Must employment conditions be provided in writing?

What the Law Says

Japanese labor law requires employers to clearly inform employees of essential working conditions in writing at the start of employment.

Under the Labor Standards Act, employers must provide employees with a written document outlining eight specific employment conditions no later than the day work begins.

This requirement applies to all workers covered by the Act — including part-time, fixed-term, and full-time employees — regardless of industry or company size.

The written notice must be given directly to the employee (not just posted or emailed without confirmation), and it serves as a baseline for enforceable rights under Japanese labor law.

Statutory Text

When a worker is hired, the employer shall notify the worker in writing of the following matters: (i) the duration of the labor contract; (ii) the workplace; (iii) the duties to be performed; (iv) the starting and ending times of work; (v) the number of days off per week; (vi) the method of calculating and paying wages; (vii) the retirement allowance; and (viii) the grounds for dismissal.

— Labor Standards Act, s. 15(1) — Notification of working conditions

What to Do

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