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### 特別号外（第59号） 17：00 発行
_General legal information, not legal advice. Every item links to its official source._
Summary
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### Amtliche Mitteilung Nr. 77/2026 zur Aenderung des Arbeitsrechts
_General legal information, not legal advice. Every item links to its official source._
The Labor Standards Act sets the standard workweek at 40 hours and the standard workday at 8 hours, excluding breaks Labor Standards Act. Overtime beyond these limits is allowed under a written agreement between employer and labor union (a "36 agreement") submitted to the labor standards office Labor Standards Act.
Under the amended rules effective in 2019, the legal limits on overtime are: a monthly maximum of 45 hours, an annual maximum of 360 hours, and in exceptional cases, up to 100 hours in a single month and 720 hours annually, with no more than 6 months exceeding 45 hours of overtime per month Shugiin. These limits are enforceable with penalties.
Additionally, in any single month, overtime and holiday work combined must not exceed 100 hours, and the average over 2 to 6 months must not exceed 80 hours per month Shugiin.
Law: Labor Standards Act, Article 36 as amended by the Act on the Revision of the Labor Standards Act (2018) Where to get help: Ministry of Health, Labour and Welfare
General legal information from official sources, not legal advice. For your own case ask a lawyer or the body above.
<p>日本で従業員を解雇する場合、使用者は少なくとも30日前に予告を行う必要があります。または、30日分以上の平均賃金を支払うことで予告を省略できます労働基準法第20条。</p> <p>この規定は、労働者が突然の解雇により生活上の脅威を受けないよう保護するためのものです労働基準法第20条。</p> <p>ただし、天災事変などやむを得ない事由により事業の継続が不可能な場合は、この予告義務が免除されることがあります震災後の雇用確保等に向けた取組と今後の課題。</p>
Law: 労働基準法第20条 Where to get help: 労働基準監督署
一般の法的情報であり、個別の法的助言ではありません。自分の案件については弁護士または上記の機関に相談してください。>
使用者は、労働者を解雇しようとする場合、少なくとも30日前に予告をしなければならない。「使用者は、労働者を解雇しようとする場合においては、少くとも三十日前にその予告をしなければならない。」労働基準法
30日前の予告をしない場合は、30日分以上の平均賃金を支払わなければならない。「三十日前に予告をしない使用者は、三十日分以上の平均賃金を支払わなければならない。」「経済活動を支える私法の基本的な考え方及び雇用・労働問題 ...」
解雇予告手当を支払えば、予告期間を短縮することができる。「解雇予告手当を支払った日数分、解雇の予告の日数を短縮することもできます。」職場、労働 | やさしい日本語 | 法テラス
Law: 労働基準法第20条 Where to get help: 日本司法支援センター（法テラス）
一般の法的知識であり、個別の法律相談ではない。自分のケースについては弁護士や上記の機関に相談してください。
In Japan beträgt die Kündigungsfrist für Arbeitnehmer grundsätzlich mindestens 30 Tage. Der Arbeitgeber muss entweder 30 Tage vor dem Kündigungstermin kündigen oder eine Abfindung in Höhe des durchschnittlichen Lohns für 30 Tage zahlen Arbeitsstandardsgesetz. Diese Regelung gilt nach dem Arbeitsstandardsgesetz, Artikel 20 Absatz 1 Arbeitsstandardsgesetz. Eine kürzere Frist, wie im Beispiel eines Arbeitsvertrags mit einer einmonatigen Kündigungsfrist, kann in Sonderfällen vorgesehen sein, unterliegt aber den gesetzlichen Mindestanforderungen Gerichtsurteil.
Ausnahmen gelten, wenn dringende betriebliche Gründe oder ein Verschulden des Arbeitnehmers vorliegen. In solchen Fällen kann auf die Kündigungsfrist oder die Abfindung verzichtet werden Arbeitsstandardsgesetz.
Law: Arbeitsstandardsgesetz, Artikel 20 Absatz 1 Where to get help: Japan Legal Support Center (Houterasu)
Allgemeine Rechtsinformationen aus offiziellen Quellen, keine Rechtsberatung. Für Ihren Einzelfall wenden Sie sich an einen Anwalt oder die oben genannte Stelle.
An employer in Japan must give at least 30 days' prior notice before dismissing an employee. If the employer does not provide this notice, they must pay the employee an amount equivalent to at least 30 days of average wages, known as a dismissal allowance Labour Standards Act Article 20, Paragraph 1. This rule applies unless exceptional circumstances, such as a natural disaster or other unavoidable reasons, make business continuation impossible Labour Standards Act Article 20. Certain short-term or daily workers may be exempt from this requirement depending on their employment terms Court Decision.
The notice period can be shortened by the number of days for which average wages are paid. For example, if 10 days of average wages are paid in lieu of notice, the required notice period becomes 20 days Court Decision.
Law: Labour Standards Act Article 20, Paragraph 1: "When an employer dismisses a worker, the employer shall give notice of dismissal at least thirty days in advance..." Labour Standards Act Where to get help: Japan Legal Support Center (Houterasu)
General legal information from official sources, not legal advice. For your own case ask a lawyer or the body above.
In Japan beträgt die Kündigungsfrist für den Arbeitgeber bei befristeten oder unbefristeten Arbeitsverhältnissen grundsätzlich mindestens 30 Tage. Der Arbeitgeber muss entweder 30 Tage vor dem Kündigungstermin kündigen oder eine Abfindung in Höhe eines 30-tägigen Durchschnittslohns zahlen Arbeitsstandardsgesetz. Diese Regelung gilt unabhängig davon, ob der Arbeitnehmer im Probezeitraum steht, sofern er bereits mehr als 14 Tage ununterbrochen beschäftigt war Gerichtsurteil.
Für Arbeitnehmer, die kündigen möchten, ist die gesetzliche Kündigungsfrist nicht einheitlich geregelt. Bei unbefristeten Verträgen gilt in der Praxis oft eine Frist von 14 Tagen, wenn keine längere Frist in der Betriebsvereinbarung festgelegt ist Houterasu.
Die Kündigung ist unwirksam, wenn sie objektiv unangemessen ist und gegen die allgemeinen Gepflogenheiten verstößt Arbeitsvertragsgesetz.
Law: Arbeitsstandardsgesetz, Artikel 20; Arbeitsvertragsgesetz, Artikel 16 Where to get help: Japan Legal Support Center (Houterasu)
Allgemeine rechtliche Informationen aus offiziellen Quellen, keine Rechtsberatung. Für Ihren Einzelfall wenden Sie sich an einen Anwalt oder die oben genannte Stelle.
使用者は、労働者を解雇しようとする場合、少なくとも30日前に予告しなければならない。30日前の予告をしない場合は、30日分以上の平均賃金を支払わなければならない労働基準法。
ただし、天災事変ややむを得ない事由で事業の継続が不可能な場合、または労働者の責めに帰すべき事由に基づく解雇の場合は、この限りでない労働基準法。
なお、特定の継続勤務期間に応じて、より長い予告期間が求められる法案が存在するが、現行法では30日が原則である解雇等の規制に関する法律案。
解雇は、客観的に合理的な理由を欠き、社会通念上相当でないと認められる場合、権利の濫用として無効となる 労働契約法16条。使用者には、労働者の労務提供不能や労働能力の喪失が認められる場合に解雇の合理的理由が生じるとされる 労働契約法16条。
経営上の理由による整理解雇の有効性を判断するには、①人員削減の必要性、②解雇回避努力の履行、③人選の合理性、④説明協議義務の履行の4要件を満たす必要がある 判例。これらの要件が欠けると、解雇は社会通念上相当でないとされ、無効となる。
就業規則に解雇事由が定められていても、それが社会通念に反する場合は効力を認められない 労働契約法16条。
Law: 労働契約法16条、整理解雇四要件（判例法理） Where to get help: Japan Legal Support Center (Houterasu)
公式情報に基づく一般的情報であり、個別の法的助言ではない。自分の事例については弁護士または上記の機関に相談してください。
使用者は労働者を解雇する場合、少なくとも30日前に予告を行う必要があります労働基準法。30日前の予告を行わない場合は、平均賃金の30日分以上の解雇予告手当を支払わなければなりません大阪地方裁判所。
ただし、以下の場合は予告や手当の支払いが不要です：(1) やむを得ない事由により事業の継続が不可能な場合、(2) 解雇が労働者の責に帰すべき事由による場合労働基準法20条1項ただし書。
試用期間中の労働者でも、14日を超えて継続雇用された場合は解雇予告が必要です被申請人は申請人をその従業員として。
Law: 労働基準法第20条1項 Where to get help: Japan Legal Support Center (Houterasu)
一般の法的情報であり、個別の法律相談ではありません。自分のケースについては弁護士または上記の機関に相談してください。
An employer may dismiss an employee for unauthorized side jobs only if such conduct violates the company's work rules (就業規則), and those rules are valid and properly notified to employees Courts.go.jp. The mere act of engaging in a side job does not automatically justify dismissal unless it constitutes a serious breach, such as a continuing employment relationship with another employer without consent.
Side jobs that are temporary or part-time, like occasional freelance work or short-term contracts, may not fall under disciplinary grounds if they do not interfere with primary duties or damage the employee's standing Courts.go.jp. Moreover, dismissal may be deemed an abuse of power if the employee was driven to side work due to the employer’s own failure, such as unjustified standby status with reduced pay Courts.go.jp.
Any disciplinary action must comply with procedural requirements under the Labor Standards Act, and the reason for dismissal must be objectively reasonable and socially acceptable.
Law: Labor Standards Act Article 20; work rules must be established and disclosed under company policy Courts.go.jp Where to get help: Japan Legal Support Center (Houterasu)
General legal information from official sources, not legal advice. For your own case ask a lawyer or the body above.
In Japan, a dismissal is invalid if it lacks objectively reasonable grounds and is not considered socially acceptable, as this constitutes an abuse of the employer's right Labour Contract Act. Employers may dismiss for reasons such as insufficient work ability, inability to perform duties, violation of workplace rules, or business necessities like financial deterioration Japan Legal Support Center.
For fixed-term contracts, employers generally cannot dismiss before the term ends unless there is an unavoidable reason Labour Contract Act. Even during a probationary period, dismissal requires objective and reasonable justification Japan Federation of Bar Associations.
Employers must provide at least 30 days' notice or pay in lieu of notice, calculated as average wages over the last three months Japan Legal Support Center.
Law: Labour Contract Act, Article 16; Labour Standards Act provisions referenced in context Where to get help: Japan Legal Support Center (Houterasu)
General legal information from official sources, not legal advice. For your own case ask a lawyer or the body above.
In Japan, a dismissal is invalid if it lacks objectively reasonable grounds and is not considered socially acceptable, as this constitutes an abuse of the employer's right Labour Contract Act. Employers may dismiss for reasons such as inadequate work performance, inability to perform duties, violation of work rules, or business necessities like financial deterioration Houterasu.
For fixed-term contracts, employers generally cannot dismiss before the term ends unless there is an unavoidable reason Labour Contract Act. Employers must give at least 30 days' notice or pay 30 days' average wages if dismissal occurs without notice Houterasu.
Courts assess dismissal validity based on factors like the employee's disadvantage, employer's necessity, and broader social norms Sangiin Report.
Law: Labour Contract Act, Article 16; Labour Standards Act provisions referenced in context Where to get help: Japan Legal Support Center (Houterasu)
General legal information from official sources, not legal advice. For your own case ask a lawyer or the body above.
Title Personal Information Protection Act Enforcement Ordinance Partially Amended by Cabinet Order Jurisdiction Japan What changed The Cabinet Order amending part of the Enforcement Ordinance of the Act on the Protection of Personal Information was promulgated. Why it matters This amendment may affect how personal information is handled and regulated under Japanese law. Citation Cabinet Order No. 301 of 2026 Date October 9, 2026 Source e-Gov Law Search
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Title Supreme Court Judgment in Case on Confirmation of Invalidity of Dismissal Jurisdiction Japan What changed The Supreme Court published the summary of a judgment in a case concerning the confirmation of the invalidity of dismissal. Why it matters This ruling may influence the interpretation of dismissal validity in employment law. Citation Supreme Court, October 7, 2026, Second Petty Bench, Case No. Reiwa 7 (Ne) No. 1234 Date October 7, 2026 Source e-Gov Law Search
_General legal information, not legal advice. Every item links to its official source._
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