[Must-See for Business Owners] Free Download! Column Explaining Labor Condition Disclosure Rules by a Social Insurance Labor Consultant - Part 3

Hello! This is the Remo-Jin representative from Aisel Corporation!
Starting in April 2024, the rules for the disclosure of labor conditions will be revised, and companies will need to change their labor condition notification documents.
This column is written by labor and social security attorney Ms. Kankitsu Sanko, who explains the basic knowledge necessary to comply with the new labor condition disclosure rules over three installments. We encourage you to read it.
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Column: "Can I shine in this company?"
Second installment of the column on the revision of labor condition disclosure rules
(Series of three)
Certified labor and social security attorney Ms. Kankitsu Sanko
The third change to the labor condition disclosure rules, effective from April 2024, pertains to fixed-term contract workers who acquire the "right to apply for conversion to indefinite employment." First, let's confirm the "indefinite conversion rule."
According to the Labor Contract Act, if a fixed-term labor contract is renewed for more than five years with the same company, and the worker "applies" during the term of that fixed-term labor contract, then from the day after the contract expires...
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This is the final installment of the column. In the third part, we will explain in detail the content that should be clearly stated in the documents at the time of contract renewal due to changes in the rules for disclosing labor conditions, as well as the disclosure of "labor conditions after permanent conversion."