Sick leave is not staturoty leave in Japan. So most of companies in Japan do not have Sick Leave System.If an employee is absent due to illness, they need to use their annual paid leaves , or if they don’t want to use any paid leave for their illness, the amount of daily pay is … Continue reading “Sick Leave is not statutory leave in Japan”
Month: June 2019
Foreigners pension may be refunded after they left Japan
I often hear from foreigners working in Japan that they do not like to pay pension in Japan because they are unlikely to receive it because they will return to Japan in a few years. However, as long as they meet the conditions for joining the Employees’ Pension and Health Insurance plan, they must join … Continue reading “Foreigners pension may be refunded after they left Japan”
How difficult is it to lay-off or dismiss workers for economic reasons?
Dismissal due to economic reasons also known as ‘redundancy’ is called ‘Seiri-Kaiko’ in Japan. Colloquially, it is often referred as ‘Risutora’ (Short for restructuring). Companies can sometimes have a situation where plant closing, retreat from the market, or by other reasons, reducing workforce is really necessary. In these cases, as in the ‘prohibition of non-rational … Continue reading “How difficult is it to lay-off or dismiss workers for economic reasons?”
Disciplinary Actions in Work Rules
Disciplinary action is one of the most important articles at employment rules. The purpose of disciplinary actions is to maintain the peaceful order of the workplace of the employer by establishing internal rules and regulations in order to run its business efficiently. Disciplinary actions should be conducted only when they are part of an employment … Continue reading “Disciplinary Actions in Work Rules”
What benefit an employee can receive in enrollment of employment insurance in Japan?
An employee who works more than 20 hours per week is required to enroll in employment insurance. The contribution shall be paid by a Company (0.9% of salary )and an employee (0.3% of salary). The benefit the employee uses most are following 2 cases: Empoyees can get subsidy after retirement of the company. The amount … Continue reading “What benefit an employee can receive in enrollment of employment insurance in Japan?”
Mission Impossible for Employers: Be Careful of SNS Impact on Recruitment and Employee Retention!
The difficulties in hiring and retention of human resources in recent years are serious. In the case of small- to medium-sized enterprises in particular, mid-career hiring of talented human resources and young people, regardless of whether they are Japanese companies or foreign-affiliated companies, is a kind of “Mission Impossible”. Under such circumstances, employers have to … Continue reading “Mission Impossible for Employers: Be Careful of SNS Impact on Recruitment and Employee Retention!”
Prohibition of non-rational dismissal based on Employment Contract Act
Is it extremely tough to dismiss an employee because of one’s poor performance? The answer is in most cases ‘yes’. Article 16 of Labor Contracts Act (below) , stipulates that dismissal lacking rational grounds is invalid. If a dismissal lacks objectively reasonable grounds and is not considered to be appropriate in general societal terms, it is … Continue reading “Prohibition of non-rational dismissal based on Employment Contract Act”
Does a company need to pay full salary to an employee during her Childcare Leave?
The answer is “NO”. A company shall grant maternity leave and childcare leave to an employee. Maternity leave starts from the day 6 weeks prior to expected birthdate get Childcare Leave until her child reaches 1 year. However, if the employee has some unavoidable reason that she cannot come back to work, then the leave … Continue reading “Does a company need to pay full salary to an employee during her Childcare Leave?”
How to Avoid Inefficiently Flexible Working Hours?
The Work Style Reform Law and associated revisions to labour law have come into effect since this April 1st. The comprehensive package of reform and revision in the law consists of 3 main pillars. The first is a legal cap on overtime working hours. The second is the implementation of “equal pay for equal work” … Continue reading “How to Avoid Inefficiently Flexible Working Hours?”
Employer’s “obligation to ascertain and calculate working hours”
The Labor Standards Act contains provisions on working hours, holidays, nighttime overtime work, and other working conditions. Employers are therefore under the obligation to properly ascertain and control working hours. According to the revision of law which came into effect on 1-April-2019, a company is required to manage the work hours of the all employee … Continue reading “Employer’s “obligation to ascertain and calculate working hours””