Japan's disability employment has reached unprecedented levels, with over 700,000 disabled workers now employed across the country, according to recent data from the Ministry of Health, Labour and Welfare. However, this milestone comes with a significant caveat: less than half of companies required to employ disabled workers are meeting their legal obligations, highlighting ongoing challenges in workplace inclusion that affect both Japanese and foreign workers with disabilities. The employment figures represent a historic achievement, marking the first time the number of employed disabled workers has exceeded 700,000. This growth reflects increased awareness of disability rights and gradual improvements in workplace accessibility across Japan. For foreign residents with disabilities working in Japan or seeking employment, these trends suggest expanding opportunities in a labor market that increasingly recognizes the value of diverse workforces. However, the compliance picture tells a more complicated story. According to NHK, only 46 percent of companies with 40 or more employees have achieved the legally mandated employment quota for disabled workers. This statutory requirement, known as the legal employment rate (hōtei koyō ritsu), obligates mid-sized and large companies to maintain a minimum percentage of disabled employees in their workforce. The low compliance rate indicates that many companies continue to struggle with—or resist—implementing inclusive hiring practices. For expats with disabilities, understanding these legal protections is crucial. Japanese law requires companies employing 40 or more people to hire disabled workers at a specified rate. While the exact percentage varies and is subject to periodic adjustments, failure to meet this quota can result in penalties for employers. Foreign workers with recognized disabilities are entitled to the same protections and accommodations as Japanese citizens under this framework. The compliance challenges stem from multiple factors, including accessibility barriers, lack of workplace accommodations, and persistent misconceptions about disabled workers' capabilities. Some companies pay penalties rather than undertaking the necessary workplace modifications or recruitment efforts. This situation creates both obstacles and opportunities for foreign job seekers with disabilities: while legal protections exist, practical implementation varies significantly across companies and industries. In related developments, the government has issued new guidelines addressing women's health issues in the workplace, according to NHK reporting. These guidelines encourage companies to better support employees facing health challenges related to menstruation, menopause, and other life-stage conditions that can affect work performance. This initiative reflects broader efforts to create more inclusive work environments that accommodate diverse health needs. For foreign women working in Japan, these guidelines represent progress toward workplace cultures that acknowledge health-related challenges. While not legally binding in the same way as disability employment quotas, the government's guidance signals increasing recognition that supporting employee health and wellbeing benefits both workers and companies. The intersection of disability rights and broader workplace inclusion efforts suggests Japan is gradually evolving toward more accommodating employment practices. However, the gap between legal requirements and actual compliance indicates significant work remains. Foreign workers should be aware of their rights while recognizing that enforcement and workplace culture vary considerably across employers. Expats with disabilities seeking employment in Japan should research prospective employers' track records on inclusion and accessibility. Larger corporations and multinational companies often have more established accommodation procedures, though the 46 percent compliance rate shows size alone doesn't guarantee adherence to legal standards. When negotiating employment terms, foreign workers should explicitly discuss necessary accommodations and confirm employers' willingness to provide them. As Japan faces ongoing labor shortages and demographic challenges, the business case for inclusive employment continues strengthening. The record number of employed disabled workers demonstrates progress, but the compliance gap reveals the distance yet to travel toward truly inclusive workplaces for all residents, regardless of nationality or ability.