Expert Labor Consultant Explains: Major Revisions to 'Equal Pay for Equal Work Guidelines' Taking Effect October 2026 Add New Unreasonableness Criteria for Retirement and Family Allowances

The Claire Human Resource Development Association (Headquarters: Kioicho, Chiyoda-ku, Tokyo; Representative Director: Yasuhiro Sakai) has released a new video explaining the major revision of the 'Equal Pay for Equal Work (Part-Time and Fixed-Term Employment Law)' guidelines (official notices) effective October 1, 2026, to help businesses understand the necessary revisions to their treatment systems and associated legal risks.

The most significant highlight of this legal amendment—and the one with the heaviest impact on corporate management—is the substantial update to the 'Equal Pay for Equal Work Guidelines.' This revision (Ministry of Health, Labour and Welfare Ordinance No. 87 of 2026, MHLW Notices No. 201–203) newly introduces specific criteria for determining unreasonable disparities in benefits that previously lacked clear standards, including 'retirement allowances,' 'family allowances,' 'housing allowances,' 'accident-free allowances,' and even 'summer and winter vacations' and 'long-service rewards.'

The impact is particularly significant for 'retirement allowances (severance pay).' When the purpose of payment is defined as 'deferred compensation for labor' or 'reward for meritorious service,' this rationale equally applies to part-time and fixed-term workers. Therefore, if companies do not provide balanced benefits (amounts) commensurate with differences in job duties and responsibilities compared to regular employees, such treatment will be deemed unreasonable. It will be extremely difficult to justify the traditional practice of paying retirement allowances only to regular employees and none to non-regular workers.

Summary Explanation Video of This Seminar

A summary version of this seminar has been released in advance on YouTube for media professionals and corporate personnel. It enables viewers to quickly grasp the system's overview and key points.

Individual Q&A Session for Media and Corporate Representatives

Our dedicated labor consultants will directly answer your questions regarding the background of this amendment and more specific case examples not fully covered in the video.

Date: July 21, 2026 (Tuesday), 12:00–18:00 (Times adjustable for individual arrangements)

Format: Phone or online (either is acceptable)

Target Audience: Media, journalists, and corporate personnel

Fee: Free

Registration: Please contact the secretariat at [email protected].

Questions We Answer

- Which specific allowances and holidays are newly included in the guideline revisions effective October 2026?

- Why is it considered unreasonable (and potentially illegal) not to pay retirement allowances to non-regular employees at all?

- What are the conditions under which part-time and fixed-term workers must receive the same family and housing allowances as regular employees?

- How can companies improve non-regular employees' treatment without reducing regular employees' compensation?

- How should the 'purpose of payment' be clearly documented in employment rules and wage regulations to prevent disputes?

Instructor Introduction

Jun Ono (Ono Jun) Certified Social Insurance and Labor Consultant. Has conducted over 400 harassment and labor training sessions for corporations and educational institutions. Renowned for practical lectures emphasizing how to implement laws in real workplace settings. Also serves as supervisor and instructor for the 'Employment Clean Planner' certification.

About the Claire Human Resource Development Association

Established in 2023 as a group company of SA Corporation. Operates certification and training programs specializing in employment, labor management, and harassment prevention. Over 750 individuals nationwide have obtained the 'Employment Clean Planner' certification and are active in corporations, local governments, and educational institutions.