In shortShort answer: When you are hired in Japan, the employer must clearly state key working conditions, and several of them must be stated in a written document: contract length, workplace and duties, working hours and days off, pay and payment dates, and rules on resignation and dismissal. In practice this is the 労働条件通知書 (rōdō jōken tsūchisho, "working conditions notice") or an employment contract (雇用契約書). Since April 2024, employers must also state the possible range of changes to your workplace and duties.
Quick guide
| Check | What to know |
|---|---|
| Overview | Short answer: When you are hired in Japan, the employer must clearly state key working conditions, and several of them must be stated in a written document: contract length, workplace and duties, working hours and days o |
| What must be stated (mandatory items) | The MHLW’s official explanation distinguishes conditions that must be stated from those that must be delivered in a document. Pay-raise information must be stated but is not generally subject to the same written-delivery |
| New since April 2024 | Why this matters: a stated range tells you what changes are contemplated, but does not make every transfer automatically lawful. Know the range before you sign. |
| Check these before you sign | 1. Pay. Is the amount, the closing date and the payday written? Compare with your pay slip each month (see our pay slip guide). |
| If you did not receive a written statement | Ask the employer to give you one. If the employer does not, you can consult a labor consultation desk (see our guide on where to get help). Keep copies of the job ad, messages about pay and hours, and your pay slips. |
| FAQ | Can I get the document in my language? This guide did not verify any rule that requires a translation. You can ask the employer for one, but ask which language version the employer proposes as the agreed text. Do not sig |
| Sources | • Shizuoka Labour Bureau (MHLW), items added in April 2024 (Japanese): Source: jsite.mhlw.go.jp |
The job
Employer, workplace and actual duties.
The schedule
Hours, breaks, holidays and contract term.
The money
Pay, payment date and any deductions.
A visual summary of this guide. Read the relevant sections below for conditions and exceptions.
Overview
Short answer: When you are hired in Japan, the employer must clearly state key working conditions, and several of them must be stated in a written document: contract length, workplace and duties, working hours and days o
Short answer: When you are hired in Japan, the employer must clearly state key working conditions, and several of them must be stated in a written document: contract length, workplace and duties, working hours and days off, pay and payment dates, and rules on resignation and dismissal. In practice this is the 労働条件通知書 (rōdō jōken tsūchisho, "working conditions notice") or an employment contract (雇用契約書). Since April 2024, employers must also state the possible range of changes to your workplace and duties.
General information, not legal advice. For disputes, see our guide on where to get help.
What must be stated (mandatory items)
The MHLW’s official explanation distinguishes conditions that must be stated from those that must be delivered in a document. Pay-raise information must be stated but is not generally subject to the same written-delivery
The MHLW’s official explanation distinguishes conditions that must be stated from those that must be delivered in a document. Pay-raise information must be stated but is not generally subject to the same written-delivery requirement; additional rules apply to part-time and fixed-term workers.
| # | Item | Japanese |
|---|---|---|
| 1 | Length of the contract | 労働契約の期間 |
| 2 | How a fixed-term contract may be renewed (fixed-term workers only) | 更新する場合の基準 |
| 3 | Workplace and duties | 就業の場所・従事すべき業務 |
| 4 | Start and end times, whether overtime is expected, breaks, days off, leave | 始業・終業時刻、時間外労働、休憩、休日、休暇 |
| 5 | How pay is decided, calculated and paid; closing date and payday; pay raises | 賃金の決定・計算・支払方法、締切り・支払時期、昇給 |
| 6 | Resignation, including reasons for dismissal | 退職(解雇の事由を含む) |
New since April 2024
Why this matters: a stated range tells you what changes are contemplated, but does not make every transfer automatically lawful. Know the range before you sign.
| When | What must be stated |
|---|---|
| At signing and at every renewal of any contract | The range of possible changes to your workplace and duties (就業場所・業務の変更の範囲) |
| At signing and renewal of fixed-term contracts | Whether there is a cap on renewals (total period or number of renewals) and what it is |
| At each renewal at which you have the right to request conversion to an indefinite-term contract | The chance to apply for conversion (which does not automatically mean regular-employee status) (無期転換申込機会) and the conditions after conversion |
Why this matters: a stated range tells you what changes are contemplated, but does not make every transfer automatically lawful. Know the range before you sign.
Check these before you sign
1. Pay. Is the amount, the closing date and the payday written? Compare with your pay slip each month (see our pay slip guide).
1. Pay. Is the amount, the closing date and the payday written? Compare with your pay slip each month (see our pay slip guide).
2. Deductions. Dormitory, uniform or equipment fees should be written in the contract or explained clearly.
3. Hours and overtime. Are overtime hours expected? Is there a fixed overtime payment? (See our guide to reading a job ad.)
4. Contract length. For a fixed-term contract, is there a renewal cap?
5. Workplace and duties. Are the range of changes realistic for you?
6. Resignation rules. What notice period does the contract set? (See our guide on quitting a job.)
If you did not receive a written statement
Ask the employer to give you one. If the employer does not, you can consult a labor consultation desk (see our guide on where to get help). Keep copies of the job ad, messages about pay and hours, and your pay slips.
Ask the employer to give you one. If the employer does not, you can consult a labor consultation desk (see our guide on where to get help). Keep copies of the job ad, messages about pay and hours, and your pay slips.
FAQ
Can I get the document in my language? This guide did not verify any rule that requires a translation. You can ask the employer for one, but ask which language version the employer proposes as the agreed text. Do not sig
Can I get the document in my language? This guide did not verify any rule that requires a translation. You can ask the employer for one, but ask which language version the employer proposes as the agreed text. Do not sign something you do not understand; ask for an explanation first.
Is an email or electronic document acceptable? Yes, if the worker requests it and the record can be printed as a document. Save the complete email or file, rather than relying only on a disappearing message.
My job ad said one wage and my contract says another. Which counts? Ask for the difference and its reason in writing before accepting. Keep the ad and messages. A signature does not validate terms below statutory minimum standards; a mismatch or unannounced change can require advice from Hello Work or a labour consultation desk.
Sources
• Shizuoka Labour Bureau (MHLW), items added in April 2024 (Japanese): Source: jsite.mhlw.go.jp
• Shizuoka Labour Bureau (MHLW), items added in April 2024 (Japanese): Source: jsite.mhlw.go.jp
• MHLW, how employers must state working conditions (Japanese; the Shizuoka page points here for written and electronic methods): Source: www.mhlw.go.jp
• MHLW mandatory conditions and electronic delivery: Source: www.mhlw.go.jp
Confirm the rules yourself
Sources checked: . Official source pages may be in Japanese.
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