A country known worldwide for its pressurised work environment and unspoken requirement for long hours, Japan has passed a work reform bill aimed at changing that reputation.
On June 1, 2018, in the Hamakyorex (please see the September 2016 issue) and Nagasawa-Unyu decisions (please see the November 2016 issue), the Supreme Court (Second Petty Bench) ...
Ogletree, Deakins, Nash, Smoak & Stewart
Last month, Japan's restrictions on fixed-term employment contracts took effect, and employees with at least five years of service with an employer can now be considered indefinite-term employees ...
Japan has a reputation for being a difficult jurisdiction for firing employees.
The Guidelines build on existing working time regulations by strengthening definitions and clarifying what is required.
Ushijima & Partners
Some foreign companies think that Japanese labor law is not applicable to a labor contract as long as the contract specifies that the applicable law is the law of another country besides Japan.
Article 20 of the Japanese Labor Contract Act prohibits employers from establishing unreasonable differences between the working conditions of fixed-term employees and indefinite-term employees.
Under Japanese laws, labor contracts are automatically transferred upon a company split (Kaisha-Bunkatsu) without requiring the consent of the employees, pursuant to a company split agreement.
Japan recently amended the Worker Dispatch Act, simplifying regulations governing temporary workers ("dispatch workers").
On April 1, 2015, the Act on Special Measures concerning Fixed-Term Employees with Expert Knowledge, etc. (the "Act") came into force.