TL;DR * Harassment risks in Japan’s entertainment industry stem from power gaps, precarious freelance work and high-pressure sets. * The Power Harassment Prevention Act, Equal Employment Opportunity Act and 2024 Freelancer Protection Act oblige studios and agencies to prevent, investigate and remedy harassment. * Effective compliance requires clear policies, project-based training,

TL;DR * Japan applies a multi-factor test—freedom to refuse work, control, exclusivity, remuneration type, etc.—to decide if an entertainer is an LSA “worker.” * Recent cases show emerging talent is often deemed employees, while established stars may remain independent contractors. * Classification drives wage, overtime, social-insurance and training-cost obligations, so

TL;DR * From 1 Apr 2024 Japan extended strict overtime caps to construction, drivers and doctors, ending a 5-year grace period and creating the “2024 Problem.” * Labour-shortage sectors now face capped hours (e.g., 960 h/year for drivers) plus tougher rest-interval and record-keeping duties. * Businesses must redesign schedules, raise

TL;DR * A 2024 Supreme Court ruling confirms that explicit or implicit job-scope or location limits override an employer’s general transfer right. * If such an agreement exists, the employer lacks authority to order an out-of-scope transfer unless the employee consents. * Employers must craft clear contracts, seek genuine consent, or

TL;DR: Japan is tightening rules on indirect discrimination while launching a Freelance Protection Act that mandates clear contracts, 60-day payment and anti-harassment duties. Employers must audit “neutral” policies for disparate impact and overhaul freelancer onboarding by November 2024. Table of Contents 1. Introduction: Navigating Japan's Evolving Labor

TL;DR: Japan’s DBS Law obliges child-facing businesses to run criminal-record checks and take “necessary measures.” Employers must integrate these checks into hiring, transfers, and dismissals while balancing privacy and strict labor-law protections. Failure to act invites liability and reputational harm. Table of Contents 1. The Legal Framework: A

TL;DR: Japan’s new DBS Law mandates or enables criminal-record checks for people working with children. “School Establishments” must run checks and take “necessary measures,” while private providers may opt in via certification. Employers face new hiring, reassignment, and data-handling duties—failure risks administrative orders and reputational damage. Table

TL;DR: Japan’s Supreme Court (Shiga Prefecture Council of Social Welfare, 2024) ruled that any explicit or implicit agreement limiting an employee’s job scope bars employers from ordering transfers outside that scope without consent—regardless of business necessity. The decision cements job-type principles and forces companies to rethink

TL;DR: Japan’s Supreme Court (Hagoromo Gakuen, 2024) upheld a university’s use of the 10-year conversion rule for fixed-term faculty, relaxing the interpretation of “positions requiring diverse personnel.” Employers can rely on the longer threshold—but only with documented justification tied to Ninkihō Article 4. Table of Contents

TL;DR: As customer harassment (Kasuhara) escalates, Japan moves toward national regulation while Tokyo’s 2024 ordinance and MHLW guidelines already demand action. Robust policies, staff training, and support systems are now critical for compliance and risk mitigation. Table of Contents 1. Introduction: Responding to a Growing Concern 2. The

TL;DR: “Customer harassment” (Kasuhara) is rising in Japan and can trigger employer liability under the Duty of Care. While no nationwide statute yet mandates counter-measures, MHLW guidelines, local ordinances, and court cases make proactive policies, training, and support systems essential for risk management. Table of Contents 1. Introduction: A

TL;DR: Japan’s 2024 amendments to the Childcare and Family Care Leave Act (effective April 2025-26) force employers to offer flexible work options up to preschool age, broaden care leave, expand overtime exemptions, and impose new disclosure and consultation duties. Early policy updates and training are essential. Table of

TL;DR: Japan’s Freelance Protection Act (effective 1 Nov 2024) mandates written terms, 60-day payment, and bans unfair practices toward solo contractors. Businesses must overhaul onboarding, payment tracking, and harassment prevention to stay compliant and competitive. Table of Contents 1. The Freelance Landscape in Japan: Context and Challenges 2.