What is Japanese labour law ?

In Japan, the minimum wages varies regionally. The national average in 2007 was ¥687. In Tokyo it was ¥739. This is way below levels in Europe.

Some analyst believe that raising the minimum wage significantly would help the Japanese economy by 1) giving low-wage workers more money and increasing their consumption, and 2) filling positions in jobs for which there is a shortage of workers because the pay is not high enough and foreign workers are unavailable.

Notice must be given at least 30 days in advance before the dismissal takes effect .

Stricter rules about overtime pay are being put on the books. The Labor Standard Law was revised in December 2008 to raise the rate for overtime work to 50 percent or more of regular pay from the 25 percent or more.

The number of days can be reduced, if the employer pays the average wage for each day by which the period is shortened.

Workers often wear a hopi, a short blue cotton jacket with an insignia of the workers trade or company. It has traditionally been worn with short tight cotton pants called momohiki.

It is recommended by court rulings but not legally required to give notice in writing.

Many Japanese workers wear a suit for the commute to their job site and then change into a company uniform more practical for doing physical work or working in a workshop or laboratory.

Legal precedent further established the rule, that the dismissal must be based on a reasonable cause.

Without reasonable cause any dismissal is regarded as an abuse of the right to dismiss and thus considered null and void.

A personnel reduction is based on business necessity.

Every possible measure to avoid layoffs is tried.

The selection of employees to be dismissed is made on an objective and reasonable basis.

The employer consults faithfully with unions or employees.

reason of marriage, pregnancy or childbirth (Art. 11 para. 3 of the Act on Equal Opportunity and Treatment between Men and Women in Employment)

requesting child care leave

trade union activities guaranteed by Art. 28 Constitution

during the absence of an employee because of work related illness and 30 days thereafter

during an employee's maternity leave and 30 days thereafter

Giving notice in advance when dismissing an employee is not obligatory in two exceptional cases laid down in

The continuance of the enterprise has been made impossible by a natural disaster or an equivalent inevitable reason.

The dismissal is for reasons attributable to the worker.

On the employee's request, the employer shall deliver a certificate stating reasons for dismissal without delay .

In case of an illegal dismissal, the court orders the continuance of the labour contract and the employee is reinstated.

The average working time as stipulated in Article 32 of the LSL is 40 hours per week and 8 hours per day.