Employment contract checks in Japan before accepting an offer
Japanese employers must give written working conditions before you start. What must legally be included, red flags, and questions to ask before signing.
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Before your first day, you are legally entitled to a written notice of working conditions covering wages, hours, contract length, and workplace - if you have not received one, ask for it explicitly, since its absence is a labor law violation, not a formality you can skip. The details worth checking closely are fixed overtime pay (minashi zangyo), your probation period terms, and whether your actual duties match your visa category.
What the written notice must legally include
| Item | What to check |
|---|---|
| Wages | Base salary, any fixed overtime pay amount, allowances, payment date |
| Working hours | Standard hours, break times, holidays, overtime rules |
| Contract period | Fixed-term or indefinite, and renewal conditions if fixed-term |
| Workplace and duties | Where you will work and what your role covers |
| Resignation and dismissal | Notice period required, grounds for dismissal |
If any of these are missing or vague, ask HR directly for the written document before your start date - a reasonable employer will provide it without pushback.
The overtime clause that needs a close read
Many Japanese contracts build a fixed amount of overtime pay into the base salary (固定残業代 / minashi zangyo), described as covering a set number of hours (for example, "includes 20 hours of overtime pay"). Two things to confirm:
- How many hours does the fixed amount assume? More hours assumed with no clear separate figure for base salary can mean your effective hourly base pay is lower than it first appears.
- What happens beyond that number? By law, hours beyond the fixed allotment must be paid additionally - contracts that suggest otherwise, or that describe unlimited included overtime, are worth questioning before you sign.
Once you are working, your monthly payslip is where these numbers actually show up - see how to read a Japanese payslip for what each line means.
Does your job match your visa?
Your day-to-day duties need to reasonably align with the work category permitted by your residence status. This matters even if HR arranged everything, because a mismatch can surface at visa renewal, not at hiring. If the actual role described in the contract differs meaningfully from what was discussed when you were recruited, ask for clarification early - this is especially relevant if you are changing jobs on a work visa.
Probation periods
Three to six months is standard. Confirm explicitly: is pay or benefits different during probation, and what specifically changes once it ends? Employers can generally end employment more easily during probation than after, though it is not unlimited - if something in this section feels vague, ask for it in writing.
Red flags worth pausing on
- No written notice of working conditions provided at all
- Verbal promises (bonus, remote work, role) that do not appear anywhere in writing
- Overtime described as unlimited or "as needed" without a stated fixed-hour cap
- Resignation notice period far longer than the standard one to two months without clear justification
- Reluctance to explain any clause when asked directly
None of these automatically mean the offer is bad, but they are worth a direct question before you sign. If you eventually decide to leave this role, the process and required notice are covered in how resignation works in Japan.
This is general information about common contract practices, not legal advice. For contract disputes or visa-related concerns, consult the Labor Standards Inspection Office or a qualified professional for your specific situation.
Service checks
Compare support, costs, and conditions before applying
These service notes are not rankings. Use them to confirm language support, documents, fees, and cancellation rules on the official site.
| Service | Languages | Suitable for | Check before applying | Official site |
|---|---|---|---|---|
| YOLO JAPAN JobsChecked: 2026-06-11 | English, Japanese | Residents looking for foreigner-friendly jobs | Job seeker use may be free, but confirm each employer's wage, contract type, and conditions. | Confirm conditions |
Before you apply
- ✓Get the working conditions notice in writing before your start date
- ✓Confirm your job title and duties match what visa category allows
- ✓Check base salary
- ✓fixed overtime hours
- ✓and how extra overtime is paid
- ✓Confirm probation period length and what changes after it ends
- ✓Ask about paid leave
- ✓social insurance enrollment
- ✓and notice period for resignation
FAQ
Am I legally entitled to a written employment contract in Japan?
Employers are legally required to provide a written notice of working conditions (労働条件通知書) covering wages, working hours, contract period, and workplace, either as a standalone document or as part of an employment contract, before or at the start of employment. Not receiving one at all is a legal violation you can raise with the Labor Standards Inspection Office.
What should I check about overtime in my contract?
Look for whether a fixed amount of overtime pay (minashi zangyo) is already built into your base salary, and if so, how many hours it assumes and what happens if you work more. Contracts that describe unlimited included overtime without a stated cap are a warning sign worth clarifying before you sign.
Does my job description need to match my visa category?
Yes. Your actual duties need to reasonably match the work category permitted under your residence status, and a real mismatch can create problems at visa renewal even if the employer arranged it. If a role's day-to-day duties look different from what was described during hiring, ask for clarification and consider confirming with an immigration-related professional.
What is a common probation period in Japan, and does it change my contract?
Three to six months is typical. During probation some employers pay a slightly lower salary or offer fewer benefits, and either side can generally end employment more easily than after probation ends, though it is not unrestricted. Confirm what specifically changes when probation ends, in writing if possible.
What if the contract terms differ from what was discussed in the interview?
Ask for clarification in writing before signing or starting work - verbal promises during interviews are hard to enforce later if they are not reflected in your actual written notice of working conditions. A reasonable employer will not mind explaining a discrepancy; reluctance to clarify in writing is itself useful information.
Finished reading?
Take the next step while it is fresh
You now know what to check. Compare the current conditions while they are fresh in your mind, and keep a record of what you confirm.
See how your salary and deductions should lookReferences
- Labor Standards Act - working conditions notice requirements - Ministry of Health, Labour and Welfare