Disability employment quota rises to 2.7% for private employers

Since 1 July 2026, private employers must employ people with disabilities as at least 2.7% of their regular workforce, up from 2.5% since April 2024. The duty now starts at 37.5 regular workers, and employers with more than 100 that fall short pay 50,000 yen a month for each missing person.

Status
In force
Effective
1 July 2026
Decided
1 March 2023
Type
Rate change
Applies to
Private employers with 37.5 or more regular workers; the levy applies above 100

What changes

The statutory employment rate for people with disabilities in the private sector rose from 2.5% to 2.7% on 1 July 2026. It was the second step of an increase fixed by Cabinet Order No. 44 of 2023, promulgated on 1 March 2023, which raised the rate from 2.3% to 2.5% on 1 April 2024. The increase was phased so employers could plan their recruitment.

Because the rate went up, the size at which the duty starts went down. An employer must now employ at least one person with a disability once it has 37.5 regular workers, down from 40. Part-time staff working 20 to 30 hours a week count as half a worker in the headcount. In the quota count, people with severe disabilities count double, and since April 2024 people with severe disabilities or mental disabilities working 10 to 20 hours a week count as a half.

The levy is unchanged. An employer with more than 100 regular workers that falls short pays 50,000 yen a month per missing person, collected annually. Employers report their numbers to Hello Work as at 1 June each year, and those that stay well short after guidance can be publicly named. Separately, the exclusion rates that reduce the quota for some industries were cut by ten points from April 2025.

Who it applies to

Private employers with 37.5 or more regular workers, counted at company level, not by site.

Action for employers

Sources

General information for employers, not legal advice. Dates and thresholds are checked against the sources listed and dated above; confirm anything you act on with a Japanese employment lawyer or a licensed labour and social security attorney.