日本企业中年以上员工比例高达七成

Core Viewpoint - The significant reduction of young employees in Japanese companies over the past decade poses a risk to the overall value creation capability of these enterprises, particularly in small and medium-sized enterprises (SMEs) [1][4]. Group 1: Demographic Changes in Workforce - The proportion of employees under 30 years old in small enterprises has dropped below 30%, while in large enterprises, it is below 40% [1][2]. - From 2013 to 2023, the percentage of employees under 30 in companies with capital below 100 million yen decreased from 35.6% to 29.8% [2]. - In companies with capital between 1 billion and 10 billion yen, the proportion of employees under 30 fell from 42.5% to 36.2%, and in companies with capital above 10 billion yen, it decreased from 41.6% to 37.2% [2]. Group 2: Impact on Employment and Salary Structures - In 2024, 57 listed companies have implemented early retirement and voluntary retirement plans, a 32% increase from the previous year, indicating a shift in employment strategies due to aging workforce costs [3]. - Many large enterprises are reforming their salary structures to base compensation on roles and responsibilities rather than seniority, aiming to control costs associated with older employees [3]. Group 3: Talent Competition Between Enterprises - Large enterprises are increasing starting salaries for new graduates to 300,000 yen per month (approximately 1.47 million yuan), intensifying competition for young talent against SMEs [4]. - The employee count in large enterprises (capital above 1 billion yen) grew by 11.3% from 2013 to 2023, while SMEs with capital below 20 million yen saw a 2% decrease in employee numbers [5]. Group 4: Economic and Structural Challenges - The average salary in companies with capital below 20 million yen was 3.857 million yen in 2023, compared to 6.526 million yen in companies with capital above 1 billion yen, highlighting a growing income disparity [7]. - Japan's low entrepreneurial activity, hovering around 4% to 5%, contributes to a stagnation in job creation and reflects the aging issue within the economy [5][7]. Group 5: Policy Recommendations - To foster a more dynamic labor market, reforms such as adjusting pension tax systems to encourage earlier transitions to higher-paying jobs for older employees are necessary [6]. - There is a need for policies that promote the establishment of new enterprises and support young companies with growth potential, as the current protective measures for SMEs may inadvertently sustain non-competitive firms [7].