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Part-Time Employment Contract Template (アルバイト 労働契約書)

Generate a Japanese part-time labor contract in seconds. Hourly wage, weekly schedule, shift logic, proportional paid leave, and the social-insurance thresholds for short-time workers. Preview in Japanese or English, edit inline, then export to PDF.

Last reviewed: · Aligned with Article 39 of the Labor Standards Act, the Part-Time and Fixed-Term Workers Act, and the April 2024 disclosure amendment

Part-time employment contract generator

2026年5月15日

労働契約書（アルバイト）

甲（使用者）

株式会社サンプル

〒100-0005 東京都千代田区丸の内1-1-1

代表取締役　山田 花子

乙（労働者）

佐藤 美咲

甲と乙は、下記のとおり労働契約を締結する。

雇用

甲は乙をアルバイト（短時間労働者）として雇用し、乙はこれを承諾した。

契約期間

  1. 本労働契約は、期間の定めのないものとする。
  2. 雇用開始日: 2026年7月1日。
  3. 本契約は、就業規則並びに本契約の定めにより終了する。

試用期間

  1. 雇用開始日から1ヶ月を試用期間とする。試用期間中の労働条件は本採用と同一とする。
  2. 試用期間中又は試用期間満了時において、勤務態度、業務遂行能力、健康状態その他の事由により本採用を不適当と認めた場合、甲は本採用を行わないことができる。

業務内容

  1. 業務内容: 店舗スタッフ（接客・レジ・商品陳列）
  2. 配属部署: 店舗運営部
  3. 甲は、業務上の必要があるときは、乙の業務内容を変更することができる。変更の範囲は、甲の事業運営に伴うアルバイト業務全般とする。

就業場所

  1. 就業場所: 丸の内店（東京都千代田区丸の内1-1-1）
  2. 甲は、業務上の必要があるときは、乙の就業場所を変更することができる。変更の範囲は、甲の本社、支店、店舗、営業所その他甲の指定する場所とする。

労働日・労働時間・休憩・休日

  1. 所定労働日数: 週4日。
  2. 所定労働時間: 週24時間（1日6時間）。
  3. 始業時刻: 10:00、終業時刻: 16:00。
  4. 休憩時間: 45分。
  5. 休日: シフトに定める非稼働日、年末年始、年次有給休暇（労基法準拠の比例付与）
  6. 業務上の必要があるときは、甲は乙の労働日、労働時間及び休日を変更することができる。

シフト勤務

  1. 勤務日及び勤務時間は、シフト制により定める。シフトパターン: 週4日（月・水・金・土）、1日6時間
  2. シフトは、原則として毎月、前月末までに翌月分を作成し、乙に通知する。
  3. シフト確定後、業務上やむを得ない事由により変更が必要となった場合は、甲乙協議の上、可能な限り早期に通知する。
  4. 乙は、希望するシフトについて、シフト作成期日までに甲に申告するものとする。確定したシフトに従って就業する義務を負う。

時間外労働及び休日労働

  1. 業務上の必要があるときは、甲は乙に対し、時間外労働及び休日労働を命じることがある。
  2. 時間外労働及び休日労働は、労働基準法第36条に基づく協定（36協定）の範囲内において行うものとする。
  3. 時間外労働、深夜労働（午後10時から午前5時まで）、休日労働に対する割増賃金は、労働基準法第37条の定めるところにより支払う。
  4. 所定労働時間が法定労働時間（1日8時間、1週40時間）を下回る場合、所定外労働のうち法定労働時間内の部分は通常の時間給で支払い、法定労働時間を超える部分について割増賃金を支払う。

賃金

  1. 時間給: ¥1,200。本給は地域別最低賃金以上であり、改定があった場合は速やかに見直す。
  2. 通勤手当: 実費支給（1日上限¥500、月額上限¥10,000）
  3. 締切日及び支払日: 毎月末日締め、翌月15日に支払う。
  4. 支払方法: 乙が指定する金融機関の口座に振込により支払う。所得税、社会保険料（加入する場合）その他法令に定める控除を行う。
  5. 昇給: 勤務成績、業務習熟度等に基づき、甲の判断により行うことがある。

賞与・退職金

本契約においては、賞与及び退職金は支給しない。ただし、甲の業績、乙の勤務成績その他の事情に応じ、甲が別途定めるところにより支給する場合がある。

年次有給休暇

  1. 年次有給休暇は、労働基準法第39条の定めるところにより、雇入れ日から起算して6か月継続勤務し、全労働日の8割以上出勤した場合に付与する。
  2. 所定労働時間が週30時間未満かつ所定労働日数が週4日以下（又は年間216日以下）の労働者については、労働基準法第39条第3項及び施行規則第24条の3に基づく比例付与を適用する。
  3. 時間単位の年次有給休暇については、労使協定の定めるところによる。

社会保険及び労働保険

  1. 労災保険: 全ての労働者に適用される。
  2. 雇用保険: 1週間の所定労働時間が20時間以上であり、かつ31日以上の雇用見込みがある場合に加入する。
  3. 健康保険・厚生年金保険: 所定労働時間及び所定労働日数が、同一事業所の通常の労働者の4分の3以上である場合に加入する。これに満たない場合でも、（1）週の所定労働時間が20時間以上、（2）月額賃金が88,000円以上、（3）2か月を超える雇用見込みがある、（4）学生でない、（5）特定適用事業所（厚生年金保険被保険者数51人以上の事業所、2024年10月以降）に該当する場合は、短時間労働者として加入する。

服務規律及び誠実義務

  1. 乙は、就業規則その他甲の定める諸規程を遵守し、業務上の指示に従い、誠実に職務を遂行しなければならない。
  2. 乙は、勤務時間中、業務に専念しなければならない。

守秘義務

  1. 乙は、在職中及び退職後において、職務上知り得た甲及び取引先に関する一切の機密情報を、第三者に開示又は漏洩してはならない。
  2. 機密情報には、業務上の手順、顧客情報、取引先情報、人事情報その他公知でない情報を含む。
  3. 乙は、退職時又は甲の請求があったときは、機密情報を含む一切の書類、データ、貸与物を甲に返還しなければならない。

個人情報の保護

乙は、業務上知り得た甲の役員、従業員、取引先、顧客その他関係者の個人情報を、個人情報の保護に関する法律その他関連法令並びに甲の個人情報取扱規程に従い、適切に取り扱わなければならない。

退職

  1. 乙が退職を希望する場合、退職予定日の14日前までに、書面により甲に申し出るものとする（民法第627条）。
  2. 退職時には、業務の引継ぎを誠実に行い、貸与物を甲に返還しなければならない。
  3. 次の各号のいずれかに該当する場合、本契約は当然に終了する：（1）乙が死亡した場合、（2）乙が定年に達した場合（甲の就業規則に定めがあるとき）、（3）乙が無断欠勤を14日以上継続した場合、（4）乙の在留資格が失効した場合（外国籍の労働者）。

解雇

甲は、客観的に合理的な理由があり社会通念上相当と認められる場合に限り、乙を解雇することができる（労働契約法第16条）。解雇する場合は、就業規則に定める手続並びに労働基準法第20条の規定（少なくとも30日前の予告又は予告手当の支払）に従う。

損害賠償

乙が、故意又は重大な過失により甲又は第三者に損害を与えた場合、乙はその損害を賠償する責任を負う。

反社会的勢力の排除

  1. 甲及び乙は、自ら又はその関係者が、暴力団、暴力団員、暴力団準構成員、暴力団関係企業、総会屋、社会運動等標榜ゴロ、特殊知能暴力集団その他これらに準ずる者（以下「反社会的勢力」という）に該当しないこと、及び反社会的勢力との関係を有しないことを表明し、保証する。
  2. 甲及び乙は、相手方が前項に違反した場合、何らの催告なしに本契約を解除することができる。

就業規則等の優先

本契約に定めのない事項及び本契約の解釈に疑義が生じた場合は、甲の就業規則、賃金規程その他諸規程、労使協定並びに労働関係諸法令の定めるところによる。

合意管轄

本契約に関する一切の紛争については、甲の本店所在地を管轄する裁判所を第一審の専属的合意管轄裁判所とする。

本契約の成立を証するため、本契約書を2通作成し、甲乙各1通を保有する。

甲（使用者）

〒100-0005 東京都千代田区丸の内1-1-1

株式会社サンプル

代表取締役　山田 花子

________________________ 印

乙（労働者）

氏名　佐藤 美咲

現住所

________________________

________________________ 印

Ready to send? Download a PDF of the contract you see above. Your email is used only to receive the file.

How it works

A Japanese part-time labor contract in 60 seconds

A part-time labor contract (アルバイト 労働契約書, also called パートタイム労働契約) is the written contract used when the role is below the full-time threshold: typically under 30 hours per week or fewer contractual days than regular employees. Most arubaito are open-ended; some are fixed-term. The legal stakes are different from a full-time hire: hourly wage, weekly schedule, proportional paid leave (比例付与), and the social-insurance enrollment thresholds for short-time workers. This template generates a defensible structure aligned with Article 39 of the Labor Standards Act, the Part-Time and Fixed-Term Workers Act (パートタイム・有期雇用労働法), and the April 2024 disclosure rules.

1. Open-ended is the default; fixed-term is a toggle

The default contract has no end date: most arubaito are open-ended employment, with the option to resign on 14 days’ written notice (Civil Code Article 627). Toggle Fixed-term contract in the rail to add an explicit end date, the post-April-2024 renewal disclosures (policy, criteria, cap), the 30-day non-renewal notice (雇止め予告), and the Article 18 indefinite-conversion notice (無期転換). The wording of the contract-period and termination articles changes automatically.

2. Hourly wage, with the minimum-wage floor

The compensation article uses an hourly rate (時間給). Japanese minimum wages are set per prefecture and revised in October each year: Tokyo’s 2024 rate, for example, was 1,163 yen. The contract states that the wage is at or above the prefectural minimum and is reviewed promptly upon revision. Allowances and overtime premiums are added on top. Where contractual hours fall below the statutory limits (8 hours/day, 40 hours/week), out-of-schedule hours within statutory limits are paid at the regular rate; only hours beyond the statutory limits attract the premium.

3. Proportional paid leave (比例付与) is automatic

Article 39 of the Labor Standards Act grants annual paid leave to part-time workers too, but on a proportional schedule (比例付与) when contractual hours are below 30 hours/week and contractual days are 4 or fewer per week. Enforcement Regulation Article 24-3 sets the table. The contract refers to it by reference, so changing days/hours later doesn’t require rewording.

4. Social-insurance thresholds are spelled out

Workers’ compensation insurance applies to all workers regardless of hours. Employment insurance applies at 20+ hours/week + 31+ days expected. Health insurance and welfare pension apply at 3/4 or more of regular workers’ contractual hours/days; below that, a worker still enrolls as a short-time worker if they (1) work 20+ hours/week, (2) earn ¥88,000+ per month, (3) are expected to be employed for more than 2 months, (4) are not a student, and (5) work at a workplace with 51+ enrolled employees (since October 2024). The contract spells out all five thresholds; the worker can self-check whether enrollment will apply.

5. Shift schedule is the standard, but it is governed

Most arubaito work on a shift system. The shift article fixes when shifts are prepared (monthly, by the end of the prior month), how confirmed shifts can be changed (consultation, earliest practicable notice), and that workers must submit shift preferences by a deadline. This avoids the gray-zone abuses that lead to disputes. Toggle Shift schedule off if you have a fixed weekly schedule with no shift logic.

6. Student arubaito have extra protections

Toggle Academic priority for student arubaito. The contract acknowledges exam-period and school-event accommodations and references the Labor Standards Act’s rules for minor workers (under 18: no late-night work; under 15: Article 56 et seq. applies). For foreign students, also toggle Foreign worker: the residence-status clause includes the 28-hour weekly cap (8 hours/day in scheduled long breaks) under permission to engage in activity outside the residence status (資格外活動許可). Going over the cap is a serious immigration violation that risks the student’s status and exposes the employer to penalties.

7. Edit anything that doesn’t match your case

Click Edit on the toolbar above the preview and the entire contract becomes editable in place. Use this for anything the template doesn’t anticipate: store-specific discount entitlements, uniform-deposit terms, anti-poaching for delivery drivers. When you turn editing off, your changes stay; the form fields keep driving only the highlighted variables.

8. Export to PDF

Click Download as PDF, enter your email, and the file generates locally in your browser. Whatever language is currently visible in the preview is what gets exported.

Edge cases worth knowing

  • Use this template for part-time workers (アルバイト), including パート, パートタイマー, and casual workers. For full-time open-ended hires use the permanent template (正社員); for full-time hires with an explicit end date use the fixed-term template (契約社員); for post-retirement re-hires use the post-retirement template (嘱託) when published.
  • "Arubaito" and "part-timer" (パート) are essentially the same legal category in Japan: both are 短時間労働者 under the Part-Time and Fixed-Term Workers Act. The label is industry custom, not a different legal regime.
  • Equal treatment (均等・均衡待遇): the Part-Time and Fixed-Term Workers Act bars unreasonable differences in treatment between part-time and regular workers performing comparable work. Bonus, allowances, and benefits for arubaito should be reviewed against this rule.
  • If contractual days/hours change, recompute paid leave under the proportional table, the contract refers to it by reference, but HR records must reflect the new entitlement.
  • Have the final wording reviewed by a labor and social security attorney (社会保険労務士) for non-standard cases, including dependent-spouse arubaito (配偶者控除 / 130-yen wall, 106-yen wall).

Reference

What each section means

Part-time worker (アルバイト / 短時間労働者)

A worker whose contractual weekly hours are shorter than those of regular employees at the same workplace. Defined in Article 2 of the Part-Time and Fixed-Term Workers Act (パートタイム・有期雇用労働法). Whether the role is open-ended or fixed-term is a separate question.

Hourly wage (時間給)

The wage paid per hour worked. Must be at or above the prefectural minimum wage and reviewed promptly when the minimum wage is revised (typically October). Overtime, late-night, and holiday premiums (Article 37 of the Labor Standards Act) are applied on top.

Proportional paid leave (比例付与)

Annual paid leave for part-time workers whose contractual hours are below 30 hours/week and contractual days are 4 or fewer per week. Enforcement Regulation Article 24-3 of the Labor Standards Act sets the proportional grant table.

3/4 rule (4分の3ルール)

The standard threshold for short-time workers’ enrollment in health insurance and welfare pension: contractual hours and days must be 3/4 or more of those of regular employees at the same workplace.

Short-time worker enrollment (短時間労働者の社会保険適用)

A worker below the 3/4 threshold still enrolls in health insurance and welfare pension if all five conditions apply: 20+ hours/week, ¥88,000+/month, 2+ months expected, not a student, and the workplace has 51+ enrolled employees (since October 2024, expanded from 101+ in 2022 and 501+ before that).

Shift schedule (シフト制)

A schedule where work days and hours are set on a periodic basis (typically monthly) rather than a fixed weekly pattern. The Ministry of Health, Labor and Welfare’s 2022 guidelines on shift work require that the procedure for shift preparation and changes be set in writing.

Activity outside residence status permission (資格外活動許可)

Permission from the Immigration Services Agency for residence statuses that don’t inherently allow work (e.g., Student, Dependent) to engage in paid work, capped at 28 hours per week (or 8 hours per day during scheduled long breaks). Going over the cap is a serious immigration violation.

Open-ended vs fixed-term (期間の定めなし / あり)

An open-ended part-time contract has no end date and ends only through resignation, dismissal, or other terminating events under the Work Rules. A fixed-term part-time contract has an explicit end date and is governed by the Labor Contract Act (Articles 17, 18, 19): mid-term dismissal restricted, conversion right at 5 years, renewal-expectation doctrine.

Equal treatment principle (均等・均衡待遇)

Articles 8 and 9 of the Part-Time and Fixed-Term Workers Act prohibit unreasonable differences in treatment between part-time / fixed-term workers and regular employees performing comparable work, considering job content, personnel-management changes, and other circumstances.

Frequently asked

Common questions about Japanese part-time employment contracts

When should I use the part-time (アルバイト) contract instead of fixed-term (契約社員) or permanent (正社員)?

Use the part-time (アルバイト) template when the role is below the full-time threshold, typically under 30 hours per week or fewer than the regular employees’ contractual days. Most arubaito are open-ended; some are fixed-term. Use the fixed-term (契約社員) template when the role is full-time hours but has an explicit end date. Use the permanent (正社員) template when the role is full-time hours and open-ended. The arubaito contract is hourly-wage by default, with proportional paid leave (比例付与) and explicit social-insurance enrollment thresholds.

Is hourly wage mandatory for part-time workers (アルバイト)?

No, but it is the standard. Japanese law (Article 24 of the Labor Standards Act) only requires that wages be calculated and paid in a verifiable manner. Hourly is the most common because shift hours vary; some employers pay a daily rate (日給) or a fixed monthly amount (月給) for predictable schedules. Whichever you choose, the wage must be at or above the applicable prefectural minimum wage and reviewed promptly when the minimum wage is revised (typically each October).

When does an アルバイト worker enroll in social insurance (社会保険)?

Workers’ compensation insurance applies to all workers regardless of hours. Employment insurance applies if the worker has 20 or more contractual hours per week and is expected to be employed for 31 days or more. For health insurance and welfare pension, the standard threshold is 3/4 or more of the regular workers’ contractual hours and days. Below that threshold, the worker still enrolls as a short-time worker if all five apply: (1) 20+ hours per week, (2) monthly wage of ¥88,000 or more, (3) employment expected to last more than 2 months, (4) not a student, and (5) the workplace has 51 or more enrolled employees (as of October 2024). The contract spells out all five thresholds.

How is annual paid leave calculated for part-time workers (比例付与)?

Under Article 39 of the Labor Standards Act and Enforcement Regulation Article 24-3, workers whose contractual hours are 30 or more per week, or whose contractual days are 5 or more per week (or 217 or more per year), are entitled to the standard paid leave grant: 10 days at 6 months, increasing to 20 at 6.5 years. Below that threshold, paid leave is granted proportionally (比例付与) based on contractual days per week, with a separate table in Enforcement Regulation Article 24-3. Example: a worker with 4 days per week receives 7 days at 6 months, scaling up to 15 days; 3 days per week starts at 5 days. The contract refers to this table by reference.

Can I dismiss a part-time worker (アルバイト) at any time?

No. Part-time workers have the same dismissal protection as full-time workers under Article 16 of the Labor Contract Act: a dismissal must be objectively reasonable and socially acceptable, otherwise it is invalid. The Labor Standards Act requires at least 30 days’ advance notice or pay in lieu (Article 20). For fixed-term arubaito, mid-term dismissal is even harder, restricted to “unavoidable reasons” under Article 17(1), the same higher bar that applies to keiyaku-shain. End-of-term non-renewal of a fixed-term arubaito can be invalidated under the renewal-expectation doctrine (雇止め法理, Article 19). Plan accordingly.

Is the 5-year indefinite-conversion right (無期転換) different for part-time workers?

It is the same rule (Article 18 of the Labor Contract Act). Cumulative fixed-term employment with the same employer over five years gives the worker the right to apply for an indefinite contract. The rule applies to fixed-term part-time workers (有期アルバイト) the same way it applies to keiyaku-shain. Open-ended part-time workers are already on an indefinite contract, the rule does not apply. Toggle the fixed-term option to add the conversion-right disclosure to the contract.

Are foreign students allowed to work part-time?

Yes, but only with permission to engage in activity outside their residence status (資格外活動許可) from the Immigration Services Agency. The standard limit is 28 hours per week year-round, raised to 8 hours per day during scheduled long school breaks. Working beyond the limit is a serious violation that risks the student’s residence status and can expose the employer to penalties. The template includes the foreign-employee toggle, which adds residence-status and work-permit conditions, including the 28-hour cap.

Should the contract be in Japanese or English?

The legally binding version should be the Japanese one. For foreign hires, it is best practice to issue both: the Japanese labor contract (労働契約書) as the controlling document, and an English translation provided for understanding only. This template lets you toggle the preview between Japanese and English so you can review and download each version separately.

Do I still need to issue a separate labor conditions notice (労働条件通知書)?

Not if the labor contract already contains all mandatory items. This template covers the post-April-2024 mandatory items applicable to part-time workers: contract term (open-ended or fixed), workplace and scope of change, duties and scope of change, contractual work days and hours, days off and leave, hourly wage and payment, and conditions for end of employment. For fixed-term arubaito, the renewal disclosures and the conversion-right notice are added by toggle. Many companies use the contract itself as their labor conditions notice (労働条件通知書) for arubaito; that is the simpler path.

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Important. This template provides a generic part-time labor contract (アルバイト 労働契約書) structure for general information only and is not a substitute for legal advice. Japanese labor law treats part-time workers under the same regime as full-time workers, with additional rules for proportional paid leave and short-time worker social insurance. Wording choices have real consequences. Before issuing a contract to an actual worker, have the final wording reviewed by a licensed labor and social security attorney (社会保険労務士) or qualified legal counsel.