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Progress on preparation for introduction of same pay and equal pay, and survey on prospects after introduction: Over 70% of large companies have yet to establish a response policy

Adeco Progress on preparation for introduction of same pay and equal pay, and survey on prospects after introduction: Over 70% of large companies have yet to establish a response policy The biggest issue in introducing the same labor and wages is that of basic salary ………………………………………………………………………………………… Adecco Co., Ltd., a Japanese company that is a global leader in human resources services, develops comprehensive human resources and human resources services (Head office: Chiyoda-ku, Tokyo; President: Kenichiro Kawasaki; hereinafter “Adecco”) A company that works for 500 people engaged in human resource business in a company with 300 or more employees (hereinafter referred to as “large company”) who are required to introduce the same labor and equal pay as of April 1 We conducted a survey on the progress of preparation for the introduction of the system, and how it was expected that the working conditions such as salaries and benefits for regular and non-regular employees would change after the introduction. 【Summary of Survey Results】 Even if it takes less than a year to introduce the same labor and equal pay, more than 70% of large companies still have no policy on how to respond The biggest issue in introducing this system is the “basic salary”. Then, thing about “bonus bonus”. Many companies that have decided on a response policy for introducing equal pay for equal labor, are expected to increase income from non-regular employees’ basic salary and bonuses after the introduction of the system Regarding the working conditions of full-time employees after the introduction of the system, many companies answered that “the same (compared with the present)” will not change.

(1) The policy of how 70% or more of large companies respond to the introduction of same work same pay is not fixed Asked 500 people who are engaged in human resource work in a large company, “How do you respond to the introduction of” Same Labor Same Pay “at your place of work?” It has already been decided, “27.0% of the respondents answered. 55.0% answered that “some have been decided but not yet”, and 18.0% answered that “it has not been decided yet”, 73.0% which is 70% or more of the whole, ” Even if it has been less than a year until the introduction of “same labor and equal pay”, it has been found that no policy has been established on how to respond. [Image 1: https://prtimes.jp/i/1264/520/resize/d1264-520-256187-0.png] Whether the correspondence policy about introduction of “the same labor same pay” has been decided (2) Problems in the introduction of “same labor and equal pay”: The biggest problem is the “basic salary” We asked the 500 people involved in human resource work in a large company “What is the problem in introducing” same labor and equal pay “at your work place”, and the most respondents answered It was “Basic salary” (68.8%) and “Bonus bonus” (65.0%) that answered that it was an issue. [Image 2: https://prtimes.jp/i/1264/520/resize/d1264-520-500153-1.png] Problems in the Introduction of “Same Labor Same Pay” (multiple answers, top 5) (3) Prospects for working conditions after the introduction of “same labor and equal pay”: Basic salary According to the responses from 311 people who answered that they have decided on the basic policy on basic salary for regular and non-regular employees after the introduction of “same labor and equal pay” at work, the basic salary for non-regular employees is 52.1%. It turned out that “is increasing” compared with the present. On the other hand, the basic salary of full-time employees was “60% (60.1%)” with “no change”. [Image 3: https://prtimes.jp/i/1264/520/resize/d1264-520-982798-2.png] Anticipation on basic salary after introduction of “identical labor same pay” (4) Prospects for working conditions after the introduction of “same labor and equal pay”: bonus According to 303 people who answered that they have decided on a policy for dealing with bonuses for regular employees and non-regular employees after the introduction of “same labor and equal pay” at work, 39.9% of companies have non-regular employee bonuses compared with the current With the prospect of “increase”, combined with “currently not paid, but planned to be newly established by introducing the same pay for the same work” (15.2%), 55.1% of companies exceeding 50% receive bonus income from non-regular employees Is expected to increase. About bonus for regular employees, “unchanged” was about 70% (66.0%). [Image 4: https://prtimes.jp/i/1264/520/resize/d1264-520-272740-3.png] Prospects for bonus after introduction of “same labor and equal pay” (5) Prospects for working conditions after the introduction of “same labor and equal pay”: Allowance According to the responses from 314 people who answered that they have decided on a policy for handling regular and non-regular employees (such as commuting allowances and housing allowances) after the introduction of “same labor and equal pay” at work, the allowance for non-regular employees is “ More than 30% (31.5%) answered that it would be thicker. On the other hand, “no change” was also over 40% (44.9%). As for the compensation for full-time employees, “it does not change” was 74.2%. [Image 5: https://prtimes.jp/i/1264/520/resize/d1264-520-196042-4.png] Prospects for preparation after introduction of “same labor and equal pay” (6) Prospects for working conditions after the introduction of “same labor and equal pay”: retirement benefits About 30% (27.0%) of companies showed that approximately 30% (27.0%) of non-regular employees were in the company who answered that they have decided on a policy for dealing with retirement benefits for regular and non-regular employees after the introduction of “same labor and equal pay” at work. It is understood that the retirement benefits of are expected to “increase” compared to the present. In addition, 17.8% answered, “We are not paying at present, but plan to newly establish by introduction of same labor same pay”. About 70% (68.7%) of the retirement benefits for full-time employees, “No change” [Image 6: https://prtimes.jp/i/1264/520/resize/d1264-520-761103-5.png] Prospects for Retirement Allowance after Introduction of “Same Labor Same Pay” (7) Prospects for working conditions after the introduction of “same labor and equal pay”: leave According to the responses from 340 people who answered that their policies for dealing with leave of non-regular employees after the introduction of “same labor same pay” were decided, approximately 30% (28.5%) of non-regular employees It turned out that vacations are expected to “increase” compared to the present. On the other hand, the answer “no change” also exceeded 50% (51.5%). About 80% (79.7%) of non-permanent employees’ leave was “No change”. [Image 7: https://prtimes.jp/i/1264/520/resize/d1264-520-507290-6.png] Anticipation of leave after introducing “same labor and equal pay” 【Overview of the survey】 Target of survey: People who work as full-time employees in companies with more than 300 employees across Japan and are engaged in human resource operations (* Temporary staffing agencies and recruitment agencies are excluded from the survey) Sample: 500 people Survey method: Internet survey Implementation period: March 29-April 1, 2019 For more information about this release: prtimes.jp/main/html/rd/p/000000520.000001264.html ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━ ━


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