(a) for a part-time worker whose job description and responsibility match those of ordinary workers in the same place of activity; who signed an employment contract without a certain period of time; and whose description and allocation of the workstation may be changed in the same area as that of ordinary workers, the employer cannot, in light of the practice of that place of activity and other circumstances, discriminate in relation to wages, education, training, the use of social services and other activities related to part-time work for the duration of the part-time period. Developing an employment contract that fully complies with all Japanese labor laws is essential to successfully setting up your business in Japan. This article discusses the conditions of employment to be indicated in your company`s employment contract as well as the main points to take into account when developing your employment contract. 1.5 Are the statutory minimum conditions of employment set for employers set by law? The Equal Employment Opportunity Act requires employers to define the necessary employment management measures to advise workers and deal with workers` problems and to take other necessary measures to ensure that workers are not disadvantaged in their working conditions because of their reactions to sexual harassment in the workplace or in their workplace. The measures that employers must take under the Equal Opportunity Act are outlined in the government`s guidelines. In addition, under an amendment to the Equal Opportunity Act passed by the National Parliament in May 2019, any form of abuse against workers claiming to have been sexually harassed will be prohibited. 2.5 Under what circumstances does an enterprise committee have participation rights, so that an employer cannot continue until it has obtained the agreement of the Works Council on the proposals? In June 2018, the Japanese parliament passed laws to amend employment legislation (including the LSA and LCL) and improve the working environment, focusing on issues related to long working hours and pay gaps between regular and non-regular workers (the so-called “Work-Style Reform Laws”). The main elements of these new laws came into force on April 1, 2019. A worker is not entitled to a salary during maternity or child care leave unless her employment contract or her employer`s employment arrangements provide for something else. However, she is entitled to the following insurance benefits.
The conditions of employment must be clearly defined in the employment contract or in the additional provisions made available to the worker.