The bullying tactic involves demotion, changing the job's content or trying to harass the employee in various ways until they decide to quit. Since the bar for all of these is quite high, employers in Japan will more often try to negotiate voluntary resignation plans or (unfortunately quite often) bully their employees into resignation. Selecting the employees that will be fired based an objective and fair criteria, no random culling of 10% of your workforce. Cutting other unnecessary costs besides salaries (otherwise they cannot prove economic necessity) This means the employee reigns and get some monetary compensation. If the company is taken to court, they will have to prove the economic necessity for reducing their workforce and that they tried anything they can before they resorted to firing people. That's perfectly doable, but the bar again is high. Embezzlement, getting kickbacks or getting into trouble with the law (outside your job) are common causes for termination, but I've even heard of cases of embezzlement and kickbacks where the employee in question was demoted instead of being fired.įiring an employee due to the company's financial situation is often referred to as Risutora (corporate restructuring). If the company is taken to court, the burden of proof is quite high.ĭisclaimer: I'm not a lawyer, so all that I say here is my personal understanding, from working in Japan, but also from talking to lawyers about this.įiring an employee due to lack of competence or bad performance is permitted by law, but practically unheard of in practice - the bar for proving this is quite high.įiring an employee due to misconduct is possible, but the bar is quite high. Firing full-time employees in Japan is quite hard.
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