Japan

Introduction On January 7, 2026, the Subcommittee on Foreign Exchange and Other Transactions of the Council on Customs, Tariff, Foreign Exchange and Other Transactions published its “Report on the Appropriate Framework for the Inward Direct Investment Screening System” (the “Report”). When the Foreign Exchange and Foreign Trade Act (the “FEFTA”) was amended in 2019 (effective May 8, 2020), a supplementary provision was included stipulating that, if deemed necessary in light of how the amended provisions had been implemented in the five years since such amended Act came into effect, such provisions would be reviewed, and appropriate measures taken based on the results of such review. Published five years after the 2019 amendments took effect, the Report examines the framework of the inward direct investment screening system and sets out the direction for its review, from the perspective of balancing two important policy objectives: further promoting inward direct investment that contributes to the sound development of Japan’s economy and ensuring economic security in an environment where the scope of national security considerations increasingly encompasses the economic sphere. This newsletter summarizes the key proposed reforms to the inward direct investment screening system set out in the Report, focusing on those matters with the most significant practical implications for foreign investors.   View original article here. [Author] Oki Osawa (Partner) Mayuko Takamura Tatsuyoshi Kitani

Introduction Based on the instructions issued by Prime Minister Takaichi at the Meeting of Relevant Cabinet Ministers on November 4, 2025, regarding “the appropriate use and management of national land, including the framework for rules on land acquisition,”[1] public comment procedures have been initiated to amend relevant cabinet and ministerial ordinances to introduce mandatory nationality reporting and related requirements in connection with real estate transactions. This article provides an overview of the proposed amendments to related laws and regulations.   View original article here.   [Author] Eiji Miyagi (Partner) [1] Meeting of Relevant Ministers on Accepting Foreign Nationals and Realization of an Orderly Coexistence Society “On Realization of an Orderly Coexistence Society with Foreign Nationals (Prime Minister’s Instruction)” (https://www.kantei.go.jp/jp/singi/gaikokujinzai/kakuryokaigi/dai1/sorishiji.pdf)

Anderson Mori & Tomotsune (Chiyoda-ku, Tokyo; “AMT”) is pleased to announce the establishment of its Paris office, further strengthening its European presence and enhancing its ability to support clients in France and across Europe. For nearly two decades, AMT has maintained close relationships with leading law firms in France through regular secondments and professional exchanges. In collaboration with local counsel, the firm has advised clients on a wide range of French-related matters, including M&A, joint ventures, corporate establishments and investments, financial transactions, employment law, and dispute resolution. The opening of the Paris office marks a significant milestone in the firm’s long-standing commitment to the French market. The Paris office operates as an associated office with MTS Law Office, founded in Paris by Manami Toyota Sirvent, an attorney qualified in Japan and France. Ms. Toyota obtained her French legal qualification in December 2021 and has been practicing French law in Paris since May 2022. Through this association, AMT is able to offer seamless, integrated legal support covering Japanese law, French law, and EU law. This enables the firm to advise Japanese companies engaged in business expansion, M&A, investments, and disputes in France, as well as French companies considering business operations, M&A, or investments in Japan. AMT has continued to enhance its European capabilities with the opening of its London office in September 2022 and its Brussels office in April 2024. The establishment of the Paris office further reinforces the firm’s ability to deliver high-quality, cross-border legal services tailored to the needs of its international clients. The firm remains committed to meeting the evolving needs of its clients and to continuously enhancing the scope and quality of its legal services. ■ MTS Law Office ― Overview Registered Name:       MTS Law Office in association with Anderson Mori & Tomotsune (The office name is currently pending approval from the Paris Bar) Representative:           Manami Toyota Sirvent, an attorney qualified in Japan and France Address:                      11 Boulevard de Sébastopol, 75001 Paris, France Tel:                               +33 (0)6 44 92 87 38   ■ Comment from Manami Toyota Sirvent, Managing Attorney, MTS Law Office Paris has long served as a strategic hub for business expansion in Europe. In recent years, with the opening of Station F, one of the world’s largest startup campuses, and the annual hosting of Viva Technology, a major international technology event, the city has played a central role in shaping one of the world’s leading startup ecosystems. Through our Paris office, we are committed to providing prompt and highly sophisticated legal services, grounded in deep local expertise, to clients seeking to enter or expand in the European market.   Manami Toyota Sirvent ― Career Mar 2005                     The University of Tokyo (B.A. in Sociology) Mar 2008                     Waseda Law School (J.D.) Apr 2008 - Mar 2009  The Legal Training and Research Institute of the Supreme Court of Japan Dec 2012 - Dec 2013  Associated with McDermott Will & Emery, Paris Office Jul 2016                         Université Paris-Panthéon-Assas, Diplômes supérieurs d’université (Business and Company Law) Dec 2016 - Mar 2018     Worked for Legal Department of a major Japanese trading company Apr 2022 - Present        Practiced French law in Paris   Press Contact Anderson Mori & Tomotsune Publicity & Marketing Committee Address: Otemachi Park Building, 1-1-1 Otemachi, Chiyoda-ku, Tokyo Tel: 03-6775-1001 (9:30-17:30) Contact form　https://contactus.amt-law.com/en/public-relations/  

The Japanese regulatory landscape in 2026 is shifting toward greater inclusivity and stronger protections for those in vulnerable positions. This Legal Update highlights the key amendments set to take effect this year that employers should look out for. Employment of Disabled Workers Under the Act to Facilitate the Employment of Persons with Disabilities, employers of a certain size are required to employ enough disabled workers to meet the statutory quota. Effective July 1, 2026, this statutory quota will be raised from 2.5% to 2.7%, effectively expanding the hiring obligation to employers who employ 37.5 or more employees (previously 40 or more employees). Employers failing to meet the statutory quota could receive administrative guidance from labor authorities and stronger measures like having their names publicized if the employer fails to comply with the guidance. As before, employers who are eligible for this hiring obligation will also be required to submit a “Disability Employment Status Report” to the Public Employment Security Office by July 15th of every year. A failure to submit the report could result in a criminal fine of up to JPY 300,000. Also, employers with more than 100 employees who fail to meet the statutory quota will continue to be subject to a “disability employment levy” of JPY 50,000/month for each person below the statutory quota. Note that payment of the levy will not exempt the employer from its obligation to meet the statutory quota. Promotion of Women’s Participation in the Workplace The Act on the Promotion of Women's Active Engagement in Professional Life requires employers to publish certain types of information regarding their employment of women. This requirement will be expanded in April of this year. Under the Act, there are four types of information that may be published: (1) wage gap between men and women; (2) ratio of women among the employer’s managerial staff; (3) track record of providing career-related opportunities to women (for example, the proportion of female workers among all employees, the record of re-employment or mid‑career hiring by gender, or other types of information stipulated in the MHLW ordinance); and (4) track record of creating an employment environment that enables employees to balance work and family life (for example, the rate that each gender chooses to utilize childcare leave, the average monthly overtime hours of all employees, and other types of information which are stipulated in MHLW ordinance) Currently, employers with at least 301 employees are required to publish “(1) wage gap between men and women”, as well as two other types of information from the list above. Employers with at least 101 employees are currently required to choose just one type of information to publish from the list above. Starting April 1, 2026, employers with at least 301 employees will be required to publish “(1) wage gap between men and women” “(2) ratio of women among the employer’s managerial staff”, as well as two other types of information from the list above. Employers with at least 101 employees will be required to publish “(1) wage gap between men and women” “(2) ratio of women among the employer’s managerial staff”, as well as one other type of information from the list above. Employers in violation of the publishing requirements could receive administrative guidance from labor authorities, and stronger measures like publication if the employer fails to comply with the guidance. Whistleblower Protection Various enhancements to the Whistleblower Protection Act will be made effective December 1, 2026, including the expansion of the protection to “freelancers”, a prohibition on attempting to identify the whistleblower or discouraging the whistleblower from making a report, and a new presumption rule where any dismissal or disciplinary action against the whistleblower within one year of a report is presumed to be retaliatory in civil cases. For detailed information on the changes to the Whistleblower Protection Act, please refer to our June 2025 newsletter.