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Doing Business in Japan – Dealing with Poor Employee Performance

  • Target market
  • Business category
    Pharmaceutical, Biopharmaceutical, Regerative medicine, Medical device, Digital health, Others
  • Business function
    Business consulting >
  • Keyword
  • Author
    "Kengo Ishikawa" of "The Tokyo-Marunouchi Law Offices"
  • Availability


Sooner or later, any foreign enterprise that builds a successful business in Japan will have to face the difficult task of ending the employment of a poorly-performing employee.  However, if a foreign manager in Japan expects that the process of terminating an employee for poor performance will be roughly the same as in his or her home country, then he or she often is in for a rude awakening.  Terminating an employee for poor performance is much more difficult in Japan than in many other countries, and the process involves pitfalls that are unique to Japan.  Accordingly, in this article we would like to summarize some of the key points to consider in making and effecting the decision to terminate an employee for poor performance in Japan.

  1. Background: Termination is Very Hard
  2. Take Advantage of the Probation Period
  3. Prepare Your Ammunition: Document, Document, Document!
  4. ...But Hold Your Fire

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