Act on Ensuring the Proper Operation of Worker Dispatching Services and Protecting Dispatched Workers
労働者派遣事業の適正な運営の確保及び派遣労働者の保護等に関する法律
The rules for businesses that send the workers they employ to work under another person's direction and for that person (worker dispatch, 労働者派遣), to keep that business properly run and to protect the dispatched workers and their employment.
- Text in force since
- Promulgated
- Articles
- 94
- Amendments on the way
- 4
What this law does
- Anyone who wants to run a worker dispatching business (労働者派遣事業) needs a licence from the Minister of Health, Labour and Welfare, and no one may take dispatched workers from a dispatching business that has none. A licence is valid for three years from the day it is granted, and for five years after each renewal.(Art. 5(1), Art. 24-2(1), Art. 10(1), Art. 10(2), Art. 10(4)) (the provisions it rests on)
Read the full overview
- The Minister must refuse a licence to, among others: a person sentenced to imprisonment (拘禁刑) or heavier, or fined under provisions of this Act or other labour laws that a Cabinet Order names, for certain Penal Code crimes such as injury, assault and intimidation, or under Article 73-2(1) of the Immigration Control and Refugee Recognition Act (having a foreign national do unauthorized work), until five years after the sentence was served or ceased to be enforceable; a bankrupt not yet restored to their rights; a person whose licence was revoked less than five years ago for a reason other than falling under a ground for refusal; and a gang member (暴力団員) or a person who left a gang less than five years ago. The Minister may grant a licence only if the business is not run to dispatch workers solely to particular persons (except where a Ministry of Health, Labour and Welfare Order allows it, to keep workers who find it especially hard to get work employed), the applicant meets the criteria such an Order sets for managing dispatched workers' employment, personal information and workers' secrets are protected, and the applicant can run the business properly.(Art. 6(1), Art. 6(1)(i), Art. 6(1)(iv), Art. 6(1)(v), Art. 6(1)(ix), Art. 7(1), Art. 7(1)(i), Immigration Control and Refugee Recognition Act Art. 73-2(1)) (the provisions it rests on)
- No one may run worker dispatch for port transport work under the Port Labor Act (港湾労働法) and similar work at other ports a Cabinet Order specifies, for construction work (building, altering, maintaining, repairing, changing, demolishing or dismantling structures, and work preparing for it), or for security work listed in Article 2(1) of the Security Services Act (警備業法) and other work a Cabinet Order specifies as unsuitable for dispatch. Anyone who takes dispatched workers must not put them on any of that work.(Art. 4(1), Art. 4(1)(i), Art. 4(1)(ii), Art. 4(1)(iii), Art. 4(3)) (the provisions it rests on)
- Except for the dispatch listed under exceptions — above all of workers the staffing provider employs without a fixed term — a client (派遣先) must not take dispatched workers for the work of one place of business (事業所その他派遣就業の場所) for more than three years in a row (the allowable term, 派遣可能期間). It may extend the term by up to three years, and again when that runs out, if in the period ending one month before the first day the limit would be broken (抵触日) it hears the opinion of the labour union of a majority of the workers at that place or, where there is none, the representative of the majority — and, if they object, explains the reasons for the extension before the term runs out. Before a new dispatch contract the client must tell the staffing provider that first day, and the provider must not make the contract without that notice or keep dispatching from that day.(Art. 40-2(1), Art. 40-2(1)(i), Art. 40-2(2), Art. 40-2(3), Art. 40-2(4), Art. 40-2(5), Art. 26(4), Art. 26(5), Art. 35-2(1)) (the provisions it rests on)
- Except for the same listed dispatch — above all of workers employed without a fixed term — a staffing provider must not dispatch the same worker to the work of one organisational unit (組織単位 — a section whose supervisor directly assigns its work, as a Ministry of Health, Labour and Welfare Order defines it) of a client for more than three years in a row. Where the client has extended its workplace term, it too must not take the same dispatched worker for one organisational unit for more than three years in a row, with the same exceptions.(Art. 35-3(1), Art. 40-3(1), Art. 26(1)(ii), Art. 40-2(1)(i), Art. 40-2(1)(ii)) (the provisions it rests on)
- A staffing provider must not dispatch day workers (日雇労働者 — people it employs by the day or for 30 days or less), except for work needing expert knowledge, skill or experience that a Cabinet Order specifies, or in cases a Cabinet Order specifies, such as helping people who find it especially hard to get work stay employed. A client must not take a dispatched worker who left its own employment less than one year before, unless a Ministry of Health, Labour and Welfare Order exempts that person; it must tell the provider when a dispatch would break this rule, and the provider must not make that dispatch.(Art. 35-4(1), Art. 40-9(1), Art. 40-9(2), Art. 35-5(1)) (the provisions it rests on)
- Unless the worker is covered by a labour–management agreement (see exceptions), a staffing provider must not set unreasonable differences between each item of its dispatched workers' treatment — base pay, bonuses and the rest — and the same item for the client's regular workers (通常の労働者), weighing job content, the scope of changes in job and assignment, and other circumstances that suit that item's nature and purpose. Where such a worker does the same job as a client's regular worker and their job and assignment are expected to change within the same scope throughout the dispatch, the provider must not, without a legitimate reason, treat them less favourably in any item. Before a dispatch contract, the client must give the provider information on the wages and other treatment of its comparable workers (比較対象労働者), and the provider must not make the contract without it.(Art. 30-3(1), Art. 30-3(2), Art. 30-4(1), Art. 26(7), Art. 26(8), Art. 26(9)) (the provisions it rests on)
- Before hiring someone as a dispatched worker, the staffing provider must explain their expected wage and other treatment, and must state certain working conditions in writing (or by another means a Ministry of Health, Labour and Welfare Order allows) and explain the measures it takes for fair treatment. Before each dispatch it must tell the worker the terms of the dispatch and the dispatch fee — and, where the dispatch is subject to the three-year limits, the first days they would be broken — and, unless the worker is covered by a labour–management agreement, state the working conditions in writing and explain those measures again. On the worker's request it must explain how and why their treatment differs from the comparable worker's and what it took into account, and it must not dismiss or otherwise disadvantage the worker for asking.(Art. 31-2(1), Art. 31-2(2), Art. 31-2(3), Art. 31-2(4), Art. 31-2(5), Art. 34(1), Art. 34-2(1)) (the provisions it rests on)
- A staffing provider must tell a person in advance that it is hiring them as a dispatched worker, and must not start dispatching an employee it did not hire as one without telling them in advance and getting their consent. When it tells a worker the first days the three-year limits would be broken, it must also tell them that a client that breaks the workplace or organisational-unit limit is deemed to offer them a labour contract. Where a client extends its workplace term, it must promptly tell the provider the new first day, and the provider must tell the workers at that workplace without delay.(Art. 32(1), Art. 32(2), Art. 34(3), Art. 40-2(7), Art. 34(2)) (the provisions it rests on)
- If a client (other than an organ of the national government or a local government) puts a dispatched worker on prohibited work, takes workers from an unlicensed business, breaks the workplace or organisational-unit three-year limit, or takes workers under a service contract (請負) or other name without the terms of Article 26(1) to evade this Act or the labour laws it applies, it is deemed at that moment to offer the worker a labour contract on the same working conditions the worker then has — unless it did not know, and was not negligent in not knowing, that its conduct was one of these (see exceptions). The client cannot withdraw the offer until one year after that conduct ended, and the offer lapses if the worker neither accepts nor refuses it within that time. On the client's request, the staffing provider must promptly tell it the worker's working conditions at that moment.(Art. 40-6(1), Art. 40-6(2), Art. 40-6(3), Art. 40-6(4)) (the provisions it rests on)
- For fixed-term dispatched workers expected to work in the same organisational unit of a client for a year or more (特定有期雇用派遣労働者), and others a Ministry of Health, Labour and Welfare Order specifies, the staffing provider must try to take the measures the Act lists: for those fixed-term dispatched workers only, asking the client to offer the worker a labour contract; and for any of them, offering another dispatch job on reasonable terms, offering employment without a fixed term other than as a dispatched worker, and training and other steps a Ministry of Health, Labour and Welfare Order sets. Where the worker is expected to work in the same unit for three years, taking these measures is a duty, not only an effort. The provider must not, without a legitimate reason, make a contract with a worker or a client that bars the client from hiring the worker after the worker's employment with the provider ends.(Art. 30(1), Art. 30(2), Art. 33(1), Art. 33(2)) (the provisions it rests on)
Dispatch business licenceProhibited workThree-year dispatch limitFair treatment of dispatched workersDeemed offer of employmentDispatch contractDay-labour dispatchDispute resolution
Contents
94 362 171 49 84
- Chapter I General Provisions第一章 総則Articles 1–3 · 3
- Chapter II Measures to Ensure Proper Operations of Worker Dispatching Service第二章 労働者派遣事業の適正な運営の確保に関する措置Articles 4–25 · 20
- Section 1 Scope of Work第一節 業務の範囲Article 4
- Section 2 Service Licensing第二節 事業の許可Articles 5–16 · 12
- Section 3 Auxiliary Provisions第三節 補則Articles 23–25 · 7
- Chapter III Measures for Protecting Dispatched Workers第三章 派遣労働者の保護等に関する措置Articles 26–47-4 · 46
- Section 1 Worker Dispatching Contracts第一節 労働者派遣契約Articles 26–29-2 · 5
- Section 2 Measures to Be Taken by Worker Dispatching Providers第二節 派遣元事業主の講ずべき措置等Articles 30–38 · 21
- Section 3 Measures to Be Taken by Clients第三節 派遣先の講ずべき措置等Articles 39–43 · 13
- Section 4 Special Application of the Labor Standards Act and Related Acts第四節 労働基準法等の適用に関する特例等Articles 44–47-4 · 7
- Chapter IV Resolution of Disputes第四章 紛争の解決Articles 47-5–47-10 · 6
- Section 1 Assistance in Resolution of Disputes; Related Matters第一節 紛争の解決の援助等Articles 47-5–47-7 · 3
- Section 2 Conciliation第二節 調停Articles 47-8–47-10 · 3
- Chapter V Miscellaneous Provisions第五章 雑則Articles 47-11–57 · 14
- Chapter VI Penal Provisions第六章 罰則Articles 58–62 · 5
Amendments
A Japanese law is changed by another law or order that rewrites it — an . This law has 4 amendments on the way — , but . Its amendment history is below. The amendments this site has read the changes of are on this law's amendments page, provision by provision, in Japanese and English.
1 October 2026
in 1 day
Act Partially Amending the Act on Comprehensively Advancing Labor Measures, and Stabilizing the Employment of Workers, and Enriching Workers' Vocational Lives, etc.
労働施策の総合的な推進並びに労働者の雇用の安定及び職業生活の充実等に関する法律等の一部を改正する法律
1 October 2026
in 1 day
Act Partially Amending the Industrial Safety and Health Act and the Working Environment Measurement Act
労働安全衛生法及び作業環境測定法の一部を改正する法律
1 January 2027
in 3 months
Act Partially Amending the Industrial Safety and Health Act and the Working Environment Measurement Act
労働安全衛生法及び作業環境測定法の一部を改正する法律
1 April 2027
in 6 months
Act Partially Amending the Industrial Safety and Health Act and the Working Environment Measurement Act
労働安全衛生法及び作業環境測定法の一部を改正する法律
19 amendments already in force
1 April 2026
The text on this site
Act Partially Amending the Act on Comprehensively Advancing Labor Measures, and Stabilizing the Employment of Workers, and Enriching Workers' Vocational Lives, etc.
労働施策の総合的な推進並びに労働者の雇用の安定及び職業生活の充実等に関する法律等の一部を改正する法律
1 April 2026
Act Partially Amending the Industrial Safety and Health Act and the Working Environment Measurement Act
労働安全衛生法及び作業環境測定法の一部を改正する法律
1 January 2026
Act Partially Amending the Industrial Safety and Health Act and the Working Environment Measurement Act
労働安全衛生法及び作業環境測定法の一部を改正する法律
1 October 2025
Act Partially Amending the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members, and the Act on Advancement of Measures to Support Raising Next-Generation Children
育児休業、介護休業等育児又は家族介護を行う労働者の福祉に関する法律及び次世代育成支援対策推進法の一部を改正する法律
1 June 2025
Act on the Arrangement of Related Acts upon the Enforcement of the Act Partially Amending the Penal Code, etc. (extract)
刑法等の一部を改正する法律の施行に伴う関係法律の整理等に関する法律 抄
1 April 2025
Act Partially Amending the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members, and the Act on Advancement of Measures to Support Raising Next-Generation Children
育児休業、介護休業等育児又は家族介護を行う労働者の福祉に関する法律及び次世代育成支援対策推進法の一部を改正する法律
31 May 2024
Act Partially Amending the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members, and the Act on Advancement of Measures to Support Raising Next-Generation Children
育児休業、介護休業等育児又は家族介護を行う労働者の福祉に関する法律及び次世代育成支援対策推進法の一部を改正する法律
1 October 2022
Act Partially Amending the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members and the Employment Insurance Act
育児休業、介護休業等育児又は家族介護を行う労働者の福祉に関する法律及び雇用保険法の一部を改正する法律
17 June 2022
Act on the Arrangement of Related Acts upon the Enforcement of the Act Partially Amending the Penal Code, etc.
刑法等の一部を改正する法律の施行に伴う関係法律の整理等に関する法律
1 April 2022
Act Partially Amending the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members and the Employment Insurance Act
育児休業、介護休業等育児又は家族介護を行う労働者の福祉に関する法律及び雇用保険法の一部を改正する法律
9 June 2021
Act Partially Amending the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members and the Employment Insurance Act
育児休業、介護休業等育児又は家族介護を行う労働者の福祉に関する法律及び雇用保険法の一部を改正する法律
1 June 2020
Act Partially Amending the Act on the Promotion of Women's Active Engagement in Professional Life, etc.
女性の職業生活における活躍の推進に関する法律等の一部を改正する法律
1 April 2020
Act on the Arrangement of Related Acts to Promote Work Style Reform
働き方改革を推進するための関係法律の整備に関する法律
14 September 2019
Act on the Development of Related Acts to Rationalize Measures concerning the Restriction of Rights of Adult Wards, etc.
成年被後見人等の権利の制限に係る措置の適正化等を図るための関係法律の整備に関する法律
14 June 2019
Act on the Development of Related Acts to Rationalize Measures concerning the Restriction of Rights of Adult Wards, etc.
成年被後見人等の権利の制限に係る措置の適正化等を図るための関係法律の整備に関する法律
5 June 2019
Act Partially Amending the Act on the Promotion of Women's Active Engagement in Professional Life, etc.
女性の職業生活における活躍の推進に関する法律等の一部を改正する法律
1 April 2019
Act on the Arrangement of Related Acts to Promote Work Style Reform
働き方改革を推進するための関係法律の整備に関する法律
6 July 2018
Act on the Arrangement of Related Acts to Promote Work Style Reform
働き方改革を推進するための関係法律の整備に関する法律
1 January 2017
Act Partially Amending the Employment Insurance Act, etc.
雇用保険法等の一部を改正する法律
Who it applies to
It applies to
- Businesses that send workers they employ to work under another's direction and for them (労働者派遣事業): to run one they need the Minister's licence, and with it they are staffing providers (派遣元事業主); the ban on dispatch for prohibited work binds any person (何人も). A staffing provider must appoint a provider-side manager (派遣元責任者), keep a provider-side management record (派遣元管理台帳) for each dispatched worker for three years, and give its dispatched workers step-by-step, systematic training and, on request, career consultation. The ban on no-hire clauses and the duty to tell the worker the terms of dispatch also bind an employer that dispatches workers without being a staffing provider.(Art. 2(1)(i), Art. 2(1)(iii), Art. 2(1)(iv), Art. 4(1), Art. 5(1), Art. 36(1), Art. 37(1), Art. 37(2), Art. 30-2(1), Art. 30-2(2), Art. 33(1), Art. 34(1), Art. 38(1)) (the provisions it rests on)
- Clients (派遣先) — any person or business that takes dispatched workers from a staffing provider to work under its direction. Both parties to a dispatch contract (労働者派遣契約) must set in it the work, the place and organisational unit, the worker's direct supervisor, the period and working days, hours and breaks, safety and health, complaint handling, and the measures to protect the workers' jobs if the contract is cancelled, including covering the absence allowance (休業手当) of Article 26 of the Labor Standards Act. The client must keep to those terms, appoint a client-side manager (派遣先責任者) and keep a client-side management record (派遣先管理台帳) for three years.(Art. 2(1)(iv), Art. 26(1), Art. 39(1), Art. 41(1), Art. 42(1), Art. 42(2)) (the provisions it rests on)
4 more
- A client must pass dispatched workers' complaints to the staffing provider and deal with them promptly; give them, at the provider's request, the job training it gives its own employees in the same work, unless they already have the skills or a Ministry of Health, Labour and Welfare Order excuses it; and let them use the welfare facilities such an Order specifies. It must not cancel a dispatch contract because of a worker's nationality, creed, sex, social status or legitimate union activity, and if it cancels one for its own reasons it must take measures for the workers' employment, such as finding them new work and bearing the cost of absence allowances. A client that has used the same dispatched worker at a workplace for a year or more must tell them of its recruitment of regular workers there (of any recruitment of workers, for a fixed-term worker expected to stay three years in one unit who wishes to), and one that has used the same fixed-term dispatched worker (特定有期雇用派遣労働者) in one unit for a year or more outside the exempt dispatch and then hires someone to continue that work must try to hire that worker, if they wish to stay.(Art. 40(1), Art. 40(2), Art. 40(3), Art. 27(1), Art. 29-2(1), Art. 40-5(1), Art. 40-4(1), Art. 40-5(2)) (the provisions it rests on)
- During the dispatched work, a client also carries employer duties under the Labor Standards Act (労働基準法), but only for the articles Article 44 lists: it alone is treated as the employer for working hours, breaks, days off, when overtime and holiday work may be required and its limits (that Act's Articles 33 and 36), and the listed protections of young workers and of women, and, with the staffing provider, for the bans on discrimination by nationality, creed or social status and on forced labour. Articles it does not list — among them maternity leave (Article 65) and premium pay for overtime (Article 37) — are not moved to the client; the overtime agreement under Article 36 is made by the provider at its own workplace, and the provider must not dispatch a worker where following the dispatch contract would make the client break the working-hours rules Article 44(3) lists. Under the Industrial Safety and Health Act (労働安全衛生法) the client alone, and not the provider, is treated as the employer for, among others, the measures against danger and health hazards of its Articles 20 to 27, special safety education and special health examinations, and it shares the general safety and health management duties with the provider.(Art. 44(1), Art. 44(2), Art. 44(3), Art. 45(1), Art. 45(3), Art. 45(5)) (the provisions it rests on)
- A client is also treated as the dispatched worker's employer for the provisions Articles 47-2 to 47-4 list of the Act on Ensuring Equal Opportunities for and Treatment of Men and Women in Employment (男女雇用機会均等法), the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members (育児・介護休業法) and the Act on Comprehensively Advancing Labor Measures (労働施策総合推進法), which those Acts govern. Where they place a duty on an employer 'in employment management' (雇用管理上), for the client it reads 'in employment management and in giving directions' (雇用管理上及び指揮命令上).(Art. 47-2(1), Art. 47-3(1), Art. 47-4(1)) (the provisions it rests on)
- Dispatched workers (派遣労働者) — workers a business employs who are sent to work for a client — whose protection and employment security the Act is for.(Art. 2(1)(ii), Art. 1(1)) (the provisions it rests on)
It does not apply to
- Mariners (船員) as defined in Article 6(1) of the Mariners Employment Security Act (船員職業安定法).(Art. 3(1)) (the provisions it rests on)
Special rules and exceptions (4)
- The three-year limits do not apply to dispatch of: workers the staffing provider employs without a fixed term (無期雇用派遣労働者); people a Ministry of Health, Labour and Welfare Order specifies as especially hard to find work for; work to start, change, expand, shrink or close a business that is due to finish within a set period; work done on far fewer days a month than the client's regular workers work and no more than the days the Minister sets; and cover for a client's employee on maternity leave under Article 65 of the Labor Standards Act, childcare leave, family-care leave or similar leave a Ministry of Health, Labour and Welfare Order specifies.(Art. 40-2(1), Art. 40-2(1)(i), Art. 40-2(1)(ii), Art. 40-2(1)(iii), Art. 40-2(1)(iv), Art. 40-2(1)(v), Art. 40-3(1), Art. 35-3(1)) (the provisions it rests on)
- The fair-treatment rule of Article 30-3 does not apply to dispatched workers covered by a written agreement between the staffing provider and the labour union of a majority of its workers (or, where there is none, their majority representative) that sets which workers it covers, a wage method paying at least the average wage for the same kind of work that a Ministry of Health, Labour and Welfare Order sets and raising pay as the worker's work improves, fair evaluation, treatment other than wages without unreasonable differences from the provider's own regular workers, and training. The rule applies again if the provider does not keep to those terms or does not evaluate fairly, and the agreement never covers the client's training and welfare facilities or other items a Ministry of Health, Labour and Welfare Order sets.(Art. 30-4(1), Art. 30-4(1)(ii), Art. 30-4(1)(iii), Art. 30-4(1)(iv), Art. 30-4(1)(v)) (the provisions it rests on)
- No offer of employment is deemed where the client did not know, and was not negligent in not knowing, that its conduct was one of those listed; nor where the workplace limit was broken only because an opinion-hearing step a Ministry of Health, Labour and Welfare Order specifies was not carried out.(Art. 40-6(1), Art. 40-6(1)(iii)) (the provisions it rests on)
- An organ of the national government or a local government (including administrative-execution agencies (行政執行法人) and specified local incorporated administrative agencies (特定地方独立行政法人)) is not deemed to offer employment. Instead, if it did one of the listed acts — other than without knowing and without negligence — and the worker asks within one year after the conduct ended to do the same work there, it must take appropriate measures such as hiring under the National Public Service Act, the Local Public Service Act or other laws, with a view to the worker's employment security.(Art. 40-6(1), Art. 40-7(1)) (the provisions it rests on)
How it is enforced (9)
- The Minister of Health, Labour and Welfare may give those who dispatch workers and those who take them the guidance and advice needed to keep dispatch proper, and may recommend that a provider dispatching solely to particular persons change its business. The Minister may instruct a provider that, after guidance, still breaks the duty to report the share of its dispatch working hours going to clients related to it (関係派遣先), the rule that this share be no more than 80 percent, or the duty to secure the employment of workers expected to stay three years.(Art. 48(1), Art. 48(2), Art. 48(3), Art. 23(3), Art. 23-2(1), Art. 30(2)) (the provisions it rests on)
- Where a staffing provider breaks this Act or another labour law in its dispatch business, the Minister may order it to improve its employment management and operation; where a client puts dispatched workers on prohibited work and letting it continue is grossly inappropriate, the Minister may order the provider to stop that dispatch. Breaking either order is punishable by up to six months' imprisonment (拘禁刑) or a fine of up to 300,000 yen.(Art. 49(1), Art. 49(2), Art. 60(1)(i)) (the provisions it rests on)
- The Minister may recommend that a client correct or prevent breaches of the rules on prohibited work, unlicensed providers, comparable-worker information, training and facilities, the three-year limits with their opinion-hearing and explanation steps, and former employees, and may make public that a client did not follow the recommendation. On request the Minister may advise whether a client's conduct triggers a deemed offer of employment; where a worker accepted a deemed offer but the client does not let them work, the Minister may recommend that it do so and make public a refusal.(Art. 49-2(1), Art. 49-2(2), Art. 40-8(1), Art. 40-8(2), Art. 40-8(3)) (the provisions it rests on)
- The Minister may revoke a staffing provider's licence if it comes under most of the grounds for refusal, breaks this Act, the Employment Security Act (職業安定法) or an order or decision under them, breaks a condition of its licence, or keeps breaking the related-client or employment-security rules after an instruction. For a breach of the law or of a condition, the Minister may also order it to suspend all or part of its business for a set period, and breaking that order is punishable by up to one year's imprisonment or a fine of up to 1 million yen.(Art. 14(1), Art. 14(2), Art. 59(1)(iv)) (the provisions it rests on)
- The Minister may require staffing providers and clients to report, and may send officials to enter their workplaces, question people and inspect books and documents; failing to report, reporting falsely or obstructing an inspection is punishable by a fine of up to 300,000 yen. Part of the Minister's authority may be delegated to the Director of the Prefectural Labour Bureau (), and on to the head of the Public Employment Security Office (公共職業安定所長).(Art. 50(1), Art. 51(1), Art. 61(1)(v), Art. 61(1)(vi), Art. 56(1), Art. 56(2)) (the provisions it rests on)
- A dispatched worker may report to the Minister a breach of this Act, other than of its special rules applying the Labor Standards Act and other labour laws (Chapter III, Section 4), by those who dispatch or take them, and neither may dismiss or otherwise disadvantage the worker for it, on pain of up to six months' imprisonment or a fine of up to 300,000 yen. Public Employment Security Offices () may advise workers and others on dispatched work.(Art. 49-3(1), Art. 48(1), Art. 49-3(2), Art. 60(1)(ii), Art. 52(1)) (the provisions it rests on)
- The staffing provider must try to resolve itself a worker's complaints about fair treatment and the explanations owed, and the client those about its training and welfare facilities. For those disputes, in place of the general procedure of the Act on Promoting the Resolution of Individual Labor-Related Disputes, either party may ask the Director of the Prefectural Labour Bureau (都道府県労働局長) for advice, guidance or recommendations, or apply for conciliation, which the Director has the Dispute Coordinating Committee (紛争調整委員会) carry out where it is needed to resolve the dispute. The provider and the client must not disadvantage a worker for asking for either.(Art. 47-5(1), Art. 47-5(2), Art. 47-6(1), Art. 47-7(1), Art. 47-7(2), Art. 47-8(1), Art. 47-8(2)) (the provisions it rests on)
- Dispatching workers for work harmful to public health or morals is punishable by 1 to 10 years' imprisonment or a fine of 200,000 to 3 million yen; running dispatch in prohibited work, running it without a licence, letting another person run a dispatch business under one's own name, or obtaining a licence by fraud, by up to one year's imprisonment or a fine of up to 1 million yen. A staffing provider that does not tell workers the terms of dispatch, dispatches past the three-year limits, does not notify the client of the workers it sends, or does not appoint its manager or keep its record, and a client that does not appoint its manager or keep its record, face a fine of up to 300,000 yen; a company is fined alongside the person who acted for it.(Art. 58(1), Art. 59(1), Art. 61(1)(iii), Art. 61(1)(iv), Art. 62(1)) (the provisions it rests on)
- A staffing provider may stop a dispatch or cancel the dispatch contract if the client, in that work, breaks this Act or the labour laws it applies to the client. A provider whose dispatch, carried out as the contract sets, makes the client break the Labor Standards Act or Industrial Safety and Health Act rules Articles 44(3) and 45(6) list is itself deemed to have broken them and is punished under those Acts' penalty articles.(Art. 28(1), Art. 44(3), Art. 44(4), Art. 45(7)) (the provisions it rests on)
How it connects to other laws
Cites this lawLawThis law cites it
- Labor Standards Act010
- Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members03
- Administrative Procedure Act02
- Act on Comprehensively Advancing Labor Measures, and Stabilizing the Employment of Workers, and Enriching Workers' Vocational Lives11
- Act on Equal Opportunity and Treatment between Men and Women in Employment02
- Immigration Control and Refugee Recognition Act01
- Minimum Wage Act10
- Residential Basic Book Act10
It also names 32 laws not yet held here.
Where the translation comes from
- 420
- 246
- 84not translated
The Ministry of Justice's translation is shown only where the Japanese it translates matches the law in force today. Everywhere else the English is a machine translation, marked on the paragraph itself.
Only the Japanese is the law, and no lawyer has reviewed the machine translation.
Sources
Everything this page rests on
- e-Gov (Digital Agency)労働者派遣事業の適正な運営の確保及び派遣労働者の保護等に関する法律 — the text in force from 2026-04-01Original
- e-Gov (Digital Agency)労働者派遣事業の適正な運営の確保及び派遣労働者の保護等に関する法律 — revision historyOriginal
- Japanese Law Translation, Ministry of JusticeAct on Ensuring the Proper Operation of Worker Dispatching Services and Protecting Dispatched Workers — Ministry of Justice translationOriginal
- Machine translation, not official
- Written for this site with AIEnglish titles of amending laws, written for this site
- Written for this site with AIDescriptions of each law, written for this site
- Written for this site with AICorrections to the Ministry of Justice's English of paragraphs
- Worked out by this site from e-Gov's text