Access Exclusive, Trusted HR News & Resources >>> New Professional Members Save $20 Today
We asked HR professionals to tell us about their time in HR. Here are their stories.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Set yourself up for success with virtual SHRM-CP/SHRM-SCP Certification Prep Seminars.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
The Japanese government’s objective to phase out employee pension funds (EPFs) passed another benchmark when regulations providing for their dissolution were issued in March 2014.
Legislation to abolish the funds—supplementary defined benefit (DB) pension plans that allow employers to partially contract out of social security—passed the Japanese parliament in June 2013. The law prohibits the establishment of new EPFs, and encourages existing EPFs to dissolve and convert to other types of pension plans.
EPFs cover private-sector employees only. The funds were introduced by law in 1965 to offer an additional benefit to the government-run public pension system. Asset investment fraud and poor funding status in recent decades have weakened the financial position of many EPFs, and many are currently facing severe funding deficits, according to global professional services firm Towers Watson. Among Japan’s 34.5 million private-sector employees, 4.37 million (12 percent) were covered by EPFs as of March 2012. There were 560 EPFs as of March 2013, a significant drop from their peak use of nearly 1,900 in the late 1990s.
“Funding and plan conversion issues have slowed this transition [away from EPFs] … but the new regulations are intended to accelerate dissolutions by providing more favorable rules on the conversion to other types of plans,” said Jeff Howatt, a Tokyo-based director of Towers Watson’s benefits business in Japan.
When EPFs are dissolved, plans must return assets to the government equal to their liability for contracted-out social security benefits. The regulations lay out an employer’s options for the conversion of remaining assets:
Companies also have the option of transferring remaining assets to smaller enterprise retirement allowance mutual aid plans, which are government-sponsored retirement plans for small to midsize employers such as manufacturers with fewer than 300 employees. Previously, EPF assets could not be transferred to these plans.
"Employers must obtain the consent of employees to transfer the remaining assets to other types of retirement plans,” Howatt said. “Requirements for consent vary depending on the type of new retirement plans under consideration.”
According to Towers Watson, DB corporate pension plan and DC plan regulations will be loosened to create a smooth transition.
“Multinationals with operations in Japan participating in EPFs should assess the impact of these changes by first obtaining information on the plan’s funding status and future options for conversion,” Howatt said.
Roy Maurer is an online editor/manager for SHRM.
Follow him at @SHRMRoy
SHRM OnlineGlobal HR page
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
CA Resources at Your Fingertips
SHRM’s HR Vendor Directory contains over 3,200 companies