Are you considering working in Japan? Understanding employment contracts and working conditions is crucial for a successful and fulfilling career. In this article, we will delve into the important aspects of employment contracts and shed light on the working conditions in Japan.

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When it comes to working in different jobs or locations, employers have the authority to change employees’ job responsibilities or work locations, even without their explicit consent. However, these changes must comply with the law and should not violate any regulations. It’s important to note that for foreign workers, the scope of permissible work may vary depending on their residency status. Therefore, it is essential to have a clear understanding of the specific residency status and its associated work limitations.

While employers can modify job responsibilities or work locations, if the employment contract explicitly outlines the job duties and restricts working elsewhere, the company generally requires the employee’s consent to make such changes. If an employee is unhappy with the proposed modifications and expresses their dissatisfaction, it is often challenging for the company to terminate their employment solely based on this reason. However, it’s important to engage in open and honest communication with the company to reach a mutually agreeable resolution.

Employers are prohibited from making changes to job responsibilities or work locations as a form of harassment. When such changes are necessary, employers should consider the employee’s privacy and well-being, ensuring a conducive and comfortable work environment.

Working at a Different Company: Secondment

When an employee is assigned to work at a different company while remaining employed and receiving their salary from the original company, it is referred to as “secondment.” In such cases, the individuals in authority can change as the employee moves to a different workplace.

Secondment is permissible if the employee agrees to it or if it is stipulated in the company’s rules and regulations. However, for foreign workers, the permissibility of secondment depends not only on their residency status but also on the nature of the work allowed under that status. It is important to exercise caution and be aware of these factors before accepting a secondment opportunity.

Modifying Employment Contracts and Working Conditions

If changes to working conditions, such as salary increments, are favorable to the employee, there are generally no objections. However, if the changes do not significantly benefit the employee, the company must have valid reasons to modify the employment contract. By altering the company’s internal rules, such as the work regulations, the company can legally change the working conditions without seeking the explicit consent of the employees. However, employees are unlikely to accept changes that result in a decrease in salary. Therefore, altering crucial working conditions poses a significant challenge for companies.

Companies must make the revised working conditions accessible to all employees through the work regulations and provide a clear explanation of the changes. Although obtaining employees’ consent allows companies to modify working conditions even without sufficient reasons, the company must provide comprehensive and easily understandable explanations. Employees should fully comprehend the changes and willingly accept them based on their judgment.

When employees feel that the working conditions differ significantly from what they were initially promised, it is advisable to request a more detailed explanation from the company.

Overview

Understanding employment contracts and working conditions is essential for individuals seeking employment in Japan. Employers have the authority to make changes to job responsibilities or work locations, but these modifications must adhere to legal regulations and respect employees’ rights. Likewise, altering employment contracts and working conditions requires valid reasons and clear communication between the company and employees. By fostering open dialogue, employers and employees can maintain a harmonious working relationship in Japan.

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※Translated from a Japanese article. Find the original article here.