Under the Act on the Elimination of Discrimination against Persons with Disabilities 2016, all public and private employers in Japan must provide reasonable accommodations for job applicants and employees who have physical, intellectual, mental or other recognized disabilities. There’s no employee-count threshold. Article 2 defines “disability” broadly, and Article 4 prohibits both direct and indirect discrimination by requiring adjustments that remove barriers to employment and advancement.
Article 4 of the Act obliges employers to offer reasonable accommodations to prevent discrimination and promote equality. Common types include modifying workstations or equipment, adjusting work hours or locations, providing assistive devices, arranging sign language interpreters and offering flexible break schedules. Employers must tailor adjustments to individual needs and maintain the original job’s essential functions.
An employee or applicant should submit a request in writing or via email, including any relevant medical or support documentation. While the Act doesn’t prescribe a strict deadline, government guidelines recommend responding within 30 days. Employers must engage in a good-faith dialogue, assess feasibility, document each step and inform the individual of the outcome promptly.
Individuals can file complaints with their local Prefectural Human Rights Office or appeal to the National Human Rights Institution. Offices investigate and issue recommendations, which are legally nonbinding but carry reputational weight. Repeated violations may trigger public reports, administrative guidance or, in some cases, civil lawsuits for damages.
Managing reasonable accommodations requests under Act on the Elimination of Discrimination against Persons with Disabilities 2016 can be complex—multiple forms, strict timelines, and cross-team coordination all add burden.
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Appoint a single point of contact to manage requests and track progress. This avoids confusion and missed steps.
Train managers to recognize common accommodation needs and follow the interactive process. Early awareness reduces delays.
Keep records of all communications, assessments and decisions. Even brief notes can support compliance if questions arise later.
Review workspace design and company policies proactively. Small preemptive adjustments can prevent many accommodation requests.
