#Japan #Chiyoda #Jun Ono #Equal Pay Rule #Koyou Clean Planner

New Equal Pay Rule: What Businesses Need to Know

As of October 1, 2026, Japan will implement significant changes to the "Equal Pay for Equal Work" regulation. This reform brings with it crucial updates for businesses hiring part-time and fixed-term employees, particularly concerning the mandatory labor condition notification. The announcement from the Claire Human Resources Association, headquartered in Chiyoda, Tokyo, highlights the risks of penalties and foundational compliance measures companies must adopt.

Key Changes to the Labor Condition Notification

One of the most critical updates involves the addition of new items in the labor condition notification given to new hires, such as part-timers. Companies are now required to explicitly state the ability of employees to inquire about differences in treatment compared to full-time employees, along with the contact information of the responsible department and individual. Failing to include this information on the notification can result in fines of up to 100,000 yen.

Responsibilities Beyond Notification

However, simply including this information on paper is not the end of the matter. Individuals named in the notification as points of contact will have the obligation to provide reasonable and clear explanations when employees request clarification about any treatment disparities. This adds another layer of responsibility for businesses to ensure their compliance and readiness to address employee inquiries effectively.

Seminar Overview and Support for Companies

To assist media representatives and company staff in understanding these new requirements, a summary video from a recent seminar has been made available on YouTube. This video serves as an essential resource for quickly grasping the reforms and their implications.

Further, the Claire Human Resources Association is hosting individual Q&A sessions, mainly aimed at helping companies navigate the complex landscape of these regulatory changes. Scheduled for July 8, 2026, between 12:00 PM to 6:00 PM, these sessions can be conducted via phone or online, making them accessible for various stakeholders.

Common Queries Addressed

The Q&A sessions will cover various pressing questions concerning the Equal Pay Rule, including:

• - What specific wording needs to be included in the labor condition notification?
• - How serious is the penalty for failing to provide the required information?
• - What is the best approach when employees inquire about differences in treatment?
• - What proactive measures can organizations take to address any unreasonable treatment differences before being confronted?

Meet the Expert: Jun Ono

Leading the discussions will be Jun Ono, a certified labor and social security attorney with extensive experience in delivering over 400 trainings on harassment and labor issues across businesses and educational institutions. His practical approach emphasizes how to effectively translate legal obligations into actionable steps at the workplace. Ono also supervises the training programs for the employment clean planner qualification, underscoring his expertise in the domain.

About the Claire Human Resources Association

Established in 2023 as part of the SA Group, the Claire Human Resources Association focuses on qualifications and training related to employment, labor issues, and harassment prevention. To date, over 750 individuals have obtained the "Employment Clean Planner" certification, contributing positively across various sectors, including businesses, local governments, and educational settings.

For more information, visit the official website: Claire Human Resources Association