Obligation to Create and Submit Rules of Employment

Plain-language explanation

Article 89 of the Labor Standards Act requires any employer who regularly employs 10 or more workers to draft "Rules of Employment" (shugyo kisoku) and submit them to the local Labor Standards Inspection Office. These rules must cover core working conditions such as start/end times, break periods, holidays, wage calculation and payment methods, and rules on resignation or dismissal. If the company offers retirement allowances, bonuses, safety/health measures, or accident compensation, those must be included as well.

The practical significance of this article is that it forces employers to formalize workplace rules in writing rather than relying on verbal understandings or informal practice. Without a properly drafted and filed set of rules, a company's ability to discipline, dismiss, or change the working conditions of employees can be legally weak — creating serious risk in disputes over wrongful termination, unpaid overtime, or disciplinary action. Conversely, a well-maintained and properly filed set of employment rules gives the business a clear legal foundation for HR decisions and reduces litigation risk.

It's important to note that Article 89 works together with related provisions: Article 90 requires the employer to hear the opinion of the majority employee representative or labor union before filing, and Article 106 requires the rules to be properly communicated (posted, distributed, etc.) to employees. Simply filing the rules with the labor bureau is not enough — full compliance requires consultation and effective communication to the workforce as well.

日本語での解説

Common scenarios

• ▸新しく設立した会社が従業員10人を超えたタイミングで就業規則を初めて作成・届出する場合
• ▸既存の就業規則を残業ルールや賃金体系の変更に合わせて改定し、再度届出する場合
• ▸問題社員の懲戒解雇を検討する際、就業規則の懲戒事由・手続規定が根拠として必要になる場合
• ▸労働基準監督署の調査（臨検）で就業規則の未整備・未届出が指摘され是正勧告を受ける場合
• ▸複数の支店・店舗を持つ企業が、事業場ごとに常時10人以上の従業員がいるか確認し、届出義務の有無を判断する場合