Blog | Manpower Thailand

As we enter 2025, the job market is poised for significant changes that job seekers and career changers should be aware of. Understanding these trends can help you navigate your career path more effectively and make informed decisions. Drawing insights from the latest ManpowerGroup Employment Outlook Survey, here are the key employment trends to watch this year.1. Increased Hiring Intentions GloballyThe ManpowerGroup Employment Outlook Survey indicates a Global Net Employment Outlook of 25% for Q1 2025. This figure reflects the percentage of employers anticipating an increase in hiring activity, suggesting a positive outlook for job seekers. With 41% of employers planning to hire, there are ample opportunities for those looking to enter or transition within the workforce.Key Takeaway: If you're seeking a new job, now is a great time to explore opportunities across various industries.2. Focus on Upskilling and ReskillingIn a rapidly evolving job market, employers are increasingly prioritizing candidates who demonstrate a commitment to lifelong learning. The survey highlights that companies are looking for skills that align with technological advancements and industry demands. Job seekers should consider investing in online courses, certifications, and workshops to enhance their skill sets.Key Takeaway: Upskilling not only boosts your employability but also positions you as a competitive candidate in a crowded job market.3. Emphasis on Diversity and InclusionThe survey reveals that 30% of companies report having fully achieved gender equality, a significant increase from previous years. As organizations strive for greater diversity and inclusion, candidates who can contribute to these initiatives will be highly valued. Emphasizing your experience in diverse teams or your commitment to inclusive practices can set you apart.Key Takeaway: Highlighting your understanding of diversity and inclusion can enhance your appeal to potential employers.4. Sector-Specific GrowthCertain industries are experiencing stronger hiring demand. According to the survey, the Information Technology (IT) sector leads with high hiring intentions, followed by Finance and Real Estate. If you’re considering a career change, targeting these booming sectors may increase your chances of landing a desirable position.Key Takeaway: Research the industries with the strongest hiring outlooks and tailor your job search accordingly.5. Remote Work and FlexibilityThe demand for remote work options continues to rise. Employers are increasingly offering flexible working arrangements to attract top talent. This trend is not just a temporary response to the pandemic; it reflects a fundamental shift in how work is structured. Candidates who are adaptable and can thrive in remote or hybrid environments will be in high demand.Key Takeaway: Embrace flexibility in your job search and be prepared to discuss how you can contribute to a remote work culture.As we look ahead to 2025, staying informed about employment trends is crucial for job seekers and those considering a career change. With a positive hiring outlook, a focus on upskilling, and an emphasis on diversity and flexibility, there are numerous opportunities on the horizon. The Q1 2025 ManpowerGroup Employment Outlook Survey highlights a measured yet optimistic approach among employers in the APAC region, as they prepare for the challenges and opportunities ahead. To explore the complete results of the survey, including global and country-specific data, CLICK HERE.For Global findings, please fill in the information to download the full report

Executive SummaryJapan’s new Freelancer Protection Act (FPA) took effect in November 2024. Formally entitled the “Act on Ensuring Proper Transactions Involving Specified Entrusted Business Operators,” the law should bring welcome clarity to the legal status of freelancers and provide them with some much-needed protections, including some of a type that apply mostly in employment relationships, The new law will also increase the compliance burden and risks for companies using freelancers.Note that ManpowerGroup is not a law firm. This Alert is provided to facilitate understanding the services offered by our Japanese operations. Please consult with an attorney if you have any questions about employment law in Japan.What is a freelancer?The FPA defines a “freelancer” as an individual or corporation with only a single director and no employees that engages in outsourced activities. This definition is clearly intended to exclude SMEs with multiple employees or corporate officers from the scope of the law. However, guidance from the FPA’s principal regulator, Japan’s Fair Trade Commission (FTC) notes that freelancers who rely on the help of cohabitating family members (who are not corporate officers of the company) or the occasional part-time employee will not lose their status. Of course, merely describing an arrangement as “freelancing” will not make it so even if the “freelancer” meets the definitional criteria; if it is functionally an employment relationship, the law will treat it as such.The scope of “outsourced activity” covered by the FPA is broad, including manufacturing, content creation (programming, video, text, pictures, etc.) and the provision of services. This would mean both platform-based food delivery workers and lawyers handling trials for corporate clients as solo practitioners would be freelancers.Duties of users of freelancersMost of the FPA is directed at users of freelancers, which are essentially any businesses that use them but are not freelancers themselves. The underlying assumption is that freelancers have less bargaining power compared to the companies that use them.A similar assumption underlies the Subcontractor Protection Act.[1] This is an existing law that protects subcontractors from abusive commercial practices by general contractors, in particular delays in getting paid. Some freelancers may also be subcontractors for purposes of that law. However, the FPA extends additional protections to freelancers, as well as imposing duties on a broader range of businesses who use them. [2]For example, the FPA mirrors the Subcontractor Protection Act by prohibiting the imposition of payment terms longer than sixty days on freelancers. [3] There is an exception for contractors who are further outsourcing all or a part of a job to a freelancer, in which case payment is required no later than 30 days from the contractor being paid.The FPA requires that when engaging a freelancer, a business must identify in writing (which may include e-mail or text messages) basic information about the engagement, including:Identification of the client and freelancerDate of engagementNature of engagement (deliverables or services required)The date and place of delivery of deliverables or servicesThe amount of compensation to be paid and payment dateIn addition to protecting freelancers from excessively long payment terms, the FPA also prohibits users of freelancers from engaging in various other abusive practices such as:Refusing to accept deliverables or services for reasons that are not the freelancer’s faultReducing the compensation paid to freelancers for reasons that are not the freelancer’s faultSetting prices unreasonably low compared to prices for similar services or deliverablesForcing freelancers to use services or purchase items unless there is a valid reason for doing so, such as to ensure uniformity of output or improve quality of deliverablesRequiring freelancers to provide money, services, or other benefitsRequiring the freelancer to make changes or redo deliverables when the need to do so is not the freelancer’s fault.All of these protections reflect the assumption that users of freelancers will generally be larger business concerns with greater bargaining power that can be used abusively.Employee-style protectionsThe FPA differs from the Subcontractor Protection Act in that it also extends certain protections to freelance workers that are typically associated with the employer-employee relationship. First, the FPA imposes requirements on the content of advertisements soliciting freelancers that are similar to those that apply to job listings.Second, users of freelancers will have certain obligations with respect to those who are pregnant or have child-rearing or other caregiving responsibilities. If the freelancing arrangement is of an ongoing nature, the business usermustmake reasonable accommodations for the freelancer’s situation if requested to do so by the freelancer. If the engagement is not of a continuing nature, the business user must at least make efforts to consider what accommodations might be possible.Third, users of freelancers must have measures in place to prevent harassment and other similar behavior directed at the freelancer which negatively impact the freelancing arrangement or their working environment, and to enable freelancers to raise their concerns about such behavior if it occurs. Canceling a freelancing contract or taking similar retaliatory actions against a freelancer raising such concerns is prohibited.Finally, freelancers in an ongoing arrangement must be given at least thirty days’ prior notice of the termination or non-renewal of their contract, subject to certain exceptions when doing so is not possible. During the notice period the freelancer may request an explanation of the reason for termination or non-renewal and the business user is obligated to disclose their reason.EnforcementThe dual character of the protections in the FPA makes enforcement complicated. The provisions on payment and other terms can be enforced by raising a complaint to the FTC. Potential violations of the “employment” style provisions, however, should be reported to the Ministry of Health Welfare and Labor (MHLW). Both ministries are empowered to conduct investigations, demand information and issue recommendations and orders for improvement. The Small and Enterprise Agency can also become involved in certain problem situations.There are minor criminal and civil fines for failing to comply with an order or providing false information in response to a demand. The most likely-used sanction will probably be the “name-and-shame” power that seems increasingly common in Japanese regulations.Compliance issues and solutionsThe FPA will require companies that rely on freelancers to establish at least a minimalist compliance system to use them without unintentional violation. Regulatory guidance issued with the law suggests that such violations may easily occur. For example, deducting a bank transfer fee from a payment to a freelancer will constitute an abusive “reduction in compensation” unless the freelancer has been notified at the time of the engagement.Similarly, businesses that use freelancers to create content should be clear to specify in their terms of engagement that transfer of intellectual property rights are included in the deliverables and reflected in the compensation. Unilaterally declaring the intellectual property rights to belong to the freelancer user risks being deemed an abusive practice.Just casually inquiring to multiple freelancers about their interest in possible engagements risks violating the FPA requirements on solicitations. Soliciting freelancers through technology platforms is also subject to these requirements.Finally, one interesting area where both the FPA and related regulatory guidance are silent is their applicability to freelancers working from abroad for companies in Japan. The ability to work from anywhere is one of the growing attractions of freelancing, but it remains to be seen whether freelancers abroad are protected by the FPA. From a compliance standpoint, the safe assumption should be that they are.ManpowerGroup works with a broad range of freelancers and takes pride in providing compliant workforce solutions to clients in Japan and globally. If you have any questions about this Alert, please contact: [email protected].[1] The official title is the Act against Delay in Payment of Subcontract Proceeds, etc. to Subcontractors.[2] The Subcontractor Protection Act generally only applies to large general contractors whose capitalization exceeds certain thresholds depending on their line of business.[3] An exception is that in the case of contractors who are further subcontracting outsourced work to freelancers, the payment deadline is no later than thirty days from when the primary contractor is paid.HR compliance is often a complex subject, and ensuring that your organization meets regulations, especially across various countries, can be challenging. At ManpowerGroup, we offer a variety of HR compliance services. Whether you need assistance locally in Thailand or regionally, we are here to help. See here for more details: https://www.manpowerthailand.com/employers/our-services-manpower/compliance-services

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