# Jp labor standards compliance
> Source: https://legalcode.md/skills/legalcode-jp-labor-standards-compliance | [HTML version](https://legalcode.md/skills/legalcode-jp-labor-standards-compliance)

Assess compliance with Japanese labor law for employers operating in Japan.

Assess compliance with Japanese labor law for employers operating in Japan. Covers the Labor Standards Act (労働基準法, LSA), work rules (就業規則 shugyo kisoku), Article 36 overtime agreements (三六協定), annual paid leave mandatory designation (年次有給休暇), dismissal restrictions and the abuse of right doctrine (解雇権濫用法理), fixed-term employment 5-year conversion rule (無期転換申込権, Labor Contract Act Article 18), Work Style Reform Act (2018) overtime caps and equal pay for equal work obligations, minimum wage compliance, childcare and family care leave (育児・介護休業法), workplace harassment prevention obligations, and social insurance enrollment. Use when conducting a Japan HR compliance audit, reviewing employment practices for a Japan market entry, assessing risk before dismissal actions, or advising on work rule drafts. Triggers on: Japan labor law, rodo kijun ho, 36 agreement, sangyo kyotei, shugyo kisoku, mukitenkan, karoshi compliance, Work Style Reform, Japan overtime caps, Japan employment compliance.

This skill assesses an employer's compliance posture against core Japanese labor law obligations. It produces a findings report classifying each area as COMPLIANT, PARTIAL, or NON-COMPLIANT, with actionable remediation steps and priority rankings. **Covers:** - Working hours, rest periods, and statutory overtime limits - Article 36 overtime agreements (36 kyōtei) — execution, filing, and adherence - Annual paid leave — accrual, mandatory 5-day designation, and record-keeping - Work rules (shugyo kisoku) — existence, content, filing, and currency - Dismissal restrictions — notice, prohibited periods, and the abuse of right doctrine - Fixed-term employment — 5-year conversion rule and cooling-off period traps - Work Style Reform Act — overtime caps as hard law and equal pay for equal work - Minimum wage — regional and industry-specific compliance - Childcare and family care leave obligations (including 2022 amendments) - Workplace harassment prevention — power, sexual, and maternity harassment - Social insurance enrollment — health, pension, employment, and accident insurance - Document retention requirements **Does not:** - Provide legal advice or substitute for counsel - Cover individual dispute resolution strategy (see litigation skills) - Cover immigration or work permit compliance - Address tax, corporate, or customs compliance **Jurisdiction**: Japan (国内法) **Primary statutes** (all ...

## Jurisdictions

Japan



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