{"id":3188,"date":"2023-05-01T09:08:05","date_gmt":"2023-05-01T00:08:05","guid":{"rendered":"https:\/\/labor-consultant.com\/?p=3188"},"modified":"2023-05-01T09:08:05","modified_gmt":"2023-05-01T00:08:05","slug":"rules-on-the-specification-of-working-conditions-to-be-revised-in-april-2024","status":"publish","type":"post","link":"https:\/\/labor-consultant.com\/ja\/2023\/05\/01\/rules-on-the-specification-of-working-conditions-to-be-revised-in-april-2024\/","title":{"rendered":"Rules on the Specification of Working Conditions to be Revised in April 2024"},"content":{"rendered":"

\"\"\u25c6Additional matters to be clearly stated in the working conditions<\/strong>
\nDue to amendments to the Enforcement Regulations of the Labor Standards Law, the rules for clearly stating working conditions will change from April 2024. Specifically, new items will be added to the list of items that must be clearly stated when concluding or renewing a labor contract. Let’s take a look at the new items to be added for each of the timing periods in which clarification is required.<\/p>\n

1 At the time of conclusion of all labor contracts and at the time of renewal of fixed-term labor contracts
\nExplicit statement a: Scope of change in place of work and duties
\nThe “scope of change” here refers to the location of employment and job duties that may change due to future reassignment, etc. For example, for a worker whose job description is limited, the scope of the change would be stated in addition to the description immediately after hiring.<\/p>\n

sample description<\/strong>
\nplace of work:
\n(Immediately after hiring) Roppongi, Minato-ku, Tokyo (Tokyo Head Office)
\n(Scope of change) Tokyo metropolitan area
\nDuties to be performed:
\n(Immediately after hiring) Human resource
\n(Scope of change) Human resources, general affairs, and accounting operations<\/p>\n

2 At the time of conclusion and renewal of a fixed-term labor contract
\nExplicit item b: Existence and details of renewal limits (total contract period or maximum number of renewals)
\nIn addition, if the renewal limit is established or shortened after the initial labor contract is signed, the reason for the change must be explained to the worker in advance.<\/p>\n

3 At the time of renewal of a contract for which the right to apply for indefinite conversion based on the indefinite conversion rule arises
\nExplicit statement c: Opportunity to apply for indefinite conversion;
\nExplicit statement d: Working conditions after indefinite conversion<\/p>\n

\u25c6Review the working conditions notice.<\/strong>
\nRegarding the first item above, for every labor contract and every renewal of a fixed-term labor contract, it is necessary to clearly indicate the “scope of change” in addition to the place of employment and the nature of work “immediately after hiring”. Please review the format of the working conditions notice to ensure that it complies with the revision. In addition, note that for workers on fixed-term contracts, it is necessary to provide a clear explanation based on the company’s policy in accordance with 2 and 3 above.<\/p>\n","protected":false},"excerpt":{"rendered":"

\u25c6Additional matters […]<\/p>\n","protected":false},"author":1,"featured_media":3186,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[78],"class_list":["post-3188","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tokyo-hr-headlines-ja","tag-employment-agreement-ja"],"_links":{"self":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/3188","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/comments?post=3188"}],"version-history":[{"count":1,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/3188\/revisions"}],"predecessor-version":[{"id":3189,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/3188\/revisions\/3189"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media\/3186"}],"wp:attachment":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media?parent=3188"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/categories?post=3188"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/tags?post=3188"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}