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Japan: why confirm a former employee's job?

A Japanese employer must already certify the period of employment, the type of work and the position when a departing worker asks (Labor Standards Act, Art. 22(1)). Confirming the same facts takes a minute and helps the person into their next job. certo asks on their behalf, with their explicit consent.

Law as of 26 October 2026 · 個人情報の保護に関する法律 (Act No. 57 of 2003), version in force from 1 October 2026; 労働基準法 (Act No. 49 of 1947), version in force from 17 July 2026

In short

  • The facts are already certified. When a worker who is leaving asks, the employer must issue without delay a certificate on the period of employment, the type of work and the position (Labor Standards Act, Art. 22(1)). We ask only about the dates and the job.
  • It helps the person who worked for you. A record confirmed by a former employer is what the next employer trusts. Answering takes about a minute and needs no account.
  • certo asks on their behalf, with their explicit consent. The Act on the Protection of Personal Information lets a business give personal data to a third party with the person's consent obtained in advance (Art. 27(1)). The person started this check themselves, for these facts and no others.
  • You do not have to answer. No Japanese law obliges an employer to answer certo. Declining is fine.

The Labor Standards Act

労働基準法, Act No. 49 of 1947. Quoted from the current text on e-Gov, the government's official legislation database.

Art. 22(1): the certificate on leaving

労働者が、退職の場合において、使用期間、業務の種類、その事業における地位、賃金又は退職の事由（退職の事由が解雇の場合にあつては、その理由を含む。）について証明書を請求した場合においては、使用者は、遅滞なくこれを交付しなければならない。

In English: when a worker who is leaving asks for a certificate on the period of employment, the type of work, their position in the business, wages or the reason for leaving (for a dismissal, including its grounds), the employer must issue it without delay. We ask only about the dates and the job, so your records already hold them.

Art. 22(3): only what the worker asks for

前二項の証明書には、労働者の請求しない事項を記入してはならない。

In English: the certificate must not state anything the worker did not ask for. certo works the same way: the person chose each fact, and you confirm only those.

Art. 22(4): what is never asked

使用者は、あらかじめ第三者と謀り、労働者の就業を妨げることを目的として、労働者の国籍、信条、社会的身分若しくは労働組合運動に関する通信をし、又は第一項及び第二項の証明書に秘密の記号を記入してはならない。

In English: an employer must not, by prior arrangement with a third party and to keep a worker from finding work, pass on anything about the worker's nationality, creed, social status or trade union activity, or put secret marks on the certificate. certo never asks about any of these, and the request comes from the person, not from a third party acting against them.

Personal data

個人情報の保護に関する法律 (the Act on the Protection of Personal Information, APPI), Act No. 57 of 2003.

Art. 27(1): giving personal data to a third party

個人情報取扱事業者は、次に掲げる場合を除くほか、あらかじめ本人の同意を得ないで、個人データを第三者に提供してはならない。

In English: except in the cases listed, a business handling personal information must not give personal data to a third party without first obtaining the person's consent.

  • Consent, in advance. The person's request reaches you before you answer and names your organisation, certo as the recipient, and each fact. That is the prior consent Art. 27(1) asks for.
  • Proof of consent. certo records which account asked, when, and for which facts. Write to support@certo.bio and we send you the record for your request.
  • Only what is listed. You confirm or leave unticked only the facts on the page. Add nothing else: anything beyond them is not covered by the person's consent.

What this means for your answer

  • Tick only what your HR, payroll or personnel records show.
  • Not sure it is the same person? Press "We can't find a matching record". Never confirm a record you are not sure is theirs.
  • Your policy is not to answer? Press "We do not answer these requests". The record shows your organisation declined, and nobody else there is asked.

Sources

This page is not legal advice. It reflects the law as it stood on 26 October 2026.