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Confirmation of Permanent Employment Notice (本採用通知書)

Confirms that an employee has successfully completed the probation period and is now a permanent (本採用) employee. Records the probation end date and any conditions that change at confirmation.

Emmanuel Gendre, Founder of SaiyouTeam
By Emmanuel Gendre
Founder, SaiyouTeam · 12 years recruiting in Japan

Last reviewed: · Aligned with the Probation workflow in Japanese HR practice

Confirmation of Permanent Employment Notice generator

2026年4月25日

田中 太郎　様

〒150-0001 東京都渋谷区神宮前2-3-4

ITソリューション部　ソフトウェアエンジニア

〒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

本 採 用 通 知 書

拝啓　時下ますますご清栄のこととお慶び申し上げます。

このたび、貴殿は試用期間を順調に経過されましたので、下記のとおり本採用となる旨を通知いたします。今後とも引き続きご活躍いただきますよう、お願い申し上げます。

敬具

記

  1. 試用期間 2025年11月1日 から 2026年4月30日 まで
  2. 本採用日 2026年5月1日
  3. 本採用後の労働条件 従前の労働条件と変更ありません。当初の雇用契約書および就業規則に定める条件が引き続き適用されます。
  4. 解雇制限の確認（労働契約法第16条） 本採用日（2026年5月1日）以降、貴殿に対する解雇は労働契約法第16条の定めにより、客観的に合理的な理由を欠き社会通念上相当であると認められない場合には、その権利を濫用したものとして無効となります。試用期間中の留保解約権による緩やかな解雇基準は本採用日をもって終了します。
  5. 給与・賞与・退職金の取り扱い 給与の支払日、賞与の支給基準、退職金制度の適用については、就業規則および賃金規程に定めるとおり、本採用後も継続して適用されます。
  6. お問い合わせ先 本通知に関するお問い合わせは、人事部 鈴木（電話 03-1234-5678）までお願いいたします。

以上

〒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

________________________

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Official sources

This template is built on the following primary Japanese government sources. Open each link to verify the underlying rule against the issuing authority.

Reference

What the Confirmation of Permanent Employment Notice (本採用通知書) is

A confirmation of permanent employment notice (本採用通知書) is the formal document the employer issues at the end of a successful probation period to confirm the employee's transition to permanent (regular) status. While not strictly required when the employee remains on the same conditions, it is the cleanest way to mark the date the easier-dismissal probation regime ends and the full Article 16 LCA dismissal protection begins.

When to use

When to issue this notice

  • Standard practice at the end of any successful probation period
  • When working conditions change at confirmation (e.g. probation salary becomes regular salary)
  • When the employee moves from a probation-only role description to a confirmed role with full responsibilities
  • Whenever you want unambiguous dating of the start of permanent-employee dismissal protection

Mandatory items

What to include in the notice

  • Probation start and end dates
  • Confirmation date (= the day after probation ends)
  • Any conditions that change at confirmation: salary, allowances, role, reporting line, work hours
  • Reaffirmation of conditions that remain unchanged
  • Notice of the start of permanent-employee dismissal protection
  • Reference to the original employment contract and work rules that govern from confirmation onward
  • Employee acknowledgement signature line

Legal basis

Confirmation of permanent employment is not separately regulated by statute. It is treated as the moment when the conditional employment relationship of probation transitions to a fully regulated permanent employment relationship under the Labor Contract Act and Labor Standards Act. From the confirmation date forward, dismissal becomes subject to Article 16 LCA's reasonableness-and-social-acceptability standard, and any later non-confirmation cannot rely on the easier probation dismissal standard.

Frequently asked

Common questions about the Confirmation of Permanent Employment Notice

Is a confirmation notice legally required?

Not strictly required by statute. However, if any working conditions change at confirmation, the change must be communicated in writing under Article 15 LSA. And even where no conditions change, a written confirmation is the cleanest way to date the end of probation and the start of permanent-employee dismissal protection.

What happens if the employer doesn't issue a confirmation notice?

Silent passage of the probation end date is generally treated as automatic confirmation. The employee transitions to permanent status by default. Issuing the notice is best practice but skipping it does not stop confirmation from occurring.

Can compensation change at confirmation?

Yes, if the original contract anticipated different compensation post-probation. Common pattern: a slightly lower probation salary that increases at confirmation. The increase is favorable to the employee and uncontroversial. A decrease, conversely, would require explicit consent and is rarely seen in practice.

What if the employer wants to NOT confirm the employee?

Non-confirmation must be communicated before the original probation end date. Even though probation gives the employer easier dismissal grounds than full permanent status, non-confirmation still requires an objective and reasonable basis tied to the employee's actual performance during probation. Use a separate non-confirmation notice for this; this template is for the affirmative case.

Does the employee gain any new rights at confirmation?

Mainly stronger dismissal protection under Article 16 LCA. Other entitlements (paid leave, social insurance, bonus eligibility) are typically already accruing during probation, since probation is a full employment relationship for those purposes. Confirmation is mainly a status marker for dismissal-standard purposes.

About the author

Emmanuel Gendre, Founder of SaiyouTeam
Emmanuel Gendre
Founder, SaiyouTeam · TechieCV K.K.

Emmanuel advises small and mid-sized companies (SMBs) on HR and recruiting in Japan. He brings 12 years recruiting in Japan as a Recruitment Consultant placing IT professionals, plus prior experience hiring engineers across EMEA as a Google recruiter. The probation workflow is something he handles regularly with his SMB clients in Japan, so he built this template as part of that advisory work and uses it himself when those conversations come up.

For case-specific HR matters, Emmanuel works with licensed Japanese professionals (社会保険労務士 and 弁護士). This template is a planning tool used in those conversations, not a substitute for professional advice on an individual case.

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Important. This template is provided for general planning purposes only and is not a substitute for professional advice. Japanese employment law is complex and case-specific. Before issuing this notice in any non-routine situation, consult a Certified Social Insurance and Labor Consultant (社会保険労務士) or a qualified labor lawyer (弁護士).