Statutory written notice of working conditions that every employer must issue to every employee at hiring, under Article 15 of the Labor Standards Act (労働基準法, Article 5 of its Enforcement Regulations) — expanded from April 2024 to add the scope of possible future changes to workplace and duties, fixed-term renewal limits, and the right to convert to indefinite-term employment.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone.
Required fields not filled: 10. The PDF will have blank lines in their place to fill in by hand.
Click a field label in the text and type, or use the form. Empty fields become blank lines in the PDF.
NOTICE OF WORKING CONDITIONS (労働条件通知書)
Issued by to on .
This Notice is issued under Article 15 of the Labor Standards Act (労働基準法) and Article 5 of its Enforcement Regulations, which require every employer to notify every employee in writing (or, since April 2019, electronically if the employee requests it, in a format the employee can print) of the absolute mandatory items below. Failure to issue this Notice can be punished by a fine of up to ¥300,000.
1. CONTRACT TYPE AND PERIOD 1.1. . Period (if fixed-term): .
2. PLACE OF WORK 2.1. Current place of work: 2.2. Scope of possible future changes to the place of work:
3. CONTENT OF WORK 3.1. Current duties and scope of possible future changes to duties:
4. WORKING HOURS, BREAKS, AND HOLIDAYS 4.1.
5. WAGES 5.1.
6. FIXED-TERM CONTRACT DISCLOSURES (IF APPLICABLE) 6.1. Renewal limit (更新上限): 6.2. Right to convert to an indefinite-term contract (無期転換):
7. TERMINATION AND RESIGNATION 7.1.
8. METHOD OF DELIVERY 8.1.
Employer ______________ / on behalf of / Received by ______________ / /
This is a boilerplate template, not legal advice. Japan's employment, consumer, and food-safety regimes are subject to phased and periodic changes — including the April 2024 expansion of mandatory items in the 労働条件通知書 (Notice of Working Conditions) under the Labor Standards Act (労働基準法), the Freelance Act (フリーランス保護法, in force since 1 November 2024), the 2020 Civil Code (民法) reform requiring a stated liability cap (極度額) in guarantor agreements (身元保証書), the Act on the Protection of Personal Information (個人情報保護法, "APPI"), the Act on Specified Commercial Transactions (特定商取引法), and the Food Sanitation Act (食品衛生法) HACCP-based sanitation management requirement — have this template reviewed and adapted by a bengoshi (弁護士) or shakai hoken rōmushi (社会保険労務士) before use, and confirm current rules at mhlw.go.jp and caa.go.jp on the date of use.
Documents that are usually drawn up in the same process.
Combined Employee Register (労働者名簿), Wage Ledger (賃金台帳), and Attendance Book (出勤簿) that every employer must maintain under Articles 107-109 of the Labor Standards Act (労働基準法), from the first employee…
Mandatory Rules of Employment for any workplace (事業場) with 10 or more employees, counting part-timers, under Articles 89-90 of the Labor Standards Act (労働基準法) — must be filed with the Labor Standards…
Culturally standard employee guarantor agreement obtained at hiring — under the April 2020 Civil Code (民法) reform (根保証 rules), a guarantee that does not state a maximum liability amount (極度額) is void…
2 of 14 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.