Recent HR Regulations in Japan
Employees' Severance Certificate January 2025
Starting January 2025, leaving employees can receive their severance certificate, required when applying for unemployment benefit, directly from Hello Work on Mynaportal. Previously, the certificate had to be forwarded via the former employer.To receive severance certificates via Mynaportal:
- The employee must register their MyNumber on Mynaportal, link it to their Employment Insurance Number, and complete the linkage setup with the Employment Insurance Web Service. Instructions on how to do so are on Mynaportal's 'My Information' section.
- The company must submit the leaving employee filings online, via e-Gov, rather than by post
Health Insurance Cards Abolished December 2024
From December 2, 2024, health insurance cards will no longer be issued, and will be replaced by MyNumber cards registered for health insurance. You can continue to use your existing health insurance card until December 1, 2025.
From December 2, 2025 your health insurance card can no longer be used.
To use your MyNumber card for health insurance, it must be registered as a health insurance card which can be done in one of three ways.
- Using Mynaportal
- Using card readers at medical institutions
- Using Seven Bank ATMs
For information on how to apply for a MyNumber Card and register it for health insurance, visit the government website (https://www.kojinbango-card.go.jp/en/), or call the English hotline at 0120-0178-26.
People who do not register to use their MyNumber card for health insurance can apply for an interim health insurance card (Shikaku Kakuninsho). Because these cards are only temporary, and the date by which they will expire is not currently specified, it is recommended to get a MyNumber card and register it for health insurance, rather than an interim health insurance card.
Employee Contract April 2024
Employers must state in the employment contract the possible changes to work location and scope in the future, in addition to stating work location and scope immediately upon employment. For fixed-term employees, contract renewal details must also be stated.
Worktime records 2019
Employers must record working hours for all employees. Only representative directors are exempt. They can either use on-the-spot confirmation by the manager, or objective measures such as timecards or IC cards. If neither can be used and the employee must self-report their worktime, employers must explain the importance to employees and managers of accurate time-recording, conduct surveys on the accuracy of employees' self-reported time, verify employees' justifications for staying at work beyond their self-reported time, and refrain from imposing limitations on the amount of worktime employees can report.
HR Regulations and Practices in Japan
Human resources regulations in Japan address work rule, employee contracts, compensation, and housing.
Work Rules in Japan
Regulations and minimum requirements concerning company work rules, i.e., the terms and conditions of employment for employees in a company in Japan.
HR Legislative Reporting in Japan
Table of main human resources legislative reporting requirements for employees and companies in Japan.
Sample Offer Letter for Japanese Employment
Sample offer letter of employment for a prospective employee in Japan.
Labor Contracts
Regulations and practice regarding labor contracts in japan, including working conditions, restrictions, cancellation, and dismissal.
Dismissal
Regulations on dismissal of employees in Japan, including grounds for dismissal and the dismissal process.
Compensation in Japan
Employee compensation considerations for outsourcing companies in Japan, including regulations, practice, and recommended policies.
Employee Housing “Legal Rent” Arrangement
In Japan, “Legal rent” is a specific arrangement of providing housing for employees which reduces social insurance costs for both the employee and the company.
Apartment Insurance
Minimum insurance coverage required for apartments in Tokyo, Japan.
Holidays in Japan
Japanese national holidays, traditional holiday periods, and annual leave regulations, including leave recommendations for companies in Japan.
These descriptions are not intended nor are they a substitute for professional advice. HR regulations are complex and qualified professional HR advice should be obtained prior to taking any action.
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