The six Japanese end-of-employment documents an employer issues when an employee leaves, whether by termination, mutual agreement, or voluntary resignation. Each generator is browser-based, bilingual, and exports to PDF.
Each generator produces a Japanese document specific to one separation scenario. Fill in the details, preview the document in Japanese or English, edit any clause inline, then export to PDF.
Formal letter issued when the employer terminates employment. Includes the Article 20 LSA advance-notice / payment-in-lieu logic, Article 22 LSA certificate-on-request statement, and the standard return-of-property / confidentiality reminders.
Standalone 30-day advance notice given before the termination notice itself. Used when you want to give full statutory notice rather than pay in lieu.
Mutual-consent end-of-employment agreement. Records final pay date, accrued-leave settlement, severance, mutual release, and post-employment obligations. The lowest-litigation-risk way to end employment.
Mandatory on request under Article 22 LSA. States the employment period, type of work, position, wage, and (optionally) the reason for separation. Includes only the items the worker requested.
Documents the retirement allowance amount, calculation basis, tax withholding (退職所得控除, 分離課税), and pay date. Pairs with the Severance Pay Calculator for the full take-home figure.
Worker-signed pledge restricting post-employment competition for a defined period. Includes scope, duration, geography, and consideration. Enforceable only if reasonable; courts strike down overbroad versions.
With advance notice or payment in lieu under Article 20 LSA.
Issued 30 days before the actual termination notice.
Lowest litigation risk. Common for senior roles, performance exits, and post-mediation settlements.
No employer-issued document is strictly required. Typically still issue a Severance Payment Notice and a Certificate of Resignation on request.
Article 22 LSA. Only the items the worker requests.
Documents the calculation, retirement-income deduction, and tax withholding.
Signed at separation. Enforceable only if reasonable in scope, duration, and consideration.
Four statutes drive nearly every dismissal-related dispute in Japan.
A dismissal must be objectively reasonable and socially acceptable; otherwise it is invalid. Most contested terminations turn on this.
Dismissal is barred during medical leave for a work-related injury or illness plus 30 days, and during maternity leave plus 30 days. No exceptions for cause.
Dismissal requires 30 days' advance notice or 30 days of average-wage payment in lieu (or any combination summing to 30 days).
On the worker's written request, the employer must issue a written certificate stating the items the worker selected: employment period, type of work, position, wage, reason for separation.
Japanese end-of-employment law is short on statute and long on case law. The same statutory rules (30-day notice, written certificate on request) apply to nearly every separation, but the contestable question (whether the dismissal itself is reasonable under Article 16 LCA) turns on facts and documentation. These templates give you the procedural form right; for substantive risk analysis on a contested case, book a free strategy call.
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We help foreign and domestic companies handle Japanese end-of-employment scenarios. Talk to us about contested terminations, mutual-separation negotiations, and the operational paperwork behind each.