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Starting from September 2026, the uniform reduction guidance of "overtime within 45 hours per month" by the Labor Standards Inspection Office has been revised. What specifically has changed with this revision, and what should companies prepare for? We are distributing a leaflet that explains the changes in the supervision and guidance of the Labor Standards Inspection Office, as well as three key points to be aware of in future operations. Please download it from the request form and use it to assist in reviewing your operations. **Summary of the Leaflet** 1. Changes and Points That Are Easy to Misunderstand To put it simply, the legal overtime limit (45 hours per month, 360 hours per year) remains unchanged. What has changed is the Labor Standards Inspection Office's checkpoints. The focus has shifted from uniform guidance on "hours worked" to the implementation status of "health and welfare measures" as stipulated in the 36 Agreement. 2. Requirements for "Health and Welfare Measures" It is essential to "actually implement and keep records that can be explained later" regarding the measures specified in the 36 Agreement, such as interview guidance and work interval breaks. 3. Three Practical Points Companies Should Focus On 1. "Reliable implementation" of health and welfare measures 2. "Accurate recording" of implementation status 3. "Preventive measures" against long working hours

We have compiled a checklist of major legal revisions and system changes related to personnel, labor, and accounting operations effective from July 2026 onwards. The checklist includes items that will be useful for future preparations, such as the increase in the statutory employment rate for persons with disabilities, measures against customer harassment, the expansion of social insurance coverage, and the inspection of attendance data in light of the review of labor standards law. You can easily check off items to see at a glance what has not yet been addressed and what has been completed. Additionally, for systems that have already been implemented, we have included an "Operational Confirmation Checklist" to verify whether regulation revisions, payroll calculations, internal communication, and inquiry responses are being effectively operated. This checklist is available for free download and can be used immediately. We encourage you to utilize it to prevent any oversights in responding to legal revisions and to organize your internal preparation status. Furthermore, our company provides a system that strongly supports compliance with laws and regulations for businesses and organizations. Please also check our Universal Kinjiro series products.

Kinjirō Co., Ltd. and Professor Akihito Shimazu from Keio University’s Faculty of Policy Management held a discussion on the themes of health management and improving work engagement. Please download it and utilize it for your business. 【Recommended for those facing the following issues】 - Business owners and HR personnel looking for specific methods and evaluation indicators to promote health management and human capital disclosure. - Those who want to enhance work engagement and loyalty within the company and invigorate the organization. - Those who want to understand the effects of implementing a work interval system and the scientific correlation with worsening stress (such as the impact of less than 11 hours). - Those considering alert functions and visualization tools to prevent employee turnover and leave due to mental health issues. - Those who want to move away from Excel management and utilize AI and data science to centrally manage and analyze data on "attendance, health checkups, and stress checks." - Recruiters who want to enhance employee engagement and strengthen competitiveness in recruitment activities (such as internships). - Those who want to balance maximizing labor productivity with creating a win-win organization where employees can work vibrantly.

We are currently publishing a document summarizing important countermeasures for preventing turnover risks in the medical field through "employment × health management"! Please take a look. 【Recommended for】 - Those who want to accurately and reliably manage the upper limits of overtime work according to levels A, B, and C in line with the "work style reform for doctors." - Those who want to implement error notification and alert functions for continuous working hour restrictions and unconfirmed rest intervals. - Those who want to objectively separate and manage the time spent on "self-improvement," which is difficult to judge as working hours, from the actual work content. - Those who want to reduce the hassle of calculating on-call and day duty allowances, manage complex on-call shifts and night shifts, and eliminate aggregation errors. - Those who want to accurately apply a modified working hour system on a monthly or yearly basis while accommodating the unique working systems and complicated shifts specific to hospitals. - Those who want to automate proper labor management in accordance with the rules for on-call and day duty permissions and extract subjects for interview guidance (additional health protection measures) due to excessive labor. - Those who want to centralize employment data and health management data such as stress checks to early detect turnover risks and signs of mental health issues among on-site staff.

In recent years, employee mental health issues leading to absenteeism, turnover, and decreased productivity (presenteeism and absenteeism) have become a management risk for companies. The Ministry of Health, Labour and Welfare's guidelines (revised in 2023) require companies to go beyond mere legal compliance and ensure the "effectiveness of workplace environment improvement." It is expected that the obligation for stress checks will be expanded to include workplaces with fewer than 50 employees in the future. Our company is currently publishing materials on "data-driven health management" and "implementation of stress checks." Please utilize them for workplace improvement. ● Recommended for ● - Those who want to prevent employee absenteeism and turnover and improve engagement - Those who want to understand the procedures for implementing stress checks in anticipation of the expansion of obligations to workplaces with fewer than 50 employees - Those who want to prevent management losses caused by presenteeism due to mental health issues - Those who want to ensure that stress checks lead to workplace environment improvements rather than being seen as mere obligations - Those who want to detect employee isolation, which has become less visible due to the increase in telework, at an early stage - Those who want to reduce the administrative burden on HR and general affairs personnel, such as preparing reports for the Labor Standards Inspection Office and collaborating with occupational physicians - Those who want to manage health check and stress check data in a unified manner, integrating it with labor data to enhance health management.