From April 2024, the rules on the explicit indication of employment terms and conditions when concluding or renewing an employment contract will change.
Key Points of the Amendment
According to the amendment, an employer must clearly inform an employee in writing about the following items:
- The extent of the change in work location and duties of an employee.
(Timing: at the conclusion of all employment contracts or at the renewal of fixed-term employment contracts contracts) - The Existence and contents of renewal limits, including the maximum total duration of contracts or the maximum number of renewals
(Timing: at the conclusion or renewal of fixed-term employment contracts) - The employee’s right to request conversion to an indefinite-term employment contract after renewal, and the terms and conditions of employment applicable after the conclusion of a indefinite-term employment contract.
(Timing: at the renewal of a fixed-term employment contract which renewal grants the fixed-term employee the right to apply for conversion to an indefinite-term employment contract.)
*In principle, a fixed-term employee has the right to apply for conversion to an indefinite-term employment contract if his/her fixed-term employment contract is renewed and its total employment term exceeds five years.
What an Employer Should Do
The format of the notice of employment or employment contract must be amended to include the required items listed above.
Employment contracts to be entered into renewed on or after April 1, 2024 must use forms that comply with the new rules. Please note that the new rules do not apply if the contract is entered into in March, even if the start date of the contract is April 1 or later. Of course, you can use forms that comply with the new rules in March.
For more details, see the links below (in Japanese).
Ministry of Health, Labour and Welfare「令和６年４月から労働条件明示のルールが改正されます」https://www.mhlw.go.jp/stf/newpage_32105.html
Ministry of Health, Labour and Welfare「2024年４月から労働条件明示のルールが変わります」https://www.mhlw.go.jp/content/11200000/001156050.pdf
Ministry of Health, Labour and Welfare「2024年４月からの労働条件明示のルール変更 備えは大丈夫ですか？」https://www.mhlw.go.jp/content/11200000/001156048.pdf
Ministry of Health, Labour and Welfare「モデル労働条件通知書」https://www.mhlw.go.jp/content/11200000/001156118.pdf
(References）
「令和６年４月から労働条件明示のルールが改正されます」（Ministry of Health, Labour and Welfare）（https://www.mhlw.go.jp/stf/newpage_32105.html）（2024年3月8日に利用）
「2024年４月から労働条件明示のルールが変わります」（Ministry of Health, Labour and Welfare）（https://www.mhlw.go.jp/content/11200000/001156050.pdf）（2024年3月8日に利用）
「2024年４月からの労働条件明示のルール変更 備えは大丈夫ですか？」（Ministry of Health, Labour and Welfare）（https://www.mhlw.go.jp/content/11200000/001156048.pdf）（2024年3月8日に利用）
「令和５年改正労働基準法施行規則等に係る労働条件明示等に関するＱ＆Ａ」（Ministry of Health, Labour and Welfare）（https://www.mhlw.go.jp/content/11200000/001156119.pdf）（2024年3月8日に利用）
「無期転換ルールについて」（Ministry of Health, Labour and Welfare）（https://www.mhlw.go.jp/stf/newpage_21917.html）（2024年3月8日に利用）
