Your offer says 試用期間あり (“probation period applies”). Before you start, find the dates, pay and hours during that period, what changes afterward, and who will tell you the outcome. A probation period is not automatically a separate fixed-term contract, and it does not mean the employer can end the job for any reason.
Japanese terms to find in the offer or workplace rules
| Japanese | Reading | What to check |
|---|---|---|
| 試用期間 | しようきかん (shiyō kikan) | Probation period; start and end dates |
| 試用期間中 | しようきかんちゅう (shiyō kikan chū) | During probation; which conditions apply then |
| 本採用 | ほんさいよう (hon saiyō) | Confirmation of employment after probation |
| 雇用期間・契約期間 | こようきかん・けいやくきかん (koyō kikan / keiyaku kikan) | Employment contract term; a different question from probation |
| 期間の定めなし | きかんのさだめなし (kikan no sadame nashi) | No fixed end date for the contract |
| 基本給・諸手当 | きほんきゅう・しょてあて (kihonkyū / sho teate) | Base pay / allowances during and after the period |
| 労働時間・休日 | ろうどうじかん・きゅうじつ (rōdō jikan / kyūjitsu) | Hours and days off |
| 延長・評価面談 | えんちょう・ひょうかめんだん (enchō / hyōka mendan) | Extension / review meeting, if mentioned |
| 本採用見送り | ほんさいようみおくり (hon saiyō miokuri) | Decision not to confirm employment; ask for the reason in writing |
Compare these four things before signing
- Probation dates and contract term. Find both 試用期間 and 契約期間. For example, “試用期間3か月” describes a three-month probation period; it does not by itself say that the entire employment contract ends after three months. Check whether the contract says 期間の定めなし or gives an end date and renewal terms. Our working-conditions notice guide helps you read the full document.
- Pay and other conditions. Compare base salary, allowances, hours, workplace and job duties during probation with the conditions afterward. Ask for a written explanation of any difference. MHLW explains that employers must state key working conditions when making the contract.
- Review and communication. Ask when a feedback meeting will happen, who decides, and how the result will be conveyed. If the document mentions an extension, ask for its basis and the conditions that would apply. Avoid assuming that silence means a particular outcome.
- Keep your copy. Save the offer, working-conditions notice, workplace rules and any later written changes. If the salary or other terms on your payslip differ from what you were told, raise the discrepancy promptly.
Short Japanese questions for HR
- 試用期間の開始日と終了日を教えていただけますか。
Could you tell me the start and end dates of the probation period? - 試用期間中と本採用後で、給与や手当は変わりますか。
Do salary or allowances change during probation and after confirmation? - 評価面談はいつ頃行われ、結果はどのように通知されますか。
When will the review meeting take place, and how will I be notified of the result? - 延長される場合の条件を書面で確認できますか。
If it is extended, can I confirm the terms in writing?
If the outcome is not what you expected
“Probation” is not a blanket exception to dismissal rules. MHLW’s summary of court decisions on probation describes how a decision not to retain someone is assessed in light of the probation period’s purpose and the individual circumstances. The legal position can depend on the contract and facts, so do not rely on a generic rule about a particular number of days or months.
Ask HR for the decision, reason, effective date and relevant documents in writing. If a fixed-term contract is involved, do not confuse its renewal notice with probation confirmation. For an individual dispute, MHLW’s working-conditions information site provides consultation routes. This guide helps you identify the right questions; it cannot decide whether a particular employer’s decision is lawful.
