Japanese Companies Must Disclose Their Gender Wage Gap from 2023

In June 2022, the Japanese government announced its framework policy plan called the “Framework Policies” (honebuto no hoshin, the “Policies”).

The Policies require Japanese companies to increase the transparency of their gender wage gap in two ways; (a) disclosing the wage gap at companies’ websites or other relevant methods, and (b) disclosing the wage gap in annual securities reports. Japan was ranked 120th out of 156 in the 2021 edition of the Gender Gap Index, the lowest level among developed countries.

The OECD survey shows that the wage gap between men and women in Japan is 22.1% in 2021. The gap is much larger compared to 11.7%, which is the average of OECD countries in 2020. The new disclosure requirements are expected to encourage companies to increase the gender equality at workplace.

1. Wage Gap Disclosure Rules for Companies with More Than 301 Employees

From 2023, Japanese companies with more than 301 employees on a regular basis which fall within the categories of “Large Company” under the Act on Promotion of Women’s Participation and Advancement in the Workplace (the “Act”) will be required to disclose the wage gap between men and women on their websites or by other relevant methods. The Ministry of Health, Labour and Welfare expeditiously drafted the relevant revisions to the Ministerial Ordinance of the Act after the announcement of the Policies in June 2022.

According to the draft revisions to the Ministerial Ordinance of the Act, a Large Company shall disclose the wage gap calculated by dividing the average annual wage of women employees by the average annual wage of male employees. A Large Company shall disclose the wage gap in separate categories of (a) all workers, (b) regular employees (seiki koyo) who have full protections under labour law, and (c) irregular employees (hi seiki koyo) who have limited protections under labour law. The company needs to disclose its wage gap on a non-consolidated basis.

According to media report, the new rules come into force in July 2022. Therefore, a Large Company shall disclose the wage gap from the first fiscal year on or after July 2022. In Japan, most companies’ fiscal year ends at the end of March. For those companies, they need to begin disclosing the wage gap of the current fiscal year from April 2022 to March 2023 after the fiscal year ends in 2023.

2. The Wage Gap Disclosure in the Annual Reports

The Policies also require listed Japanese companies to disclose the wage gap between men and women in their annual securities reports in addition to the requirements under the Act above. The Policies identify that a wage gap has significance in companies’ mid-term and long-term growth. The details of the new rules are under discussion at the Disclosure Working Group at the Financial Services Agency’s Financial System Council (the “DWG”).

A report by DWG points out that companies should disclose the gender wage gap at the “Status of Employees” section of the annual securities reports. According to media report, the new rules may be implemented from the fiscal year 2023, beginning April 2023 at the earliest.

With the new disclosure rules, Japanese companies need to improve their gender equality to attract favourable candidates in the job market as well as more investors in the securities market.

Yoshie Midorikawa, Partner

Yoshie Midorikawa has extensive experience in complex disputes and arbitration. Having worked with leading law firms in Japan and Singapore, she has handled parallel proceedings across multiple jurisdictions as well as domestic disputes before Japanese courts. She has also served as a board member of listed companies in Japan, improving their corporate governance.

Her deep understanding of the civil law system, her working experience in international environments, including common law jurisdictions, and her knowledge of business, enable her to bring practical and nuanced legal solutions to international businesses.

She is listed among “Best Lawyers in Japan (Litigation)” in the editions of 2021, 2022, and 2023, “Best Lawyers in Japan 2021 (Corporate Governance & Compliance)” in the edition of 2023 by Best Lawyers.

The contents of publication are intended to provide general information only and do not contain or convey any legal or other advice.

Pinsent Masons Named Top 50 Employer for Women

Pinsent Masons has been recognised for its commitment to achieving gender equality, being named in The Times Top 50 Employers for Women report for the fifth consecutive year.

The Times Top 50 Employers for Women annual listing identifies companies which embed gender equality into their business strategy. Businesses are assessed on a range of areas, including their approach to recruitment, family friendly policies and how they have championed gender equality in the context of the pandemic.

The Times is a British daily national newspaper based in London. It began in 1785 under the title The Daily Universal Register, adopting its current name on 1 January 1788.

Pinsent Masons has enhanced its commitment to inclusion and belonging in recent years to further support its people and promote equality across its business. Earlier this year, the firm brought forward the launch its Global Carers Policy to support families and individuals with caring responsibilities affording additional annual leave and launched several new network groups including its Fertility Support Group and Fan Club, its menopause awareness group.

Gender Equality Director at Business in the Community, Charlotte Woodworth, said: “COVID-19 has shone a light on how far we have to go on gender equality: by having to pick up things like the bulk of extra caring responsibilities, women have been disproportionately affected by lockdown.

We congratulate the many employers who have maintained their efforts towards gender equality at this time, often introducing innovative policies to support their workforce during this period. This year’s application process for The Times Top 50 Employers for Women was the most competitive one we have seen in five years. Employers like Pinsent Masons haven’t forgotten women at work and they are committed to making gender inequality a thing of the past.”

Pinsent Masons is an international law firm which specialises in the energy, infrastructure, financial services, real estate and advanced manufacturing.

Eversheds Sutherland Earns a Perfect Score for Workplace Equality

Eversheds Sutherland is proud to announce that we have again received a perfect score of 100 on the 2021 Corporate Equality Index (CEI), the nation’s premier benchmarking survey and report on corporate policies and practices related to LGBTQ workplace equality, administered by the Human Rights Campaign (HRC) Foundation. This is the 12th consecutive year Eversheds Sutherland has received a perfect score.

“We are proud to have our commitment to equality validated again this year by the Human Rights Campaign Foundation,” said Mark D. Wasserman, Co-CEO of Eversheds Sutherland. “Creating and maintaining a culture of inclusivity and equality is an ongoing priority for us and a cornerstone of our firm values.”

“From the previously unimaginable impact of the COVID-19 pandemic, to a long overdue reckoning with racial injustice, 2020 was an unprecedented year. Yet, many businesses across the nation stepped up and continued to prioritise and champion LGBTQ equality,” said Alphonso David, Human Rights Campaign President. “This year has shown us that tools like the CEI are crucial in the work to increase equity and inclusion in the workplace, but also that companies must breathe life into these policies and practices in real and tangible ways. Thank you to the companies that understand protecting their LGBTQ employees and consumers from discrimination is not just the right thing to do—but the best business decision.”

“Our firm values and policies demonstrate our commitment to equality to our attorneys, staff, clients and the legal industry, while building a workplace we can be all proud of,” said Chief Diversity & Inclusion Officer and Tax Partner Vanessa A. Scott. “It is great to see this effort recognised once again.”

The 2021 CEI evaluates LGBTQ-related policies and practices including non-discrimination workplace protections, domestic partner benefits, transgender-inclusive health care benefits, competency programs and public engagement with the LGBTQ community. Eversheds Sutherland’s efforts in satisfying all of the CEI’s criteria results in a 100 percent ranking and the designation as a Best Place to Work for LGBTQ Equality.

For more information on the 2021 Corporate Equality Index, or to download a free copy of the report, visit hrc.org.

About the Human Rights Campaign Foundation

The Human Rights Campaign Foundation is the educational arm of America’s largest civil rights organisation working to achieve equality for lesbian, gay, bisexual, transgender and queer people. HRC envisions a world where LGBTQ people are embraced as full members of society at home, at work and in every community.