Q.Are post-employment non-compete clauses enforceable?

Q. How is overtime pay calculated in Japan?

Q. My employer is not paying my wages. What can I do?

Q. Can a company dismiss or demote an employee who is pregnant or on maternity or childcare leave? Dismissal restrictions and the ban on adverse treatment in Japan, for employers and HR

Q. Can a Japanese employer cut an employee’s pay unilaterally? When a pay cut is invalid, and how to proceed lawfully

Q. Am I protected from retaliation if I report corporate misconduct?

Work Rules, Article 36 Agreements and Working Hours at a Japanese Subsidiary: What to Explain to Head Office

A guide for HR teams at Japanese subsidiaries of foreign companies, based on the statutory text: preparing and filing work rules (Labor Standards Act, Articles 89 and 90), the Article 36 agreement required for overtime and the statutory caps (Article 36), premium pay rates (Article 37), tracking working hours (Industrial Safety and Health Act, Article 66-8-3) and the five days of annual leave employers must designate (Article 39(7)). It also covers how global policies relate to Japanese work rules and points head office often misunderstands.

Dismissing an Employee in Japan: An Employer's Guide for Foreign-Owned Companies

What a foreign-owned company's Japanese subsidiary, or any employer of foreign staff, needs to know before dismissing an employee in Japan, based on the Labor Contract Act, the Labor Standards Act, the Labor Tribunal Act and MHLW guidance: why at-will termination does not work, grounds in the rules of employment, performance, disciplinary and redundancy dismissals, fixed-term contracts, prohibited periods, 30 days' notice or pay in lieu, the certificate of reasons, recommended resignation, labour tribunals, and how to brief headquarters.