provisional - kantei family life, which leads to the declining birthrate, prevention of women’s...
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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
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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
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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
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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
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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
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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
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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
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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.
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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.
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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
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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
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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
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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
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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
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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]
[Cre
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
hig
h s
cho
ol g
rad
uate
s w
ho
go
to
a u
niv
ersi
ty (b
y h
ou
seh
old
inco
me
leve
l)<M
ore
than
¥10
mill
ion>
: 62
.4%
<¥4
mill
ion
or lo
wer
> 27
.8%
R
ate
of
hig
h s
cho
ol g
rad
uate
s w
ho
go
to
a co
llege
/un
iver
sity
(b
y ty
pe
of
ho
use
ho
ld)
<Tot
al>
73.2
%<
On
e-pa
ren
t ho
useh
old>
41.
6%
<Hou
seho
ld u
nder
soc
ial s
ecur
ity>
31.7
%<C
hild
ren’
s ho
use>
23.
3%
M
on
thly
ave
rage
livi
ng
cost
s o
f a
uni
vers
ity/
colle
ge
stu
den
t<P
ublic
/Liv
ing
at h
ome>
¥94
K<
Pri
va
te/L
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