This paper reviews the evolution of international principles on the employment of persons with disabilities, and critically examines the current situation and challenges in Japan. The International Labour Organization (ILO) Convention No. 159, adopted in 1983, required States to provide vocational rehabilitation and employment opportunities for persons with disabilities, with a particular emphasis on securing work as a means of livelihood in developing countries. Subsequently, Article 27 of the United Nations Convention on the Rights of Persons with Disabilities (CRPD; adopted in 2006 and ratified by Japan in 2014) explicitly recognized the right of persons with disabilities to work “in a labour market and work environment that is open, inclusive, and accessible,” thereby establishing an international norm encouraging State Parties to pursue inclusion in the mainstream labour market rather than segregation into special schemes. Furthermore, the concept of Decent Work (DW), introduced by the ILO in 1999, presented a universalist framework beyond disability, articulating four strategic objectives— (1) employment creation, (2) social protection, (3) social dialogue, and (4) rights at work— and establishing an internationally recognized paradigm that values not only the quantity, but also the quality of employment. Since the 1990s, Europe has institutionalized Work Integration Social Enterprises (WISEs) and Social Firms to include diverse disadvantaged groups such as ex-offenders, single parents, and migrants. In the United States, anti-discrimination legislation and the Workforce Innovation and Opportunity Act (WIOA) have provided comprehensive one-stop support for a broad range of disadvantaged workers, including persons with disabilities. In contrast, Japan maintains a dual structure comprising a disability employment quota system and welfare-based support for the poor, without yet having achieved the universality of DW or the inclusivity exemplified by WISE and WIOA. Policies focused solely on “disability” risk marginalizing individuals with hidden impairments or chronic illnesses, leaving them beyond the outreach of existing measures. At the same time, innovative practices such as ultra-short-time employment models, the Tokyo Metropolitan Government’s Social Firm Certification Ordinance, neurodiversity employment initiatives, and career transition support from higher education institutions can be regarded as emerging efforts toward universalist inclusivity. This paper highlights that Japan remains largely within the framework of ILO Convention No. 159, while arguing for the necessity of universal and inclusive policy design, and presents a redefinition of “quality of work” that is appropriate for persons with disabilities, people with chronic health conditions, and other disadvantaged groups.

Working is of great significance for persons with disabilities, to promote their independence, self-esteem, social connections, and growth. In addition, it increases the number of persons supporting society in an aging society, and also promotes corporate CSR and DE&I. There are two systems of work for persons with disabilities: corporate employment based on the employment obligation under the Act to Facilitate the Employment of Persons with Disabilities, and working at a welfare facility as part of welfare services under the Act on Providing Comprehensive Support for the Daily Life and Life in Society of Persons with Disabilities. Corporate employment is based on an employment contract, is subject to labor laws, and involves working autonomously as a member of the company based on production plans. Working at a welfare facility involves receiving extensive support as a user of welfare services, with consideration given to each individual’s characteristics and circumstances, and with labor laws not applying except for Type A. Although corporate employment and working at a welfare facility differ in terms of working style, they are the same in terms of the basic principle of working to produce something useful to society and earn an income. The percentage of working persons with disabilities is low compared to the overall rate for Japan, including persons without disabilities, and declines significantly with age. However, in recent years, both corporate employment and working at welfare facilities have been increasing rapidly due to a rise in the legal employment rate and an enhancement of the disability welfare systems. While the number of persons transitioning from working at welfare facilities to corporate employment has been increasing, this trend cannot necessarily be said to be strengthening. Future issues related to working persons with disabilities include aging, the development of workplaces for persons with mental disabilities and developmental disabilities, and support for persons with difficulties in working (WORK! DIVERSITY), such as those who are socially withdrawn, have intractable diseases, or are former prisoners. Challenges associated with changes in the workplace include the development of new workplaces, agriculture-welfare collaboration, and addressing businesses that exploit the system, such as “bad Type A” businesses and disability employment businesses. Issues related to additional development of the system include collaboration between corporate employment and working at a welfare facility, revision of the nature and calculation methods for the employment rate, and revising the system for working at a welfare facility.

The number of employed persons with disabilities (PWDs) in Japan is on the rise. Employment measures for PWDs are implemented based on the Act on Employment Promotion of PWDs (AEP-PWDs) and the Act on Comprehensive Support for PWDs (ACSPWDs), which work together to provide support. This paper introduces the status and challenges of employment policies for PWDs and disability welfare services. The purpose of AEP-PWDs is to bring about occupational stability for PWDs by implementing comprehensive measures to prompt PWDs to become independent in their working lives. Specifically, initiatives such as promotion of vocational rehabilitation, a system for the employment rate of PWDs, and a payment system for employment quotas for PWDs, as well as measures to eliminate discrimination against PWDs and the duty to provide reasonable accommodations are being implemented. While the employment of PWDs has been progressing steadily, challenges remain, such as improving the quality of employment and strengthening the collaboration between employment policies and welfare policies. Therefore, a law to partially amend the ‘Law for Comprehensive Support for Daily and Social Lives of PWDs' (the amended ACSPWDs) has been enacted. The main points of revision are the addition of employers' responsibilities to improve the quality of employment, an expansion of the calculation targets for employment rates, the expansion and establishment of new grants, and a further strengthening of collaboration between employment policies and welfare measures. In addition, to further promote the employment of PWDs, we are holding a study group on the future structure of the disability employment promotion system, and examining policies for enhancement of the quality of employment for PWDs and the disability employment rate system. The challenges ahead are to further ensure and improve the quantity and quality of employment for PWDs, and to promote collaboration between welfare and employment. As for the current situation of welfare services for PWDs, support for transitions from welfare to general employment has traditionally included necessary training and job search support in employment transition support services, provision of opportunities for activities in continuous employment support services Types A and B, along with necessary training for those activities, and support for solving issues related to general employment in employment retention support services. Furthermore, based on the amended ACSPWDs, Employment Choice Support Service, utilizing methods of employment assessment, will be established and implemented from October 2025. The purpose of ‘Employment Choice Support Service' is to assist PWDs who have the ability and willingness to work in considering their own ways of working. In addition, for PWDs who have improved their knowledge and skills related to employment while utilizing continuous employment support, an additional purpose is to provide appropriate opportunities for choosing employment transition support or general employment, while also placing importance on the individual's preferences. It is necessary to further enhance employment measures for PWDs and disability welfare policies, in order to realize a society where working together with PWDs is the norm, and to create a foundation for an independent life in the community, even for those with disabilities.

As one of the recipients in the “employment support program for Persons with Severe Disabilities (PWSDs),” which was initiated in Saitama City in 2019 ahead of all other cities in Japan, in this paper I describe the steps leading to establishment of the City's own system and what has happened since then. I live independently as a PWSD, receiving assistance dispatch 365 days throughout the year. I wanted to work for a general company and was offered a position with a company that incorporates telecommuting for PWSDs. At that time, service and support for PWSDs while working was not permitted, and I had difficulty in restroom activities, hydration, etc., which caused me to become ill. In 2017, five years after employment, when my work hours were extended due to a transfer, I consulted with a clerk from the municipal disability assistance department about the need for a helper while working. The city officials expressed their understanding that visiting the restroom and hydrating during work are part of daily activities, and a proposal was subsequently submitted by the Saitama Municipal Government to the Cabinet Office's Expert Committee on Decentralization Reform. Although the bill was postponed, my situation was taken up at Saitama City Council, and in April 2019, the “Employment support system for PWSDs” was launched in Saitama, ahead of the rest of the country. Subsequently, in October 2020, the “Special Project for Employment Support for PWSDs in Cooperation with Employment Policies” became available. However, there are still many municipalities that have not yet implemented this program, and we strongly hope that the voices of PWSDs spread and that the day will come when this program is available nationwide.

This paper examines the significance of working alongside individuals with disabilities through the practices of Omron Taiyo Corporation (hereafter, referred to as “our company”). Employment of persons with disabilities is an important aspect of corporate social responsibility (CSR), especially in Japan, where a legal framework has been established which advocates the promotion of employment for the disabled. Since our establishment, we have developed an environment where persons with disabilities can work with peace of mind, and have been promoting diversity and inclusion (D&I) initiatives based on the philosophy of our parent company, Omron. This paper introduces the historical background and relevant laws of disabled employment, as well as the current situation with respect to our company's corporate philosophy and disabled employment. This philosophy states that by embracing D&I and diverse human resources, we are contributing to the cultivation of our organizational culture and promotion of innovation, and are thus aiming for corporate growth. In addition, through specific initiatives such as our company's “Universal Manufacturing” and implementation of a labor safety and health management system, it has been made clear that creating an environment where all employees can thrive contributes to sustainable growth. Finally, we reaffirm the significance of working with persons with disabilities and make an appeal for the importance of efforts by companies to realize a society where more disabled persons can work, with the understanding and cooperation of the entire society.

Consultation support for individuals with higher brain dysfunction is stipulated in the community living support project of the Comprehensive Support for Persons with Disabilities Act. This paper reports the actual employment support for individuals with higher brain dysfunction by conducting interviews with practitioners of local disability support and institutions that provide support for higher brain dysfunction in the community and organizing their contents. As a result, the employment support for individuals with higher brain dysfunction had characteristics and challenges such as “support focused on the visualization of issues and their responses, stabilizing the living foundation, and workplace adjustments, along with the applicability of general methods; challenges of continuity in support from discharge to returning to work; and an attitude of being together in the process of reconstructing life through work, with the support centered on the individual.” At the organization supporting higher brain function disorders, practices included “implementation of flexible living support with expertise (bridging medical cooperation and early intervention to employment support, coordination of systems and support, and accompanying support),” “network building practices (among peers wishing to work, and agencies related to medical care, living, and employment),” and “practices of rear support to related agencies (providing knowledge, information, and advice).” These are: (1)early intervention by community supporters with a focus on returning to work or reemployment during hospitalization, and preventive measures to avoid disruption of support. (2) strengthening collaboration among medical, employment support, and businesses, along with specialized backend support. (3) life supporters accompanying individuals in the process of reconstructing their lives through work. These have significance as public health activities.

This study reports on the process of developing a training program aiming to improve assessment skills for employment support for persons with disabilities with significant variations in their condition using an app, with a view toward Employment Choice Support. Prior to program development, a self-monitoring app, WARAIFU, which monitors behavior, health condition, and circumstances was created. The training program was then developed in five stages using the ADDIE model, comprising: [Assessment: Needs], [Design: Objective and Content], [Development: Content Creation], [Implementation], and [Evaluation]. The study also discusses implications for future program development. In [Assessment: Needs], interviews and questionnaire surveys were conducted with support staff nationwide who had experience in employment support for PWDs in 2023. [Design: Objective and Content] focused on designing the program's objectives and content, while [Development: Content Creation] focused on the creation of specific content. In [Implementation], the training was piloted with supporters nationwide via a public recruitment process. [Evaluation] included (a) output evaluation such as self-assessments before and after training, (b) process evaluation such as identification of needs, and (c) structure evaluation such as adequacy of the available resources. As a result, [Assessment: Needs] yielded “process-oriented assessment,” “monitoring methods (using apps, etc.),” “regional information (regional industries, attitudes toward disabilities, etc.),” and other findings. In [Design: Objective and Content], the objectives and content were reviewed by experts, and “employment systems and reasonable accommodations” were added. In [Development: Content Creation], on-demand lectures and group exercises were planned. The assessment exercise incorporated elements of employment choice support, including “assessment sheets for employment support,” “provision of information,” “situation assessment utilizing work scenarios,” “case conferences involving multiple agencies,” “documentation of assessment results,” and “cooperation with PWDs.” A process was also established to deepen the assessment, using simulated cases that utilized WARAIFU for monitoring. In [Implementation], a trial training program was conducted for 48 supporters nationwide. In [Evaluation], positive changes were observed in self-assessments before and after the training in the output evaluation, while the process evaluation indicated that needs were appropriately identified. In the structure evaluation, the training venue was reconsidered. Based on the above, it is considered reasonable to develop training programs using the ADDIE model based on needs, and to proceed with design, development, and implementation. On the other hand, a needs assessment is conducted prior to the implementation of Employment Choice Support, and it is necessary to continue revising training methods and conducting evaluations even after the trial period of Employment Choice Support, including revisions to evaluation criteria.

The number of persons with disabilities (PWDs) holding a disability certificate in Minamidaito Village is 76, which accounts for 6.3% of the village's total population. There are no employment transitions or continuous employment support services, or daily living equipment subsidies for PWDs on the island, which makes it difficult to secure specialists who are focused on disabilities. On the other hand, the administrative, medical, and caregiving personnel engage in face-to-face communications with the PWDs daily; accordingly, they provided support for PWDs while thoroughly understanding their lives and characteristics. Disaster response involves listing those who need support with the fire brigade and the Minami-Daito Village Social Welfare Council, conducting pre-evacuation guidance, and providing transportation to evacuation centers. An environmental improvement project is being conducted by the “Minami-Daito Village Agricultural Land, Water, and Environmental Conservation Management Committee,” where groups which include PWDs and the elderly work together, which aids in supporting employment for PWDs. PWDs are recognized as members with a certain type of individuality. In various jobs and roles, a method is used where one person's weakness is covered by another with a compensating strength, which allows the work to be carried out. The island's human resources are all equally valuable, and each plays a role in sustaining the island. Minami Daito Village shares commonalities with rural areas in Asia. It is difficult to secure “service organizations specialized in disabilities” and “professionals specialized in disabilities.” However, the government, related organizations, and the community are naturally filling in as substitutes. In addition, people's awareness of normalization is high, and PWDs are naturally accepted as members. When considering support for PWDs, it is highly beneficial to elucidate, identify, and reassess the social and environmental factors and specifics of the power held by small communities that are isolated from urban areas.

Objectives: Declining birth rates are the growing social concern globally, including in Japan. Working from home is expected to promote flexible work styles that support a better balance between work and childcare. However, evidence on the association between working from home and fertility intentions remains limited and inconsistent. Additionally, although the influence of working from home may differ by marital status, none investigated this issue. The present study examined the cross-sectional association between working from home and fertility intentions among married and unmarried individuals. Methods: We analyzed the data from 7,998 married or unmarried individuals aged 20-45 years from the 2022 Japan COVID-19 and Society Internet Survey (JACSIS). Participants self-reported their frequency of working from home and fertility intentions. We used modified Poisson regression to estimate multivariable-adjusted prevalence ratios of feritlity intentions. Results Of 4,587 married participants, 1,385 (30.2%) worked from home and 2,521 (55.0%) had fertility intentions. Of 3,411 unmarried participants, 923 (27.1%) worked from home and 2,769 (81.2%) had fertility intentions. The relationship between working from home and fertility intentions tended to differ by marital status (P for additive interaction = 0.1). In married participants, as compared with those who did not work from home, although working from home two to three days a week was significantly associated with decreased prevalence of fertility intentions, working from home two to three days a month and six to seven days a week were associated with increased prevalence of fertility intentions. In contrast, working from home was significantly and linearly associated with decreased prevalence of fertility intentions in unmarried workers (P for trend = 0.01). Conclusion: The present data suggest that working from home may promote fertility intentions in married workers, but may suppress fertility intentions in unmarried workers. Longitudinal studies are needed to clarify the causal relationship between working from home and fertility intentions and actual childbearing behavior.

After the Fukushima Daiichi Nuclear Power Plant accident in March 2011, there are concerns about radionuclide contamination in food due to the release of radioactive materials into the environment. In response to this nuclear emergency exposure situation, the Japanese government set the provisional regulatory values to restrict the distribution of food products containing radionuclides. These values were then revised one year later in response to the transition to the existing exposure situation, and new standard limits were implemented to ensure food safety over a longer period of time, at an appropriate level for post-disaster recovery. Both measures were in line with international guidelines. Due to concerns about radionuclide contamination in food, imports of agricultural, forestry and fishery products and foods from Japan were restricted in up to 55 countries and regions. Many efforts including implementation of environmental monitoring, food monitoring, public disclosure of food inspection results contributed to understand the situation in Japan. Over time, import restrictions were gradually lifted in many countries. The aim of this review paper is to learn about countermeasures against import restrictions.