Works Japan Partners with MS&AD Group to Strengthen Recruitment Risk Management, Shifting from Ad-Hoc to Systematic Harassment Prevention
Works Japan Co., Ltd. has partnered with Mitsui Sumitomo Insurance Co., Ltd. and MS&AD InterRisk Research & Consulting, Inc., both part of the MS&AD Insurance Group, to launch a new service called the 'e2R pro Job-Hunting Harassment Countermeasures Plan.' This initiative aims to promote measures against harassment in recruitment activities. Against the backdrop of job-hunting harassment becoming a social issue and upcoming legal amendments—expected to be enforced from late 2026—that will mandate preventive measures for companies, this plan provides comprehensive support through 'prevention,' 'management,' and 'post-incident response,' centered on the 'e2R pro' recruitment management system, to reduce corporate legal and social risks.
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- 📰 Published: May 20, 2026 at 18:30
- 🔍 Collected: May 20, 2026 at 10:01
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Works Japan Co., Ltd. (Headquarters: Chiyoda-ku, Tokyo; President: Shinichiro Shimizu; hereinafter 'Works Japan') announced it has commenced a collaboration with Mitsui Sumitomo Insurance Co., Ltd. (Headquarters: Chiyoda-ku, Tokyo; President: Yutaka Kaiyama; hereinafter 'Mitsui Sumitomo Insurance') and MS&AD InterRisk Research & Consulting, Inc. (Headquarters: Chiyoda-ku, Tokyo; President: Takuhiro Miyaoka; hereinafter 'MS&AD InterRisk Research'), both part of the MS&AD Insurance Group. The partnership aims to promote and disseminate countermeasures for harassment during job-hunting activities and has launched a comprehensive package, 'e2R pro Job-Hunting Harassment Countermeasures Plan,' to help companies reduce legal and social risks.
■ Background
In recent years, harassment during job-hunting has emerged as a significant social issue. A survey by the Ministry of Health, Labour and Welfare revealed that over 30% of students experienced sexual harassment during internships, highlighting the growing importance of appropriate corporate responses. Furthermore, an amendment to the Equal Employment Opportunity Act was passed in June 2025, which will obligate companies to implement measures to prevent job-hunting harassment, with enforcement scheduled for late 2026 to early 2027.
Additionally, due to labor shortages and increased employment mobility, employees outside the HR department are increasingly involved in recruitment as recruiters, making the management of harassment risks more complex. In light of this situation, companies are required to establish effective risk management systems throughout their entire recruitment process.
■ Service Overview
The 'e2R pro Job-Hunting Harassment Countermeasures Plan,' offered through this collaboration, is a comprehensive package centered on the 'e2R pro' recruitment management system. It supports risk management in recruitment activities from the perspectives of 'prevention,' 'management,' and 'post-incident response.'
1. Job-Hunting Harassment Prevention Training (Prevention)
Training videos are provided for interviewers, recruiters, and alumni employees to standardize awareness of harassment among all parties involved in recruitment. Additionally, by managing training records, it secures evidence of educational implementation.
2. Visualization and Centralized Management of Recruitment Activities (Management)
The 'e2R pro' recruitment management system centralizes information on the involvement of interviewers, recruiters, and alumni, as well as interview content and evaluation data, thereby improving the transparency of the recruitment process. This reduces the risks associated with individualized recruitment practices and enables a swift response in case of an incident.
3. Support in Case of Trouble (Post-incident Response)
In the event of trouble arising from recruitment activities, the service, in collaboration with the MS&AD Group, provides support to minimize the impact on the corporate brand and helps formulate measures to prevent recurrence.
■ Future Outlook
This initiative contributes to the MS&AD Group's 2030 vision of being a corporate group that supports a 'resilient and sustainable society' and promotes 'respect for human rights.' Both companies will continue to contribute to the realization of a sustainable society by providing services that help reduce risks and enhance human rights considerations in corporate recruitment activities.
■ Background
In recent years, harassment during job-hunting has emerged as a significant social issue. A survey by the Ministry of Health, Labour and Welfare revealed that over 30% of students experienced sexual harassment during internships, highlighting the growing importance of appropriate corporate responses. Furthermore, an amendment to the Equal Employment Opportunity Act was passed in June 2025, which will obligate companies to implement measures to prevent job-hunting harassment, with enforcement scheduled for late 2026 to early 2027.
Additionally, due to labor shortages and increased employment mobility, employees outside the HR department are increasingly involved in recruitment as recruiters, making the management of harassment risks more complex. In light of this situation, companies are required to establish effective risk management systems throughout their entire recruitment process.
■ Service Overview
The 'e2R pro Job-Hunting Harassment Countermeasures Plan,' offered through this collaboration, is a comprehensive package centered on the 'e2R pro' recruitment management system. It supports risk management in recruitment activities from the perspectives of 'prevention,' 'management,' and 'post-incident response.'
1. Job-Hunting Harassment Prevention Training (Prevention)
Training videos are provided for interviewers, recruiters, and alumni employees to standardize awareness of harassment among all parties involved in recruitment. Additionally, by managing training records, it secures evidence of educational implementation.
2. Visualization and Centralized Management of Recruitment Activities (Management)
The 'e2R pro' recruitment management system centralizes information on the involvement of interviewers, recruiters, and alumni, as well as interview content and evaluation data, thereby improving the transparency of the recruitment process. This reduces the risks associated with individualized recruitment practices and enables a swift response in case of an incident.
3. Support in Case of Trouble (Post-incident Response)
In the event of trouble arising from recruitment activities, the service, in collaboration with the MS&AD Group, provides support to minimize the impact on the corporate brand and helps formulate measures to prevent recurrence.
■ Future Outlook
This initiative contributes to the MS&AD Group's 2030 vision of being a corporate group that supports a 'resilient and sustainable society' and promotes 'respect for human rights.' Both companies will continue to contribute to the realization of a sustainable society by providing services that help reduce risks and enhance human rights considerations in corporate recruitment activities.