JapanCompany won't accept my resignation. Can I still quit?
Yes, you can quit even if your company refuses to accept your resignation. Under Japanese law, resignation takes effect automatically after the required notice period — no employer approval is needed.
What the Law Says
Japanese labor law gives employees the unconditional right to resign. Employers cannot block or veto a resignation — it becomes effective once the statutory or contractual notice period passes.
The Labor Standards Act is the main law governing resignation in Japan. It guarantees workers the right to terminate their employment by giving advance notice.
If your employment contract specifies a notice period longer than two weeks (up to a maximum of 30 days), that term applies — but even then, your resignation still takes effect automatically at the end of that period, regardless of employer agreement.
Your employer’s refusal to 'accept' your resignation has no legal effect. You do not need their signature, approval, or acknowledgment for your resignation to be valid.
Statutory TextAn employer shall not dismiss an employee during the period beginning on the day following the day on which the employee has given notice of resignation and ending on the day on which such notice period expires.
— Labor Standards Act, s. 20 — Notice of Resignation
Statutory TextAn employee who intends to resign shall give notice thereof to the employer at least two weeks before the intended date of resignation.
— Labor Standards Act, s. 21 — Notice of Resignation
What to Do
Give written notice of resignation stating your last working day (at least 2 weeks from notice, unless your contract requires more — up to 30 days).
Keep a copy of the notice and proof of delivery (e.g., certified mail receipt or email timestamp).
Continue working through the notice period unless your employer releases you earlier.
On your final day, request your Certificate of Employment and final wage settlement — both are legally required.
Sources
Not legal advice. This article is general information based on publicly available sources, written for educational purposes. Laws change and individual situations vary. Consult a licensed attorney in your jurisdiction before acting on anything you read here. Last reviewed: 2026-06-08.