Work-Treatment Balance Support Now Mandatory: Are Companies Informing Employees About 'Disability Pensions' Before Depression-Related Resignations?
Following the April 2026 amendment to the Labor Measures Comprehensive Promotion Act, National Disability Pension Partners advises companies to include disability pension information in their work-treatment balance support programs.
📋 Article Processing Timeline
- 📰 Published: May 21, 2026 at 20:00
- 🔍 Collected: May 21, 2026 at 11:31
- 🤖 AI Analyzed: May 22, 2026 at 03:11 (15h 39m after Collected)
National Disability Pension Partners, a labor and social security attorney firm specializing in disability pension applications for depression, with over 2,500 cases, has issued three practical recommendations for companies in response to the April 2026 amendment of the Labor Measures Comprehensive Promotion Act.
While support for "working while treating" is gaining attention, the firm believes companies must also establish mechanisms to inform employees about the "disability pension" system, a public support system for long-term mental health conditions, before they resign.
It is crucial to view this legislative change not merely as a requirement to help employees stay on the job, but as an opportunity to help workers choose between working, taking leave, or focusing on recovery based on their condition.
■ About the Mandatory Work-Treatment Balance Support
The amended act, effective April 1, 2026, makes it a duty of effort for employers to respond to consultations from workers undergoing treatment and to establish necessary structures and measures.
■ Beyond Working Support: Considering Long-term Leave and Post-resignation Support
According to the Ministry of Health, Labour and Welfare's 2024 Survey on Industrial Safety and Health, 12.8% of businesses had employees on leave or who resigned due to mental health issues for a month or more. Forcing continued employment can worsen symptoms, leading to prolonged leaves, resignation, and loss of income.
The firm points out the reality that the option of disability pensions is not sufficiently communicated to employees before they resign.
■ Voices from the Field
The firm frequently hears from clients who applied for disability pensions after suffering from depression: "Nobody told me about the disability pension option."
■ Three Recommendations for Practical Response
The firm argues that companies should adopt a dual strategy: providing support for continuing employment and ensuring access to public benefit systems for periods when they cannot work.
Recommendation 1: Include information on "Living Support Systems" in consultation windows.
While support for "working while treating" is gaining attention, the firm believes companies must also establish mechanisms to inform employees about the "disability pension" system, a public support system for long-term mental health conditions, before they resign.
It is crucial to view this legislative change not merely as a requirement to help employees stay on the job, but as an opportunity to help workers choose between working, taking leave, or focusing on recovery based on their condition.
■ About the Mandatory Work-Treatment Balance Support
The amended act, effective April 1, 2026, makes it a duty of effort for employers to respond to consultations from workers undergoing treatment and to establish necessary structures and measures.
■ Beyond Working Support: Considering Long-term Leave and Post-resignation Support
According to the Ministry of Health, Labour and Welfare's 2024 Survey on Industrial Safety and Health, 12.8% of businesses had employees on leave or who resigned due to mental health issues for a month or more. Forcing continued employment can worsen symptoms, leading to prolonged leaves, resignation, and loss of income.
The firm points out the reality that the option of disability pensions is not sufficiently communicated to employees before they resign.
■ Voices from the Field
The firm frequently hears from clients who applied for disability pensions after suffering from depression: "Nobody told me about the disability pension option."
■ Three Recommendations for Practical Response
The firm argues that companies should adopt a dual strategy: providing support for continuing employment and ensuring access to public benefit systems for periods when they cannot work.
Recommendation 1: Include information on "Living Support Systems" in consultation windows.
FAQ
2026年4月に施行された法改正の概要は？
改正労働施策総合推進法により、治療を受けている労働者からの相談に応じ、必要な体制の整備や就業上の配慮を行うことが事業主の努力義務となりました。
なぜ企業に「障害年金」の情報提供が求められるのか？
うつ病などは症状が見えにくく、無理な就業継続による休職長期化や退職・収入断絶のリスクがあるため、選択肢の一つとして公的支援を知っておくことが療養生活と経済的安定に寄与するためです。
休職者が退職前に直面しやすい問題は？
障害年金という選択肢を知らないまま退職し、無収入の状態が続くことによる経済的不安や、将来への悲観的な見通しが、病状の改善を阻害するケースが報告されています。
全国障害年金パートナーズはどのような支援実績があるか？
うつ病特化の障害年金申請支援専門として、2,500名を超える支援実績を有しています。
企業が取り組むべき実務対応の提言内容は？
働き続けるための就業上の配慮に加え、相談窓口において傷病手当金や障害年金などの生活支援制度に関する情報を適切に提供する仕組みを整えることが推奨されています。