When the equipment/computer, in particular, belongs to the employer, the employer has a right of access (for example, in the case of a data breach/leak or theft investigation) (whereas the employee's consent is needed if the employee owns the equipment). If the employees are using their own equipment, there are certain security risks to be addressed (such as hacking, viruses, and so on). It is not unusual for employers to lend/provide equipment in a long-term telework context (for example, a personal computer). There are no mandatory requirements regarding training or equipment, but the MHLW recommends that employers provide their telework employees with the necessary guidance based on the Occupational Health Guidelines on Information Device Work at the Office (2019). By definition, it is expected to be a safe place for the employee. The place where employees lead their daily private lives (that is, home) under the related MHLW notice becomes the workplace. Official notices on telework issued by the MHLW clarify that employers should record employees' working time even when they work from home. There are no specific legal requirements (the same rules as for office work apply). The Second Batch of Emergency Measures against COVID-19, by the Coronavirus Response Taskforce in March 2020, provides that Japan should strongly promote teleworking and establish this new working-style as a role model.
Various ministries have been developing a variety of measures to encourage companies to introduce teleworking into their working styles.
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