[Survey of 500 people] The Pitfalls of Resignation Agencies Surging After Golden Week. Experts Warn of 'Non-Attorney Act' Risks Unknown to Half of All Generations
Element Inc. conducted a nationwide survey on resignation agencies. Amid a surge in resignations after Golden Week, the survey revealed that nearly half of all generations are unaware of the risks of 'non-attorney acts' or that they can directly request a lawyer, prompting warnings from experts.
📋 Article Processing Timeline
- 📰 Published: May 7, 2026 at 19:31
- 🔍 Collected: May 7, 2026 at 11:01
- 🤖 AI Analyzed: May 7, 2026 at 11:18 (16 min after Collected)
With severe labor shortages and increasing 'labor mobility,' a sharp increase in resignations is anticipated again after Golden Week in 2026.
Element Inc. (Headquarters: Kawasaki City, Kanagawa Prefecture; Representative Director: Tsutomu Kondo) conducted a survey on awareness regarding resignation agencies among 500 men and women aged 17-75 nationwide, through its lawyer insurance comparison site 'Lawyer Insurance STATION' (https://bengoshi-h.info/).
The survey results revealed that while over half of Gen Z approve of resignation agencies, 51.6% were unaware that they could 'directly request a lawyer.' Furthermore, approximately half of all generations did not recognize the 'non-attorney act risk' *¹ posed by unqualified service providers.
There are also concerns about troubles caused by unqualified service providers in situations where legal negotiation is indispensable.
This release presents the generational value gap surrounding departures and the importance of legal literacy that individuals should acquire for self-protection.
*¹ What is a 'non-attorney act'?: An illegal act where a non-lawyer gains compensation for 'negotiating' paid leave or wages. Private service providers can only communicate intentions; conducting negotiations is a violation of the law and carries risks.
■ Survey Overview
Survey method: Internet survey
Survey targets: 500 men and women aged 17-75 nationwide
┗ Gen Z (17-32 years old) 250 people, 40s and older (40-75 years old) 250 people
Survey date: April 2026
Valid responses: 500
Survey institution: Freeasy
■ Survey Result Summary
・54.8% of Gen Z are positive about resignation agencies. A clear difference in awareness compared to those in their 40s and older (approx. 30%).
・Over half of Gen Z (51.6%) are unaware that they can directly request a lawyer for 'resignation negotiation.'
・Approximately half of all generations answered that they 'absolutely did not know' about the 'non-attorney risk' of unqualified service providers.
Related columns here
Survey results
■ Years of service
[Gen Z] How many 'years of service' does Gen Z actually have?
'5 years to less than 10 years' was the most common at 30.4%. This was followed by '3 years to less than 5 years' at 24.8%.
While those with less than 1 year of service accounted for only 12.8%, 11.2% had 10 years or more, indicating that the majority of respondents in the younger demographic have a certain number of years of service.
[40s and older] What is the reality of years of service for veteran employees in their 40s and older?
'10 years or more of service' accounted for an overwhelming majority at 61.2%. This was followed by '5 years to less than 10 years' at 16.4% and '3 years to less than 5 years' at 14.4%, with veteran employees who have been with the same organization for a long time making up the majority of respondents.
■ Position
[Gen Z] What is their standing within the organization?
'General employee (no position)' accounted for 67.2%, or approximately 70%. Regarding those with positions, 'Chief/Section Chief level' was 10.4%, 'Manager level or higher' was 4.8%, and 'Section Manager level' was 3.6%. In addition, 'Other' including contract/temporary employees accounted for 14%.
[40s and older] What is the composition of respondents by position?
'General employee' was the most common at 40%, but there were also many in management positions. The breakdown was 'Manager level or higher' at 16.8%, 'Section Manager level' at 12.8%, and 'Chief/Section Chief level' at 10.8%. 'Other' including contract/temporary employees accounted for 19.6%.
■ Intention to use resignation agency
[Gen Z] Is using a resignation agency 'acceptable' or 'unacceptable'?
Positive responses (combining 'rational means' and 'acceptable if there are circumstances') reached over half at 54.8%.
On the other hand, only 20.4% were negative, calling it 'lacking in manners,' indicating a clear tendency to view resignation agencies as a legitimate option.
[40s and older] How do they view resignation agencies?
Positive responses (rational/acceptable if there are circumstances) totaled only 30.8%. The neutral group, who saw it as 'individual freedom,' was the most numerous at 44%, while the negative group, calling it 'lacking in manners,' was 25.2%, suggesting a more cautious stance towards using such services compared to Gen Z.
■ Reasons for not being able to speak directly
[Gen Z] Why can't they speak 'directly' to their supervisor?
'Awkwardness at work (31.6%)' was the most common, followed by 'supervisor's retention/scolding (28%).' 'No particular resistance' was 28.4%.
Also, 'fear of unfair threats (12.8%)' and 'concern about being ignored (11.2%)' existed to some extent.
[40s and older] Is it difficult even for veteran employees to 'speak directly'?
'No particular resistance' was the most common at 40.8%, but 'awkwardness at work (32.4%)' was the top reason for not being able to speak. 'Supervisor's retention/scolding (21.6%)' and 'not wanting to see their face due to trouble (18.8%)' were also cited as reasons.
■ Awareness of direct request to a lawyer
[Gen Z] Do they know they can 'directly ask a lawyer'?
'Did not know (unclear about the difference between agency and lawyer)' exceeded half at 51.6%. 'Knew' was 17.2%, and 'heard of it but don't know details' was 31.2%, indicating low awareness as a legal option.
Element Inc. (Headquarters: Kawasaki City, Kanagawa Prefecture; Representative Director: Tsutomu Kondo) conducted a survey on awareness regarding resignation agencies among 500 men and women aged 17-75 nationwide, through its lawyer insurance comparison site 'Lawyer Insurance STATION' (https://bengoshi-h.info/).
The survey results revealed that while over half of Gen Z approve of resignation agencies, 51.6% were unaware that they could 'directly request a lawyer.' Furthermore, approximately half of all generations did not recognize the 'non-attorney act risk' *¹ posed by unqualified service providers.
There are also concerns about troubles caused by unqualified service providers in situations where legal negotiation is indispensable.
This release presents the generational value gap surrounding departures and the importance of legal literacy that individuals should acquire for self-protection.
*¹ What is a 'non-attorney act'?: An illegal act where a non-lawyer gains compensation for 'negotiating' paid leave or wages. Private service providers can only communicate intentions; conducting negotiations is a violation of the law and carries risks.
■ Survey Overview
Survey method: Internet survey
Survey targets: 500 men and women aged 17-75 nationwide
┗ Gen Z (17-32 years old) 250 people, 40s and older (40-75 years old) 250 people
Survey date: April 2026
Valid responses: 500
Survey institution: Freeasy
■ Survey Result Summary
・54.8% of Gen Z are positive about resignation agencies. A clear difference in awareness compared to those in their 40s and older (approx. 30%).
・Over half of Gen Z (51.6%) are unaware that they can directly request a lawyer for 'resignation negotiation.'
・Approximately half of all generations answered that they 'absolutely did not know' about the 'non-attorney risk' of unqualified service providers.
Related columns here
Survey results
■ Years of service
[Gen Z] How many 'years of service' does Gen Z actually have?
'5 years to less than 10 years' was the most common at 30.4%. This was followed by '3 years to less than 5 years' at 24.8%.
While those with less than 1 year of service accounted for only 12.8%, 11.2% had 10 years or more, indicating that the majority of respondents in the younger demographic have a certain number of years of service.
[40s and older] What is the reality of years of service for veteran employees in their 40s and older?
'10 years or more of service' accounted for an overwhelming majority at 61.2%. This was followed by '5 years to less than 10 years' at 16.4% and '3 years to less than 5 years' at 14.4%, with veteran employees who have been with the same organization for a long time making up the majority of respondents.
■ Position
[Gen Z] What is their standing within the organization?
'General employee (no position)' accounted for 67.2%, or approximately 70%. Regarding those with positions, 'Chief/Section Chief level' was 10.4%, 'Manager level or higher' was 4.8%, and 'Section Manager level' was 3.6%. In addition, 'Other' including contract/temporary employees accounted for 14%.
[40s and older] What is the composition of respondents by position?
'General employee' was the most common at 40%, but there were also many in management positions. The breakdown was 'Manager level or higher' at 16.8%, 'Section Manager level' at 12.8%, and 'Chief/Section Chief level' at 10.8%. 'Other' including contract/temporary employees accounted for 19.6%.
■ Intention to use resignation agency
[Gen Z] Is using a resignation agency 'acceptable' or 'unacceptable'?
Positive responses (combining 'rational means' and 'acceptable if there are circumstances') reached over half at 54.8%.
On the other hand, only 20.4% were negative, calling it 'lacking in manners,' indicating a clear tendency to view resignation agencies as a legitimate option.
[40s and older] How do they view resignation agencies?
Positive responses (rational/acceptable if there are circumstances) totaled only 30.8%. The neutral group, who saw it as 'individual freedom,' was the most numerous at 44%, while the negative group, calling it 'lacking in manners,' was 25.2%, suggesting a more cautious stance towards using such services compared to Gen Z.
■ Reasons for not being able to speak directly
[Gen Z] Why can't they speak 'directly' to their supervisor?
'Awkwardness at work (31.6%)' was the most common, followed by 'supervisor's retention/scolding (28%).' 'No particular resistance' was 28.4%.
Also, 'fear of unfair threats (12.8%)' and 'concern about being ignored (11.2%)' existed to some extent.
[40s and older] Is it difficult even for veteran employees to 'speak directly'?
'No particular resistance' was the most common at 40.8%, but 'awkwardness at work (32.4%)' was the top reason for not being able to speak. 'Supervisor's retention/scolding (21.6%)' and 'not wanting to see their face due to trouble (18.8%)' were also cited as reasons.
■ Awareness of direct request to a lawyer
[Gen Z] Do they know they can 'directly ask a lawyer'?
'Did not know (unclear about the difference between agency and lawyer)' exceeded half at 51.6%. 'Knew' was 17.2%, and 'heard of it but don't know details' was 31.2%, indicating low awareness as a legal option.