Japan Pay Equity Overview

Overview

Japan's journey towards pay equity has been a gradual but increasingly focused endeavor, driven by a recognition of persistent gender disparities in the labor market. Historically, the nation's employment system, characterized by long-term employment and seniority-based wages, coupled with deeply ingrained societal norms regarding gender roles, contributed to a significant gender wage gap. Early legislative efforts, such as the Labour Standards Act of 1947, laid foundational principles against direct wage discrimination based on sex. However, a more comprehensive approach to address systemic inequalities and promote women's participation and advancement in the workplace gained significant momentum in recent decades, particularly with the enactment of the Act on Promotion of Women's Participation and Advancement in the Workplace in 2015. This act marked a pivotal shift towards proactive measures, including data collection and action planning, to foster a more equitable working environment and challenge traditional workplace structures.

Despite these legislative advancements, Japan continues to grapple with one of the largest gender pay gaps among advanced economies. According to 2022 OECD data, Japan's gender wage gap stood at 22.1%, ranking it as the 4th lowest out of 38 OECD countries and the lowest among the G7 nations. This substantial gap is primarily attributed to several structural factors within the Japanese labor market. A significant contributing factor is the low representation of women in managerial and leadership positions, with only about 15% of managers being female. Furthermore, a high percentage of female employees, approximately 50%, are engaged in part-time or fixed-term employment, often referred to as "non-regular" workers, who typically receive lower wages, fewer benefits, and limited career progression opportunities compared to their "regular" counterparts. These disparities in career progression and employment type significantly widen the overall gender wage differential, creating a persistent challenge for policymakers.

The evolution of Japan's pay equity landscape reflects a growing national commitment to fostering an affluent and dynamic society where the human rights of both men and women are respected. Initial policies focused on prohibiting overt discrimination, as enshrined in the Labour Standards Act. Subsequent legislation, like the Equal Employment Opportunity Act, broadened the scope to encompass equal opportunities across all employment stages, aiming to dismantle indirect barriers. The more recent emphasis, particularly through the Act on Promotion of Women's Participation and Advancement in the Workplace and its subsequent amendments, has shifted towards greater transparency and accountability. This includes mandatory gender pay gap disclosure and the requirement for companies to formulate and publicly report on action plans aimed at improving women's participation and career advancement. These measures are designed not only to address the existing wage gap but also to encourage a more balanced work-life environment, challenge traditional workplace practices that reflect stereotyped gender roles, and ultimately boost Japan's economic competitiveness by fully utilizing its female talent pool.

Regulatory Approach

Japan's regulatory approach to pay equity has transitioned from a largely voluntary framework to one incorporating mandatory disclosure requirements, signaling a stronger commitment to addressing the gender wage gap. The core of this approach is rooted in the Act on Promotion of Women's Participation and Advancement in the Workplace, which initially focused on encouraging companies to set targets and implement initiatives. However, significant revisions in 2022 introduced mandatory gender pay gap reporting for larger enterprises. This shift emphasizes transparency as a key driver for change, compelling companies to confront and analyze their internal wage disparities. The government's philosophy is to promote self-correction and improvement within companies by making their gender pay data public, thereby leveraging market pressure, public scrutiny, and internal accountability to foster greater equality and encourage best practices.

The mandatory reporting obligations are tiered based on employer size and are designed for phased implementation. Initially, from July 8, 2022, companies with 301 or more regular employees became subject to the gender pay gap disclosure requirement. These companies must annually disclose their gender pay gap within three months following the end of their fiscal year. For many Japanese companies whose fiscal year ends in March, the first disclosures were due by June 2023. The disclosure must include the gender pay gap for the overall employee population, as well as separate analyses for specific employee groups, such as regular employees (typically full-time indefinite contracts) and irregular employees (part-time and fixed-term contracts). These calculations typically encompass base wages, bonuses, and various allowances, while explicitly excluding severance pay and commuting allowances to ensure a focus on core remuneration. The data can be published on the company's own website or on the government's dedicated portal for promoting women's participation in the labor market, known as the "Database on Promotion of Women's Participation and Advancement in the Workplace." Additionally, from January 2023, listed companies are required to include gender pay gap data in their annual securities reports, further enhancing transparency and integrating pay equity into broader corporate governance disclosures.

Looking ahead, the regulatory scope is set to expand significantly, demonstrating a sustained commitment to broader coverage. Effective April 1, 2026, the gender pay gap disclosure obligations will extend to companies with 101 or more employees. This expansion, part of the Japan Pay Gap Disclosure Expansion Act, will also require these newly covered companies to disclose the percentage of female managers within their workforce and, crucially, to provide explanations for any identified pay gaps. This upcoming requirement signifies a deeper dive into the root causes of wage disparities, moving beyond mere statistical reporting to demand analytical insights and strategic responses from employers. While direct financial penalties for non-compliance with disclosure requirements are not explicitly outlined as fines, the Ministry of Health, Labour and Welfare (MHLW) retains the authority to publicly name companies that fail to comply or refuse to follow administrative guidance, serving as a significant reputational incentive for adherence and a powerful tool for encouraging compliance.

Key Pay Equity Legislation

• Labour Standards Act (1947): This foundational act establishes minimum standards for working conditions in Japan. Article 4 explicitly prohibits employers from discriminating against workers in wages on the basis of sex. This provision serves as the bedrock for equal pay principles, ensuring that overt wage discrimination between men and women for the same work is unlawful. While it primarily addresses direct discrimination and has been instrumental since the post-war era, its scope is limited in tackling indirect discrimination or systemic biases that contribute to the broader gender wage gap. The Act also covers other fundamental aspects of labor, including working hours, holidays, and minimum wages, and is enforced by the Ministry of Health, Labour and Welfare through its prefectural labor bureaus.
• Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment (Equal Employment Opportunity Act) (1985, revised multiple times): Enacted in 1985 and subsequently revised to increase its rigor and expand its scope, this Act goes beyond mere wage discrimination to prohibit gender discrimination across all stages of employment. This includes recruitment, hiring, assignment, promotion, education and training, welfare benefits, mandatory retirement, dismissal, and renewal of employment contracts. The Act aims to ensure that women have equal opportunities and treatment in the workplace, thereby addressing systemic barriers to their career advancement and indirectly contributing to narrowing the gender pay gap by promoting equitable career paths and access to higher-paying roles. Its revisions have progressively strengthened its enforcement mechanisms and broadened its protective reach.
• Act on Promotion of Women's Participation and Advancement in the Workplace (JP-WOMEN-WORKPLACE-2015) (2015, amended 2022, 2026): This Act, fully enforced on April 1, 2016, is a cornerstone of Japan's modern pay equity framework. It mandates that government agencies, local governments, and private-sector corporations with a certain number of employees collect and analyze data on gender and employment issues, such as hiring rates, continuous employment, working hours, and female manager ratios. Based on this analysis, employers are required to formulate and announce "action plans" with quantitative targets and initiatives to promote women's participation and advancement. The Act was initially temporary legislation with a ten-year term limit, underscoring its dynamic nature and the government's ongoing commitment to review and adapt its provisions based on effectiveness and evolving societal needs.
• Japan Gender Pay Gap Disclosure (JP-PAY-GAP-DISCLOSURE-2022 / RET-JP-NA-DISCLOS-2023) (Regulation, In Force (Amended), 2022): This regulation, which took effect on July 8, 2022, is a critical amendment to the Act on Promotion of Women's Participation and Advancement in the Workplace. It mandates that companies with 301 or more regular employees publicly disclose their gender wage gap annually. The disclosure must be made within three months of the end of the fiscal year and should include the pay gap for the entire workforce, as well as for regular and irregular employee categories. This measure aims to increase transparency in the labor market, encourage companies to address their pay disparities through internal analysis and strategic interventions, and provide job seekers with valuable information to make informed career choices.
• Japan Pay Gap Disclosure Expansion (RET-JP-NA-WOMENAC-2026) (Act, In Force (Amended), 2026): Building on the 2022 disclosure requirements, this upcoming amendment, effective April 1, 2026, will significantly broaden the scope of mandatory reporting. It will extend the gender pay gap disclosure obligations to companies with 101 or more employees. Furthermore, these companies will also be required to disclose their ratio of female managers and, importantly, to provide explanations for any identified pay gaps. This expansion signifies a deeper commitment to understanding and addressing the underlying causes of gender pay disparities, pushing companies towards more comprehensive internal analysis and strategic interventions to achieve genuine pay equity.
• Part-Time and Fixed-Term Work Act (Amended 2020): While not exclusively a gender pay equity law, this Act, which came into effect in April 2020 (and April 2021 for small and medium-sized companies), plays a crucial role in addressing a significant factor contributing to Japan's gender wage gap: the disparity between regular and non-regular employees. It prohibits unreasonable differences in working conditions, including base salary, bonuses, and other benefits, between part-time/fixed-term employees and regular employees. Given that a large proportion of women in Japan are employed in non-regular positions, often due to caregiving responsibilities or limited career opportunities, this Act indirectly supports gender pay equity by ensuring fair treatment regardless of employment status and reducing the wage penalty associated with non-regular work.

Covered Employers

The scope of employers covered by Japan's pay equity regulations has expanded progressively, reflecting an increasing commitment to broader workplace equality across the economy. Initially, the Act on Promotion of Women's Participation and Advancement in the Workplace, fully enforced on April 1, 2016, mandated that government agencies, local governments, and private-sector corporations with more than 300 employees formulate and announce action plans to promote women's participation and advancement. These action plans required companies to collect and analyze data on various gender and employment issues, such as hiring rates, continuous employment, working hours, and female manager ratios, setting the stage for future, more specific reporting obligations. This initial threshold aimed to capture a significant portion of the corporate landscape, focusing on larger entities with greater resources to implement and report on such initiatives.

A pivotal expansion occurred with the amendments that took effect on July 8, 2022, introducing mandatory gender pay gap disclosure. Under these regulations, companies with 301 or more regular employees became obligated to annually disclose their gender wage gap. This disclosure must be made within three months of the end of their fiscal year and covers the pay gap for the entire employee population, as well as for distinct categories such as regular and irregular employees. The requirement for listed companies to include this data in their annual securities reports from January 2023 further broadened the public visibility of these disclosures, integrating pay equity reporting into broader corporate governance and financial transparency frameworks. While smaller companies were initially exempt from this specific pay gap reporting, they were still required to file action plans if they had 101 or more regular employees, focusing on broader women's participation metrics and setting the groundwork for future disclosure requirements.

The most recent and significant expansion of coverage is set to take effect on April 1, 2026, under the Japan Pay Gap Disclosure Expansion Act. From this date, the mandatory gender pay gap disclosure obligations will extend to companies with 101 or more employees. This means a substantially larger number of employers will be required to report not only their gender pay gap but also their ratio of female managers and provide explanations for any existing disparities. This phased-in approach demonstrates a strategic move to gradually encompass a wider range of businesses, ensuring that more of the Japanese workforce benefits from increased pay transparency and corporate accountability. It is important to note that temporary agency workers are generally excluded from the direct scope of the Act on Promotion of Women's Participation and Advancement in the Workplace, with their treatment often governed by separate regulations concerning dispatched workers under the Worker Dispatching Act, which aims to ensure fair treatment for these employees.

Employee Rights

In Japan, employees are afforded several key rights pertaining to pay equity and non-discrimination, primarily enshrined in the Labour Standards Act and the Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment. The most fundamental right is the prohibition of wage discrimination based on sex, as stipulated in Article 4 of the Labour Standards Act. This provision ensures that employers cannot differentiate wages between men and women solely due to their gender for work of equal value. This principle is a cornerstone of Japan's legal framework for equal pay, aiming to rectify historical wage disparities and enhance the economic standing of female workers. Any employment contract that provides for working conditions below the standards of the Labour Standards Act is deemed invalid in those specific portions, with the statutory standards applying instead, providing a robust minimum protection for all workers.

Beyond direct wage discrimination, the Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment (Equal Employment Opportunity Act) provides broader protections against gender-based discrimination across all facets of employment. This includes rights related to recruitment, hiring, assignment, promotion, education and training, welfare benefits, mandatory retirement, dismissal, and contract renewal. Employees have the right to be treated equally regardless of their gender in these areas, which indirectly supports pay equity by ensuring equal access to career advancement opportunities that significantly influence earning potential. While the Act does not explicitly detail procedures for individual information requests regarding pay, the broader framework encourages transparency and fairness in employment practices, and employees can seek advice from Prefectural Labour Bureaus if they suspect discrimination.

Furthermore, with the introduction of gender pay gap disclosure requirements, employees in companies with 101 or more employees (from April 1, 2026) gain an indirect right to information regarding their employer's overall gender pay disparities. Employers are mandated to make their action plans and disclosed data available to their employees and the public, typically through company websites or the MHLW's dedicated portal. This transparency empowers employees, particularly women, to understand the general pay landscape within their organization and potentially identify systemic issues, fostering a more informed workforce. For non-regular employees, the amended Part-Time and Fixed-Term Work Act grants the right to an explanation from their employer regarding the content and reasons for any differential treatment compared to regular employees. Employers are prohibited from taking disadvantageous action against an employee who requests such an explanation, reinforcing the right to inquire about and challenge potential disparities in working conditions without fear of reprisal.

Governance & Enforcement Bodies

The primary governmental authority responsible for overseeing and enforcing pay equity regulations in Japan is the Ministry of Health, Labour and Welfare (MHLW). The MHLW plays a multifaceted role, encompassing policy formulation, the drafting of ministerial ordinances and guidelines, and the overall administration of labor laws, including those related to equal employment opportunity and pay equity. It is the central body that mandates the collection and disclosure of gender-related employment data and action plans under the Act on Promotion of Women's Participation and Advancement in the Workplace. The MHLW also publishes various labor statistics and survey results, such as the Basic Survey on Wage Structure, providing crucial data that informs policy development, evaluates the effectiveness of current measures, and enhances public understanding of gender disparities in the workforce.

Beneath the national level, the MHLW operates through a network of regional bodies that are instrumental in the practical implementation and enforcement of labor laws. Prefectural Labour Bureaus are key players, serving as the direct point of contact for employers regarding compliance with the Act on Promotion of Women's Participation and Advancement in the Workplace. Companies are required to submit their action plans and gender pay gap disclosures to these bureaus for review. The Prefectural Labour Bureaus also provide extensive advice and guidance to employers on fulfilling their obligations, offering consultation services to workers regarding their rights, and mediating disputes. They are responsible for monitoring compliance and can issue administrative guidance to companies that fail to meet the requirements, guiding them towards corrective actions.

Further enforcement and dispute resolution mechanisms are provided by other specialized bodies. The Labour Standards Inspection Offices, operating under the Prefectural Labour Bureaus, are tasked with enforcing the Labour Standards Act, including its provisions on equal pay. They conduct inspections, investigate complaints regarding wage violations, and ensure adherence to minimum working conditions. In cases of labor disputes that cannot be resolved through direct negotiation or administrative guidance, the Central Labour Relations Commissions and local labor commissions provide arbitration and conciliation services between employers and individual workers or labor unions. While these bodies primarily handle broader labor relations, their role can extend to disputes involving discriminatory practices or unfair treatment related to pay, offering a structured pathway for redress. The coordination among these agencies ensures a comprehensive approach to promoting and enforcing pay equity across Japan's diverse workplaces.

Monitoring & Compliance

Monitoring and compliance with Japan's pay equity regulations primarily revolve around the mandatory reporting and disclosure mechanisms established under the Act on Promotion of Women's Participation and Advancement in the Workplace. Employers with 101 or more regular employees (expanding from 301+ employees as of April 1, 2026) are obligated to conduct a thorough assessment of the situation of women's active participation in their companies and analyze identified issues. Based on this assessment, they must formulate, notify internally, and publicly disclose an action plan. These action plans, which include quantitative targets and specific initiatives for improving gender equality, must be reported to the relevant Prefectural Labour Bureau. The bureaus review these plans, provide necessary advice and guidance to ensure they align with national guidelines, and monitor their implementation progress over time.

A critical component of monitoring, particularly since the 2022 amendments, is the mandatory disclosure of gender pay gap data. Companies with 301 or more employees (and 101+ from April 1, 2026) must annually disclose the wage differences between men and women. This disclosure requires a detailed analysis of the gender pay gap for the overall employee population, as well as separate analyses for specific employee groups, such as regular and irregular employees, to highlight disparities within different employment categories. The data to be reported includes base wages, bonuses, and various allowances, with certain exclusions like severance pay and commuting allowances to ensure consistency. Employers have the option to disclose this information on their own corporate websites or utilize the government's dedicated portal, "The Database on Promotion of Women's Participation and Advancement in the Workplace" (positive-ryouritsu.mhlw.go.jp). This public disclosure mechanism serves as a powerful tool for external scrutiny, market transparency, and internal accountability, encouraging companies to proactively address their disparities.

In addition to public disclosure, listed companies have an extra layer of compliance, as they are required to include gender pay gap data in their annual securities reports from January 2023. This integrates pay equity reporting into broader corporate governance and financial transparency frameworks, subjecting it to investor and stakeholder scrutiny. While formal, regular government-led equal pay audits are not explicitly mandated across all employers, the requirement for companies to collect, analyze, and disclose their own data, coupled with the submission of action plans to labor bureaus, places the onus on employers for self-monitoring and continuous improvement. The MHLW also conducts various surveys, such as the Basic Survey on Wage Structure, which provides nationwide data on wages and helps evaluate the overall effectiveness of policies in addressing the gender wage gap. The upcoming requirement for companies to explain the reasons behind their pay gaps (from April 1, 2026) will further deepen the analytical aspect of compliance, pushing companies to identify and address underlying causes rather than just reporting statistics, fostering a more proactive approach to pay equity.

Penalties & Enforcement

Japan's enforcement mechanisms for pay equity regulations primarily rely on administrative guidance, public disclosure, and the underlying legal framework of the Labour Standards Act, rather than immediate heavy financial penalties for non-compliance with reporting obligations. For instance, while companies with mandatory disclosure requirements must submit their action plans and gender pay gap data to the Prefectural Labour Bureaus, a failure to comply with these disclosure mandates does not typically result in direct fines. Instead, the Ministry of Health, Labour and Welfare (MHLW) has the authority to publicly name and shame companies that do not abide by the disclosure requirements or refuse to follow the directives issued by the local labor bureaus. This "name and shame" approach is intended to exert significant reputational pressure on non-compliant organizations, encouraging them to fulfill their obligations to avoid negative public perception, potential impacts on their ability to attract and retain talent, and damage to their corporate brand.

However, more direct legal remedies and penalties exist for violations of fundamental equal pay principles enshrined in the Labour Standards Act. Article 4 of this Act explicitly prohibits wage discrimination based on sex. If an employer is found to be in violation of this provision, employees can seek redress through the labor dispute resolution mechanisms, including consultation with Labour Standards Inspection Offices or mediation/arbitration by Labour Relations Commissions. While specific fine amounts for Article 4 violations are not always explicitly detailed as a fixed penalty, the legal framework allows for orders to rectify discriminatory practices, payment of back wages, and potential compensation for damages incurred by the affected employee. The Act also sets limits on wage reduction sanctions for employees, ensuring that any disciplinary deductions do not exceed half of an average day's wage per instance, and the total amount does not exceed one-tenth of the total wage paid in a pay period, protecting workers from excessive penalties.

Beyond pay gap reporting, other related labor law amendments also carry enforcement provisions. For example, non-compliance with measures to prevent sexual harassment against job seekers, which will become a prerequisite for special certification from April 1, 2026, may lead to administrative guidance and public disclosure. This indicates a broader trend towards using public transparency and administrative oversight as key enforcement tools across various aspects of workplace equality. The appeals process for labor disputes typically involves seeking resolution through the Prefectural Labour Bureaus or Labour Relations Commissions, and if unresolved through these administrative channels, pursuing legal action through the courts. The emphasis remains on encouraging compliance through guidance and public accountability, with robust legal recourse available for direct violations of statutory rights, ensuring that employees have avenues to challenge discriminatory practices and seek appropriate remedies.

International Alignment

Japan's commitment to pay equity is significantly influenced by and aligned with international labor standards, particularly those set by the International Labour Organization (ILO) and the principles advocated by the Organisation for Economic Co-operation and Development (OECD). A cornerstone of this alignment is Japan's ratification of ILO Convention No. 100 on Equal Remuneration in 1967. This convention obliges ratifying states to promote and, in so far as is consistent with the methods in operation for determining rates of remuneration, ensure the application to all workers of the principle of equal remuneration for men and women workers for work of equal value. The Labour Standards Act of 1947, with its explicit prohibition of wage discrimination based on sex, predates and aligns with the spirit of this international standard, demonstrating an early national commitment to the principle of equal pay for equal work.

In a broader context, Japan actively participates in OECD works, including international comparative studies and peer reviews in the fields of healthcare, labor, and social policies. This engagement provides a framework for Japan to benchmark its progress against other developed nations and identify areas for improvement. While Japan has made strides, its gender pay gap, at 22.1% in 2022, remains higher than the OECD average of 11.7% and is the lowest among G7 countries. This persistent gap highlights areas where Japan continues to face challenges in fully aligning with the outcomes observed in leading peer countries, such as those in the European Union which have more stringent pay transparency and enforcement mechanisms. The Act on Promotion of Women's Participation and Advancement in the Workplace and its subsequent amendments, particularly the mandatory gender pay gap disclosure, are direct responses to these international comparisons and the global movement towards greater pay transparency and accountability.

The policy interventions in Japan, such as promoting women's participation in the labor market, encouraging work-life balance, and addressing the disparities between regular and non-regular employees, reflect a comprehensive approach that resonates with broader international goals for sustainable development and gender equality, including the UN Sustainable Development Goal 5. The emphasis on transparency through disclosure is a strategy increasingly adopted by countries worldwide to tackle the gender pay gap. By requiring companies to analyze and report their pay disparities, Japan is adopting a mechanism that has proven effective in other jurisdictions for driving internal change and accountability. The ongoing revisions and expansions of these regulations demonstrate Japan's continuous effort to improve its standing in international gender equality indices and to fulfill its commitments under international conventions and global initiatives, aiming to create a more equitable and dynamic workforce that fully leverages the talents of all its citizens.

Future Developments

Japan's pay equity landscape is poised for significant advancements in the near future, with key reforms scheduled to take effect in 2026, signaling a deepening commitment to addressing gender disparities in the workplace. The most impactful development is the expansion of gender pay gap disclosure obligations under the Act on Promotion of Women's Participation and Advancement in the Workplace. Effective April 1, 2026, the mandate to publicly disclose gender pay gap information will extend to a broader range of employers, specifically those with 101 or more employees. This is a substantial reduction from the current threshold of 301 or more employees, bringing a significantly larger segment of the corporate sector under the purview of pay transparency requirements. This expansion is expected to dramatically increase the number of companies reporting on their pay disparities, thereby fostering greater accountability and encouraging more widespread internal analysis and corrective actions across the economy.

Beyond the expanded coverage, the upcoming 2026 amendments introduce additional reporting requirements designed to provide a more comprehensive understanding of gender equality in the workplace. Companies with 101 or more employees will not only be required to disclose their gender pay gap but also their ratio of female managers. Crucially, these employers will also be mandated to explain the reasons behind any identified pay gaps. This requirement for qualitative analysis, moving beyond mere statistical reporting, represents a significant step forward. It aims to compel companies to delve into the root causes of disparities, such as differences in career paths, employment types, access to promotion, or work-life balance policies, and to articulate their strategies for addressing these issues. This shift is anticipated to drive more targeted and effective interventions by employers, moving beyond superficial compliance to genuine systemic change.

Furthermore, the Ministry of Health, Labour and Welfare (MHLW) is expected to issue forthcoming guidelines by the end of 2026 to support the implementation of various labor law amendments. These guidelines will cover a range of areas, including new rules on customer harassment, enhanced support for employees balancing medical treatment and work responsibilities, and measures to prevent sexual harassment against job seekers. While not all directly related to pay equity, these broader reforms underscore a holistic government effort to create more inclusive and equitable workplaces, which indirectly supports gender equality and career progression. The Act on Promotion of Women's Participation and Advancement in the Workplace was initially enacted as temporary legislation with a ten-year term limit from its full enforcement in 2016. This suggests an ongoing legislative review process, indicating that further reforms and adaptations to Japan's pay equity framework may continue beyond 2026 as the government assesses the effectiveness of current measures and responds to evolving societal and economic needs, aiming for continuous improvement in gender equality outcomes.

Key Regulations

Title	Type	Status	Year
Women's Workplace Advancement Act	Act	In Force (Amended)	2015
Japan Gender Pay Gap Disclosure	Regulation	In Force (Amended)	2022
Japan Gender Wage Gap Disclosure	Regulation	In Force (Amended)	2022
Japan Pay Gap Disclosure Expansion	Act	In Force (Amended)	2026

Sources and References

Source	Type
Ministry of Health, Labour and Welfare (MHLW)	official
The Database on Promotion of Women's Participation and Advancement in the Workplace	official
Japanese Law Translation (Ministry of Justice)	official
ILO NATLEX: C100 - Equal Remuneration Convention, 1951 (No. 100)	official