an

d fe

male

at 2

0 yr

s. o

ld o

r old

er w

ho “h

ave

rece

ived

or w

ish to

rece

ive

re-

educ

atio

n”: 4

9.4%

・Ef

fort

s to

prov

ide

an e

nviro

nmen

t whe

re w

orki

ng ad

ults

can

rece

ive th

e re

-ed

ucat

ion:

“Eco

nom

ic su

ppor

t suc

h as

sup

port

for s

choo

ling

expe

nses

” 46

.1%

“Enh

ance

men

t of p

rogr

ams f

or w

orki

ng a

dults

that

hel

p to

be

empl

oyed

or o

btai

n a

qual

ifica

tion”

35.

0%

“Pro

vide

cou

rses

on

Satu

rday

s, Su

nday

s, n

atio

nal h

olid

ays,

and

nigh

t hou

rs”:

34.0

%

The

re-c

urr

ent

edu

cati

on c

ours

es a

ttra

ct a

tten

tion

and

help

wo

men

w

ho

res

ign

ed fr

om a

co

mp

any

for

child

car

e re

ceiv

e a

re-e

duca

tion

and

resu

me

wo

rkin

g.•

“Eve

ryon

e ca

n st

art a

gain

rega

rdle

ss o

f age

and

circ

umst

ance

s. I h

ave

expe

rienc

ed

man

y th

ings

dur

ing

the

child

-car

e pe

riod

that

cont

ribut

e to

my

wor

king

car

eer.”

(c

omm

ente

d b

y a w

oman

who

was

a h

ouse

wife

and

resu

med

wor

king

afte

r re

ceiv

ing

a re

-cur

rent

edu

catio

n)•

“It

was

a g

ood

oppo

rtun

ity fo

r me

to th

ink

abou

t mys

elf a

gain

and

be

prep

ared

for

resu

me

wor

king

. If a

hou

se w

ife w

ould

subm

it a

CV to

a co

mpa

ny, i

t is v

ery

hard

to

be e

mpl

oyed

. I w

as in

trodu

ced

to a

com

pany

dur

ing t

he r

e-cu

rren

t ed

ucat

ion

cour

se t

hat r

esul

ted

in m

y re

-em

ploy

men

t” (C

omm

ente

d by

a w

oman

who

did

a

hom

e bu

sines

s du

ring

the

child

-car

e pe

riod

and

was

em

ploy

ed a

fter t

akin

g a

re-

curr

ent e

duca

tion

cour

se)

<Voi

ces r

ecei

ved

in th

e O

pini

on E

xcha

nge

Mee

ting

with

Prim

e M

inist

er fo

r Ref

orm

of

Wor

king

Sty

le, D

ecem

ber

8, 2

016>

Du

e to

the

fort

h in

dust

rial

revo

luti

on, a

s sk

ills r

equi

red

for I

T an

d d

ata

pro

cess

ing

chan

ge, i

t is

nece

ssar

y to

obt

ain

new

req

uire

d s

kills

.

Enha

nce

voca

tion

al

trai

ning

by

prom

otin

g a

syst

emat

ic c

aree

r e

du

cati

on

an

d

esta

blis

hing

a b

usin

ess

prof

essi

onal

uni

vers

ity

Esta

blis

h a

mod

el o

f ent

repr

eneu

r ex

peri

ence

act

ivit

ies

and

diss

emin

ate

the

activ

itie

s na

tion

wid

e

Cond

uct

rese

arch

for

pre

parin

g ed

ucat

iona

l m

ater

ials

Del

iver

ed

ucat

iona

l mat

eria

ls to

all

the

stud

ents

Take

ne

cess

ary

me

asu

res

de

pen

din

g o

n t

he

sit

uat

ion

Revi

se t

he o

ffic

ial t

each

ing

gu

ide

line

Imp

lem

en

t a

ne

w o

ffic

ial t

each

ing

gui

de

line

(fr

om

FY

20

18

for

kin

der

gar

ten

s, f

rom

FY2

020

fo

r el

em

enta

ry s

cho

ols

, fro

m F

Y 2

02

1for

juni

or

high

sch

oo

ls; a

nd

fro

m F

Y 2

022

for h

igh

sch

oo

ls)

Rev

ise

as

the

pro

gres

s of t

he

mea

sure

sRe

vise

th

e Sc

hool

Ed

ucat

ion

Act

Esta

blis

h a

bu

sin

ess

pro

fess

iona

l u

niv

ersi

tyC

har

teri

ng

pro

ced

ure

s

Supp

ort

to p

rep

are

curr

icul

um i

n co

llabo

ratio

n w

ith

priv

ate

com

pan

ies

Exp

and

qu

alif

ied

co

urs

es u

nder

th

e p

ract

ical

bu

sin

ess

pro

gram

an

d s

ho

rt-t

erm

qu

alif

ied

co

urse

s

Qua

lific

atio

n sy

stem

fo

r sh

ort-

term

pr

ogra

ms

Incr

ea

se t

he

re

-cu

rre

nt

cla

sse

s fo

r w

om

en

Pro

mo

te

inte

rnsh

ip

by

pre

pa

rin

g

a g

uid

eb

oo

k

an

d e

nh

an

ce

co

op

era

tio

n

be

twe

en

jo

b

pla

ce

me

nt

cen

ters

for

mot

hers

and

uni

vers

itie

s co

nduc

ting

the

re-c

urr

ent

edu

catio

nC

on

sid

er

furt

he

r e

nh

an

cem

ent

of e

mp

loym

en

t su

pp

ort

Incr

ease

the

num

ber

and

enha

nce

the

func

tions

of

job

plac

emen

t ce

nte

r fo

r m

oth

ers

Esta

blish

a

mod

el f

or

enha

ncin

g nu

rsin

g en

viro

nmen

tD

isse

min

ate

a m

ode

lFu

rth

er

sup

po

rt fo

r e

xpa

nd

ing

nu

rsin

g e

nvi

ron

me

nt

Enha

nce

a vo

catio

nal t

rain

ing

for

wom

en w

ho a

re c

arin

g ch

ild f

or th

eir r

e-em

ploy

men

t

Chec

k ne

eds/

esta

blis

h m

odel

Nat

ion

wid

e e

xpan

sio

n a

nd

su

pp

ort

fo

r n

ew c

lass

esC

on

sid

er

an

d im

ple

me

nt

furt

he

r p

rom

oti

on

al m

ea

sure

s a

nd

en

han

ce c

lass

es

ba

sed

on

th

e d

isse

min

ati

on

leve

l an

d n

ee

ds

of r

e-c

urr

en

t e

du

cati

on

61

[Cha

llen

ges

from

the

wor

kers

’ vi

ewpo

int]

Som

e pa

rt-t

ime

wor

kers

adj

ust

thei

r w

orki

ng h

ours

to

cont

inue

rec

eivi

ng a

ben

efit

from

the

tax

atio

n, s

ocia

l se

curit

y sy

stem

, and

allo

wan

ce p

aid

by it

s sp

ouse

’s

com

pany

.<T

he r

easo

n w

hy p

art-

tim

ers

adju

st t

heir

wor

king

hou

rs (o

nly

for w

omen

w

ith

a sp

ouse

(m

ulti

ple

answ

ers

acce

pte

d)>

(in 2

011)

・N

ot t

o ex

ceed

the

limita

tion

for m

arit

al d

educ

tion

: 37.

7%・

Not

to

exce

ed

the

depe

nde

nt r

equi

rem

ents

(<1

.3 m

illio

n) u

nder

the

heal

th in

sura

nce

and

empl

oyee

pen

sion

sys

tem

s: 4

9.3%

・To

con

tinu

e re

ceiv

ing

the

spo

use

allo

wan

ce:

20.6

%

If a

fem

ale

perm

anen

t w

orke

r re

sign

s fr

om a

com

pany

fo

r ch

ild c

are,

she

is f

requ

ently

for

ced

to b

e re

-em

ploy

ed a

s a

part

-tim

er.

•W

omen

who

res

igne

d fr

om a

com

pany

due

to

child

bir

th o

r chi

ld c

are:

A

ppro

xim

atel

y 50

% (i

n 20

15)

•R

e-em

ploy

men

t of

ex-

perm

anen

t fe

mal

e w

orke

rs w

ho re

sign

ed fr

om a

co

mpa

ny a

t th

e tim

e of

mar

riage

<By

type

of r

e-e

mpl

oym

ent s

tatu

s>(P

erm

anen

t) 1

2%

(Non

-per

man

ent)

88%

(in

2015

)

Alth

ough

som

e co

mpa

nies

hav

e a

syst

em to

re

-em

plo

y ex

-per

man

ent

fem

ale

wor

kers

whe

n th

eir

child

car

e ge

ts e

asi

er, i

t ha

s no

t be

en

spre

ad

yet.

•Co

mpa

nies

tha

t ha

ve a

n re

-em

ploy

men

t sy

stem

for e

x-w

orke

rs: 1

2% (i

n 20

12)

Alth

ough

the

num

ber

of fe

mal

e w

orke

rs h

as in

crea

sed

in

the

pas

t fou

r ye

ars,

whi

ch lo

osen

the

so

-cal

led

M-

shap

ed c

urve

, th

ere

are

still

man

y w

omen

who

wan

t to

re

sum

e w

orki

ng w

hen

thei

r ch

ild c

are

gets

eas

ier.

•Th

e nu

mbe

r of

fem

ale

wor

kers

in th

e pa

st fo

ur y

ears

: Inc

reas

ed b

y 1.

5 m

illio

n (f

rom

201

2 to

201

5)•

Wom

en w

ho a

re n

on-la

bor f

orce

but

wan

t to

wor

k: 2

.74

mill

ion

(in 2

016)

•O

f the

se, w

omen

at t

he a

ge fr

om 2

5 to

44

yr. o

ld :

1.36

mill

ion

(49.

6%)

[Dir

ect

ion

of f

utu

re a

ctio

ns]

We

wil

l de

velo

p a

n e

nvi

ron

me

nt

wh

ere

wo

me

n w

ith

va

rio

us

exp

eri

en

ce s

uch

as

child

ca

re a

nd

ca

re fo

r th

e e

lde

rs c

an a

ctiv

ely

p

art

icip

ate

an

d w

ork

by

en

ha

nci

ng

sup

po

rt fo

r w

om

en

wh

o r

esi

gne

d fr

om

a c

om

pa

ny

du

e t

o c

hil

d c

are

to

be

ne

wly

em

plo

yed

or

re-e

mp

loye

d, a

s w

ell

as

de

velo

pin

g a

sys

tem

un

de

r w

hic

h fe

ma

le w

ork

ers

do

no

t n

ee

d t

o a

dju

st t

hei

r w

ork

ing

ho

urs

. We

wil

l a

lso

su

pp

ort

fost

eri

ng

fem

ale

lead

ers

.

[Sp

eci

fic

Me

asu

res]

(De

velo

p a

sys

tem

un

de

r w

hic

h p

art

-tim

e fe

ma

le w

ork

ers

do

no

t n

ee

d t

o a

dju

st t

he

ir w

ork

ing

ho

urs

)•

We

wil

l ra

ise

th

e in

com

e li

mit

for

ma

rita

l de

du

ctio

n t

o ¥

1.5

mil

lion

fro

m ¥

1.0

3 m

illio

n t

o a

llow

sh

ort

-tim

e w

ork

ers

no

t to

ad

just

th

eir

wo

rkin

g h

ou

rs.

For

hig

hli

ghti

ng

you

nge

r ge

ne

rati

ons

an

d c

hild

-car

ing

ho

use

ho

lds,

we

wil

l co

nsi

der

re

form

of t

he

in

com

e t

ax

stru

ctu

re, i

ncl

ud

ing

ho

w t

o p

osi

tio

n t

he

pe

rso

nal

inco

me

tax

in t

he

en

tire

tax

atio

n s

yste

m a

nd

ho

w t

o a

llo

cate

taxa

tio

n b

urd

en

s in

a p

reci

se m

an

ner

. •

We

wil

l sm

oo

thly

exp

an

d t

he

co

vera

ge o

f so

cia

l se

curi

ty t

o s

ho

rt-t

ime

wo

rke

rs. W

e w

ill c

on

tin

ue

dis

cuss

ing

ma

tte

rs

ne

cess

ary

for

furt

he

r e

xpa

nsi

on

of c

ove

rage

by

Sep

tem

be

r 20

19

an

d t

ake

ne

cess

ary

me

asu

res

bas

ed o

n t

he

re

sult

of t

he

d

iscu

ssio

n.

•In

com

e li

mit

ati

on

for

the

sp

ou

se a

llow

anc

e b

y p

riva

te c

om

pa

nie

s is

on

e o

f th

e r

ea

son

s fo

r a

dju

stin

g w

ork

ing

ho

urs

. We

wil

l p

rom

ote

bo

th w

ork

ers

an

d e

mp

loye

rs t

o d

iscu

ss t

his

issu

e in

a fa

ith

ful m

an

ne

r to

fin

d a

so

luti

on

. W

e w

ill a

lso

co

nsi

de

r h

ow

to c

ha

nge

th

e s

po

use

all

ow

ance

for

gove

rnm

en

t o

ffic

ials

an

d t

ake

ne

cess

ary

me

asu

res

ste

adily

.(P

rom

ote

th

e r

e-e

mp

loym

en

t o

f fe

ma

le e

x-p

erm

an

en

t w

ork

ers

wh

o r

esi

gne

d fr

om

a c

om

pa

ny

du

e t

o c

hil

d c

are

)

•Fo

r d

iscl

osi

ng

info

rma

tio

n o

n p

riva

te c

om

pa

nie

s th

at

hav

e a

re

-em

plo

ymen

t sy

ste

m, w

e w

ill c

reat

e a

ne

w it

em

on

th

e jo

b-

ap

pli

cati

on

off

er

care

d a

nd

ask

co

mp

an

ies

to r

ep

ort

wh

eth

er

they

ha

ve a

re

-em

plo

ymen

t sy

ste

m w

he

n t

he

y re

gist

er

to a

job-

pla

cem

en

t ce

nte

r fo

r re

cru

itm

en

t. W

e w

ill a

lso

co

nsi

de

r in

clu

din

g th

is in

form

ati

on

as

info

rma

tio

n s

ub

ject

to

ma

nd

ato

ry

dis

clo

sure

un

de

r th

e A

ct o

n P

rom

oti

on

of W

om

en

’s P

art

icip

ati

on

an

d A

dva

nce

me

nt

in t

he

Wo

rkp

lace

. W

e w

ill e

sta

blis

h a

sub

sid

y sy

ste

m t

o s

up

po

rt c

om

pan

ies

that

intr

od

uce

a r

e-e

mp

loym

en

t sy

ste

m a

nd e

mp

loy

ex-

wo

rke

rs.

2017

20

18

2019

2020

2021

2022

2023

2024

2025

2026

2027

or

late

rIn

dic

ato

rs

Dec

rea

se t

he

num

ber

of fe

mal

ew

orke

rs w

ho a

djus

t th

eir

wor

king

hou

rs

FYM

easu

res

Ite

m 7

. De

velo

pm

en

t o

f En

viro

nm

en

t W

he

re W

om

en

an

d Y

ou

ng

Pe

op

le C

an

Act

ive

ly W

ork

(15

) Pro

mo

tio

n o

f div

ersi

fied

wo

rkin

g st

yle

by

wo

men

suc

h a

s d

evel

opm

ent o

f en

viro

nm

ent w

her

e p

art-

tim

e fe

ma

le w

ork

ers

do

no

t nee

d to

ad

just

thei

r w

ork

ing

ho

urs

a

nd

re-

emp

loym

ent a

s a

per

man

ent w

ork

er (P

art 1

)

Prom

ote

re-

empl

oym

ent

of fe

mal

e w

ork

ers

wh

o re

sign

ed

from

a c

ompa

ny d

ue t

o ch

ild c

are

Cre

ate

an

d u

se a

su

bsi

dia

ry s

yst

em

Vis

ualiz

e th

e ex

iste

nce

of

re-e

mpl

oym

ent

syst

em in

th

e jo

b-o

ffer

appl

icat

ion

card

Dev

elop

a s

yste

m

unde

r w

hich

par

t-tim

e fe

ma

le

wor

kers

do

not

nee

d to

adj

ust

the

wor

king

hou

rs

Prom

ote

dis

clos

ure

of in

form

atio

n on

a w

orki

ng s

tyle

and

wom

en’s

par

ticip

atio

n in

ea

ch

com

pan

y

Take

nec

essa

ry m

easu

res

base

d on

the

dis

cuss

ion

resu

ltCo

nsid

er fu

rthe

r ex

pand

ing

the

cove

rage

of s

ocia

l sec

urity

Dis

sem

inat

e in

form

atio

n to

con

cern

ed g

roup

s by

revi

sing

a le

afle

t on

the

spo

use

allo

wan

ce p

rovi

ded

by a

com

pany

Co

nti

nu

e in

form

ati

on

dis

sem

inat

ion

an

d c

on

sid

er

furt

he

r m

eas

ure

s b

ase

d o

n t

he

pro

gre

ss

Revi

se t

he m

arita

l de

duct

ion

syst

em a

nd a

pply

a n

ew s

yste

m

62

[Ch

all

enge

s fr

om th

e w

ork

ers’

vie

wp

oin

t]To

ma

ke it

ea

sier

for

wo

men

wh

o w

ish

to

sta

rt/r

esum

e w

ork

ing

to o

bta

in n

eces

sary

in

form

atio

n, it

is n

eces

sary

to fu

rth

er

visu

aliz

e in

form

atio

n o

n w

om

en’s

p

art

icip

atio

n in

the

wo

rk p

lace

.

The

rati

o o

f fem

ale

wo

rker

s w

ho

are

at a

le

ad

er p

osi

tio

n is

low

. •

Ratio

of

fem

ale

wor

kers

who

are

at t

he m

anag

er

posi

tion

or h

ighe

r in

priv

ate

com

pani

es:1

0.3%

•Ra

tio o

f fe

ma

le o

ffic

ers

in t

he l

iste

d c

omp

anie

s:

3.4%

•Ra

tio o

f fe

mal

e go

vern

men

t of

ficia

ls w

ho a

re a

t the

m

anag

er p

ositi

on o

r hi

gher

in t

he M

inis

try:

4.1

%

[Sp

ecif

ic M

easu

res]

(Vis

ual

ize

info

rmat

ion

on

wo

men

’s p

arti

cipa

tio

n a

nd

pro

mo

te th

e w

om

en’s

act

ive

wo

rk)

•Fo

r in

form

atio

n d

iscl

osu

re b

y co

mp

anie

s p

urs

uan

t to

the

Act

on

Wo

men

’s P

art

icip

atio

n a

nd A

dva

nce

men

t in

the

Wo

rkp

lace

(th

e “W

PA

W A

ct”)

, we

wil

l con

sid

er w

hat

kin

d o

f rev

isio

n is

req

uire

d fo

r sy

stem

s a

nd

regu

lati

ons

to

ensu

re th

e p

ub

lica

tio

n o

f nec

essa

ry in

form

atio

n su

ch a

s w

ork

ing

ho

urs

and

the

rati

o o

f mal

e w

ork

ers

wh

o o

bta

in

the

chil

dca

re le

ave

, an

d th

e a

deq

uac

y o

f th

e d

iscl

osed

info

rmat

ion.

•W

e w

ill c

on

stru

ct a

on

e-st

op

site

tha

t en

able

s to

ob

tain

wo

rk p

lace

info

rmat

ion

on

com

pan

ies

wh

ere

wo

men

and

yo

un

g p

eop

le c

an a

ctiv

ely

par

tici

pate

an

d w

ork

, and

pro

mo

te th

e u

se o

f th

e si

te b

y ES

G in

vest

ors

, co

rpor

atio

ns,

a

nd

jo

b s

eeke

rs.

•W

e w

ill s

har

e go

od

exa

mp

les

of c

han

ging

the

wo

rkin

g st

yle

usi

ng

auth

oriz

atio

n s

yste

ms

such

as

the

Syst

em fo

r A

uth

ori

zin

g C

om

pan

ies

Focu

sin

g o

n A

ctiv

e W

ork

of F

ema

les

un

der

th

e W

PA

W A

ct (“

Eru

bosh

i)”,

the

Syst

em fo

r A

uth

ori

zin

g C

om

pan

ies

Focu

sin

g o

n C

hild

Ca

re u

nd

er th

e A

ct o

n A

dva

nce

men

t of M

easu

res

to S

up

po

rt R

ais

ing

Nex

t-G

ener

ati

on

Ch

ildre

n (“

Kur

umin

”),

an

d th

e Sy

stem

for

Au

tho

rizi

ng

Co

mpa

nie

s Fo

cusi

ng o

n A

ctiv

e W

ork

by

You

ng

Peo

ple

un

der

the

Act

on

the

Pro

mo

tio

n o

f th

e Em

plo

ymen

t of Y

ou

ng

Peo

ple

(“Yo

uth

Yel

l”).

(Pro

mo

te a

pro

cure

men

t sys

tem

tha

t hig

hly

val

ues

the

wo

rk-l

ife b

ala

nce

sta

tus)

•W

e w

ill a

sk n

ot o

nly

the

gove

rnm

ent a

nd

ind

epen

den

t adm

inis

trat

ive

age

ncie

s b

ut a

lso

loca

l pu

blic

au

tho

riti

es,

the

Toky

o O

rga

nizi

ng C

om

mit

tee

of t

he

Oly

mp

ic a

nd

Par

alym

pic

Gam

es, a

nd

pri

vate

co

mpa

nie

s to

giv

e a

p

refe

ren

tial

trea

tmen

t to

co

mp

anie

s th

at h

ave

pu

rsu

ed b

ette

r w

ork

-life

bal

ance

wh

en p

rocu

ring

raw

ma

teri

als

an

d p

art

s.(F

ost

er fe

ma

le le

ader

s)•

We

wil

l dis

sem

inat

e th

e fe

ma

le le

ader

fost

erin

g m

od

el p

rogr

am a

nd

su

ppo

rt a

lea

der

trai

nin

g sy

stem

for

fem

ale

o

ffic

er c

and

idat

es. W

e w

ill a

lso

mo

tiva

te th

e to

p m

an

age

men

t of p

riva

te c

om

pan

ies

to r

ealiz

e a

n en

viro

nm

ent

wh

ere

wo

men

ca

n a

ctiv

ely

pa

rtic

ipat

e a

nd

wo

rk.

•W

e w

ill e

nh

anc

e su

ppo

rts

for

acti

ve w

ork

ing

by

wo

men

suc

h a

s a

su

ppo

rt o

f fem

ale

en

trep

rene

urs

.

2017

2018

2019

2020

20

21

20

22

2023

2024

2025

2026

2027

or

late

rIn

dic

ato

rs

Incr

ease

th

e av

erag

e n

um

ber

of

item

s in

th

e in

form

atio

n d

iscl

osu

re

on

wo

rkin

g st

yle

and

w

om

en’s

ad

van

cem

ent

Targ

et r

ate

of

fem

ale

man

ager

s: 1

5%

in

pri

vate

co

mp

anie

s; 7

%

in g

ove

rnm

ent

agen

cies

(i

n 2

02

0)

Rat

e o

f fe

mal

e o

ffic

ers

in t

he

liste

d c

om

pan

ies:

5

% a

t an

ear

ly s

tage

, an

d t

hen

10

% (

in 2

020

)

FYM

easu

res

Item

7. D

evel

opm

ent

of E

nviro

nmen

t W

here

Wom

en a

nd Y

oung

Peo

ple

Can

Act

ivel

y W

ork

(15

) Pro

mo

tio

n o

f div

ersi

fied

wo

rkin

g st

yle

by

wo

men

suc

h a

s d

evel

opm

ent o

f en

viro

nm

ent w

her

e p

art-t

ime

fem

ale

wo

rker

s d

o n

ot n

eed

toa

dju

st th

eir

wo

rkin

g h

ou

rs

an

d r

e-em

plo

ymen

t as

a p

erm

anen

t wo

rker

(Par

t 2)

Use

the

proc

urem

ent

by th

e go

vern

men

t an

d in

depe

nden

t ad

min

istr

ativ

e ag

enci

es a

s a

mea

ns fo

r pr

omot

ing

bett

er w

ork

-life

bal

ance

Ask

the

Toky

o O

rgan

izin

g Co

mm

itte

e o

f th

e O

lym

pic

and

Par

alym

pic

Gam

es a

nd p

rivat

e co

mp

anie

s to

par

ticip

ate

in t

his

actio

n

Pro

mo

te b

ette

r w

ork

-lif

e b

alan

ce t

hro

ugh

p

ub

lic p

rocu

rem

ent

Fost

er f

emal

e le

ade

rs

Dis

sem

inat

e a

mo

del

prog

ram

nat

ionw

ide

and

prom

ote

adv

ance

d a

ctio

nsCo

nduc

t a

nece

ssar

y re

vie

w b

ased

on

the

prog

ress

of f

ema

le l

eade

r pr

omo

tion

in p

rivat

e co

mp

anie

s, a

nd

con

tin

ue

su

pp

ort

ing

a

ctio

ns

by

ind

ivid

ua

l co

mp

an

ies

Mo

tiva

te th

e t

op

ma

na

ge

me

nt

to p

rog

ress

th

e w

om

en

’s p

art

icip

atio

n

an

d a

dv

an

cem

en

tEn

hanc

e en

trep

ren

eur

supp

orts

Pro

mo

te d

iscl

osur

e o

f inf

orm

atio

n o

n w

om

en’s

wo

rkin

g st

yle

an

d a

dva

nce

men

t in

pri

vate

co

mpa

nie

s

Prom

ote

the

diss

emin

atio

n of

info

rmat

ion

on c

ompa

nies

whe

re w

omen

act

ivel

y w

ork

(suc

h as

the

use

of d

atab

ase

and

diss

emin

ate

info

rmat

ion

to sm

art p

hone

s)Co

nsid

er a

nd im

plem

ent

mea

sure

s th

at p

rom

ote

the

disc

losu

re o

f inf

orm

atio

n on

w

omen

’s p

arti

cipa

tion

and

adva

ncem

ent (

such

as t

he r

evis

ion

of th

e W

PAW

Act

)

Vis

ualiz

e an

d pr

omo

te t

he u

se

of in

form

atio

n fo

r ac

tive

part

icip

atio

n by

w

om

en

Cons

truc

t a

site

Rev

iew

and

imp

rove

the

site

bas

ed o

n th

e ac

tual

use

of t

he s

iteS

ha

re g

oo

d e

xam

ple

s

63

[Dire

ctio

n of

futu

re a

ctio

ns]

We

will

giv

e an

inte

nsi

ve s

uppo

rt t

o he

lp t

he e

mp

loym

ent

ice

age

gen

erat

ion

be a

per

man

ent

wor

ker,

and

a c

ontin

uous

sup

port

in

edu

catio

n an

d w

orki

ng t

o hi

gh s

choo

l dro

pout

s an

d so

cial

ly w

ithdr

awn

youn

g pe

ople

for

the

ir em

ploy

men

t an

d in

depe

nden

ce.

We

will

als

o pr

ovid

e va

rious

em

plo

ymen

t op

port

uniti

es

to c

hang

e a

sing

le-m

od

e c

are

er

pa

th in

Ja

pa

n.

[Spe

cific

mea

sure

s](S

uppo

rt t

o th

e em

plo

ymen

t ic

e ag

e ge

ner

atio

n)•

For h

elpi

ng p

eopl

e w

ho w

ere

in t

he e

mpl

oym

ent

ice

age

durin

g th

eir

recr

uitm

ent

perio

d an

d ar

e st

ill w

orki

ng a

s a

job

-hop

ping

par

t-tim

er

beco

me

a pe

rman

ent

wor

ker,

we

will

giv

e an

inte

nsi

ve s

uppo

rt d

epen

ding

on

the

indi

vidu

al s

ituat

ion

by c

ondu

ctin

g a

shor

t-te

rm i

nten

sive

se

min

ar, s

uppo

rtin

g th

eir

recr

uitm

ent

activ

ities

at j

ob-p

lace

me

nt

cen

ters

for

th

e y

ou

th,

an

d c

rea

tin

g a

su

bsi

dy

sy

ste

m f

or e

mp

loye

rs.

•W

e w

ill c

hang

e th

e Em

plo

ymen

t In

sura

nce

Act

to in

crea

se t

he n

umb

er o

f day

s fo

r pa

ying

the

basi

c be

nef

it to

you

ng p

eopl

e w

ho r

esig

ned

fr

om a

com

pany

due

to

bank

rupt

cy a

nd e

mpl

oym

ent

term

inat

ion.

(Sup

port

for

em

plo

ymen

t an

d in

dep

ende

nce

to

high

sch

ool d

ropo

uts)

•W

e w

ill c

onst

ruct

a m

odel

of

educ

atio

nal

cons

ulta

tion

and

supp

ort

at a

libr

ary

that

hel

ps h

igh

scho

ol d

ropo

uts

to a

cqui

re t

hehi

gh s

choo

l co

mp

leti

on s

tatu

s. A

dditi

onal

ly,

we

will

es

tabl

ish

a su

ppor

ting

syst

em b

y en

hanc

ing

colla

bora

tion

amo

ng th

e bo

ard

of e

duc

atio

n,sc

ho

ols

, an

d lo

cal y

outh

sup

port

sta

tions

and

pro

vidi

ng a

con

tinuo

us s

uppo

rt f

or e

mpl

oym

ent

and

inde

pend

ence

. (P

rom

ote

to

prov

ide

vario

us e

mp

loym

ent

oppo

rtun

ities

)•

For p

rom

otin

g th

e in

trod

uctio

n of

a s

yste

m t

hat

enab

les

to w

ork

in a

n ar

ea r

eque

sted

by

a jo

b se

eke

r, w

e w

ill r

evis

e th

e g

uide

line

of t

he

Act

on

the

Prom

otio

n of

the

Emp

loym

ent

of Y

oung

Peo

ple

and

mak

e a

req

uest

to

the

busi

ness

com

mu

nity

. W

e w

ill a

lso

supp

ort

the

inte

rnsh

ip c

ondu

cted

by

loca

l com

pan

ies

for

stud

ents

who

com

e to

the

Tok

yo a

rea

from

the

ir h

omet

own

for

stud

ying

, an

d as

sist

loc

al

recr

uitm

ent

activ

ities

to

prom

ote

loca

l em

ploy

men

t of

the

stu

dent

s.(E

nhan

ce m

oni

torin

g of

com

pan

ies

that

are

sus

pect

ed t

o “d

ispo

se”

you

ng w

orke

rs)

•W

e w

ill r

evis

e th

e E

mpl

oym

ent

Secu

rity

Act

that

ena

bles

the

job

-pla

cem

ent

cent

ers

and

empl

oym

ent

ag

en

cie

s n

ot

to a

cce

pt

all

the

re

crui

tmen

t re

que

sts

mad

e by

com

pan

ies

that

rep

eate

dly

vio

late

cer

tain

labo

r-re

late

d l

aws

and

reg

ulat

ions

. A

dditi

onal

ly,

for

busi

ness

op

erat

ors

that

pro

vide

rec

ruitm

ent

info

rmat

ion,

w

e w

ill p

repa

re a

n op

erat

iona

l gu

idel

ine

that

pro

hibi

ts t

he o

pera

tors

not

to

prov

ide

the

req

uire

me

nt i

nfor

mat

ion

that

is d

iffer

ent

from

the

act

ual w

orki

ng c

ondi

tions

, an

d al

so e

stab

lish

law

s th

at e

nab

le t

he g

over

nmen

tto

giv

e

inst

ruct

ions

as

nece

ssar

y.

•W

e w

ill t

horo

ughl

y di

ssem

inat

e in

form

atio

n on

labo

r-re

late

d l

aw

s a

nd

a c

on

tact

po

int

for

con

sulta

tion

a

nd

re

d-fl

ag n

otic

e to

stu

den

ts i

n co

llabo

ratio

n be

twee

n th

e La

bor

Bure

au a

nd h

igh

scho

ols/

univ

ersi

ties.

We

will

als

o as

k b

usi

ne

ss o

pe

rato

rs w

ho

pro

vid

e r

eq

uire

me

nt

info

rmat

ion

to f

ully

und

erst

and

and

com

ply

with

wor

king

rul

es t

hat

prot

ect

wor

kers

.

20

17

2018

2019

2020

2021

2022

2023

2024

20

25

2026

2027

or

late

rIn

dic

ato

rs

Ra

te o

f yo

un

g w

ork

ers

(25

to

34

yrs

. old

) wh

o a

re

inv

olu

nta

rily

par

t tim

ers

: 2

8.4

% (a

ve

rage

in 2

014

)

Red

uce

th

e ra

te t

o 1

/2in

2

02

0

Ta

rge

t ra

te o

f hig

h sc

ho

ol

dro

po

uts

wh

o u

se th

e

lea

rnin

g c

on

sult

atio

n s

erv

ice

a

nd

part

icip

ate

inth

e e

xam

ina

tio

n fo

r e

nte

ring

a

hig

h s

cho

ol o

r th

e

exa

min

ati

on

of h

igh

sch

oo

l co

mp

leti

on

sta

tus :

80%

in F

Y

20

19

p

ass

the

exam

inat

ion

for

hig

h s

cho

ol c

om

ple

tio

n st

atu

s: 3

0%

in F

Y 2

019

Do

ub

le t

he

No

.of c

ompa

nies

th

at

acc

ep

t p

artic

ipa

nts

of th

e

inte

rnsh

ip fo

r re

gio

nal

re

vit

aliz

atio

n (6

,44

1 in

20

16

) in

20

20

FYM

ea

sure

s

Item

7. D

evel

opm

ent

of E

nviro

nmen

t W

here

Wom

en a

nd Y

oung

Peo

ple

Can

Act

ivel

y W

ork

(16)

Pro

mo

tio

n o

f Su

pp

ort

an

d S

yste

m E

stab

lish

me

nt f

or A

ctiv

e W

ork

by

the

Em

plo

yme

nt I

ce A

ge G

en

era

tio

n a

nd

Yo

un

g P

eo

ple

Dis

sem

inat

e th

e m

ode

l to

nat

ionw

ide

[Cha

llen

ges

from

the

wor

kers

’ vi

ewp

oint

]Th

e nu

mbe

r of

job

-hop

ping

par

t tim

ers

at 3

5 to

44

yea

rs o

ld is

stil

l hi

gh o

f 600

tho

usan

d.

2014

: 610

K, 2

015:

570

K, 2

016:

600

K

Man

y pe

ople

who

fai

led

to b

e a

perm

anen

t em

plo

yee

in t

he E

mpl

oym

ent

Ice

Age

(ea

rly

19

90

’s t

o ea

rly

20

00’s

)

tend

to

cont

inue

an

unst

able

wor

king

sty

le.

Th

e nu

mbe

r of

une

mpl

oyed

you

ng p

eopl

e (*

) inc

rea

sed

in th

e re

crui

tmen

t pe

riods

of t

he e

mpl

oym

ent i

ce a

ge g

ener

atio

n.40

0 K

in 1

996

; 480

K in

199

9; 6

40 K

in 2

002

(570

K in

201

6)(*

) N

on-w

orki

ng la

bor f

orce

at 1

5 to

34

yea

rs o

ld w

ho n

eith

er d

o ho

useh

old

affa

irs

nor

go to

sch

ool.

N

o. o

f peo

ple

in t

he e

mpl

oym

ent

ice a

ge g

ener

atio

n w

ho w

ant t

o be

a

perm

anen

t w

orke

r (in

201

5)Co

mpl

etel

y un

empl

oyed

peo

ple:

270

K; N

on-w

orki

ng la

bor f

orce

: 15

0 K

Hig

h sc

hool

dro

pout

s ha

ve a

dis

adva

ntag

e in

re

crui

tmen

t an

d ca

ree

r de

vel

opm

ent.

Ra

te o

f st

uden

ts re

ceiv

ing

tent

ativ

e jo

b of

fers

(in

2016

)N

ew h

igh

scho

ol g

radu

ates

: app

roxi

mat

ely

90%

<-->

Ne

w ju

nio

r h

igh

sc

hool

gra

duat

es: a

ppro

xim

atel

y 30

%

Rate

of h

igh

scho

ol d

ropo

uts

who

thin

k th

at th

e hi

gh s

choo

l co

mpl

etio

n st

atus

is n

eces

sary

(in

2010

): 78

.4%

Ther

e ar

e in

suff

icie

nt

loca

l com

pani

es t

hat

can

empl

oy

univ

ersi

ty g

radu

ates

who

wan

t to

wor

k in

the

ir ho

met

own.

*T

SE 1

stse

ctio

n lis

ted

com

pani

es

Rate

of u

nive

rsity

gra

duat

es w

ho w

ant t

o be

em

ploy

ed b

y a

com

pany

lo

cate

d t

heir

hom

etow

n (in

201

7) :

65%

Ra

te o

f com

pani

es t

hat h

ave

a lim

ited

are

a em

ploy

men

t:19.

4% (*

)

Rate

of c

ompa

nies

tha

t hav

e a

area

-spe

cific

em

ploy

men

t sy

stem

: :9.

4% (*

)

Prom

ote

per

man

ent

wor

ker

empl

oym

ent

of y

oung

peo

ple

who

are

inv

olun

taril

y n

on-p

erm

anen

t w

orke

rs

Supp

ort

for

empl

oym

ent

and

inde

pend

ence

for

high

sch

ool d

rop

-out

s

Empl

oym

ent

supp

ort f

or

the

empl

oym

ent i

ce a

ge

gen

erat

ion

[Pac

kage

d su

ppor

t to

bec

ome

a pe

rman

ent

wor

ker]

Add

sem

inar

s, e

mpl

oym

ent s

uppo

rt, a

nd s

ubsid

y m

enu

[Pro

mot

e pa

ralle

l ru

nnin

g-t

ype

child

/you

th l

ocal

sup

port

pac

kage

]

Prom

ote

vario

us

empl

oym

ent

oppo

rtun

ities

Re

sult

s o

f th

e

dis

cu

ssio

n

gro

up

Revi

se

the

guid

elin

e

Req

uest

to

the

busi

ness

com

mun

ity

Colla

bora

tive

pro

ject

for

supp

orti

ng lo

cal r

ecru

itmen

t ac

tivi

ties

Est

ab

lish

a

loc

al

mo

de

l to

pro

vid

e e

du

ca

tio

n

co

nsu

lta

tio

n

an

d s

up

po

rt

Cont

inuo

us s

uppo

rt s

yste

mEs

tabl

ish

a lo

cal m

ode

Cond

uct

a m

easu

re fo

r ret

urni

ng w

orke

rs to

loca

l are

as

usin

g in

tern

ship

by

loca

l com

pani

esPr

omot

e ne

cess

ary

mea

sure

s ba

sed

on t

he o

pera

tiona

l re

view

of

the

busi

ness

Cons

ider

the

rev

isio

n of

the

Act

on

the

Pro

mo

tion

of t

he E

mp

loym

ent

of Y

oung

Peo

ple

Fu

rth

er

pro

mo

te t

he

loca

l em

plo

ym

en

t o

f yo

un

g w

ork

ers

as

a p

erm

an

en

t w

ork

er

Esta

blish

a

syst

em t

o su

ppor

t lo

cal e

mpl

oym

ent

for

new

gr

adua

tes

usin

g jo

b-p

lace

men

t ce

nter

s fo

r ne

w g

radu

ates

Dis

sem

inat

e la

bor-

rela

ted

law

s

Act

ive

ly u

se t

he

ed

uca

tion

p

rog

ram

s a

nd

th

e p

ort

al s

ite f

or

lab

or-

rela

ted

law

sFu

rthe

r pr

omo

te m

easu

res

to d

isse

min

ate

and

lea

rn la

bor-

rela

ted

law

sEn

han

ce a

nd

dis

sem

inat

e th

e h

otl

ine

to c

ons

ult

abo

ut w

ork

ing

con

diti

on

s

En

ha

nce

an

d d

isse

min

ate

ed

uca

tion

p

rog

ram

s a

nd

a p

ort

al s

ite

ab

out

lab

or-

rela

ted

law

s fo

r st

uden

ts

64

[Cha

llen

ges

from

the

wor

kers

’ vi

ewp

oint

]

The

job

switc

hing

rat

e an

d ac

cess

ion

rate

of g

ener

al

wor

kers

is lo

w.

•G

ener

al w

orke

rs: 8

.5%

; par

t tim

ers:

17.

2% (i

n 20

15)

Ther

e ar

e va

rious

bar

riers

for

wor

kers

who

pla

n to

sw

itch

a jo

b.•

Man

y of

bot

h m

ale

and

fem

ale

wor

kers

say

that

“Th

ere

is o

nly

a fe

w

com

pani

es t

o be

app

lied”

and

“I a

m co

ncer

ned

abou

t a n

ew w

ork

plac

e”. A

ddit

iona

lly, “

Dec

linin

g sa

lary

” is

a m

ajor

issu

e fo

r mal

e w

orke

rs a

nd “

Insu

ffici

ent s

kill”

is fo

r fe

mal

e w

orke

rs (i

n 20

16)

Com

pani

es t

hat

have

exp

erie

nce

to

empl

oy m

iddl

e-

and

old

-age

d w

orke

rs t

end

to b

e in

tere

sted

in

empl

oyin

g th

em a

gain

, but

com

pani

es t

hat

have

no

such

exp

erie

nce

tend

to

have

less

inte

rest

. •

Inte

rest

of c

ompa

nies

to

empl

oy m

iddl

e-a

nd o

ld-a

ged

wor

kers

<E

xper

ien

ced

or

not>

•Ex

peri

ence

d: 6

6.1%

; No

expe

rien

ce: 3

4.9%

(in

2013

)

In th

e jo

b sw

itchi

ng m

arke

t, t

he o

lder

a jo

b se

eker

is,

the

hard

er h

e/sh

e sw

itche

s th

e jo

b or

the

low

er

his/

her

sala

ry in

a n

ew c

ompa

ny is

.•

Job

switc

hing

rat

e by

age

(No.

of

job

switc

hers

or

new

ly e

mpl

oyed

/No.

of

per

man

ent

wor

kers

as o

f Jan

uary

1) i

s lo

wer

as

the

age

cate

gory

is

high

er.

(25

to 3

4 yr

s. ol

d: 7

.1%

; 35

to 4

4 yr

s. o

ld:

4.3%

; 45

to 5

4 yr

s. o

ld: 3

.2%

; 55

to

64 y

rs. o

ld: 3

.6%

; 6

5 yr

s. o

ld o

r old

er: 1

.9%

) (in

201

5)•

Whe

n w

e lo

ok a

t the

sal

ary

leve

l, th

e ol

der

the

age

cate

gory

is,

the

high

er t

he r

atio

of p

eopl

e w

hose

sal

ary

decl

ines

aft

er jo

b sw

itchi

ng.

(40

to 4

9yr

s. o

ld: 2

8%; 5

0 to

59

yrs.

old:

33%

; 60

yrs.

old

or o

lder

: 61

%)

(in 2

015)

Alth

ough

the

em

plo

ymen

t co

nditi

on h

as s

tead

ily

impr

oved

in g

ener

al,

we

see

imba

lanc

e in

som

e ar

eas,

le

adin

g to

mis

mat

chin

g.

•A

ctiv

e op

enin

g ra

tio e

xcee

ds o

ne in

all

the

pref

ectu

res

(as o

f Jan

uary

20

17).

•A

ctiv

e op

enin

g ra

tio b

y ty

pe o

f job

: 7.

13 ti

mes

in M

aint

enan

ce; 3

.66

tim

es in

Con

stru

ctio

n/M

inin

g; 3

.50

times

in C

arin

g; 3

.21

times

in

Serv

ice

(as

of J

anua

ry 2

017)

[Dire

ctio

n of

futu

re a

ctio

ns]

For e

xpan

ding

job

sw

itchi

ng a

nd r

e-e

mp

loym

ent

oppo

rtun

ities

, it

is im

por

tant

to

esta

blis

h a

flex

ible

lab

or m

arke

t an

d co

mp

any

prac

tice

that

are

no

t to

the

dis

adva

ntag

e of

job

switc

hing

. W

e w

ill p

rep

are

a gu

idel

ine

to p

rom

ote

div

ersi

fied

sel

ectio

n cr

iteri

a re

gar

dles

s o

f age

and

exp

and

the

empl

oym

ent

oppo

rtun

ities

, as

wel

l as

inte

nsiv

ely

give

sup

port

to

the

job

switc

hing

fro

m t

he m

atur

ed in

dust

ries

to g

row

ing

ind

ustr

ies.

A

dditi

onal

ly,

we

will

sup

port

man

agem

ent

refo

rm o

f an

d lo

cal r

etur

n of

wor

kers

to

loca

l co

mp

anie

s by

ope

nin

g a

spec

ific

sec

tion

in

a jo

b-pl

acem

ent

cent

er f

or t

he p

urpo

se o

f sup

port

ing

the

job

mat

chin

g to

hig

her

empl

oym

ent

abso

rbin

g in

dust

ries.

We

will

als

o m

ake

eff

orts

to

visu

aliz

e th

e vo

catio

nal

capa

bilit

y an

d w

orkp

lace

inf

orm

atio

n.

[Spe

cific

Mea

sure

s](E

stab

lish

a gu

idel

ine

to e

xpan

d op

port

uniti

es

for

peop

le w

ho w

ish

to s

witc

h th

e jo

b or

is r

e-e

mpl

oyed

)•

For

div

ersi

fyin

g th

e se

lect

ion

cri

teri

a an

d e

xpan

din

g th

e em

plo

ymen

t op

port

uni

ty r

egar

dle

ss o

f age

, we

will

est

ablis

h a

gu

ide

line

to e

nco

urag

e th

e ac

cep

tan

ce

of

job

sw

itch

ers

and

mak

e a

req

ues

t to

the

bu

sin

ess

com

mu

nit

y. W

e w

ill a

lso

su

ppor

t a

colla

bo

rati

ve p

ract

ical

pro

gram

bet

wee

na

pri

vate

co

mp

any

and

a

un

iver

sity

by

pre

par

ing

a gu

ideb

oo

k o

n in

tern

ship

for

peo

ple

wh

o w

ish

to

swit

ch a

job

or

be r

e-e

mp

loye

d, a

s w

ell a

s su

ppor

t th

e ac

cep

tin

g em

plo

yers

.(J

ob s

witc

hin

g s

uppo

rt t

o gr

owin

g in

dust

ries)

•W

e w

ill s

up

po

rt p

riva

te c

om

pan

ies

that

est

ablis

h fa

ir e

valu

atio

n a

nd

trea

tmen

t ru

les

for

job

swit

cher

s, o

r st

art

emp

loyi

ng m

iddl

e-an

d o

ld-a

ge p

eop

le ,

or

exp

and

th

e em

plo

ymen

t o

f jo

b s

wit

cher

s o

r th

e re

-em

plo

ymen

t, a

nd

impr

ove

th

e p

rodu

ctiv

ity.

We

will

als

o e

xpan

d a

su

ppo

rt t

o co

mpa

nie

s th

at r

aise

th

e sa

lary

of

job

sw

itch

ers

wh

o m

ove

d t

o a

gro

win

g in

dust

ry f

rom

a m

atu

red

indu

stry

. •

If a

per

son

wh

o r

ecei

ved

th

e u

nem

plo

ymen

t in

sura

nce

ben

efit

suc

ceed

to

be

re-e

mp

loye

d e

arlie

r b

ut

his

/her

sal

ary

is d

ow

n, w

e w

ill p

ay t

he

amo

un

t eq

uiv

alen

t to

su

ch r

edu

ced

sal

ary

up

to

six

mon

ths

from

th

e jo

b s

tart

er a

llow

ance

un

der

th

e U

nem

plo

ymen

t In

sura

nce

. (G

ive

hum

an r

esou

rce

supp

ort

to lo

cal S

MEs

and

sup

port

the

job

mat

chin

g to

hig

her

emp

loym

ent

abso

rbin

g in

dust

ries)

•W

e w

ill c

hec

k th

e in

suff

icie

nt

wo

rker

are

as b

y ty

pe

of

job,

an

d a

lso

und

erst

and

a m

id-t

erm

tre

nd

.•

We

will

pro

vid

e a

sup

po

rt a

t p

rofe

ssio

nal

hu

man

res

ourc

e st

rate

gy c

ente

rs in

eac

h p

refe

ctu

re f

or

man

agem

ent

refo

rm a

nd

acce

pta

nce

of p

eopl

e in

th

e m

etro

po

litan

are

a o

r d

ou

ble

wo

rker

s at

loca

l SM

Es.

•W

e w

ill o

pen

a s

pec

ific

co

mp

reh

ensi

ve s

ecti

on

in jo

b-p

lace

men

t ce

nte

rs lo

cate

d in

a p

lace

th

at n

eed

s to

hav

e m

ore

job

see

kers

, an

d s

uppo

rt t

he

job

mat

chin

g in

co

llab

ora

tio

n w

ith

ind

ust

ry a

sso

ciat

ion

s. W

e w

ill a

lso

en

han

ce t

he

colla

bo

rati

on

wit

h b

usin

ess

grou

ps

and

dis

sem

inat

e in

form

atio

n o

n su

ch a

ctiv

itie

s in

the

se

con

dm

ent/

tran

sfer

co

ord

inat

ion

bu

sin

ess

at

the

Ind

ustr

ial E

mp

loym

ent

Stab

iliza

tio

n C

ente

r.(V

isua

lizat

ion

of v

ocat

iona

l ca

pabi

lity

and

wor

k pl

ace

info

rmat

ion)

•W

e w

ill e

stab

lish

a r

esea

rch

gro

up

th

at c

heck

s an

d d

iscu

sses

var

iou

s vo

cati

on

al in

form

atio

n s

uch

as

the

det

ails

of

job

s, r

equ

ired

kn

owle

dge

, cap

abili

ty, a

nd

sk

ill o

f th

e jo

b, a

nd

th

e av

erag

e in

com

e, p

arti

cula

rly

abo

ut

gro

win

g in

dus

trie

s su

ch a

s A

I, in

co

llab

ora

tio

n w

ith

con

cern

ed m

inis

trie

s/ag

enci

es a

nd

pri

vate

en

titi

es, a

nd

th

en p

rep

are

a si

te (

Jap

anes

e ve

rsio

n O

-Net

) th

at c

an c

om

pre

hen

sive

ly p

rovi

de

info

rmat

ion

incl

ud

ing

the

req

uir

ed q

ual

ific

atio

n. A

t th

e sa

me

tim

e,

we

will

als

o c

reat

e a

on

e-st

op

sit

e w

ith

wh

ich

peo

ple

can

ch

eck

the

info

rmat

ion

on

corp

ora

tio

ns

wh

ere

wo

men

an

d y

oun

g pe

op

le c

anac

tive

ly p

arti

cipa

te a

nd

w

ork

.•

We

will

mak

e an

est

imat

e o

f th

e su

pp

ly-d

eman

d tr

end

of w

ork

ers

of

wh

ich

dem

and

is e

xpec

ted

to

incr

ease

, an

d c

lari

fy t

he

req

uir

edca

pab

ility

an

d sk

ills.

We

will

als

o f

ully

rev

ise

the

IT s

kill

crit

eria

to

fu

lfill

th

e re

qu

irem

ents

of

new

typ

es o

f w

ork

ers

and

tech

nolo

gies

tha

t ar

e ex

pec

ted

to

be

a m

ain

stre

am s

uch

as

data

an

alys

is b

y th

e en

d o

f FY

201

7•

We

will

exp

and

th

e sk

ill t

est

to jo

b t

ypes

in h

igh

er e

mp

loym

ent

abso

rbin

g in

du

stri

es a

nd

red

uce

the

tes

t fe

e fo

r yo

ung

peo

ple

.

2017

2018

2019

2020

2021

2022

2023

20

24

2025

2026

2027

or

late

rIn

dic

ato

rs

Incr

ease

th

e n

um

ber

of

youn

g pe

ople

who

p

arti

cip

ate

in t

he s

kill

test

s by

10%

from

201

6 (t

o 20

20).

Incr

ease

the

emp

loym

ent

rate

of j

ob s

witc

hers

and

the

n

ewly

em

plo

yed

to 9

% (

of

the

gene

ral

wor

kers

exc

ept

for

par

t ti

mer

s) b

y 20

18

(8

.5%

in 2

015)

Incr

ease

the

nu

mb

er o

f co

nsul

tati

on c

ases

at

pro

fess

ion

al h

um

an r

eso

urc

e st

rate

gic

cent

ers t

o 50

,000

b

y 2

02

0.

FYM

easu

res

Item

8.

Su

pp

ort

fo

r Jo

b S

witc

hing

to

an I

ndus

try

with

Hig

h Em

plo

ymen

t A

bsor

bing

Pow

er a

nd R

eem

plo

ymen

t, H

uman

Res

ourc

e D

evel

opm

ent,

and

Enh

ance

me

nt o

f Ed

ucat

ion

not

to F

ix th

e Ec

ono

mic

Gap

(17

) Est

ab

lish

men

t of g

uid

elin

es fo

r in

crea

sin

g jo

b s

wit

chin

g an

d em

plo

ymen

t op

por

tun

itie

s fo

r peo

ple

wis

hing

to b

e re

-em

plo

yed,

supp

ort o

f acc

epti

ng

emp

loye

rs, a

nd

visu

aliz

atio

n o

f vo

cati

onal

cap

abili

ty a

nd w

ork

pla

ce in

form

atio

n

Ev

alu

ate

an

d r

ev

iew

ba

sed

on

th

e P

DC

A c

ycl

eEx

pand

sub

sidi

esSu

ppor

t job

switc

hing

to

grow

ing in

dustr

ies

<<In

ten

sive

su

pp

ort

per

iod

to

pro

mo

te jo

b s

wit

chin

g to

gro

win

g co

mp

anie

s>>

Supp

ort

the

empl

oym

ent

of p

rofe

ssio

nal

wor

kers

in

the

met

ropo

litan

ar

ea l

ocal

SM

Es w

ith a

ssist

ance

fro

m

prof

essio

nal

hum

an

reso

urce

str

ateg

ic

cen

ters

Rev

ise

as n

eces

sary

bas

ed o

n t

he

eval

uat

ion

of

mea

sure

s an

d c

onti

nue

pro

mot

ing

nec

essa

ry m

easu

res

Give

a hu

man

res

ource

su

ppor

t to

loca

l SM

Es, a

nd p

rom

ote

the

job m

atch

ing t

o high

er

emplo

ymen

t ab

sorb

ing

indu

strie

sFo

r se

con

dmen

t/tr

ansf

er

busin

ess,

es

tabl

ish

a s

yste

m t

o co

llabo

rate

wit

h th

e bu

sines

s g

roup

s, e

nha

nce

the

info

rmat

ion

co

llect

ion

capa

bilit

y, a

nd d

issem

inat

e in

form

atio

n on

su

ch a

ctiv

ities

Rev

ise

dep

endi

ng o

n th

e pr

ogre

ss

Esta

blish

a d

edic

ated

com

preh

ensiv

e sec

tion

for h

iring

wor

kers

and

prov

iding

serv

ices

Esta

blis

h a

guid

elin

e to

in

crea

se e

mpl

oym

ent

of

job

swit

chin

g an

d re

-em

ploy

men

t

Revi

se d

epen

ding

on

the

prog

ress

Req

uest

to

the

busi

ness

com

mun

ityEs

tab

lish

a

guid

elin

eD

iscu

ssio

n

Mee

tin

g Prep

are

an in

tern

ship

gu

ideb

ook

for j

ob s

wit

chin

g an

d re

-em

plo

ymen

t, a

nd

sup

port

acc

eptin

g em

ploy

ers

Cons

ider

furt

her

mea

sure

s de

pen

ding

on

the

pro

gres

s

Dev

elop

an

envi

ronm

ent t

o pr

omot

e th

e “V

isual

izatio

n” o

f voc

atio

nal c

apab

ility

Rev

ise

dep

end

ing

on

th

e im

ple

men

tati

on

sta

tus

Vis

ualiz

e vo

catio

nal

capa

bilit

y an

d w

ork

pla

ce in

form

atio

n

Star

t the

stu

dy g

roup

Rese

arc

h/an

alys

isD

esig

n an

d de

velo

p a

DB

Star

t th

e op

erat

ion

ofth

e Ja

pane

se O

-NE

TU

pd

ate

and

rev

ise

the

dat

a b

ased

on

th

e o

pera

tio

nal

sta

tus

Up

dat

e an

d r

evis

e th

e d

ata

bas

ed o

n t

he

ope

rati

on

al s

tatu

sEs

tabl

ish

a co

mpr

ehen

sive

wor

kpla

ce

info

rmat

ion

prov

ision

sit

e

Rev

ise

dep

end

ing

on

th

e o

per

atio

nal

sta

tus

Cla

rify

ca

pa

bili

tie

s a

nd

sk

ills

req

uir

ed

by

th

e in

du

stri

al

wo

rld

an

d e

stim

ate

th

e s

up

ply-

dem

and

tren

d of

hum

an

reso

urc

es

as

a r

esu

lt o

f th

e f

ou

rth

in

du

stri

al

rev

olu

tio

n

by

th

e h

um

an

re

sou

rce

de

ve

lop

me

nt

co

nfe

ren

ce

, a

nd

p

rom

ote

th

e h

um

an

re

sou

rce

de

ve

lop

me

nt

an

d e

du

ca

tio

n t

o r

esp

on

d t

o t

he

fo

urt

h in

du

stri

al

rev

olu

tio

n

65

2017

2018

2019

2020

2021

2022

2023

2024

2025

20

26

2027

or

late

rIn

dic

ato

rs

Rais

e a

perc

enta

ge

of s

tude

nts

with

lo

w in

com

e ho

useh

old

who

go

to h

igh

leve

l sc

hool

s

FYM

easu

res

[Dire

ctio

n of

futu

re a

ctio

ns]

We

will

pro

vide

an

envi

ronm

ent

whe

re a

ll th

e ch

ildre

n c

an g

o to

a h

igh

scho

ol,

voca

tiona

l sch

ool

or u

nive

rsity

reg

ardl

ess

of t

heho

useh

old

econ

omic

con

ditio

n. A

s Ja

pan

has

ratif

ied

the

Inte

rnat

iona

l Co

vena

nts

on H

uman

Rig

hts

that

pre

scrib

e to

gra

dual

ly p

rovi

de a

hig

her

educ

atio

n fr

ee

of c

harg

e, w

ith f

indi

ng s

uffic

ien

t fin

anci

al r

esou

rces

, w

e w

ill p

rom

ote

a m

easu

re t

o m

itig

ate

the

econ

omic

bur

den

inc

urre

d b

y a

hous

ehol

d du

e to

a

high

er e

duca

tion,

and

sup

port

all

the

child

ren

who

wis

h to

rece

ive

a hi

gher

edu

catio

n.

We

will

enh

ance

the

sch

olar

ship

pro

gram

suc

h as

es

tabl

ish

ing

a be

ne

fit-t

ype

non

-rep

ayab

le s

cho

lars

hip,

as

wel

l as

prov

ide

a co

ntin

uous

fina

ncia

l sup

por

t fr

om th

e ch

ildh

ood

to t

he h

ighe

r e

duca

tion

. A

t the

sam

e tim

e, w

e w

ill e

xpan

d ve

stm

ents

in c

hild

ren

who

lead

the

futu

re b

y so

lvin

g a

achi

evem

ent

prob

lem

due

to

pove

rty

at t

he

co

mp

uls

ory

ed

ucat

ion

peri

od,

and

prep

are

an e

duc

atio

nal

envi

ronm

ent

whe

re t

he e

cono

mic

gap

is n

ot f

ixed

and

ev

eryo

ne h

as a

n op

port

unity

[Spe

cific

Mea

sure

s]

(Cre

ate

a be

nefit

-typ

e sc

hola

rshi

p pr

ogra

m)

•W

e w

ill c

rea

te a

ben

efit

-typ

e sc

hola

rshi

p an

d gr

ant

¥20

,000

to ¥

40,0

00 p

er m

ont

h to

20,

000

stud

ents

in

low

inco

me

hous

ehol

ds

wh

o r

ece

ive

a

high

er e

duca

tion

depe

ndin

g on

the

nat

ure

of s

choo

l (pu

blic

or

priv

ate)

or

the

livin

g pl

ace

(go

to s

choo

l fro

m h

ome

or lo

dgin

g).

For

stu

dent

s w

hose

hou

seh

old

econ

omic

con

ditio

n is

ext

rem

ely

sev

ere,

we

will

sta

rt t

he p

rogr

am in

adv

ance

in F

Y 20

17 w

ith f

ull-

fled

ged

im

ple

men

tatio

n fo

r st

uden

ts w

ho e

nter

a s

choo

l in

FY 2

018.

•Fo

r th

e ze

ro-in

tere

st s

chol

arsh

ip,

we

will

sol

ve t

he p

robl

em t

hat

qual

ified

stu

den

ts c

anno

t re

ceiv

e it,

and

sub

stan

tially

rem

ove

the

achi

evem

ent

crite

ria

to s

tude

nts

of

whi

ch h

ouse

hol

d is

low

inco

me,

allo

win

g al

l the

chi

ldre

n w

ho n

eed

a sc

hola

rshi

p to

rec

eiv

e th

e sc

hola

rshi

p.

•Fo

r th

e re

pay

men

t of

len

ding

-typ

e sc

hola

rshi

p, w

e w

ill in

trod

uce

a sy

stem

to

link

the

rep

aym

ent

amo

unt

with

the

inc

ome

lev

el a

fter

gr

adua

ting

the

scho

ol f

or s

tude

nts

who

en

ter

a sc

hool

in

and

afte

r FY

201

7, a

nd e

xten

d th

e re

pay

men

t am

ount

red

uctio

n sy

stem

to

gra

du

ate

s w

ho h

ave

alre

ady

sta

rted

the

rep

aym

ent,

sig

nific

antly

red

ucin

g th

e re

pay

men

t bu

rden

.

(Miti

gate

the

ed

ucat

ion

cost

bur

den

)•

We

will

als

o m

ake

effo

rts

to m

itig

ate

the

educ

atio

n co

st b

urde

n by

pro

vidi

ng t

he c

hild

hood

edu

catio

n fr

ee o

f cha

rge

grad

ually

with

ens

urin

g su

ffic

ien

t fin

anci

al r

esou

rces

, gr

antin

g be

nef

its t

o st

uden

ts o

f bo

th p

ublic

and

priv

ate

scho

ol d

urin

g th

e co

mpu

lsor

y ed

ucat

ion

peri

od a

nd

scho

lars

hip

bene

fits

to h

igh

scho

ol s

tude

nts,

and

red

ucin

g/ex

emp

ting

a tu

ition

of

a un

iver

sity

.

(Enh

ance

me

nt o

f ed

ucat

iona

l en

viro

nmen

t to

en

sure

a c

erta

in l

evel

of

achi

evem

ent

)•

We

will

sol

ve t

he a

chie

vem

ent

prob

lem

due

to

pove

rty

by im

prov

ing

the

scho

ol t

each

ing

capa

bilit

y an

d th

e qu

ality

of t

each

ers,

and

colla

bora

ting

with

the

loc

al c

omm

unity

and

sch

ools

. W

e w

ill a

lso

impr

ove

clas

ses

for

impr

ovin

g th

e qu

ality

of

know

led

ge a

nd u

nder

stan

ding

ac

hiev

ed b

y ch

ildre

n,

ensu

ring

a ce

rtai

n le

vel

of

achi

evem

ent

at th

e el

emen

tary

and

sec

onda

ry e

duc

atio

n st

age

and

rais

ing

lea

rnin

g m

otiv

atio

n am

ong

child

ren.

Item

8. S

uppo

rt f

or J

ob S

witc

hing

to

an I

ndus

try

with

Hig

h Em

ploy

men

t A

bsor

bing

Pow

er a

nd R

eem

ploy

men

t, H

uman

Res

ourc

e D

evel

opm

ent,

and

Enh

ance

men

t of

Edu

catio

n no

t to

Fix

the

Econ

omic

Gap

(18

) D

evel

op

men

t of E

du

cati

ona

l En

viro

nmen

t Wh

ere

Ever

yon

e H

as a

Op

port

uni

ty in

Ed

uca

tion

Su

ch a

s th

e C

rea

tio

n o

f Ben

efit

-Typ

e Sc

hol

arsh

ip (

Par

t 1)

Mit

igat

e th

e ed

ucat

ion

cost

bu

rde

n

Impr

ove

the

educ

atio

n en

viro

nmen

tto

ens

ure

a ce

rtai

n le

ve

l o

f a

chie

vem

en

t

Enh

an

ce t

he

ed

uca

tio

n e

nvi

ron

me

nt

such

as

imp

rovi

ng

the

sch

ool t

eac

hin

g ca

pa

bilit

y a

t th

e e

lem

en

tary

an

d s

eco

nd

ary

sch

oo

l sta

ge

an

d t

he

qu

ali

ty o

f te

ach

ers

in c

oll

abo

rati

on

be

twe

en

a u

niv

ers

ity

an

d t

he

bo

ard

of e

du

cati

on

Mit

iga

te t

he

ed

uca

tio

n c

ost

bu

rde

n(G

rad

ua

lly I

ntr

od

uce

a fr

ee

of

cha

rge

ch

ildh

oo

d

ed

uca

tion

, g

ran

t b

en

efit

s to

stu

de

nts

of

bo

th p

ub

lic a

nd

priv

ate

sch

oo

ls d

urin

g th

e co

mpu

lsor

y e

du

catio

n p

erio

d a

nd

sch

ola

rsh

ip b

en

efit

s to

hig

h s

cho

ol

stu

de

nts

, a

nd

red

uce

/exe

mp

t a

tuiti

on

of

a u

niv

ers

ity)

Star

t the

sys

tem

in

adva

nce

for

stud

ents

of

whi

ch

hous

ehol

d ec

onom

ic

cond

ition

is

extr

emel

y se

vere

Full

-fle

dge

d im

ple

men

tati

onC

he

ck t

he

pro

gres

s an

d r

evis

e as

nec

ess

ary

Solv

e a

prob

lem

tha

t qu

alifi

ed

stud

ents

can

not

rec

eive

the

sc

hola

rshi

p.

Rem

ove

the

achi

evem

ent

crit

eria

Gra

nt t

o al

l the

qua

lifie

d st

uden

ts

Star

t th

e sy

stem

Rev

ise

as n

eces

sary

dep

endi

ng o

n th

e op

erat

iona

l st

atus

Cre

ate

a

ben

efit

-typ

e sc

ho

lars

hip

p

rogr

am

[Inc

rea

se z

ero

-int

eres

t sc

hola

rshi

p]

[In

tro

du

ce a

sy

ste

m t

o l

ink

th

e r

ep

ay

me

nt

am

ou

nt

wit

h i

nco

me

le

ve

l]

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ate

a be

nefit

-typ

e sc

hola

rshi

p pr

ogra

m]

[Ch

all

en

ges

fro

m t

he

wo

rke

rs’ v

iew

po

int]

Wis

h t

o r

ece

ive

ed

uca

tio

n r

ega

rdle

ss o

f th

e

ho

use

ho

ld e

con

om

ic c

on

dit

ion

R

ate

of

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h s

cho

ol g

rad

uate

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ho

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niv

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ty (b

y h

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old

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me

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ore

than

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mill

ion>

: 62

.4%

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mill

ion

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wer

> 27

.8%

R

ate

of

hig

h s

cho

ol g

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uate

s w

ho

go

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iver

sity

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y ty

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use

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<Tot

al>

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ecur

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on

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ome>

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od

gin

g>

¥17

3 K

St

uden

ts w

ho a

re q

ualif

ied

but

not

hav

e re

ceiv

ed a

zer

o-in

tere

st

scho

lars

hip:

app

roxi

mat

ely

24 K

(in

2016

)

In a

sit

ua

tio

n w

he

re t

he

re

lati

ve p

ove

rty

rati

o

de

clin

es

tha

t in

dic

ate

s th

e e

con

om

ic g

ap

, e

du

cati

on

ca

n p

lay

an

imp

ort

an

t ro

le t

o

pre

ven

t fi

xin

g th

e e

con

om

ic g

ap

be

yon

d t

he

ge

ne

rati

on

s.

Rela

tive

pov

erty

rate

: 10

.1%

(in

2009

) to

9.9%

(in

2014

)Re

lati

ve p

over

ty ra

te o

f chi

ldre

n: 9

.9%

(in

2009

) to

7.9%

(in

2014

)

Life

-tim

e sa

lary

by

acad

emic

back

grou

nd (M

ale,

by

reti

rem

ent,

incl

udin

g th

e re

tire

men

t allo

wan

ce)

<Uni

vers

ity/

Gra

duat

e Sc

hool

>¥

320

.3 m

illio

n

<Hig

h Sc

hool

> ¥2

44.9

mill

ion

A

chie

vem

ent

leve

l of s

tude

nts

at th

e 6th

grad

e o

f ele

me

nta

ry

scho

ol (A

vera

ge %

of c

orre

ct a

nsw

er b

y ho

useh

old

inco

me

leve

l><¥

15 m

illio

n or

hig

her>

Jap

anes

e A

(75.

5%);

Mat

h A

(85.

6%)

<Les

s th

an ¥

2 m

illio

n> J

apan

ese

A (5

3.0%

); M

ath

A (6

7.2%

)

(Fre

e o

f ch

arge

ch

ildh

oo

d

edu

cati

on

)Se

con

d c

hild

in a

ho

use

ho

ld o

f w

hic

h lo

cal i

nco

me

tax

is n

on

taxa

ble

, an

d r

edu

ce t

he

bu

rden

incu

rred

by

ho

use

ho

lds

of

wh

ich

an

nu

al in

com

e is

less

th

an ¥

3.6

mill

ion

66

2017

2018

2019

2020

2021

2022

20

23

2024

2025

20

26

2027

or

late

rIn

dic

ato

rs

Co

ver

all t

he

elem

enta

ry

and

jun

ior

hig

h sc

ho

ol

zone

s by

FY

2022

to

pro

mo

te t

he

loca

l-sc

ho

ol

colla

bora

tion

act

iviti

es.

Esta

blis

h a

Fre

e-of

-ch

arge

pr

epar

ator

y sc

hool

s in

5,0

00

jun

ior

hig

h s

cho

ol

zone

s by

the

end

of F

Y 2

01

9, a

nd

exp

and

su

ppo

rt

to h

igh

scho

ol s

tude

nts

nat

ion

wid

e.

By 2

020,

rai

se t

he

per

cen

tage

of

tru

ants

in

elem

enta

ry a

nd ju

nior

h

igh

sch

oo

ls w

ho

rec

eive

co

nsu

ltat

ion

at s

cho

ol o

r ot

her

plac

es t

o th

e le

vel

that

is e

xpec

ted

to sa

tisfy

th

e ne

eds

for

cons

ulta

tion

by

all t

he

tru

ants

wh

o

wis

h t

o r

ecei

ve it

(a

ppro

xim

atel

y 80

.0%

that

is

est

imat

ed b

ased

on

th

e su

rvey

in F

Y 20

14).

(73.1

%

in F

Y 2

01

5)

FY

Mea

sure

s

[Ch

all

en

ges

fro

m t

he

wo

rke

rs’ v

iew

po

int]

Wa

nt t

o p

reve

nt

gen

era

tin

g a

n

eco

no

mic

ga

p d

ue

to t

rua

ncy

or

dro

pp

ing

ou

t

Jobs

of h

igh

scho

ol d

ropo

uts

(in 2

012)

41.6

% o

f the

hig

h sc

hool

dro

pout

s w

ork

as a

job

-ho

ppin

g pa

rt t

imer

. Th

e ra

te o

f per

man

ent

emp

loye

e is

onl

y 7.

7%.

St

uden

ts w

ho w

ere

trua

nt t

end

to h

ave

a pr

oble

m

in s

choo

ling

and

wor

king

.

The

perc

enta

ge o

f stu

den

ts w

ho w

ere

trua

nt a

t th

e th

ird g

rade

of

juni

or h

igh

scho

ol a

nd: g

o to

a h

igh

scho

ol i

s 85

.1%

(G

ener

al:

98.7

%);

dro

p ou

t a

high

sc

hool

: 14

.0%

(Gen

eral

: 1.

4%);

go

to a

uni

vers

ity :

22

.8%

(G

ener

al:

54.7

%);

are

nei

ther

in

educ

atio

n no

r em

plo

ymen

t: 1

8.1%

(G

ener

al:

7.0%

)

[Sp

ecif

ic M

easu

res]

(Dev

elo

p a

n e

nvi

ron

men

t to

su

pp

ort

lea

rnin

g b

y ch

ild

ren

by

the

enti

re s

oci

ety)

•W

e w

ill r

evis

e la

ws

to p

rep

are

an

en

viro

nm

ent f

or

loca

l-sc

ho

ol c

olla

bo

rati

on

to a

llo

w th

at a

ll th

e ch

ild

ren

ca

n p

urs

ue

thei

r o

wn

dre

am

reg

ard

less

of h

ou

seh

old

eco

no

mic

co

nd

itio

n. W

e w

ill a

lso

incr

ease

lo

cal

pre

pa

rato

ry s

cho

ols

to s

up

po

rt le

arn

ing

free

of

cha

rge

in p

rin

cip

le ,

an

d p

rovi

de

a le

arn

ing

sup

po

rt a

fter

sc

ho

ol a

nd

Sa

turd

ays

. W

e w

ill u

se a

lib

rary

to fi

ll th

e re

ad

ing

gap

, an

d p

rom

ote

a v

isit

ing

-sty

le h

om

e ed

uca

tio

n s

up

po

rt a

ctiv

ity.

(Gu

ara

nte

e o

pp

ort

un

ity

in e

du

cati

on

to

tru

an

t stu

den

ts i

n a

ele

men

tary

an

d ju

nio

r h

igh

sch

oo

ls )

•B

ase

d o

n t

he

Act

to

Gu

ara

nte

e O

pp

ort

un

ity

in E

du

cati

on

tha

t wa

s en

act

ed in

Dec

emb

er 2

01

6, w

e w

ill

incr

ease

the

nu

mb

er o

f sc

ho

ol c

ou

nse

llor

s a

nd

sch

ool

so

cial

wo

rker

s, e

xpa

nd

the

esta

bli

shm

ent o

f ed

uca

tio

n s

up

po

rt c

ente

rs n

ati

on

wid

e, a

nd

en

ha

nce

the

edu

cati

on

co

nsu

ltat

ion

ca

pab

ility

. W

e w

ill a

lso

give

a s

up

po

rt to

ch

ild

ren

wh

o s

tud

y a

t th

e o

uts

ide

of t

he

sch

oo

l su

ch a

s a

free

sch

oo

l an

d e

sta

blis

h a

n

igh

t-h

ou

r ju

nio

r h

igh

sch

oo

l.

Item

8. S

uppo

rt f

or J

ob S

witc

hing

to

an I

ndus

try

with

Hig

h Em

ploy

men

t A

bsor

bing

Pow

er a

nd R

eem

ploy

men

t, H

uman

Res

ourc

e D

evel

opm

ent,

and

Enh

ance

men

t of

Edu

catio

n no

tto

Fix

the

Econ

omic

Gap

(18

) D

evel

op

men

t of E

du

cati

ona

l En

viro

nmen

t Wh

ere

Ever

yon

e H

as a

Op

port

uni

ty in

Ed

uca

tion

Su

ch a

s th

e C

rea

tio

n o

f Ben

efit

-Typ

e Sc

hol

arsh

ip (

Par

t 2)

Dev

elop

an

envi

ronm

ent

to

supp

ort

lea

rnin

g by

chi

ldre

n b

y th

e en

tire

soci

ety

Hol

d a

mee

ting

to

expl

ain

law

s an

d sy

stem

s Enh

ance

a le

arn

ing

sup

po

rt in

coo

pera

tio

n w

ith

loca

l com

mu

nit

y(f

ree-

of-

char

ge lo

cal p

rep

arat

ory

sch

ools

, aft

er-s

choo

l cla

ss f

or c

hild

ren

, act

ivit

ies

to f

ill t

he r

ead

ing

gap

)

Cons

ider

and

con

duct

add

ition

al a

ssist

ance

to

syst

ems

and

finan

cial

reso

urce

s ba

sed

on th

e fo

llow

-up

stat

us a

nd p

rogr

ess

afte

r th

e en

actm

ent

for f

urt

her

diss

emin

atio

n a

nd

pro

mo

tion

Dis

sem

inat

e th

e gu

idel

ine

and

case

rep

orts

Gu

ara

ntee

o

pp

ort

un

ity

in e

du

cati

on

to t

rua

nt

stu

den

ts

Cond

uct

a re

sea

rch

on

guar

ante

ein

g op

port

unit

y in

ed

ucat

ion

at th

e ou

tsid

e of

the

sc

hool

Cons

ider

and

con

duct

mea

sure

s to

sup

port

chi

ldre

n w

ho s

tudy

at

the

outs

ide

of t

he s

choo

l su

ch a

s a

free

sch

ool

Expa

nd t

he e

stab

lishm

ent

of e

duc

atio

n su

ppor

t ce

nte

rs n

atio

nwid

e an

d al

loca

te S

Cs a

t the

ed

ucat

ion

supp

ort

cen

ters

Scho

ol c

ouns

ello

rs (

SC):

Elem

ent

ary/

Juni

or H

igh:

25,

500

scho

ols

(in F

Y 20

16) t

o 27

,500

sch

ools

Scho

ol s

ocia

l wor

kers

(SS

W):

3,00

0 (in

FY

2016

) to

10,0

00

Re

ali

ze p

rop

er

all

oca

tion

as

a p

rofe

ssio

nal

in s

cho

ol s

uch

as

ext

en

sio

n o

f wo

rkin

g ti

me

(fo

r SC

an

d S

SW)

[Pro

mo

te t

he

loca

l-sch

ool

colla

bora

tion

activ

ities

nat

ionw

ide]

67

[Dire

ctio

n of

futu

re a

ctio

ns]

We

will

pos

ition

the

per

iod

by F

Y 20

20 a

s th

e in

ten

sive

sup

port

per

iod

for

exte

ndi

ng c

ontin

uous

em

plo

ymen

t to

the

age

aft

er 6

5 y

ears

old

and

ra

isin

g th

e re

tire

me

nt a

ge t

o 65

yea

rs o

ld, a

nd p

rep

are

an e

nvi

ronm

ent

for

grad

ually

rai

sing

the

age

lim

it f

or c

ontin

uous

em

plo

ymen

t.

Add

ition

ally

, w

e w

ill p

rom

ote

the

car

eer

chan

ge a

nd a

“no

n-e

mp

loy

ed

” w

ork

ing

sty

le to

co

ntin

ue

wo

rkin

g r

eg

ard

less

of

ag

e, a

s w

ell

as p

rovi

de

vario

us k

inds

of

wor

king

opp

ortu

nitie

s to

the

eld

erly

who

wis

h to

wor

k by

en

hanc

ing

the

emp

loym

ent

supp

ort

to p

rev

ent

the

eld

erly

fro

m f

allin

g in

to f

inan

cial

diff

icul

ty.

[Spe

cific

Mea

sure

s](P

repa

re a

n en

viro

nmen

t to

ext

end

cont

inuo

us e

mpl

oym

ent)

•W

e w

ill p

ositi

on t

he p

erio

d by

FY

2020

as

the

inte

nsi

ve s

uppo

rt p

erio

d fo

r th

e ex

ten

sion

of

cont

inuo

us e

mp

loym

ent

to th

e ag

e af

ter

65

year

s ol

d by

com

pani

es,

for

the

purp

ose

of ra

isin

g th

e ag

e lim

it fo

r co

ntin

uous

em

ploy

men

t in

the

futu

re,

and

enha

nce

a su

bsid

yfo

r ex

ten

ding

con

tinuo

us e

mp

loym

ent

afte

r 65

yea

rs o

ld a

nd r

aisi

ng t

he r

etire

me

nt a

ge t

o 65

yea

rs o

ld.

We

will

als

o pr

epar

e a

man

ualt

o te

ach

how

to

impl

emen

t th

e co

ntin

uous

em

ploy

men

t an

d sh

ow g

ood

exam

ples

, as

wel

l as

visi

t com

pani

es f

or c

onsu

ltatio

n an

d as

sist

ance

. •

We

will

che

ck t

he i

ncen

tive

effe

ct a

nd a

ctua

l con

ditio

n of

the

elde

rly

emp

loym

ent

in F

Y 20

20, a

nd re

vie

w t

he s

yste

ms

for

the

exte

nsi

on o

f co

ntin

uous

em

ploy

men

t.

(Pro

mot

e th

e ca

reer

cha

nge

by jo

b m

atch

ing)

•A

t job

-pla

cem

ent

cen

ters

, w

e w

ill e

xplo

re m

ore

em

plo

ymen

t op

port

uniti

es w

ith a

sho

rter

wor

king

hou

rs t

hat

can

be a

pplie

d b

y th

e el

derl

y at

65

year

s ol

d or

old

er.

We

will

als

o vi

sual

ize

com

pan

ies

whe

re p

eopl

e ca

n w

ork

unde

r fa

ir ev

alua

tion

base

d on

the

per

form

ance

re

gar

dles

s of

age

in t

he j

ob-o

ffer

app

licat

ion

card

. We

will

con

stru

ct a

job

mat

chin

g ne

twor

k na

tionw

ide

for

peo

ple

who

wis

h to

wor

k in

lo

cal a

reas

by

U-t

urn

(peo

ple

retu

rnin

g to

hom

etow

ns),

I-t

urn

(peo

ple

mov

ing

from

urb

an r

egio

ns t

o ru

ral r

egio

ns),

and

J-t

urn

(peo

ple

mo

ving

from

urb

an r

egio

ns t

o a

mid

dle

-siz

e r

ura

l to

wn

ne

ar

ho

me

tow

ns)

in

co

llab

ora

tion

b

etw

ee

n jo

b-pl

acem

ent

cen

ters

and

con

cern

ed

loca

l peo

ple

such

as

econ

omic

gro

ups.

(Pro

mo

te a

“N

on-e

mpl

oyed

” w

orki

ng s

tyle

)•

We

will

en

hanc

e th

e em

plo

ymen

t su

bsid

y w

hen

the

eld

erly

sta

rt u

p a

self

-em

plo

ye

d b

usi

ne

ss, a

nd

en

cou

rag

e t

he

bu

sin

ess

sta

rt-u

p a

s a

part

of

effo

rts

by lo

cal v

ario

us o

rgan

izat

ions

to

crea

te w

orki

ng o

ppor

tuni

ty f

or t

he e

lder

ly. W

e w

ill e

nha

nce

the

job

mat

chin

g b

etw

een

peop

le r

etire

d fr

om a

pha

rmac

eutic

al c

ompa

ny a

nd m

edic

al v

entu

re c

ompa

nies

.•

Prom

ote

var

ious

soc

ial p

artic

ipat

ion

thro

ugh

the

“Hum

an R

esou

rce

Cen

ter

for

the

Elde

rly”

and

vol

unte

er

activ

ities

in p

aral

lel

with

en

cour

agin

g a

heal

thy

life

and

taki

ng m

easu

res

to p

reve

nt f

railt

y.

20

17

2018

2019

2020

2021

2022

2023

2024

20

25

2026

2027

or

late

rIn

dic

ato

rs

Pre

par

e an

en

viro

nm

ent

to e

xten

d t

he

con

tin

uo

us

emp

loym

ent

age

limit

in t

he

futu

re.

Op

en a

co

nsu

ltat

ion

site

fo

r lif

etim

ew

ork

ing

sup

po

rt t

o 3

00 b

y 2

020

.

Incr

ease

the

net

wo

rk t

o

10

0 b

y 2

020

to c

reat

e lo

cal e

mp

loym

ent

op

po

rtu

nit

y fo

r th

e el

der

ly.

Enab

le a

ll th

e el

der

ly

wh

o w

ant

to w

ork

to

hav

e a

job

.

FY

Mea

sure

s

Item

9. P

rom

otio

n of

Em

ploy

men

t of

the

Eld

erly

(19)

Su

pp

ort

of

Exte

nsi

on

of C

on

tin

uo

us

Emp

loym

en

t an

d R

eti

re A

ge, a

nd

Su

pp

ort

of

Job

Mat

chin

g fo

r th

e E

lde

rly

(Par

t 1)

Prom

ote

the

car

eer

cha

ng

e b

y jo

b

mat

chin

g

Prom

ote

cont

inuo

us

empl

oym

ent

Take

mea

sure

s b

ased

on

th

e d

iscu

ssio

ns

[Cha

llen

ge f

rom

the

wor

kers

’ vi

ewp

oint

]A

lthou

gh n

early

70%

of t

he e

lder

ly w

ish

to w

ork

afte

r 65

yrs

. old

, the

per

cen

tage

of

peo

ple

who

“w

ant

to

wor

k bu

t ca

nnot

” is

sig

nific

antly

hig

h am

ong

peo

ple

at 6

5 yr

s. o

ld o

r ol

der

Th

e el

derl

y w

ho w

ish t

o w

ork

afte

r 65

yrs

. old

: 65.

9% (i

n 20

13)

Em

ploy

men

t ra

te o

f peo

ple

at 6

5 yr

s. o

ld o

r old

er: 2

2.3%

(in

2016

)

No.

of e

mpl

oyee

s at

60

yrs.

old

or o

lder

8.47

mill

ion

(in 1

996)

to

9.37

mill

ion

(in 2

006)

to

12.8

6 m

illio

n (in

20

16)

%

of p

eopl

e w

ho w

ant

to b

e em

ploy

ed t

o th

e to

tal o

f em

ploy

ed

peo

ple

and

peo

ple

who

wan

t to

be e

mpl

oyed

:60

to

64 y

rs. o

ld: 1

5%; 6

5 to

69

yrs.

old

: 22%

; 70

to 7

4 yr

s. o

ld: 2

7%

The

idea

l wor

king

sty

le f

or t

he e

lder

ly i

s “N

on-

perm

anen

t” (

70 to

80%

), a

nd th

e ex

pect

ed m

onth

ly

sala

ry is

“Le

ss th

an 1

00,0

00 y

en”

(mo

re t

han

50%

).

% o

f the

eld

erly

who

wan

t to

be a

“no

n-p

erm

anen

t” w

orke

r (in

201

5)60

to

64 y

rs. o

ld: 7

9%; 6

5 to

69

yrs.

old

: 80%

; 70

to 7

4 yr

s. o

ld: 7

0%

% o

f the

eld

erly

who

wan

t to

earn

“le

ss th

an ¥

100

K” (i

n 20

15)

60 t

o 64

yrs

. old

: 48%

; 65

to 6

9 yr

s. o

ld: 5

8%; 7

0 to

74

yrs.

old

: 59%

The

perc

enta

ge o

f peo

ple

who

sta

rt u

p a

“Sel

f-em

plo

yed

busi

ness

” an

d “a

re a

t 60

year

s ol

d or

ol

der”

si

gnifi

cant

ly i

ncre

ase

s

% o

f peo

ple

who

star

t up

a “s

elf-

empl

oyed

bus

ines

s” a

nd a

t “60

ye

ars

old

or

olde

r”8%

(in

1982

) to

14%

(in

1992

) to

25%

(in

2002

) to

32%

(in

2012

)

To p

rev

ent

the

elde

rly

from

fal

ling

into

fin

anci

al

diff

icul

ty,

deta

iled

emp

loym

ent

supp

ort

is re

quire

d.

Enha

nce

subs

idie

s, p

rep

are

a m

anua

l, pr

ovid

e co

nsul

tati

on a

nd a

ssis

tanc

e by

visi

ting

com

pani

es, a

nd

colle

ct/d

isse

min

ate

good

exa

mpl

es th

at r

ealiz

e bo

th

“Em

ploy

men

t of

the

eld

erly

” an

d “A

ctiv

atio

n of

the

enti

re c

ompa

ny in

clud

ing

youn

g pe

ople

”.

Ask

com

pani

es t

o pr

omot

e re

-em

ploy

men

ts, g

ive

a jo

b m

atch

ing

supp

ort,

giv

e a

mat

chin

g su

ppor

t to

com

pani

es

that

fair

ly e

val

uate

peo

ple

base

d o

n th

e pe

rfor

man

ce

rega

rdle

ss o

f age

, and

con

stru

ct a

nat

ionw

ide

mat

chin

g ne

twor

k

Pre

par

e an

en

viro

nm

ent

to

exte

nd

co

nti

nu

ou

s em

plo

ymen

t

Pro

mo

te a

“N

on-

empl

oyed

” w

orki

ng s

tyle

Prom

ote

the

busi

ness

sta

rt-u

p, a

nd d

o a

job

mat

chin

g us

ing

the

Hu

man

Res

ourc

e Ce

nte

r fo

r the

Eld

erly

Enha

nce

subs

idy

Ch

eck

and

rev

iew

usi

ng

the

PD

CA

Cyc

le

Supp

ort

a jo

b m

atch

ing

betw

een

a ph

arm

aceu

tical

re

tire

e a

nd m

edic

al

vent

ure

com

pani

es

Chec

k th

e im

plem

enta

tion

stat

us in

a m

eetin

g by

peo

ple

from

the

indu

stry

, pub

lic, a

nd a

cade

mic

wor

lds

annu

ally

, an

d r

evie

w a

sne

cess

ary

Chec

k th

e in

cen

tive

eff

ect

and

actu

al

cond

itio

n of

the

el

derl

y em

ploy

men

t,

and

rev

iew

the

syst

ems

for

exte

ndi

ngco

ntin

ued

em

ploy

men

t an

d ra

isin

g th

ere

tire

men

t ag

e

<< In

ten

sive

per

iod

for

the

ext

ensi

on o

f con

tinuo

us e

mpl

oym

ent

and

rais

ing

the

reti

rem

ent

age>

>

Prep

are

an e

nvi

ronm

ent

to e

xten

d co

ntin

uous

em

ploy

men

t ag

e lim

it in

the

fut

ure

68

[Sp

eci

fic M

eas

ures

]

(En

han

ce a

n e

mp

loym

ent s

up

po

rt fo

r th

e el

der

ly t

o p

reve

nt t

hem

fro

m fa

lling

into

fina

ncia

l dif

ficul

ty)

•En

ha

nce

an

em

plo

ymen

t su

pp

ort

in c

olla

bo

ratio

n w

ith c

on

cern

ed e

ntiti

es s

uch

as

loca

l gov

ern

men

t, jo

b-p

lace

men

t ce

nte

r, a

nd

hum

an re

sour

ce c

ent

er fo

r th

e e

lder

ly. P

rom

ote

a t

ailo

r-m

ade

em

plo

ymen

t su

pp

ort

un

de

r th

e A

ct o

n

Self

-Sup

port

of N

eed

y Pe

ople

(rev

iew

mea

sure

s af

ter t

hre

e ye

ars

fro

m t

he e

nact

men

t of t

he

Act

on

Self

-Sup

port

of

Ne

ed

y Pe

op

le (

in 2

018

)).

20

17

2018

2019

2020

2021

2022

2023

2024

20

25

2026

2027

or

late

rIn

dic

ato

rs

Pre

par

e an

en

viro

nm

ent

to e

xten

d t

he

con

tin

uo

us

emp

loym

ent

age

limit

in t

he

futu

re.

Op

en a

co

nsu

ltat

ion

sit

e fo

r lif

etim

e w

ork

ing

sup

po

rt t

o 3

00 b

y 2

020

.

Incr

ease

th

e n

etw

ork

to

1

00

by

202

0 to

cre

ate

loca

l em

plo

ymen

t o

pp

ort

un

ity

for

the

eld

erly

.

Enab

le a

ll th

e el

der

ly

wh

o w

ant

to w

ork

to

h

ave

a jo

b.

FY

Mea

sure

s

Item

9. P

rom

otio

n of

Em

ploy

men

t of

the

Eld

erly

(19)

Su

pp

ort

of

Exte

nsi

on

of C

on

tin

uo

us

Emp

loym

en

t an

d R

eti

re A

ge, a

nd

Su

pp

ort

of

Job

Mat

chin

g fo

r th

e E

lde

rly

(Par

t 2)

Enh

ance

an

em

plo

ymen

t su

pp

ort

to

pre

ven

t th

e el

der

ly f

rom

fa

llin

g in

to f

inan

cial

d

iffi

cult

y

Imp

lem

ent

mea

sure

s b

ased

on

the

dis

cuss

ion

s

Dis

cuss

ions

(in

clud

ing

sub

mis

sio

n o

f a

revi

sed

A

ct o

n S

elf-

Sup

po

rt o

f N

eed

y P

eop

le a

nd

d

iscu

ssio

ns a

t th

e D

iet)

[Cha

llen

ge f

rom

the

wor

kers

’ vi

ewpo

int]

Alth

ough

nea

rly 7

0% o

f the

eld

erly

wis

h to

wor

k af

ter

65 y

rs. o

ld, t

he p

erce

ntag

e of

peo

ple

who

“w

ant

to

wor

k bu

t ca

nnot

” is

sig

nific

antly

hig

h am

ong

peo

ple

at 6

5 yr

s. o

ld o

r ol

der

Th

e el

derl

y w

ho w

ish t

o w

ork

afte

r 65

yrs

. old

: 65.

9% (i

n 20

13)

Em

ploy

men

t ra

te o

f peo

ple

at 6

5 yr

s. o

ld o

r old

er: 2

2.3%

(in

2016

)

No.

of e

mpl

oyee

s at

60

yrs.

old

or o

lder

8.47

mill

ion

(in 1

996)

to 9

.37

mill

ion

(in 2

006)

to 1

2.86

mill

ion

(in

2016

)

% o

f peo

ple

who

wan

t to

be

empl

oyed

to

the

tota

l of e

mpl

oyed

pe

opl

e an

d pe

opl

e w

ho w

ant t

o be

em

ploy

ed:

60 t

o 64

yrs

. old

: 15%

; 65

to 6

9 yr

s. o

ld: 2

2%; 7

0 to

74

yrs.

old

: 27%

The

idea

l wor

king

sty

le f

or t

he e

lder

ly i

s “N

on-

perm

anen

t” (

70 to

80%

), a

nd th

e ex

pect

ed m

onth

ly

sala

ry is

“Le

ss th

an 1

00,0

00 y

en”

(mor

e th

an 5

0%).

%

of t

he e

lder

ly w

ho w

ant t

o be

a “

non

-per

man

ent”

wor

ker

(in 2

015)

60 t

o 64

yrs

. old

: 79%

; 65

to 6

9 yr

s. o

ld: 8

0%; 7

0 to

74

yrs.

old

: 70%

%

of t

he e

lder

ly w

ho w

ant t

o ea

rn “

less

than

¥10

0 K”

(in

2015

)60

to

64 y

rs. o

ld: 4

8%; 6

5 to

69

yrs.

old

: 58%

; 70

to 7

4 yr

s. o

ld: 5

9%

The

perc

enta

ge o

f peo

ple

who

sta

rt u

p a

“Sel

f-em

plo

yed

busi

ness

” an

d “a

re a

t 60

year

s ol

d or

ol

der”

si

gnifi

cant

ly i

ncre

ase

s

% o

f peo

ple

who

star

t up

a “s

elf-

empl

oyed

bus

ines

s” a

nd a

t “60

ye

ars

old

or

olde

r”8%

(in

1982

) to

14%

(in

1992

) to

25%

(in

2002

) to

32%

(in

2012

)

To p

reve

nt t

he e

lder

ly f

rom

fal

ling

into

fin

anci

al

diff

icul

ty,

deta

iled

em

plo

ymen

t su

ppor

t is

req

uire

d.

69