This section is based on a summary of real experience living in Japan and job hunting here. It's intended for informational reference only and does not constitute legal advice, guidance on handling labor disputes, or professional advice on visas or residence status. Hiring practices, labor regulations, and administrative systems can vary over time, by industry, and by company size — for your specific situation, please rely on your employer's written statements, your employment contract, or the advice of a qualified lawyer or labor and social security attorney (sharoushi). If any content here is outdated or inaccurate, we welcome feedback and will keep it updated.
Getting an offer is one of the most relieving moments in a job search — and precisely because of that, it's easy to let your guard down and rush to sign. Once you've signed an employment contract, adjusting its terms afterward is much harder. Here are 10 things worth checking carefully before you sign anything official.
1. Are base pay and fixed overtime pay listed separately, and how many hours does the fixed overtime pay correspond to? If the contract only shows a lump-sum monthly figure, insist on getting the breakdown in writing.
2. How is commuting cost reimbursed, and is there a monthly cap? Some companies cover it in full; others cap it monthly — check whether your actual commute cost would exceed that cap.
3. What are the conditions for bonus payouts — guaranteed, or tied to company performance? If it's performance-linked, get a rough sense of the historical payout ratio.
4. What's the raise cycle and evaluation criteria — is it a fixed annual-salary structure, or are there annual raise opportunities, and what standard determines a raise?
5. Full employee (正社員) or contract employee (契約社員)? If it's a contract position, how long is the term, what are the renewal conditions, and is there a path — and a timeline — to converting to full employee status?
6. How long is the probation period, and what's different about the terms during it? Is pay lower during probation, are the employment conditions different, and what exactly is the standard for converting to full status? (Many companies leave this vague — it's worth asking directly.)
7. What does the relocation (転勤) clause say? Is there a possibility of being required to transfer to another city or branch, can you decline, and would declining affect your employment status?
8. When does paid annual leave start accruing, and how many days do you get? How soon after starting can you use it, roughly how many days in your first year, and is there a requirement to use a minimum amount?
9. What's the notice requirement for resigning? Contracts typically specify how far in advance you need to notify the company before leaving (commonly 1–3 months) — knowing this helps you plan any future exit timeline.
10. Is there a non-compete or confidentiality clause? Does it restrict you from joining a competing company for a set period after leaving, and is the scope reasonable? (An overly broad non-compete clause isn't necessarily fully enforceable under Japanese law, but understanding what it says still matters.)
When conditions mentioned verbally during the interview or offer stage don't match the actual wording in the employment contract, the written document takes precedence. If you spot a discrepancy, raise it directly and politely with HR and ask for written clarification or correction — don't assume the verbal statement will simply hold. This isn't about distrust; it's a normal way of protecting yourself, and a legitimate company will generally understand and work with you to confirm it.
Key Takeaways