Only 30% of Companies Achieve 2.7% Legal Employment Rate; Survey Reveals 'DEI Fatigue' Among 70% of Staff Handling Multiple Roles
Key facts
- Only 30% of Companies Achieve 2.7% Legal Employment Rate; Survey Reveals 'DEI Fatigue' Among 70% of Staff Handling Multiple Roles
- A survey by Leverages Co., Ltd., operator of the disability employment support service 'Worklear,' reveals that less than 30% of companies have achieved the 2.7% legal employment rate for July 2026, and about 70% of personnel in charge experience 'DEI fatigue.'
- Source: PR Times
- Date: June 11, 2026
Direct answer
A survey by Leverages Co., Ltd., operator of the disability employment support service 'Worklear,' reveals that less than 30% of companies have achieved the 2.7% legal employment rate for July 2026, and about 70% of personnel in charge experience 'DEI fatigue.'
- Citation
- Only 30% of Companies Achieve 2.7% Legal Employment Rate; Survey Reveals 'DEI Fatigue' Among 70% of Staff Handling Multiple Roles (June 11, 2026), PR Times
- Source
- PR Times
- Date
- June 11, 2026
A survey by Leverages Co., Ltd., operator of the disability employment support service 'Worklear,' reveals that less than 30% of companies have achieved the 2.7% legal employment rate for July 2026, and about 70% of personnel in charge experience 'DEI fatigue.'
📋 Article Processing Timeline
- 📰 Published: June 11, 2026 at 20:00
- 🔍 Collected: June 11, 2026 at 11:21
- 🤖 AI Analyzed: June 11, 2026 at 12:46 (1h 25m after Collected)
Leverages Co., Ltd., which operates the disability employment support service 'Worklear,' conducted a survey on the actual state of disability employment. The survey targeted 555 personnel involved in disability employment practices at companies with 37.5 or more employees, ahead of the planned increase in the legal employment rate to 2.7% and the expansion of obligated companies (to those with 37.5 or more employees) in July 2026.
Less than 30% of companies have achieved the 2.7% rate. About 1 in 5 companies have no prospect of achieving the 2.7% rate, showing a large gap in preparedness.
Approximately 70% of personnel in charge handle other duties concurrently. Less than 10% can focus exclusively on disability employment tasks.
About 70% of personnel feel 'DEI fatigue.' Reasons include 'difficulty balancing the workload with other employees' and 'discomfort with prioritizing numbers.'
Concentration on hiring people with physical disabilities, diverging from market trends. About 40% of companies employ only people with physical disabilities, and half prioritize hiring them in the future.
1. Less than 30% of companies have achieved the 2.7% rate. About 1 in 5 have no prospect, showing a large gap.
Regarding the achievement of the 'legal employment rate of 2.7%' to be applied in July 2026, only 28.3% of companies responded that they have 'already achieved 2.7%,' which is less than 30% of the total. Combined with the response that 'we are expected to achieve 2.7% by the July increase (35.9%),' while some companies have a certain outlook, about 1 in 5 companies responded that 'there is no prospect of achieving 2.7%, and it is difficult (18.4%).' This reveals a significant disparity between companies in promoting disability employment.
2. Approximately 70% of personnel in charge handle other duties concurrently. Less than 10% can focus exclusively on disability employment.
When asked about the current system, only 34.6% of personnel involved in disability employment are 'dedicated to disability employment,' while about 70% are 'concurrent (65.4%),' handling other tasks in parallel. Regarding the proportion of total work time spent on disability employment, over 60% of personnel responded that it is 'less than 50% (63.3%),' revealing that the majority spend more than half their work time on other tasks. While social demands such as raising the legal employment rate are increasing, many personnel are forced to respond with limited resources.
3. About 70% of personnel feel 'DEI fatigue.' Reasons include 'difficulty balancing the workload with other employees' and 'discomfort with prioritizing numbers.'
When asked if they ever feel 'DEI fatigue' while promoting disability employment, about 70% of the total responded that they 'feel it (66.3%).' The most common reason was 'difficulty balancing consideration for the person with a disability and the workload of other employees (52.4%).' This was followed closely by 'feeling that achieving the 'number (legal employment rate)' is prioritized, losing sight of the original purpose (52.2%).' While there is pressure to achieve the 'goal' of the legal employment rate, many personnel feel limitations due to the difficulty of adjusting the on-site acceptance system and the gap from the original intent.
4. Concentration on hiring people with physical disabilities, diverging from market trends. About 40% of companies employ only people with physical disabilities, and half prioritize hiring them in the future.
When asked about the current state of accepting different types of disabilities, about half of the companies responded that they 'employ multiple types of disabilities (46.4%),' while about 40% (37.5%) of companies employ 'only people with physical disabilities' without including other types. When asked whether they feel stronger challenges in 'hiring' or 'retention' for each disability type, 'physical disabilities (46.1%)' was the most common for hiring, showing a gap of about 12 percentage points compared to 'mental/developmental disabilities (34.2%).' On the other hand, for retention, 'mental/developmental disabilities (42.2%)' was the most common, showing a gap of about 10 percentage points compared to 'physical disabilities (31.9%).' In this context, 'physical disabilities (48.8%)' still accounts for about half of the responses for the 'highest priority for future hiring' to meet the upcoming increase. This highlights the reality that, despite recognizing the difficulty of hiring, expectations are concentrated on specific disability types due to concerns about retention.
This survey has revealed that, ahead of the 2.7% increase in the legal employment rate in July 2026, companies are largely polarizing into 'a group that can achieve 2.7% smoothly' and 'a group that has no prospect and has not achieved it.' Particularly noteworthy is that about 70% of personnel involved in disability employment feel 'DEI fatigue.' Due to labor shortages, many personnel are forced to 'concurrently' handle other tasks, and the reality of having to respond with limited resources may be affecting their psychological burden and sense of exhaustion. Furthermore, due to challenges in retaining people with 'mental/developmental disabilities,' which are increasing in the market, there is a tendency for expectations to concentrate on specific disability types, particularly 'physical disabilities,' in future hiring. The 'gap between ideals and reality' is thought to be a factor that further accelerates the burden and anxiety on the ground. Faced with the approaching goal of raising the legal employment rate, personnel on the front lines are continuing to grope for solutions with limited resources. It is important for companies as a whole to first correctly understand these complex challenges and the current system facing their personnel, and to seek a sustainable promotion system.
◆ Profile of Yukiko Tsuburu
Worklear Business Manager. Graduated from Rikkyo University's College of Community and Human Services (qualified as a social worker), joined Leverages as a new graduate in 2020. After joining, she worked in corporate sales and served as a branch manager at a local office in her second year. In 2023, she became the Service Manager for the Worklear Division. In the three years since her appointment, she expanded Leverages' disability employment organization by approximately 270%. While maintaining an employee retention rate about 1.5 times the industry average, she achieved a disability employment rate of 2.96%* (as of May 2026).
Survey target: 555 personnel involved in disability employment practices at companies with 37.5 or more employees
FAQ
What is the legal employment rate of 2.7%?
It is the statutory percentage for employing people with disabilities, applicable to companies with 37.5 or more employees from July 2026.
What is DEI fatigue?
It refers to the burden and exhaustion felt by on-site personnel in promoting Diversity, Equity, and Inclusion (DEI).
What services does Worklear provide?
It is a disability employment support service operated by Leverages, providing total support from recruitment to retention.