Survey: Nearly 40% of workers who disclosed intractable diseases receive no concrete workplace accommodations

The General Incorporated Association P-PeC conducted a survey on illness and work engagement among 1,093 workers in their 30s to 60s across Japan. Of the respondents, 533 had intractable diseases requiring regular hospital visits, while 560 did not. The web-based survey was conducted from February 19 to 24, 2026, commissioned to Access Light Inc., with support from a Suzaki Welfare Foundation grant. The survey notes that while support for balancing work with childcare and caregiving has become increasingly established in Japan’s legal framework, support for balancing medical treatment and work only became an employer effort obligation in April 2026. Previous research has mainly focused on employment challenges faced by people with illnesses, while few studies have compared workers with and without illnesses under the same conditions. This survey aimed to clarify actual conditions, including how work engagement differs depending on whether workers have intractable diseases. Intractable diseases broadly refer to medically difficult-to-treat conditions, including designated rare and difficult diseases, as well as potentially cancer, diabetes, rheumatoid arthritis and other illnesses that are hard to cure and require long-term medical visits. Many such diseases involve fluctuating symptoms and are not visible from appearance. According to the survey, 39% of workers who had informed their company that they have an intractable disease said they receive no concrete accommodations from their employer. Meanwhile, 61% said they do receive accommodations, including adjustments to leave and attendance, consideration for hospital visits, and reduced workload or adjusted duties according to physical condition. Separately, 83 respondents, or 16% of workers with intractable diseases, said they had not told anyone at their company about their condition. At the same time, 45% of workers with intractable diseases said they need concrete workplace accommodations. Desired support included understanding and emotional support, an atmosphere that makes it easier to take leave, rest breaks when symptoms appear, leave and attendance adjustments for sudden health issues or hospital visits, and workload reduction based on physical condition. Many respondents sought not only concrete measures but also greater understanding from the workplace. On work-related attitudes, workers with intractable diseases were less likely to answer “not at all” and more likely to answer “often” to the statement that they are enthusiastic about their work, suggesting that their work engagement may be relatively high. The survey also asked 560 workers without intractable diseases how long they would want to remain with their current employer if they developed such a disease. The share answering “about six months” doubled from the current 6% to 12%, while the share answering “about six to ten years” fell from 9% to 4%. The results indicate that developing an intractable disease could significantly affect willingness to continue working, while also pointing to a potentially preventable turnover risk if appropriate support is provided. Hiroki Takeda, director, CKO and CHRO of P-PeC, said the findings show that about 40% of workers who disclose their disease do not receive accommodations, while about 16% continue working without disclosing their condition, likely due to fear of disadvantage. He also noted that workers with intractable diseases showed significantly higher enthusiasm for work in several survey items. As Japan’s working population declines, companies need to plan policies based on the assumption that some employees may have illnesses, in order to prevent future talent outflow. P-PeC hopes the results will help shift the employment support model for people with intractable diseases from compensating for limitations to creating value by turning each person’s abilities into organizational strength. P-PeC will present the survey report as a participant benefit at an event on May 22, 2026 titled “Creating workplaces where individual tempos thrive: How should we design places where everyone can work in their own way? The 2nd Tempo Management Study Group.” The hybrid event is aimed at executives and people responsible for HR and diversity initiatives. Participation is free, and registration is available at https://tempo-02.peatix.com/.