この事例の依頼主
40代 男性
依頼者は、日本のベンチャー企業に用され来日したが、来日後新型コロナウイルスの感染拡大の影響で給与を大幅に減額された。依頼者は会社と交渉したが、労働条件が折り合わず、最終的に解雇を通告された。The client was hired by a Japanese start-up company and came to Japan for work. However, after arriving, his salary was significantly reduced due to the economic impact of the COVID-19 pandemic. Although he tried to negotiate better working conditions with the company, no agreement was reached, and he was eventually given a notice of dismissal.
地位保全の仮処分を申し立て、解雇から合意退職への変更、給与約6カ月分の解決金の支払いで和解が成立した。The lawyer filed for a temporary court injunction to preserve her employment status. As a result, the parties reached a settlement in which the dismissal was changed to a mutual agreement to resign, and the company paid the client approximately six months’ worth of salary as settlement compensation.
依頼者が解雇により在留資格を取り消される可能性があること、会社の借り上げ社宅に住んでおり解雇により住居を失う可能性があることなどから、地位保全の仮処分を申し立てた。ベンチャー企業においては、起業間もない段階で社内ルールが十分に確立していないケールが見受けられる。しかし、外国人を呼び寄せて雇用する場合、解雇等により外国人が受ける不利益は日本人に比べはるかに大きく、より慎重な対応が求められる。The injunction was filed because there was a risk that the client would lose his visa due to the dismissal. Also, the client was living in company-provided housing, which he might have lost as a result of the dismissal.In many start-ups, especially in the early stages of their business, internal rules and employment policies are not yet fully established. However, when hiring foreign workers, companies must be especially cautious, as dismissal can have much more serious consequences for foreign employees than for Japanese workers.