An employment contract becomes effective when a first party promises to a second party that the first party will engage in work and the second party promises to pay remuneration for this.

①An employee may not demand remuneration until the work the employee promised to perform has been completed.

②Remuneration specified with reference to a period may be claimed after the passage of that period.

In the following cases, an employee may demand remuneration in proportion to the obligation already performed thereby:

①An employer may not assign the rights of the employer to a third party without obtaining the employee's consent.

②An employee may not cause a third party to work on behalf of the employee without obtaining the employer's consent.

③If an employee causes a third party to work in violation of the provisions of the preceding paragraph, the employer may cancel the contract.

①If the term of employment exceeds five years, or the end of the term is not fixed, either party may cancel the contract at any time after the passage of five years.

②If a person seeking to cancel a contract pursuant to the provisions of the preceding paragraph must give notice three months in advance if the person is an employer, or two weeks in advance if the person is an employee.

①If the parties have not specified a term of employment, either party may give notice of termination at any time. In these cases, employment terminates on the expiration of two weeks from the day of the notice of termination.

②If remuneration is specified with reference to a period, an employer's notice of termination may be given with respect to the following period of time onward; provided, however, that the notice of termination must be given in the first half of the current period.

③If remuneration is specified with reference to a period of six months or more, the notice of termination referred to in the preceding paragraph must be given three months before the termination.

Even if the parties have specified a term of employment, either party may immediately cancel the contract if there is a compelling reason to do so. In these cases, if the reasons arise from the negligence of either one of the parties, that party is liable to the other party for damages.

①If an employee continues to engage in that employee's work after the expiration of a term of employment and the employer knows of this and raises no objection, it is presumed that the further employment is entered into under conditions identical to those of the previous employment. In these cases, each party may give a notice of termination pursuant to the provisions of Article 627.

②If either party has provided security for the previous employment, the security is extinguished on the expiration of the term; provided, however, that this does not apply to fidelity guarantee deposit.

The provisions of Article 620 apply mutatis mutandis to employment.

If the employer is subject to an order commencing bankruptcy proceedings, the employee or the bankruptcy trustee may give a notice of termination pursuant to the provisions of Article 627 even if the employment is for a definite term. In these cases, neither party may claim compensation from the other party for damage suffered as a result of the termination.