Existing user? Sign in
Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
Job discrimination in Shizuoka is governed primarily by national Japanese law as implemented and enforced at the prefectural and local level. Japan prohibits unlawful differential treatment in employment on certain grounds and requires employers to take steps to prevent workplace harassment and to accommodate workers with disabilities or health conditions. In practice, cases in Shizuoka are handled through a mix of administrative counseling and investigation, labor tribunals or courts, and local human-rights offices. While Japan does not have a single comprehensive anti-discrimination statute covering every protected characteristic, a number of sector-specific laws and recent reforms create protections that apply to hiring, dismissal, working conditions, promotions, and workplace harassment.
A lawyer can help you understand your rights, evaluate the strength of your case, advise on the best strategy, and represent you during negotiation, mediation, or litigation. Common situations where legal help is useful include:
- You believe you were fired, suspended, demoted or not hired because of a protected characteristic such as gender, pregnancy, disability, nationality, age, or religion.
- You face ongoing workplace harassment - sexual harassment, power harassment, or maternity harassment - and internal complaints have not solved the problem.
- The employer refuses reasonable accommodations for a disability or serious health condition.
- You want to file a formal complaint but are unsure which administrative agency to approach or what remedies are realistically available.
- You need help preserving and collecting evidence, preparing statements, or dealing with settlement offers.
- You seek reinstatement, back pay, compensation for emotional distress, or court-ordered measures and need representation for tribunal proceedings or civil suits.
Key legal sources and practical points relevant in Shizuoka include:
- Constitutional equality and national statutes - Japan's Constitution guarantees equality before the law. Specific statutes include the Equal Employment Opportunity Act for gender equality, the Labor Standards Act for basic workplace standards, the Industrial Safety and Health Act which requires employers to maintain safe workplaces including measures against harassment, and the Act on Promotion of Employment of Persons with Disabilities which requires employment measures and reasonable accommodation.
- Anti-harassment measures - Recent reforms emphasize employer duties to prevent and respond to sexual harassment, power harassment, and other workplace harassment. Employers must adopt policies, provide guidance, and take remedial steps when harassment occurs.
- Protections for specific groups - There are laws and administrative measures addressing discrimination against people with disabilities, protections for pregnant and postpartum workers, and guidelines to reduce discriminatory treatment of foreign nationals. The government has also promoted measures to eliminate discriminatory speech and behavior against people of foreign origin.
- Administrative and enforcement channels - In Shizuoka, as elsewhere in Japan, labor issues can be brought to local labor bureaus, Labor Standards Inspection Offices, prefectural human rights divisions, and Hello Work employment offices for counseling. Labor Tribunals and civil courts can provide remedies when administrative steps do not resolve the dispute.
- Local implementation - Shizuoka Prefecture and municipal governments may offer counseling services, mediation support, and outreach programs. Local labor bureaus or human rights offices can guide complainants on procedures and available remedies.
Job discrimination generally means unfavorable treatment in hiring, work assignments, pay, promotion, training, or dismissal based on a characteristic such as gender, pregnancy, disability, nationality, age, religion, or other protected status. It also includes harassment that creates a hostile work environment. Whether a specific act is unlawful depends on the relevant statute and the facts.
Yes. While Japan does not have a single law that covers all forms of nationality-based discrimination, there are guidelines and statutes that protect foreigners from unequal treatment in employment, and local human-rights offices and the national government encourage elimination of discriminatory speech and behavior. If you believe your nationality was the reason for adverse treatment, you can seek counseling at local human rights offices, labor bureaus, Hello Work, or consult a lawyer.
Begin by documenting incidents and attempting internal resolution using your employer's complaint procedures. If that fails or is inappropriate, contact a local labor office, Shizuoka Prefecture human-rights division, Hello Work, or the Labour Standards Inspection Office for guidance. A lawyer can help determine whether to pursue administrative mediation, a labour tribunal claim, or a civil lawsuit.
Possible remedies include reinstatement, back pay, compensation for damages (including emotional distress), changes to workplace policies, apologies, and court or administrative orders requiring remedial action. The exact remedy depends on the type of claim, the forum, and the evidence.
Time limits vary by claim and forum. Some labour claims and civil claims have statutory limitation periods that may range from a few years, depending on the claim type. Because deadlines can be strict, you should seek advice promptly after the discriminatory act or the date you became aware of it.
Retaliation for exercising legal rights or filing complaints is generally prohibited. If you face dismissal or adverse treatment after making a complaint, that may itself be an unlawful act. Seek immediate legal advice and document all developments.
Many employment lawyers in Shizuoka speak Japanese. If you are not fluent, look for lawyers who offer services in your language or who work with professional interpreters. The Japan Legal Support Center and local bar associations may help find suitable counsel or interpreter services for consultations.
Keep copies of employment contracts, workplace rules, pay slips, performance evaluations, emails, messages, written complaints, witness names and statements, medical records if relevant, and any notes of meetings or incidents. The more detailed the record, the stronger your position when seeking redress.
Yes. The Japan Legal Support Center - often referred to as Houterasu - provides consultation and can arrange legal aid for those who qualify. Shizuoka Bar Association offers initial legal consultations and may run pro bono or reduced-fee services. Local government offices and human-rights counseling services also provide free guidance.
Administrative mediation or counseling through labor bureaus or human-rights offices is generally quicker, less formal, and aimed at practical resolution. Courts and labour tribunals provide formal adjudication, binding decisions, and potentially larger remedies, but litigation takes longer and is more costly. A lawyer can help you weigh the options based on the facts and desired outcome.
Consider these local and national resources for advice and support:
- Shizuoka Prefectural Government - human-rights or labor divisions for local counseling and support.
- Shizuoka Labour Bureau and Labour Standards Inspection Offices for workplace law guidance and complaints.
- Hello Work offices in Shizuoka for employment counseling and job support.
- Japan Legal Support Center (Houterasu) for legal consultations, information about legal aid, and referral to lawyers.
- Shizuoka Bar Association - for referrals to labor and employment lawyers and information on consultation days.
- Local human-rights volunteer groups and nonprofit organizations that assist foreign residents and workers in Shizuoka.
- Labour Tribunals and civil courts for formal dispute resolution.
- National Ministry of Health, Labour and Welfare materials on equal employment and harassment prevention for background guidance used by local offices.
If you believe you are experiencing job discrimination in Shizuoka, follow these practical steps:
- Document everything - dates, times, locations, people involved, copies of messages or notices, pay and contract information, and any medical records linked to the issue.
- Check your employer's internal grievance and harassment procedures and consider using them if safe and appropriate.
- Seek initial counseling from a local labour bureau, human-rights office, Hello Work, or the Shizuoka Bar Association to understand options and likely outcomes.
- If you want legal representation, contact the Japan Legal Support Center or the Shizuoka Bar Association to find a qualified labour lawyer. Ask about fees, free consultation availability, and whether legal aid is an option.
- Act promptly - collect evidence, list witnesses, and make timely complaints where required. Early action preserves rights and remedies.
- If you face immediate danger, threats, or criminal conduct, contact the police without delay.
Remember, this guide provides general information and does not replace tailored legal advice. For advice specific to your situation, consult a qualified lawyer in Shizuoka who specializes in employment and discrimination law.
