Japanese labor law requires key working conditions — wages, hours, overtime, contract period — to be stated in writing before you start. Most exploitation of foreign workers begins with a contract that was never shown, never translated, or contradicts what was promised.
Key facts
- Written conditions
- Legally required
- Key document
- Rōdō jōken tsūchisho
- Contract types
- Permanent / fixed-term / dispatch
- Overtime pay
- 25%+ premium by law
- Applies to
- All workers, any nationality
The document to demand: rōdō jōken tsūchisho
Before day one you should hold a notice of working conditions stating pay, hours, duties, and contract period. No document, no start — that single habit prevents the majority of disputes we see foreign workers fall into. Employers used to hiring internationally provide translations; MHLW publishes model bilingual forms.
The three contract shapes
| Type | What it means | Watch for |
|---|---|---|
| Permanent (seishain) | No end date, full benefits | Broad transfer clauses |
| Fixed-term (keiyaku) | 6–12 month terms | Renewal is not guaranteed — it must be discussed at renewal time |
| Dispatch (haken) | Agency employs you | Confirm the agency’s obligations, not the client’s |
Fixed-term workers gain conversion rights to permanent status after 5 years of renewals — an area employers sometimes engineer around; know the rule exists.
Clauses that should stop your pen
Wages below the regional minimum; deductions for “training costs” or dormitory fees that swallow the pay; penalty clauses for resigning; passport or bank-book custody. Each is either illegal or a reliable predictor of worse. The SSW system’s support rules and the job-change procedures both exist precisely because contracts like these still circulate.
Common mistakes & warnings
- Never start work on verbal promises. If the written conditions differ from what you were told, the written version is what you will live with.
- Check whether the salary includes fixed overtime (minashi zangyō) — a ¥300,000 offer including 40 built-in overtime hours is a very different wage from ¥300,000 plus paid overtime.
- Dispatch (haken) contracts mean your legal employer is the agency, not the workplace. Confirm who pays you, who insures you, and who renews you.
Frequently asked questions
What must the written conditions include?
At minimum — contract period and renewal rules, workplace and duties, working hours and breaks, holidays, wages and payment method, and termination rules. Employers hiring foreign workers are also expected to explain these understandably.
Is my contract valid if it violates the law?
Illegal clauses are void even if you signed — wages below minimum wage, "penalty fees" for quitting, or confiscating documents have no legal force. The legal standard replaces the void clause.
Where do I get help in my language?
MHLW runs consultation services for foreign workers in multiple languages, and labor standards offices (rōdō kijun kantokusho) accept complaints regardless of visa status.
Official sources
This page provides general information only and is not legal advice. Immigration rules change; always confirm details with the official sources listed above before making decisions.