Existing user? Sign in
Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
Wrongful termination, known in Japanese as 不当解雇, refers to dismissals that lack a lawful or reasonable basis under national law. In Uruma, as in all of Japan, employers must show a legitimate reason supported by law when ending an employment relationship. Local enforcement occurs through Okinawa Prefecture’s Labour Standards Office and the courts, not through city ordinances.
Key protections come from national legislation that sets minimum standards for dismissal and contract handling. A wrongful termination claim can arise when a dismissal is deemed arbitrary, discriminatory, or in violation of the terms of a signed contract. Understanding your rights starts with knowing the relevant statutes and how they apply to your work arrangement in Uruma.
“Under Japanese labour law, dismissal must be based on just cause and reasonable grounds.” MHLW
“The Labour Contract Act clarifies that termination must be grounded in reasonable and objective factors and that fixed-term contracts are treated with fairness.” e-Gov
You were dismissed while on childcare or medical leave in Uruma. Employers may not terminate for protected statuses or during protected leave, and a lawyer can help you determine if the dismissal violated anti-discrimination or leave-protection rules. A lawyer can guide you through documenting leave status and the timing of the termination.
The employer offered a severance or settlement and asked you to sign a release. You worry the agreement waives future claims. A lawyer can review the language, negotiate better terms, and preserve your rights before you sign anything.
The company refused to pay final wages, unused holiday pay, or severance owed under contract terms. An attorney can request back pay, ensure proper calculation, and file claims with the appropriate agency if needed.
Your fixed-term contract was renewed several times and then not renewed without a clear, legitimate reason. A lawyer can evaluate whether the non-renewal violates the fixed-term contract provisions and help pursue remedies under the Labour Contract Act.
The dismissal appears to be retaliatory or discriminatory based on pregnancy, gender, age, or whistleblowing. A lawyer can help gather evidence and advise on discrimination protections under Japanese law.
In Uruma, wrongful termination is governed by national statutes administered through Okinawa’s Labour Standards Office and local courts. The following laws are central to evaluating and pursuing wrongful termination claims:
Local enforcement in Okinawa is carried out by the Okinawa Labour Standards Office and related bodies under the Ministry of Health, Labour and Welfare. When evaluating a case, a local attorney will assess whether the dismissal violated these statutes, and whether evidence supports a claim of unfair termination. For formal processes, a lawyer can guide you through both administrative complaints and civil actions.
Wrongful termination means the employer ended the employment without just cause or in violation of contract terms or anti-discrimination protections. It can include dismissals based on protected statuses, retaliation, or procedural errors in the dismissal process. A lawyer can help assess whether your case fits these criteria.
You can start with the Okinawa Labour Standards Office to file a wage and dismissal complaint. A lawyer can prepare supporting documents, help you gather evidence, and explain what to expect from the intervention process. You may also pursue a civil claim in district court if needed.
Just cause generally requires a reasonable and objective basis tied to performance, misconduct, or business necessity. Courts evaluate the reasonableness and proportionality of the discipline, and not every poor performance prompt a dismissal will be deemed lawful. An attorney can analyze your employer’s justification.
Consider local legal aid or the Japan Legal Support Center (Houterasu) for initial advice and referrals. They can link you to a lawyer with relevant experience in Japanese labour law and local practices. This can help you decide the next steps.
Documentation shows the timeline, communications, and evidence of performance or misconduct. It strengthens any claim to back wages, reinstatement, or damages and helps counter the employer’s justifications. Collect emails, attendance records, and the termination notice.
Yes. Fixed-term employees can challenge non-renewal or termination if the grounds are unfair or discriminatory or if the contract terms have not been properly followed. The Labour Contract Act provides protections and remedies for such cases.
It can be helpful to understand the company’s stated reasons, but do not sign any settlement or waiver before consulting counsel. A lawyer can review HR communications for potential waivers and ensure your rights remain protected.
No, you can file a complaint directly with the appropriate government office. However, a lawyer improves your chances of success, helps gather persuasive evidence, and can negotiate on your behalf. Complex cases almost always benefit from legal representation.
Time limits vary by action type. Administrative complaints have deadlines, and civil actions have statute of limitations. A lawyer can confirm the exact period for your case and help you meet any filing deadlines. Check with the Okinawa Labour Standards Office for specifics.
Costs depend on case complexity and whether you qualify for legal aid or a referral. Many lawyers offer a free or low-cost initial consultation. Ask about hourly rates, retainer fees, and potential success-based arrangements before engaging counsel.
Wrongful termination concerns the legality of dismissal and potential back pay or reinstatement. Workers' compensation covers injuries or illnesses arising from work. Some cases may involve both, if injuries relate to the termination event or workplace conditions.
Case duration depends on scope and method of dispute resolution. Administrative claims can take several months, while civil actions may extend to a year or more. A local attorney can provide a realistic timeline based on your facts.
Having a complete file will help a lawyer assess your case quickly and accurately. Expect to spend 1-2 weeks compiling materials.
Initial consultations can often be arranged within 1-3 weeks, sometimes longer depending on availability.
Your attorney will outline the estimated timelines for each path and the expected steps.
Administrative actions may move faster than court litigation, but both require careful preparation.
Missing a deadline can harm your claim, so strict adherence is essential.
Resolution times vary; your plan should align with your financial and personal needs.
Lawzana helps you find the best lawyers and law firms in Uruma through a curated and pre-screened list of qualified legal professionals. Our platform offers rankings and detailed profiles of attorneys and law firms, allowing you to compare based on practice areas, including Wrongful Termination, experience, and client feedback.
Each profile includes a description of the firm's areas of practice, client reviews, team members and partners, year of establishment, spoken languages, office locations, contact information, social media presence, and any published articles or resources. Most firms on our platform speak English and are experienced in both local and international legal matters.
Get a quote from top-rated law firms in Uruma, Japan — quickly, securely, and without unnecessary hassle.
Disclaimer:
The information provided on this page is for general informational purposes only and does not constitute legal advice. While we strive to ensure the accuracy and relevance of the content, legal information may change over time, and interpretations of the law can vary. You should always consult with a qualified legal professional for advice specific to your situation.
We disclaim all liability for actions taken or not taken based on the content of this page. If you believe any information is incorrect or outdated, please contact us, and we will review and update it where appropriate.
