Useful Flyer: Explanation of the Review of Labor Standards Supervision and Guidance Starting from September 2026
From September 2026, the Labor Standards Inspection Office will implement uniform guidance to reduce "overtime to within 45 hours per month." Key points for future operations will be introduced in a flyer!
Starting from September 2026, the uniform reduction guidance of "overtime limited to 45 hours per month" by the Labor Standards Inspection Office has been revised. What specifically has changed due to 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 Office, points that are easy to misunderstand, and three key points to be aware of in future operations based on this revision. Please download it from the materials request form and use it to review your operations.
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【Summary of Leaflet Content】 - The upper limit rule of "45 hours of overtime per month" continues (only guidance operations will be reviewed) - The focus of key checks will shift to the "implementation status of health and welfare measures" - Three points that HR and labor personnel should prepare are introduced
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**Introduction to the Content of the Leaflet** 1. Changes and Points That Are Easy to Misunderstand To put it simply, the legal limit for overtime (45 hours per month, 360 hours per year) remains unchanged. What has changed is the check points of the Labor Standards Inspection Office. The focus has shifted from uniform guidance on "hours worked" to the implementation status of the "health and welfare measures" stipulated in the 36 Agreement. 2. Requirements for "Health and Welfare Measures" It is essential to "actually implement the measures specified in the 36 Agreement, and keep records so that they can be explained later," such as interview guidance and work interval measures. 3. Three Practical Points Companies Should Focus On POINT 1. "Reliable Implementation" of Health and Welfare Measures Organize the procedures and timing for selecting target individuals, and revise from formal stipulations to actual operations. POINT 2. "Accurate Record Keeping" of Implementation Status Save data and history regarding "who, when, and what measures were taken." POINT 3. "Preventive Measures" Against Long Working Hours Timely grasp and prevent employees' long working hours and health risks.
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