Employer’s Duty of Care in Japan: What Safety and Health Responsibility Really Means
Working in Japan can be a rewarding experience. Many people are drawn by its efficiency, organization, and team-oriented culture.
But behind every well-run workplace lies a legal and moral framework that protects employees’ safety and health — something every worker in Japan should understand.
In this post, I’ll walk you through how Japan defines an employer’s duty of care and what rights and resources you have as an employee.
This article covers:
1. Duty of Care for Safety and Health
2. Annual Health Checks and Medical Oversight
3. Worker’s Compensation - Premium 100% Paid by Employer
4. FAQ
5. Wrap up
1. Duty of Care for Safety and Health (安全配慮義務)
Japanese labor law imposes a broad obligation known as “anzen hairyo gimu”, meaning the employer’s duty of care for employees’ safety and health.
Employers must take reasonable measures to prevent injury, illness, and psychological harm at work.
Importantly, this duty also extends to dispatched workers (haken shain) — even if the company is not their direct employer.
This duty covers not only physical hazards but also environmental and psychological factors. Poor ergonomics, excessive noise, temperature extremes and work stress can all become issues if left unaddressed.
Safety and Health Manager (安全衛生管理者)
Under the Industrial Safety and Health Act (労働安全衛生法), companies with 50 or more full-time employees must appoint a certified Safety and Health Manager.
Smaller organizations — with fewer than 50 employees — are not legally required to do so, but the government encourages forming a Safety and Health Committee (安全衛生委員会) to share awareness and discuss preventive measures.
The Safety and Health Manager’s role includes:
Inspecting offices and facilities for ergonomic and safety risks
Conducting emergency and fire drills
Reporting workplace accidents or injuries to authorities
Coordinating health checks and risk prevention training
This position is more than administrative. The manager serves as a bridge between management and employees, ensuring that potential hazards are detected early and that workers feel safe reporting concerns.
Business Continuity Plan (BCP)
Japan’s experience with natural disasters has shaped a strong culture of preparedness. Every company is encouraged — and larger ones are required — to develop a Business Continuity Plan (BCP).
This plan ensures safety and operational continuity during earthquakes, typhoons, or tsunamis.
Common BCP activities from a safety and health perspective include:
Employee safety confirmation:
After a disaster, employees may be asked to check in via email, app, or internal system — even outside working hours. If someone fails to respond, a designated department or emergency contact person will attempt to reach them, based on the contact details provided upon hiring.Emergency kits and helmets:
Many offices provide each employee with a disaster bag containing food, water, gloves and a helmet.Support for stranded employees (帰宅困難者対応):
In large-scale disasters, trains and buses may stop, making it impossible for staff to return home, especially in urban area. Companies often prepare emergency supplies like blankets, food, and water so employees can safely remain in the office overnight.
Under Japanese law, once an employer becomes aware of a potentially harmful or unsafe environment, they have a duty to act.
Real Story: 3.11 and Foreign Residents
When the Great East Japan Earthquake struck in 2011, many foreign residents faced enormous uncertainty. Some embassies advised evacuation or provided charter flights, especially for people near Fukushima due to radiation concerns.
Visa reissuance was simplified for students and workers who temporarily returned home. Meanwhile, municipalities and volunteer groups began offering multilingual disaster information and counseling, realizing how critical language accessibility is in emergencies.
If you are an employee, you can and should ask your employer what support is available in such situations. If you are a freelancer or digital nomad, your safety net will be the local city office, which provides emergency support and multilingual resources.
See also:
Earthquake Survival in Japan: Tips, Tools, and What to Expect
Better Than Fear: Experiencing a Seismic 7 Earthquake Simulation in Tokyo
Real Story: Foreign Workers in Construction
Recently, more and more foreign workers can be seen at construction sites in Japan. Construction remains one of the country’s highest-risk industries, so safety and health duties are especially strict.
In such sectors, Safety and Health Managers must pass advanced-level national exams and receive special authorization.
The rules cover everything from protective gear to rest breaks, and violations can result in serious penalties or business suspension. (See also: Worker’s Compensation section below.)
2. Annual Health Checks and Medical Oversight
Another essential part of an employer’s duty of care in Japan is ensuring employees’ health management. These measures are designed to protect both the physical and mental well-being of workers — not only in emergencies, but in everyday work life.
Japan places great importance on preventive healthcare, and employers are legally required to take proactive steps to detect and manage potential health risks early.
Mandatory Annual Health Check-Up (定期健康診断)
All employers in Japan must provide an annual health check-up for their employees. These check-ups are part of the employer’s legal obligations under the Industrial Safety and Health Act — and the cost is covered by the company, not by employees.
A typical annual check-up includes:
Blood tests and blood pressure measurement
Chest X-ray
BMI, vision, and hearing tests
Lifestyle counseling on diet, smoking, and exercise habits
For employees regularly engaged in hazardous work (for example, handling chemicals, dust, or radiation), a specialized health check must be performed every six months.
If you’re a part-time employee, check with HR about your eligibility and who handles your health check, since arrangements can differ.
When a doctor identifies a health risk, the company must offer a follow-up consultation or make workplace adjustments, such as reducing overtime, modifying duties, or changing work environments. If additional medical testing is recommended, employers generally encourage employees to proceed, though the decision is voluntary.
First Aid Kit Requirements (救急箱の設置義務)
Every workplace in Japan must maintain a first aid kit under the Industrial Safety and Health Act. The law also specifies what must be included — typically:
Adhesive bandages
Pain relievers and cold medicine
Stomach medicine
Antiseptic solution and gauze
Employees commonly use these for minor injuries or discomfort, but if you’re unsure about any foreign medication, it’s best to confirm with your regular doctor. This rule may seem minor, but it’s actually quite practical and widely used in workplaces across Japan.
Overtime Work and Doctor Consultations
Japan’s labor laws recognize that long working hours pose serious health risks, especially to the heart and mental health.
Employers are required — or at least strongly encouraged — to provide a doctor consultation based on the amount of overtime worked and observed fatigue:
Overtime + weekend work exceeds 80 hours/month -> Employer should offer a medical consultation
Overtime + weekend work exceeds 100 hours/month -> Employer must offer a medical consultation
In both ways, taking it or not is optional.
The purpose is to identify early warning signs of fatigue, depression, or cardiovascular risk before they lead to serious illness or karoshi (death from overwork).
Mental Health Initiatives (メンタルヘルス対策)
Japan’s awareness of mental health has grown rapidly in recent years. Since 2015, companies have been legally required to conduct an annual stress check.
Stress checks will become mandatory for workplaces with fewer than 50 employees. The amended Industrial Safety and Health Act, passed in May 2025, is expected to require all workplaces to conduct them by 2028.
The stress check is a confidential questionnaire that measures job-related pressure, interpersonal stress, and emotional well-being.
Many companies, especially multinational ones, go beyond the legal minimum by offering:
Employee Assistance Programs (EAP)
Mental health hotlines or chat counseling
Mindfulness or wellness programs
Despite progress, stigma still exists. Employees often hesitate to admit emotional distress, fearing it could affect performance reviews or promotions.
But understanding that your employer must protect your mental health — not punish you for it — is an important step toward a sustainable career in Japan.
Resources like TELL Lifeline (English/Japanese) are free and anonymous for expats.
See also:
Psychiatry in Japan vs. the U.S.: What Expats Should Know About Mental Health & Medical Leave
Industrial Physician/Company doctor (産業医)
For workplaces with 50 or more employees, employers are required to appoint an industrial physician — a doctor specializing in occupational health.
These physicians typically visit the workplace periodically rather than working full time on-site. Their main responsibilities include:
Reviewing employee medical reports and identifying patterns of health risk
Consulting on overtime and fatigue-related issues
Advising on reinstatement after medical leave
Recommending improvements to working conditions
Although you might never meet the company’s industrial physician directly, their input often shapes HR and safety decisions behind the scenes.
3. Worker’s Compensation - Premium 100% Paid by Employer
If you are injured or become ill because of your job, Japan’s Workers’ Compensation Insurance (労災保険) covers your treatment and lost wages. It applies to both Japanese and foreign employees.
The workers’ accident compensation insurance premium is 100% paid by the employer.
Covered cases include:
Accidents during work or *commuting
Illness caused by long hours or job stress
Injuries from unsafe equipment or work environments
*Note: Employees must report their commuting route when hired. If an accident occurs outside the reported route, workers’ compensation will only apply if the detour or stop was for a necessary daily activity—such as voting, buying daily goods, or visiting a doctor. However, long or personal detours are generally not covered.
Well-known example:
In a 2023 case, a Toshiba engineer's suicide was deemed a labor accident after 100+ overtime hours led to severe mental strain.
Asahi Shinbun article (Japanese)
How to Apply
If you believe your injury or illness is work-related, you can file a workers’ compensation claim with your local Labor Standards Inspection Office (労働基準監督署).
In most cases, your company’s HR department will prepare and submit the necessary documents on your behalf. However, since the process involves both medical and employment records, it’s a good idea to review the documents before submission to ensure all information is accurate and complete.
The topic can be sensitive, so maintaining open and calm communication with HR is important.
If you prefer, you can also file the claim yourself. The general process is as follows:
Visit or contact the nearest Labor Standards Inspection Office and explain your situation.
Prepare documentation such as a doctor’s diagnosis, work attendance records, and any evidence linking your condition to work.
Submit the claim forms (Rosai hosho seikyusho), which you can get from the office or MHLW website.
The office will investigate and determine whether your case qualifies for compensation.
For full details and sample forms, see the MHLW guide: “Industrial Accident Compensation for Foreign Workers” (approx. 16 + 52 pages! )
You don’t need your employer’s consent to apply. If you’re unsure or feel uncomfortable handling the process, lawyers, labor unions, or the Japan Legal Support Center (法テラス) can provide advice and support.
4. FAQ
Q1: Do small companies also have to follow these rules?
Yes. Even small employers must ensure safe and healthy working conditions. However, requirements like appointing a formal Safety and Health Manager or conducting stress checks apply mainly to organizations with 50 or more employees. Smaller firms can form voluntary committees.
Q2: Can foreign employees use the same health resources?
Absolutely. Labor law protections apply regardless of nationality. If you are enrolled in Shakai Hoken (social insurance), you’re entitled to the same health checks, consultations, and workers’ compensation coverage as Japanese staff.
Q3: What if my company ignores my complaints?
Start by documenting issues and reporting them to your HR or safety representative. If no action is taken, contact the Labor Standards Inspection Office (労働基準監督署) or Japan Legal Support Center (法テラス) for free advice.
Q4: I don’t want to share my health check-up results every year with my employer. Is that okay?
A4: Under Japan’s Industrial Safety and Health Regulations (Articles 66 and 66-6), companies are required to receive and review employees’ annual health check-up results and to inform each employee of their results.
From a privacy perspective, the Personal Information Protection Act generally prevents employers from viewing medical data without consent. However, experts — including those from the Japan Health Insurance Association and labor consultants — interpret that the Industrial Safety and Health Act takes priority in this case.
That means when you take a company health check, it’s understood that your employer is allowed (and obligated) to receive and manage the official results.
Of course, companies must handle this information strictly and confidentially and are responsible for preventing any data leaks or misuse.
5. Wrap-Up
Japan’s workplaces are often admired for discipline and efficiency, but no job is worth sacrificing your health. Employers here have a legal duty of care, yet employees must also stay informed and proactive.
Make sure you:
Participate in annual health checks and ask questions about results.
Track your working hours and take consultation opportunities seriously.
Speak up early if you notice physical or mental strain.
A safe and healthy work environment benefits both employer and employee — it builds trust, productivity, and long-term well-being.
Your safety is not a side issue in Japan’s work culture; it’s an integral part of what makes “good work” truly sustainable.
Have you experienced Japan’s annual health check or stress check at work? Share your thoughts or questions in the comments below — your experience might help someone new to Japan!
