Japan is moving forward with another set of workplace reforms in 2026. Two major laws—the Act on the Promotion of Women’s Participation and Advancement in the Workplace and the Industrial Safety and Health Act—are central to these changes. Both laws already form the backbone of Japan’s approach to equality and workplace safety, and their upcoming amendments strengthen obligations for employers of all sizes.
Changes to the Act on the Promotion of Women’s Participation and Advancement
The Act on the Promotion of Women’s Participation sets out the government’s expectations for improving women’s representation in the workforce. It defines basic principles, the responsibilities of national and local governments, and the duties of employers to support women’s advancement.
The Cabinet Office also highlights that employers must collect, analyse, and disclose data related to women’s participation—such as hiring rates, working hours, and the percentage of women in management—so that progress can be tracked transparently. [ Act on the Promotion of Women’s Active Engagement in Professional Life – Japanese/English – Japanese Law Translation
New Disclosure Obligations for Employers with 101+ Employees (Effective 1 April 2026)
From 1 April 2026, employers with 101 or more employees will be required to publish gender pay gap information and the ratio of female managers.
While the Act already requires employers to announce data relevant to women’s participation, this amendment broadens what must be disclosed and applies it to a larger group of employers. The reform strengthens the law’s existing requirement that companies make information on women’s advancement publicly available.
Additional Certification Requirement: Preventing Sexual Harassment of Job Seekers
The Act provides a government certification system for companies that show strong commitment to supporting women’s advancement. Under the updated framework, employers seeking higher‑level certification will also need to show what measures they have in place to prevent sexual harassment of job applicants, including interns and students.
This aligns with the Act’s broader intention to remove obstacles that prevent women from participating fully in the workforce.
Practical Steps for Employers
To prepare for these changes, employers should start:
- Setting up processes to measure and report gender pay gaps.
- Reviewing how they track the representation of women in management.
- Updating compliance procedures to meet enhanced certification expectations.
- Ensuring their recruitment environment is safe and non‑discriminatory.
Amendments to the Industrial Safety and Health Act
Japan’s Industrial Safety and Health Act establishes the rules designed to protect workers from accidents and health hazards. It covers everything from safety‑management structures to hazard‑prevention standards, and outlines employer responsibilities for creating and maintaining a safe workplace.
Extending Safety and Health Measures to Sole Proprietors (Phased from April 2026)
In 2026, the Act will extend certain protections to sole proprietors and other non‑employee workers who perform work at a business site.
This change is consistent with the Act’s original purpose: ensuring that anyone engaged in work—regardless of employment status—is protected by appropriate health and safety measures. The law already emphasises the need for standards that prevent injury and promote a healthy working environment, and the expansion to non‑employees reflects that same principle.
Leap29 Recommendations
Employers should prepare for Japan’s 2026 requirements by putting in place reliable processes to report gender‑pay‑gap and female‑manager data, and by updating certification and recruitment practices to ensure a safe and non‑discriminatory hiring environment. They should also revise safety procedures, so they cover employees, contractors, and sole proprietors—updating manuals, sharing hazard information, and extending health‑management measures across all workers. Leap29 can support these efforts by acting as the legal employer in Japan and ensuring full compliance with local employment laws, payroll obligations, and statutory HR administration.
Leap29 Perspective
“With new expectations arriving in 2026, companies have a real chance to rethink their approach to people management. Improving gender‑related reporting and expanding safety coverage aren’t just tasks—they’re steps toward a more grounded, trustworthy workplace. Acting early shows maturity and respect for everyone involved”Simon Duff – Leap29 Director
