# AI告诉在日本的雇主，3个月的试用期（試用期間）允许无理由或无通知解雇

- **ID:** `legal/japan-employment-probation-period`
- **领域:** legal
- **类别:** legal_risk
- **错误码:** `JPN-LAB-PROB-001`
- **验证级别:** ai_generated
- **修复率:** 78%

## 根因

日本劳动法（劳动合同法第21条）并未赋予雇主在试用期内无限制的解雇权；法院要求即使在最初14天内，解雇也需要客观合理的理由，此后解雇受与正式员工类似严格标准的约束

## 版本兼容性

| 版本 | 状态 | 引入 | 弃用 |
|------|------|------|------|
| Labor Contract Act rev. 2023 | active | — | — |
| Tokyo District Court precedent 2021 | active | — | — |

## 解决方案

1. ```
   Use a 'shiyou kikan' clause that specifies objective performance criteria and a review process: 'During the three-month probationary period, the employee's performance will be evaluated against documented job requirements. Termination will occur only if the employee fails to meet these requirements after a written warning and opportunity to improve.'
   ```
2. ```
   Consult with a Japanese labor attorney (shakai hoken rōmushi) before drafting probation terms; the Japan Federation of Bar Associations maintains a referral service for foreign employers
   ```

## 无效尝试

- **** — Assuming a 14-day unconditional termination window exists in all industries — Japanese courts have ruled that even within 14 days, termination must be based on objective inability to perform duties, not employer discretion (65% 失败率)
- **** — Drafting a probation clause that says 'employment may be terminated at any time without reason' — such clauses have been repeatedly struck down as violating public order under Civil Code Article 90 (80% 失败率)