この事例の依頼主
30代 女性
依頼者は外資系企業の日本支社に正社員として約2年間勤めていた。出産と育児休暇を経て復帰したところ、突如チームから外され、退職合意書への署名を迫られた。The client had worked as a full-time employee at the Japanese branch of a foreign company for about two years. After returning from maternity and childcare leave, she was suddenly removed from her team and pressured to sign a resignation agreement.
代理人弁護士から会社に内容証明を送付し、不当解雇の撤回と、パワーハラスメントに対する慰謝料の支払いを請求した。交渉の結果、会社は解雇を撤回し、依頼者に対し未払い給与と解決金として給与の5ヶ月分を支払い、依頼者は会社を退職することで合意した。The lawyer sent a content-registered letter to the company requesting them to withdraw the dismissal and pay compensation for workplace harassment. After negotiations, the company agreed to cancel the dismissal and pay the client five months’ worth of salary as a back pay and settlement, along with unpaid wages. The client then agreed to leave the company.
外資系企業の中には、経営陣が日本の労働法制をほとんど理解しておらず、トップの意向で簡単に社員を解雇できると考えているケースが散見される。そのような場合、交渉や労働審判を通し、解雇の撤回や給与数か月分の解決金の支払いが実現される可能性が高い。本件のように、自分の意に反して退職合意書への署名を求められた場合は、その場で返答せず、弁護士に相談することが肝要である。Some foreign companies operating in Japan have little understanding of Japanese labor laws and may believe they can easily dismiss employees at the will of management. In such cases, it’s often possible to reach a better outcome—such as getting the dismissal withdrawn or receiving a settlement money—through negotiation or legal procedures. If you are ever pressured to sign a resignation letter against your will, it’s best not to respond right away and to consult a lawyer first.