Reading Your Japanese Employment Contract: Terms to Check Before You Sign
Updated: 2026-09-03
Quick answer
Hi, I'm Miya. Signing your first job contract in Japan can feel like a big moment, and it's completely normal to want to understand exactly what you're agreeing to before you put your name on it. The good news is that the law here is on your side: employers must tell you the main working conditions in writing, so you don't have to rely on memory or a quick verbal summary.
In this article I'll walk you through the terms worth checking — the written conditions notice, whether your contract is permanent or fixed-term, the probation period, your hours and paid leave, and how notice works if you ever move on. This is a plain-language explainer, not legal advice, so for anything specific to your situation please check official labour guidance or ask a professional.
The written conditions notice you should receive
When you start a job in Japan, your employer is required to give you a written notice of your main working conditions — often called the roudou jouken tsuchisho. It should spell out things like where you'll work, what your duties are, your contract period, your working hours, how much you're paid and when, holidays and leave, and the rules for ending the contract. Keep this document somewhere safe, because it's your reference point if anything is ever unclear.
Read it carefully and compare it against anything you were told in interviews — the written version is what counts. If a term is missing, vague, or different from what you expected, it's completely reasonable to ask before you sign. If you're unsure whether something is normal or fair, official labour guidance and consultation services can help; this is an explainer, not legal advice.
Permanent and fixed-term contracts, and the probation period
Contracts here broadly come in two shapes. A permanent contract has no set end date, while a fixed-term contract runs for a defined period and may be renewed. Check which one you're signing, and for a fixed-term contract look at how long it lasts and what the notice says about renewal. As a general point, employees on repeated fixed-term contracts may in some cases become eligible to convert to a permanent one over time — the rules are specific, so confirm the details rather than assuming.
Many contracts also start with a probation period (shiyou kikan), usually a few months, while you and the employer settle in. It's worth knowing that you're still a proper employee during this time, with the protections that come with that — probation isn't a free pass to let you go without reason. If the length or terms of your probation aren't clear, ask, and lean on official guidance or a professional if something feels off.
Working hours, overtime and paid leave
Japan sets baseline limits on working time — as a general rule, up to 8 hours a day and 40 hours a week — and work beyond that is overtime, paid at a premium rate. For an employer to ask for overtime at all, there usually needs to be a specific labour agreement in place. Check what your contract says about your scheduled hours, breaks, and how overtime is handled, so there are no surprises later.
Paid leave (yukyu) is a legal entitlement, not a favour: employees generally receive a set number of paid days after working continuously for six months, and a portion of that leave is expected to actually be taken each year. Your notice or work rules should explain how leave builds up and how to request it. If the figures or the process aren't clear, read the rules carefully and ask — official labour guidance can confirm what you're entitled to.
Notice periods and how to leave
It's worth understanding how to leave before you ever need to. For a permanent contract, employees can generally resign by giving notice, and the civil code sets a fairly short baseline, though your contract or workplace rules may ask you to give more warning as a matter of courtesy and handover. Fixed-term contracts are different — leaving partway through can be more restricted, so check the terms carefully.
When the time comes, put your resignation in writing, keep a copy, and give notice in line with your contract. If there's a disagreement about notice, unused paid leave, or final pay, don't just accept an offhand answer — official labour consultation services and professionals exist exactly for this. As with everything here, treat this as a general explainer and confirm the specifics for your own contract.
Get your number sorted before you sign on
Here's a practical thread running through all of this: contracts in Japan are increasingly signed and stored through HR portals and e-sign tools, and many of those verify who you are with a code sent to your phone. Recruiters and HR staff also tend to reach you by phone and message during the hiring process, so an active Japanese number is quietly part of getting hired cleanly.
If you're still setting up your life here, sorting your phone early takes one worry off the pile. With Rakuten Mobile you can apply online with just your residence card, and if your device supports eSIM you can be ready in about 15 minutes without visiting a store. Check the official page for the current conditions, and then you can focus on the parts that really matter — reading your contract and starting the new job with confidence.
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