This column explains the Career Up Grant framework and how to apply. Use the Career Up Grant—which supports workers’ career development and underpins corporate growth—to improve treatment and compensation for workers.
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目次
1. What is the Career Up Grant?
Here, we will clearly explain the structure and key features of the Career Up Grant. By covering its purpose, who is eligible, and the types of courses available, a Certified Labor and Social Security Attorney will provide an easy-to-understand overview of the system.
1-1. Purpose & Overview
The Career Up Grant is a national subsidy created to promote the career development of non-regular employees such as fixed-term workers, short-hours workers, and dispatch workers. Its aims are to support human resource development, improved treatment, and stable employment within companies.
The program has two major pillars:
① Support for Regularization
Aimed at converting non-regular workers to regular employees.
| Course Name | Main Requirement |
|---|---|
| Regular Employee Conversion Course | Conversion of fixed-term employees, etc. into regular (permanent) employees |
| Disabled Employees Regular Employment Conversion Course | Conversion of fixed-term employees with disabilities, etc. into regular employment |
② Support for Better Treatment
Aimed at improving working conditions and stability.
| Course Name | Main Requirement |
|---|---|
| Wage Regulations Revision Course | Increase base-pay table by 3%+ |
| Wage Regulations Commonality Course | Newly establish/apply common wage rules for regular & non-regular |
| Bonus & Retirement Allowance Scheme Introduction Course | Introduce and provide bonuses or retirement allowance system (or start accumulation) |
| Treatment Improvement upon Social Insurance Coverage Course | Increase income or extend working hours in conjunction with social insurance coverage |
1-2. Eligible Employers & Workers
To make use of the Career Up Grant, both the employer and the employee must meet the required conditions. Here, we will clearly organize and explain the specific requirements for each.
Employers (common to all courses)
To receive the grant, the following conditions must be met.
- The establishment must be covered by Employment Insurance (any industry is fine, as long as at least one worker is employed).
- A Career Advancement Manager needs to be appointed.
- A Career Advancement Plan should be created and submitted to the Prefectural Labour Bureau.
- Clear documents should be kept that show the working conditions, job status, and wage details of eligible workers.
- The business should actively work on converting workers to regular employees and improving their overall treatment.
*A Career Advancement Manager refers to a person who is recognized as having the knowledge and experience necessary to support the career development of fixed-term employees and similar workers. In principle, they must be appointed from among the company’s own employees, but it is also possible for the business owner or an executive to serve in this role.
Workers (general):
Workers who qualify for the Career Advancement Subsidy must meet the following conditions.
- Non-regular employees (some courses also include regular employees).
- Must be covered by Employment Insurance.
- Must have been employed for a certain minimum period.
- Must still be employed on the date of the subsidy application.
- Must not be a relative of the employer within three degrees of kinship.
Each course has additional conditions (employment length, wage requirements, etc.). When applying for the subsidy, make sure to carefully check the specific requirements for each course. If you’re unsure whether your company meets the conditions, it’s a good idea to consult with a Certified Labor and Social Security Attorney or another professional.
2. Details of the “Bonus & Retirement Allowance Scheme Introduction Course”
This chapter explains the course that pays a subsidy when you introduce a bonus and/or retirement allowance scheme.
2-1. Eligibility & Amounts
To use this course, all of the following must be satisfied.
Eligibility
- A new bonus system or retirement allowance system (or both) must be established through work rules or a labor-management agreement, and applied to all fixed-term employees.
- The bonus or retirement system must have been in place for at least six months.
- After the system was introduced, employees’ base salaries or fixed allowances must not have been reduced.
Merely expanding an existing scheme or applying it only to a limited subset is not eligible; the scheme must be newly established and applied company-wide.
Subsidy Amounts for Bonus & Retirement Allowance Scheme Introduction Course
| Introduction content | SMEs | Large companies |
|---|---|---|
| Introduce either a bonus or a retirement allowance system | ¥400,000 | ¥300,000 |
| Introduce both a bonus and retirement allowance system at the same time | ¥568,000 | ¥426,000 |
Ineligible cases (examples)
Even if your company meets the requirements, please note that you will not be eligible for the subsidy if any of the following apply.
- Fraudulent receipt within the past 5 years.
- Delinquent labor insurance premiums.
- Labor-law violations within the past 1 year.
Before filing, confirm with the Labour Bureau or a Certified Labor and Social Security Attorney to avoid disqualification after preparation.
2-2. Required Documents
To apply for the subsidy, you’ll need to prepare the following documents. Be sure to review them carefully in advance.
Application forms
- Career Up Plan
- Career Up Grant Payment Application
- Breakdown for the Bonus & Retirement Allowance Scheme Introduction Course
- Declaration of Eligibility for Subsidy
- Payment Method / Payee Address Notification
Required only if not registered or if changing bank info.
Attachments
- Work rules or labor agreement before/after the new scheme
- Employment contracts or notices of working conditions before/after for all target workers
- Payroll ledgers for all target workers: before first bonus/retirement funding and the bonus month ledgers
- Confirmation sheet regarding payroll ledgers, etc.
Confirmation has been obtained from the employer that wages are being paid after the introduction.
Forms can be downloaded from the MHLW website.
Because the documentation volume is large and errors can cause rejection, prepare carefully; consider engaging a Certified Labor and Social Security Attorney.
2-3. Application Flow
The application process for grants generally proceeds as follows:
- Prepare & file the Career Up Plan
Deadline: by the day before scheme introduction. - Introduce the bonus and/or retirement allowance scheme
Revise work rules or labor agreement. - Operate the scheme and confirm operations
After introduction a “six-month” operational period will be required. - Prepare & file the grant applications
Deadline: within 2 months from the day after (i) the first bonus payment date, or (ii) the wage-payment date after 6 months of retirement allowance funding. - Screening (In general, it takes about 3–6 months)
- Payment
3. Key Points & Deadlines
To receive the Career Up Grant, it is crucial to follow the correct procedures and manage your schedule effectively. Here, let’s look at key points to pay particular attention to during the application process.
3-1. Filing & Deadlines
When applying, filing deadlines are set at the following two points in time.
Before implementation
- File the Career Up Plan and related forms with the Prefectural Labour Bureau by the day before the scheduled start date.
Without a filed Plan, you fail the basic requirement and no payment will be made.
After implementation
- File the payment application within 2 months from the day after (i) the first bonus payment, or (ii) the wage-payment date after 6 months of retirement allowance funding.
- Missing the deadline even by one day makes the application ineligible.
Many grants allow e-filing, which is convenient outside office hours.
3-2. Scope of Target Workers
In the Bonus & Retirement Allowance Scheme Introduction Course, it is also important to pay close attention to the selection of eligible workers.
Workers who should in principle be “covered”
- Excluding specific workers without a rational reason is not allowed.
Permissible exceptions (examples)
- Setting a rational participation condition such as “1+ years of service” may be acceptable (retirement allowance is a service-award benefit).
Common pitfalls: excluding some workers without special reasons, or using unclear criteria. If you’re unsure about a decision, consult a specialist; failing any single requirement can result in denial.
4. FAQ
Frequently Asked Questions Regarding Applications for the Bonus & Retirement Allowance Scheme Introduction Course.
Q1. What are the eligibility requirements for workers?
A: To qualify, workers must have been continuously employed for at least three months before the introduction date of the Bonus & Retirement Allowance Scheme Introduction Course and must continue to be employed for at least six months after the introduction date.
In addition, they must remain employed for at least six months after the system is introduced.
It is also mandatory that the worker is covered by Employment Insurance. Please note that individuals who have already left the company at the time of the grant application are not eligible.
Q2. Are there any conditions for the amount of bonus or retirement allowance?
A: Yes, there are specific minimum payment requirements set for eligibility.
• Bonus: At least 50,000 yen must be paid, calculated as the equivalent of six months’ worth of the bonus scheme.
• Retirement allowance: At least 3,000 yen must be set aside for one month’s worth, or 18,000 yen for six months’ worth.
If these minimum amounts are not met, the company will not be eligible to receive the subsidy.
Q3. Is it eligible for the subsidy if the system is only “partially expanded”?
A: No, it is not eligible.
If a bonus or retirement allowance system already exists in the current work rules, simply expanding the scope of eligible employees is not considered a new introduction. To qualify for the subsidy, a new system must be newly established.
Q4. Can the subsidy be denied even if all eligibility requirements are met?
A: Yes. Even if your company meets the formal requirements, there are cases where the subsidy will not be granted.
- There has been a case of fraudulent subsidy receipt within the past five years.
- There are unpaid labor insurance premiums.
- There has been
- There has been a violation of labor laws or regulations within the past year.
Before applying, it’s a good idea to consult with a Certified Labor and Social Security Attorney or check in advance with your local Labour Bureau to ensure none of these issues apply to your company.
Q5. What happens to the subsidy amount if both a bonus and a retirement allowance system are introduced?
A: If a company introduces both a bonus and a retirement allowance system at the same time, the subsidy amount will be increased.
• For small and medium-sized enterprises (SMEs): ¥568,000
• For large companies: ¥426,000
※ Each business establishment can receive this subsidy only once.
Q6. I can’t find time to visit the government office. Can I apply online?
A: Yes, online (electronic) applications are available.
By using the electronic filing system, you can submit your application outside of regular office hours—even during evenings, weekends, or holidays—making the process much more convenient.
Q7. Is it acceptable to set a “length of service requirement” for the retirement allowance system?
A: Yes. It is acceptable as long as the requirement is reasonable.
For example, a condition such as “at least one year of continuous service” is considered reasonable, since it aligns with the purpose of a retirement allowance (a reward for long-term service).
However, setting an excessively long service period—for example, more than 10 years—may be considered unreasonable, so it’s important to exercise caution when establishing such requirements.
5. Summary
In this column, we have explained in detail the structure and application process of the Career-Up Grant.
Because this subsidy requires a thorough understanding of the eligibility conditions, accurate preparation of documents, and strict deadline management, many companies may feel that the application process is quite challenging.
However, when used effectively, the system offers numerous benefits—including improving employee compensation and workplace security, enhancing motivation and retention, attracting talented personnel, and strengthening a company’s credibility and public image.
At Daiichi Sogo Labor and Social Security Attorney Corporation, we provide ongoing consultation and support related to the Career-Up Grant. Our team of experienced specialists is ready to assist you every step of the way. Please feel free to contact us anytime!
この記事の監修者
社会保険労務士法人第一綜合事務所
社会保険労務士 菅澤 賛
- 全国社会保険労務士会連合会（登録番号13250145）
- 東京都社会保険労務士会（登録番号1332119）
東京オフィス所属。これまで800社以上の中小企業に対し、業種・規模を問わず労務相談や助成金相談の実績がある。就業規則、賃金設計、固定残業制度の導入支援など幅広く支援し、企業の実務に即したアドバイスを信念とする。
