[Enforced in April 2025] Released a comprehensive document covering the latest revision of the Labor-related Act, including the revision of the Childcare and Nursing Leave Act.

26 major labor law amendments prior to 2024, including 21 cases in 2025,

Insidefield (Higashiomi City, Shiga Prefecture, Representative: Uchino Manabu), a social insurance labor consultant office of Biraku Group, has revised and released a document titled "Latest Legal Revisions Need to Revise Work Rules," which organizes information on the latest revisions to the Labor-Related Law, including the revisions to the Childcare and Nursing Care Leave Act, which will come into effect in April 2025, and summarizes the points that companies should take action .

This document also includes 26 major labor law revisions prior to 2024, including 21 labor law revisions that came into effect in 2025, and can be used as guidelines for corporate compliance measures and revisions to work rules.

Background: A sure response to the successive changes in labor laws is required

In recent years, the Labor-Related Act has been revised, and companies are required to respond promptly.
In particular, small and medium-sized enterprises often do not have specialized labor personnel, and response to changes in the system is a challenge.

The main revisions before 2024 include:
✅ 2024 7
revisions to the "Explicit Working Conditions Rules," the end of the upper limit of overtime work restriction period, and the expansion of social insurance coverage ✅ 2023 : 3 results including "upward statutory overtime work premiums over 60 hours per month (small and medium-sized enterprises)" and "digital pay for salary"
✅ 2022 14 results including "creation of postpartum dad parental leave", and "mandatory measures to prevent power harassment (small and medium-sized enterprises)"

Many amendments are scheduled for 2025, and companies will need to take measures including revisions to their employment rules.

Main Publishing Content

1. Main Labor Law Amendment Check Sheets Before 2024

It covers 26 major legal amendments that came into effect between 2022 and 2024, and organizes the effective date, content, target companies, and underlying laws.
Included in a checklist format where companies can check their company's response status.

2. Explaining the key points that companies should do

A clear explanation of specific measures by companies regarding each law amendment.
Examples of major legal amendments:

• Expanding social insurance coverage
• Increased statutory employment rate for people with disabilities
• Revision of discretionary work system
• Amendments to explicit working conditions rules
• Amendments related to childcare leave and nursing care leave (including the acquisition of childcare leave divisions, and the requirement for individual disclosure to those who request pregnancy and childbirth)
• Equal pay for equal work (small and medium-sized enterprises)
• Applying upper limit regulations for overtime work (Small and medium-sized enterprises)

3. 21 legal amendments scheduled to come into effect in 2025

• Electronic application for the Industrial Safety and Health Act becomes mandatory
• Introduction of alternative measures for short-time working systems (under the age of 3)
• Required to announce the status of taking childcare leave
• Employment environment and individual dissemination obligation to prevent nursing care leave
• Establishment of postnatal leave support benefits
• Establishment of work benefits for shortened childcare hours
• Strengthening of safety and health measures in the construction industry
• Promoting measures to realize flexible working styles
• [Duel for effort] Introduction of telework for childcare and nursing care

Information on the free diagnosis and cloud-based employment rules management system

In addition to this document, we are offering a "Free Work Rules Diagnosis" that clarifies the issues with work rules.
We also introduce "Kitera," a cloud-based employment rules management system that reduces the burden of corporate labor management.

Summary of materials

Material name
Number of pages that are most recent legal amendments that require revisions to work rules : 60 pages (including cover)
Public URL : https://www.insidefield.jp/request/shousasshi_houkaisei

Office overview

Social Insurance Labor Consultant Office Insidefield
Representative name : Specified Social Insurance Labor Consultant Uchino Academy
Address -
cho, Higashiomi-shi, Shiga Prefecture 521-1221
URL : https://www.insidefield.jp/Contact
: 📞Telephone number : 0748-36-3063 (in charge: Uchino)
📩 E-mail : [email protected]

Representative profile

Uchino Manabu is
a Specified Social Insurance Labor Consultant and Human Resources Consultant.
Representative of Biraku LLC and representative of Insidefield, Social Insurance Labor Consultant Office.

After experiencing human resource system development as a system engineer, he became interested in labor issues and became independent as a social insurance labor consultant.
With experience in dealing with over 500 labor consultations a year, we provide labor management support that is in line with practical work.
In addition to having strengths in building personnel evaluation systems and employee education using Drucker's management theory, he also works to support DX for work using IT.

We are offering free materials that cover the latest information on the revision of the Childcare and Care Leave Act, which came into effect in April 2025, as well as the Labor Law amendments!
Responding to legal amendments is important not only to complying with corporate compliance, but also to create a comfortable working environment for employees.
Please make use of this material.

📌 Download the document here : https://www.insidefield.jp/request/shousasshi_houkaisei

■Press release source - LLC
https://companydata.tsujigawa.com/company/4160003001091/