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"In Japan around 100,000 working carers leave their jobs each year. While long-term care leave was legislated in 1995 with the aim of ensuring that working carers do not leave their jobs, few workers use such leave. The Japanese government has addressed this problem in 2016 by proposing amendments to the Child Care and Family Care Leave Act to allow workers to take care leave more flexibly. Focusing on another aspect of combining work and care, this paper addresses the possibility that workers who remain in their jobs may suffer from the effects of having to combine work with providing care. Although fatigue among carers has been raised as a problem in the context of issues that arise outside the workplace, such as abuse or murder of care receivers or suicide among carers, the effects that fatigue may have on carers’ work is rarely a topic of discussion. The results of our original data analysis show that physical fatigue due to providing care while working full time raises the risk of having an accident while at work and failing to meet work quotas. It is therefore crucial to consider means of ensuring that working carers who come to the office as usual are able to maintain their health and work performance."

"In Japan around 100,000 working carers leave their jobs each year. While long-term care leave was legislated in 1995 with the aim of ensuring that working carers do not leave their jobs, few workers use such leave. The Japanese government has addressed this problem in 2016 by proposing amendments to the Child Care and Family Care Leave Act to allow workers to take care leave more flexibly. Focusing on another aspect of combining work and care, this paper addresses the possibility that workers who remain in their jobs may suffer from the effects of having to combine work with providing care. Although fatigue among carers has been raised as a problem in the context of issues that arise outside the workplace, such as abuse or murder of care receivers or suicide among carers, the effects that fatigue may have on carers’ work is rarely a topic of discussion. The results of our original data analysis show that physical fatigue due to providing care while working full time raises the risk of having an accident while at work and failing to meet work quotas. It is therefore crucial to consider means of ensuring that working carers who come to the office as usual are able to maintain their health and work performance."

"This article seeks first of all to gain an accurate picture of the types of expectations that individual Japanese regular employees have toward their jobs and careers, which we will approach through the concept of “career orientation.” Secondly, it seeks to analyze the extent to which opportunities for job ad- vancement and internal promotion and regular employees’ working styles are diversified in relation to their career orientations. Thirdly, it aims to assess levels of job satisfaction among groups with different career orientations. And finally, it seeks to draw some implications from the findings related to the featured theme of “diversification of regular employees.”Our findings are as follows: for one thing, the career-orientations of em- ployees are indeed diversified. Their opportunities for job advancement and internal promotion are also diversified corresponding to their career orienta- tions. Also, there are correlations between the length of working hours and ca- reer orientation, but only among female employees. In addition, it was found that job satisfaction is lowest among male employees who place a priority on a working style that emphasizes balance between work and private or family life. Based on these findings, we have examined the significance of introducing systems that formally establish multiple employment categories among regular employees to accommodate their different career patterns and working styles according to their diversified career orientations."

"In Argentina, one third of all employed women, but only 3 per cent of all employed men, are care workers. Their relative pay and working conditions depend not only on applicable labour market regulations (and enforcement) but also, crucially, on the organization of care service provision, including the degree of public-sector engagement in the provision of particular services, the different care providers, and the locus of care provision (institutional vs. other contexts, e.g. households). Comparing two childcare-related occupations (early-education teaching and domestic service), the author argues that those two – possibly mutually reinforcing – dimensions intersect to explain differences between care workers' labour market positions."

"A falling fertility rate, increasing longevity, government “social investment” strategies to achieve the transformation from industrial to post-industrial economy, and increased state support to help women balance family and work responsibilities – all these influences have produced mixed results for the poorly paid female care workers in low-status jobs in the Republic of Korea. The author summarizes policy changes and reports on interviews with childcare and elder-care workers, policy experts and researchers, showing that though increased regulation and expansion of public childcare have led to some improvements, the deregulation and marketization of elder-care have resulted in worsening conditions for elder-care workers."

"This article examines care-worker hierarchies in South Africa, notably since the HIV/AIDS pandemic and the structural changes it has brought. The nurses, social workers, home-based care workers and volunteers are mostly women, of varying racial, socio-economic, demographic and educational backgrounds; they work in the public, private, and not-for-profit sectors. Recent changes in care provision have brought improved earnings for some, but the “care penalty” remains, and task-shifting because of the epidemic has been mostly downwards, increasing the burden on the lowest paid – or even unpaid – in the worst working conditions, thus increasing inequality between women."

"This article explores state and social understandings of care work in India by examining two categories of non-family care workers – hired domestic workers and Anganwadi Workers/Helpers under the Integrated Child Development Scheme. Classified as “volunteers” in a government programme, the Anganwadi Workers/Helpers enjoy some social standing and relatively extensive unionization compared with domestic workers. Also, domestic workers have to make much harder trade-offs between their family's livelihood and daily care needs. The economic undervaluation of the care work they perform, however, is common to both categories of workers."

"In the field of labor administration in Japan there is growing interest in the in- troduction of “restricted regular employment.” This paper investigates two types of restricted regular employment: regular employment with restrictions on type of work (“work-type-restricted regular employment”) and regular em- ployment with restrictions on work location (“work-location-restricted regular employment”). It provides analysis of quantitative and qualitative data that sheds light on the extent to which such employees are currently utilized, what kinds of places of business utilize them, and the attributes, aspects of em- ployment, and personnel management challenges of each type. Work-type-restricted regular employees face difficulties developing their ca- reer to managerial level, due to the fact that they are assigned different work duties and receive different training to regular employees without restrictions on their work type. They also consequently tend to remain in a job for shorter periods than regular employees without restrictions on their work type. Work-location-restricted regular employees tend to have lower wage levels than regular employees without restrictions on their work location. As work-location-restricted regular employees may engage in the same work du- ties as regular employees without restrictions on their work location, they are prone to be dissatisfied with their wages. In order to allow for more wide- spread use of work-type-restricted regular employment, it is necessary to es- tablish external labor markets—namely, to develop environments in which such employees can change jobs without disadvantage—and in order to allow for more widespread use of work-location-restricted regular employment it is necessary to establish systems within companies by which employees from various employment categories are able to voice their opinions on wage levels."

"As the Japanese government seeks to encourage greater implementation of restricted regular employment systems, it is important to ascertain the current developments regarding such forms of employment. Focusing particularly on the differences that arise depending on company size, this paper investigates the attributes of restricted regular employees and factors determining wages and satisfaction levels. The analysis results show that restricted regular employment is helping companies to provide more flexible ways of working, as reflected by the fact that women who are caring for and raising children tend to work as regular employees with restrictions on their working hours. The results also suggest that as many large companies have multiple places of business and need employees to be prepared for the possibility of personnel transfers particularly those that involve moving to a new place of work—their approach to forms of employment that restrict such transfers may involve lowering wages. The findings also indicate that in small and medium-sized companies, which may need to operate with a comparatively limited number of staff and may therefore assign a wide scope of work duties to each employee, placing restrictions on scope of work duties allows employees to concentrate on certain types of work and in turn increases their levels of job satisfaction."