The 解雇予告通知書 is the standalone advance notice an employer issues at least 30 days before
actually terminating an employee under Article 20 of the Labor Standards Act. It is the
procedural-form half of the dismissal: it puts the worker on formal notice that termination is
coming on a specific date, gives them time to prepare, and starts the legal clock for the
termination notice (解雇通知書) that will follow on the termination date itself.
1. Article 20 LSA: 30 days, computed automatically
The template subtracts the issue date from the scheduled termination date to compute the
notice period in calendar days. If the gap is 30 or more, the preview shows a green "Compliant"
status. If less than 30, it shows a red "Warning" suggesting either pushing the termination
date later or supplementing with payment in lieu (which would convert this into the termination
notice itself with mixed mode. Use the termination notice template instead).
2. Article 16 LCA still applies
Procedural advance notice is necessary but not sufficient. The dismissal must also be
objectively reasonable and socially acceptable under Article 16 of the Labor Contract Act,
otherwise it is invalid regardless of how careful the procedural notice was. The reason field
should reference specific facts (incidents, dates, prior warnings) and a specific Work Rules
article.
3. Two notices, one dismissal
The advance notice (this template) and the termination notice are sequential: the advance
notice signals the intent and the date, the termination notice on the day itself confirms it
and finalizes the practical details (final pay date, accrued leave settlement, return of
property). Some employers use a single termination notice issued 30 days early instead of
splitting; both are acceptable. The advance-notice path is more common at larger firms with
formal HR processes.
4. Optional reminders
Toggle the optional clauses for return of property (default on), confidentiality (default on),
non-compete (off; on only if a pledge or contract clause exists), and the Article 19 LSA
dismissal-restriction-period confirmation (off by default; on if you want to memorialize the
check that the worker is not on protected leave).
5. Edit anything that doesn't match your case
Click Edit on the toolbar above the preview and the notice becomes editable
in place. Use this for anything the template doesn't anticipate: PIP-completion findings,
references to specific incidents, or settlement offers. When you turn editing off, your
changes stay; the form fields keep driving only the highlighted variables.
6. 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
- The notice period for Article 20 LSA purposes runs from the date the worker actually
receives the notice, not the date you issue it. In-person delivery and content-certified
mail (内容証明郵便) both create clean delivery dates.
- The advance notice can be revoked or the termination date pushed back if circumstances
change between issue and termination.
- If the worker is on a probationary period of less than 14 days, no advance notice is
required (Article 21 LSA exception).
- For redundancy dismissals (整理解雇), the courts apply a separate four-element test
(necessity, avoidance efforts, criteria reasonableness, procedural fairness). Use this
notice but expect the substance to be tested rigorously.
- Have the final wording reviewed by a labor and social security attorney (社会保険労務士)
or qualified legal counsel for any contested or non-standard case.