Japan publishes amended ordinances and notifications on "equal pay for equal work" — in force from 1 October 2026
Source material is a Japanese government announcement (in Japanese); this page is a summary.
Japan's amended ordinances and notifications on "equal pay for equal work" have been published and take effect on 1 October 2026 — at hiring, employers must state to part-time, fixed-term and dispatched workers that they may ask for an explanation of the content of and reasons for differences in treatment.
Key facts
| Who it covers | Part-time and fixed-term workers, and dispatched workers |
|---|---|
| Date in force | 1 October 2026 (Reiwa 8) |
| Change 1: statement at hiring | New requirement: employers must state that the worker may ask for an explanation of the content of and reasons for differences in treatment |
| Change 2: guidelines | Adds descriptions of unreasonable differences in treatment for bonuses, retirement allowances, accident-free allowances, family allowances, housing allowances, welfare facilities, sick leave, summer and winter leave, and commendations |
| Change 3: how to explain | Either an oral explanation using documents, or handing over a document that sets out all of the matters to be explained |
| Where to ask | Employment Environment and Equal Employment Department (Office) and Demand and Supply Adjustment Business Department (Division) of the Prefectural Labour Bureaus — enquiries accepted at any time |
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Amended ordinances and notifications on "equal pay for equal work", aimed at improving the treatment of part-time, fixed-term and dispatched workers, have been published and take effect on 1 October 2026 (Reiwa 8). Employers will now have to state, among the working conditions given at hiring, that the worker may ask for an explanation of the content of and reasons for differences in treatment. The equal pay for equal work guidelines add descriptions of unreasonable differences in treatment concerning bonuses, retirement allowances, accident-free allowances, family allowances, housing allowances, welfare facilities, sick leave, summer and winter leave, and commendations. When a worker asks for an explanation, the employer must either explain orally using documents, or hand over a document that sets out all of the matters to be explained.
Background — why this change
The Ministry of Health, Labour and Welfare presents this amendment as a step to improve the treatment of part-time, fixed-term and dispatched workers, and asks each company to review its own arrangements. For dispatched workers, the enforcement regulations of the Worker Dispatching Act, the equal pay for equal work guidelines, the guidelines for dispatching employers and the guidelines for host employers are amended on the same date, 1 October 2026.
Summaries below are factual notes based on government announcements and primary sources — not evaluations or opinions.
Summaries reflect national-level programs. Municipal (city/ward/town) programs may differ — confirm with the official desk before applying.
FAQ
When does it take effect?
It takes effect on 1 October 2026 (Reiwa 8). The Ministry of Health, Labour and Welfare asks each company to review its own arrangements.
What changes when I am hired?
Employers will now have to state, among the working conditions given at hiring, that you may ask for an explanation of the content of and reasons for differences in treatment. If you ask for an explanation, the company must explain orally using documents, or hand over an easy-to-understand document that sets out all of the matters to be explained.
Who can I contact with questions?
The Employment Environment and Equal Employment Department (Office) or the Demand and Supply Adjustment Business Department (Division) of the Prefectural Labour Bureaus takes enquiries at any time.