Lawyer Monthly Magazine - April 2019 Edition

LM90-17 97 Doing Business In... www. lawyer-monthly .com APR 2019 cause. Instead, employers must first consider whether any grounds for unilateral termination exist under the employment contract with the employee or the employer's work rules. Even if such grounds exist under the employment contract or work rules, an employer must also assess whether the unilateral termination of an employee is legally permissible under Japanese employment law. Despite any express term in the employment contract or work rules, the unilateral termination of employment by an employer will be What are the regulations regarding employment? One big caveat regarding employment regulations relates to unilateral termination of employees. A unilateral termination refers to the situation where an employer terminates an employment contract unilaterally against the employee's will. Generally speaking, an employee working in Japan is afforded strong protection under Japanese employment law, and therefore, it is very difficult for an employer to lawfully unilaterally terminate the employment of a regular employee. There is generally no concept of "at will" employment in Japan, whereby an employer can terminate or dismiss regular employees without deemed an "abuse of right" and determined null and void under Japanese employment law, unless the employer can demonstrate that such termination is made for a strong and justifiable reason or cause, or "just cause". Do clients face any difficulty when expanding their business in Japan? Communication with employees and customers may be challenging, if either the client or counterparty does not speak Japanese or English. However, this can be overcome by finding good managers conversant in both languages and culture. ------ Kenichi Nakano ------ Having graduated from the University of Tokyo, passed the bar exam and completed the training at the Judicial Research and Training Institute, Kenichi Nakano was admitted to the bar and joined Anderson Mori & Rabinowitz in Tokyo in 1980. Anderson Mori & Rabinowitz is a firm established by American lawyers in 1952 but has been a Japanese law firm admitted to practice in Japan. Having practised for three years, Kenichi was admitted to and studied at New York University, School of Law from 1983 to 1984 (Master of Comparative Jurisprudence). She was admitted to New York Bar in 1985 and thus spent some months at Sullivan & Cromwell in New York and Brown & Bain in Phoenix as a foreign legal trainee and returned to Anderson Mori & Rabinowitz in 1986. She became a partner in 1989. After the retirement of Mr Rabinowitz and a merger with another firm, Anderson Mori & Rabinowitz is now Anderson Mori & Tomotsune having 517 professionals including 467 Japanese lawyers. Kenichi has been advising mainly foreign clients and Japanese subsidiaries or branches of foreign clients with respect to the laws concerning doing business in Japan, which spans from the incorporation of a Japanese subsidiary, daily advice, litigation and winding up. ------ Contact ------ Kenichi Nakano | Partner E: kenichi.nakano@amt-law.com Anderson Mori & Tomotsune www.amt-law.com Otemachi Park Building 1-1-1 Otemachi, Chiyoda-ku, Tokyo 100-8136, Japan T: +81-3-6775-1012 F: +81-3-6775-2012 “Generally speaking, an employee working in Japan is afforded strong protection under Japanese employment law, and therefore, it is very difficult for an employer to lawfully unilaterally terminate the employment of a regular employee.” “It is a shame that foreign investors do not take advantage of these benefits.”