{"id":22,"date":"2024-12-10T15:27:19","date_gmt":"2024-12-10T06:27:19","guid":{"rendered":"http:\/\/www.labour-law.jp\/en\/fired-in-japan\/?page_id=22"},"modified":"2026-01-22T10:36:25","modified_gmt":"2026-01-22T01:36:25","slug":"fired-in-japan","status":"publish","type":"page","link":"https:\/\/www.labour-law.jp\/en\/fired-in-japan\/","title":{"rendered":"fired in Japan"},"content":{"rendered":"\n
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Facing Dismissals in Japan?<\/h4>\n\n\n\n
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\u2714<\/mark>\u3000Forced to Sign Separation Agreements with Severance Package\uff1f
\u2714<\/mark>\u3000Sudden Business Disclosure or Position Elimination\uff1f
\u2714<\/mark>\u3000Unfairly Targeted for Workforce Reduction\uff1f
\u2714<\/mark>\u3000Involved in Reorganization by New Manager from Outside\uff1f
\u2714<\/mark>\u3000Given Unrealistic PIP with Threats of Termination\uff1f
\u2714<\/mark>\u3000Instructed to resign due to \"Up or Out\"\uff1f<\/p>\n<\/div><\/div>\n\n\n\n

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However, in Japan,
Employment is robustly Safeguarded<\/strong><\/span>, <\/strong>
even in the case of Foreign Companies<\/span><\/strong>.<\/h6>\n\n\n\n

Dismissals in foreign companies, executed in accordance with headquarters' orders, do not always comply with Japanese Labor Law.
Practically, many cases have ruled that the dismissals were deemed invalid.<\/p>\n\n\n\n

\u261e case of Barclays: The dismissal of MD with JPY 42m base salary was deemed invalid.
Check our website<\/a> for other precedents in English.<\/p>\n<\/div><\/div>\n\n\n\n

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No Sign the Package<\/h3>\n\n\n\n
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Signing the package constitutes agreement to the resignation. The presentation of a severance package does NOT<\/strong> constitute a dismissal and there is NO<\/strong> obligation to agree.<\/p>\n<\/div>\n\n\n\n

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Upside Potential in Package<\/h3>\n\n\n\n
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The legal counsel can negotiate the terms of severance package. However it must be noted that there are precedents where excessive demands by employees themselves are viewed unfavorably.<\/p>\n<\/div>\n\n\n\n

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Dismissal is NOT Final<\/h3>\n\n\n\n
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The dismissal can be challenged under Japan's stringent labor laws. Even after receiving a notice of termination, there is still room for negotiation before initiating litigation.<\/p>\n<\/div>\n<\/div>\n\n\n\n

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In Dismissal Disputes, <\/span>
it is crucial to retain an attorney with deep expertise<\/span>.<\/h6>\n\n\n\n

Because Labor-Related Litigation is;
\u30fc to lead companies to engage a firm focusing on labor law
\u30fc known to be an area requiring specialized knowledge
\u30fc handled by dedicated divisions at Tokyo District Court
\uff08such as intellectual property, administration, and construction)<\/p>\n<\/div><\/div>\n\n\n\n

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Contact<\/span> MINATO LABOUR LAW OFFICE<\/span> for<\/span> Foreign Company Termination Case<\/span>.<\/span><\/strong><\/p>\n\n\n\n

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Free & No-Obligation Initial Consultation
with Attorney committed to Dismissal Cases<\/p>\n\n\n\n

<\/i>Schedule FREE MTG \u21e9<\/span><\/div><\/a><\/div>