Creating a Society Where Resignation Proxy Services Are Unnecessary

Our company endorses April Dream, which aims to make April 1st a day for expressing dreams. This press release is the dream of "Iidabashi Kagurazaka Social Insurance Labor Consultant Corporation."

■Our Dream

Creating a society where resignation proxy services are unnecessary

Our dream is to create a society where resignation proxy services are unnecessary.

In recent years, the use of resignation proxy services has increased. We believe this is not merely a trend but a symbolic phenomenon indicating a change in the relationship between companies and employees.

We perceive that behind this trend lie structural problems that cannot be explained solely by wage levels, such as opaque evaluation systems, undeveloped organizational management, and challenges in working hour management.

■Survey Implementation and White Paper Publication

Iidabashi Kagurazaka Social Insurance Labor Consultant Corporation conducted the

"2026 (1st) Human Capital and Labor Risk Survey"

targeting 231 companies with 30 to less than 100 employees, and published a white paper summarizing the results.

Reference: 49.8% of SMEs say "evaluation system is not functioning" or "no evaluation system" - What is the reality of companies where turnover does not decrease even with wage increases?

■Reality of SMEs Revealed by the Survey

The survey results revealed that approximately 40% of companies responded that their "evaluation system is not functioning," indicating that 40% of companies recognize issues with their own evaluation systems.

Furthermore, an analysis of the impact of dissatisfaction with the evaluation system on turnover showed that in companies where the evaluation system was not functioning, the proportion feeling an impact on turnover reached 62.6%, suggesting that system deficiencies may be a direct cause of turnover.

Regarding wage increase trends, many companies plan wage increases in the range of 3% to 6% in Reiwa 8 (2026), which is the main battleground for current wage increases. On the other hand, the survey also revealed that many companies face a dilemma between the necessity of wage increases and their impact on profits.

Moreover, looking at the reality of working hour management, 60.2% of companies adopt methods lacking objectivity, such as Excel management or self-declaration, confirming that more than half of companies still use outdated attendance management. These methods may also be related to the risk of unpaid overtime, potentially contributing to companies' labor risks.

■The Essence of Turnover is a "Structural Problem"

This survey showed that companies with dysfunctional evaluation systems tend to perceive a stronger impact on employee turnover. This suggests that not only wage levels but also the fairness of evaluations and the nature of organizational management significantly influence employee retention rates.

In fact, when employees are dissatisfied with their own evaluations, their engagement with work decreases, which in turn tends to increase the risk of turnover. Furthermore, the fact that many companies struggle to secure talent even after wage increases confirms that wage improvements alone do not solve the fundamental issues.

Additionally, the prevalence of subjective working hour management suggests that the challenge of talent retention is a structural problem where multiple elements such as evaluation systems, working hour management, and organizational culture are interconnected.

■Our Initiatives

Given this situation, what companies need is not a one-off measure but a strategic approach that considers overall human resource management.

We provide practical consulting that enhances the fairness of evaluations through HR system design and the establishment of labor management systems, supporting the creation of an environment where employees can work with peace of mind.

Through this, we aim to resolve the structural issues underlying turnover and, as a result, contribute to the realization of a "society where resignation proxy services are unnecessary," meaning there is no need to rely on special means for resignation.

■The Society We Aim For

The society we aim for is one where employees can work with satisfaction and choose their careers according to their own will.

By fostering an organizational culture based on trust between companies and employees, we will realize workplaces where people can work with peace of mind, fundamentally resolving the situations that necessitate resignation proxy services.

We will continue to leverage our expertise as social insurance labor consultants to promote initiatives that support talent retention in companies.

【About Iidabashi Kagurazaka Social Insurance Labor Consultant Corporation】

Iidabashi Kagurazaka Social Insurance Labor Consultant Corporation is a social insurance labor consultant office that aims to "pursue the growth and development of clients, the happiness of all involved, and the creation of an environment where all working people feel joy." They provide support not only for social insurance labor affairs but also for HR system design and labor management system development.

Website: IKS Iidabashi Kagurazaka Social Insurance Labor Consultant Corporation