The term “karoshi” (過労死) in Japan translates to “death by overwork,” referring to fatalities caused by excessive working hours and work-related stress. First recognized in the 1970s, karoshi includes deaths from heart attacks, strokes, and suicides linked to intense job pressure. The phenomenon has been a major social issue, prompting national discussions on work culture and employee well-being.
Historical Context of Karoshi
The roots of karoshi can be traced back to Japan’s post-World War II economic recovery. As the nation rebuilt itself into a global economic powerhouse, the cultural expectation for workers—particularly salarymen—to demonstrate unwavering loyalty to their companies solidified. This led to an environment where long hours became synonymous with dedication and success. The first recorded case was in 1969, when a 29-year old man working in the shipping department of a Japanese newspaper died of a stroke. It took five years before Japan’s Workers Compensation Bureau and the Ministry of Labor acknowledged that the stroke was caused by increased workload, overwork, and ill health. Media and research surrounding it became more prevalent in the 1980s when medical professionals began recognizing the link between excessive work hours and serious health issues, following the deaths of several business executives.
The Impact of Karoshi
Karoshi manifests in various forms, primarily as physical ailments such as heart attacks or strokes, but increasingly as mental health crises culminating in suicide. Notable cases include Miwa Sado, a journalist who died from heart failure in 2017 after logging 159 hours of overtime in one month, and Matsuri Takahashi, who took her life after working 105 hours of overtime. These tragic incidents have highlighted the urgent need for systemic change within Japanese workplaces.
Government Efforts to Combat Overwork
In response to growing concerns, the Japanese government has taken several steps to address overwork and its consequences:
- The Karoshi Prevention Act (2014): This law mandates national initiatives to prevent overwork-related disorders and encourages companies to take proactive measures.
- Work-Style Reform Legislation (2018): This reform introduced a cap on monthly overtime (set at 100 hours) and promoted flexible work arrangements, including remote work options.
- Four-Day Workweek Initiatives: Since 2021, the government has encouraged companies to consider a four-day workweek to enhance work-life balance, though adoption remains low, with only 8% of firms implementing the change. In a more recent effort, the Tokyo Metropolitan Government announced plans to implement a four-day workweek for its staff starting in April 2025.
- Premium Friday: Another initiative is “Premium Friday,” which allows employees to leave work at 3 PM on the last Friday of each month. However, its effectiveness has been limited, as many workers find themselves compensating for the lost hours on other days.
- Naming and Shaming: The government has published lists of “black companies” that violate labour laws in an attempt to pressure them into compliance through public accountability
Challenges That Persist
Despite these reforms, overwork remains a serious issue:
- A 2024 white paper reported 883 cases of work-related mental health disorders, including 79 suicides or attempted suicides due to excessive job stress.
- Japanese workplace culture still values long hours and presenteeism, making it difficult for employees to take advantage of new policies.
- Many businesses, particularly small and medium enterprises (SMEs), struggle to implement work-life balance reforms due to staffing constraints and economic pressures.
How Businesses Can Lead the Change
While government intervention is crucial, companies must take responsibility for fostering a healthier work environment. Some strategies include:
- Implementing flexible work policies such as remote work and staggered shifts.
- Encouraging a results-oriented culture rather than measuring productivity by hours worked.
- Providing mental health support and ensuring employees have access to counselling services.
- Partnering with Employer of Record (EOR) services to ensure compliance with labour laws and best practices for employee well-being.
Partner with Us for a Healthier Workplace
As Japan continues to transition toward healthier work practices, businesses must adapt to these changes. Our Employer of Record (EOR) services help companies navigate Japan’s labor laws, implement fair work policies, and foster a supportive workplace culture.
Contact us today to learn how we can assist your company in creating a compliant and employee-friendly work environment. Check our services here or book a free consultation now.
