In force April 2024 — new rules on stating working conditions (the 'scope of change' for workplace and duties, limits on renewing fixed-term contracts, and more)
Source material is a Japanese government announcement (in Japanese); this page is a summary.
From 1 April 2024 in Japan, employers must state the 'scope of change' to the workplace and duties (for all workers) and, for fixed-term workers, matters relating to renewal limits and conversion to an open-ended contract, when a labour contract is made or renewed.
Key facts
| In force from | 1 April 2024 (Reiwa 6, April) |
|---|---|
| Responsible body | Ministry of Health, Labour and Welfare (厚生労働省) |
| Legal basis | Amendment to Article 5 of the Ordinance for Enforcement of the Labour Standards Act (Ministry of Health, Labour and Welfare Ordinance No. 39 of 30 March 2023 (Reiwa 5)) |
| 1. Stating the scope of change to workplace and duties | Applies to all workers / every time a labour contract is made and every time a fixed-term contract is renewed (the workplace and duties 'immediately after hiring' plus the 'scope of change' to them) |
| 2. Stating any limit on renewals | Applies to fixed-term workers / every time a fixed-term contract is made or renewed (whether there is a limit on renewals and what it is) |
| 3. Stating the opportunity to apply for conversion to an open-ended contract | Applies to fixed-term workers / at every renewal at which the right to apply for conversion arises |
| 4. Stating the working conditions after conversion to an open-ended contract | Applies to fixed-term workers / at every renewal at which the right to apply for conversion arises |
Last checked:
From 1 April 2024, an amendment to the Ordinance for Enforcement of the Labour Standards Act added to the working conditions that must be stated when a labour contract is made. For all workers, employers must state not only the workplace and duties 'immediately after hiring' but also the 'scope of change' to them. For fixed-term workers, employers must additionally state whether there is a limit on renewals and what it is, the opportunity to apply for conversion to an open-ended contract, and the working conditions after that conversion. The Ministry of Health, Labour and Welfare is the responsible body.
Summaries below are factual notes based on government announcements and primary sources — not evaluations or opinions.
Summaries reflect national-level programs. Municipal (city/ward/town) programs may differ — confirm with the official desk before applying.
FAQ
When did this take effect?
It took effect on 1 April 2024 (amendment to Article 5 of the Ordinance for Enforcement of the Labour Standards Act, Ministry of Health, Labour and Welfare Ordinance No. 39 of Reiwa 5).
Who does the duty to state the 'scope of change' to workplace and duties apply to?
It applies to all workers, including permanent and fixed-term staff. Employers must state the 'scope of change' as well as the workplace and duties 'immediately after hiring' every time a labour contract is made and every time a fixed-term contract is renewed.
What extra matters must be stated for fixed-term workers?
Whether there is a limit on renewals and what it is, the opportunity to apply for conversion to an open-ended contract, and the working conditions after that conversion (each at the relevant renewal).