Statutory written notice of working conditions that every employer must issue to every employee at hiring, under Article 15 of the Labor Standards Act (労働基準法, Article 5 of its Enforcement Regulations) — expanded from April 2024 to add the scope of possible future changes to workplace and duties, fixed-term renewal limits, and the right to convert to indefinite-term employment.
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NOTICE OF WORKING CONDITIONS (労働条件通知書)
Issued by Employer name to Employee name on Issue date.
This Notice is issued under Article 15 of the Labor Standards Act (労働基準法) and Article 5 of its Enforcement Regulations, which require every employer to notify every employee in writing (or, since April 2019, electronically if the employee requests it, in a format the employee can print) of the absolute mandatory items below. Failure to issue this Notice can be punished by a fine of up to ¥300,000.
1. CONTRACT TYPE AND PERIOD 1.1. Contract type. Period (if fixed-term): Contract period (if fixed-term).
2. PLACE OF WORK 2.1. Current place of work: Place of work 2.2. Scope of possible future changes to the place of work: Scope of possible future changes to the place of work
3. CONTENT OF WORK 3.1. Current duties and scope of possible future changes to duties: Content of work and scope of possible future changes to duties
4. WORKING HOURS, BREAKS, AND HOLIDAYS 4.1. Working hours, breaks, and days off
5. WAGES 5.1. Wage calculation method, closing date, payment date, and payment method
6. FIXED-TERM CONTRACT DISCLOSURES (IF APPLICABLE) 6.1. Renewal limit (更新上限): Renewal limit for fixed-term contracts (更新上限) 6.2. Right to convert to an indefinite-term contract (無期転換): Explanation of the right to convert to an indefinite-term contract (無期転換)
7. TERMINATION AND RESIGNATION 7.1. Grounds and procedure for termination / resignation
8. METHOD OF DELIVERY 8.1. Electronic delivery status
Employer ______________ / on behalf of Employer name / Received by ______________ / Employee name /
— — — ⚠️ This is a boilerplate template, not legal advice. Japan's employment, consumer, and food-safety regimes are subject to phased and periodic changes — including the April 2024 expansion of mandatory items in the 労働条件通知書 (Notice of Working Conditions) under the Labor Standards Act (労働基準法), the Freelance Act (フリーランス保護法, in force since 1 November 2024), the 2020 Civil Code (民法) reform requiring a stated liability cap (極度額) in guarantor agreements (身元保証書), the Act on the Protection of Personal Information (個人情報保護法, "APPI"), the Act on Specified Commercial Transactions (特定商取引法), and the Food Sanitation Act (食品衛生法) HACCP-based sanitation management requirement — have this template reviewed and adapted by a bengoshi (弁護士) or shakai hoken rōmushi (社会保険労務士) before use, and confirm current rules at mhlw.go.jp and caa.go.jp on the date of use.
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Start and end date
Mandatory since the April 2024 reform (就業場所の変更の範囲)
Mandatory since the April 2024 reform (業務の変更の範囲)
Must be disclosed, with explanation, when introduced or shortened
Mandatory disclosure once the right arises, generally after 5 years of fixed-term renewals
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