Employer Terms

1. Application

These Employer Terms (the ‘Terms’) apply to businesses (‘Employers’) that register on OlaJob (olajob.jp, the ‘Service’), a job information website operated by MIA Co., Ltd. (‘we’, ‘us’), to post jobs or to receive applicant information. By using the Service, Employers agree to these Terms.

Matters not covered by these Terms are governed by our Terms of Use and Privacy Policy, to the extent consistent with their nature.

These Terms are originally written in Japanese. This English version is a translation for reference; if there is any discrepancy, the Japanese version prevails.

2. What the Service is

The Service provides job information and job seeker information (a recruitment information service under the Employment Security Act of Japan). We are not a fee-charging employment placement agency, and we are not a party to employment contracts between Employers and applicants. Employers make hiring decisions and conclude employment contracts on their own responsibility.

We do not guarantee the number or quality of applications, or that any hire will be made.

Standard job posts are free. Paid options are covered in Section 10.

3. Eligibility and registration

The Service may be used only by businesses that lawfully employ workers under Japanese law. If you post jobs as a worker dispatch business or an employment placement business, you must hold the license required by law and clearly state in the listing that the job is dispatch or placement, together with your license number and other required details.

When registering, you must provide true, accurate and up-to-date information, including your legal company name, corporate number, address and contact person, and update it promptly when it changes.

You are responsible for managing your account and login details and for the actions of the staff who use them.

4. Job posting standards and legal compliance

Post only real jobs that you are actually recruiting for, and keep them accurate and up to date. Close or remove listings promptly when recruitment ends. Do not post false or misleading information.

You must comply with the Employment Security Act, the Labor Standards Act, the Minimum Wage Act, the Act on the Comprehensive Promotion of Labor Policies, the Equal Employment Opportunity Act and other applicable laws.

You must not treat workers differently in working conditions because of their nationality, and listings must not contain discriminatory content based on nationality. This does not prevent you from stating requirements that the law makes necessary, such as holding a residence status that permits the work. Restrictions based on gender, age or similar grounds are allowed only where the law permits them.

In accordance with the Employment Security Act, each listing must clearly state the working conditions, including:

• The duties of the job
• The contract period, and whether there is a probation period and its terms
• The place of work
• Start and finish times, whether there is overtime work, breaks and days off
• Wages (not below the minimum wage), including allowances and, if applicable, details of fixed overtime pay
• Coverage by health insurance, employees' pension insurance, employment insurance and workers' accident compensation insurance
• The name of the recruiting business, measures to prevent passive smoking, and any other matters the law requires to be stated

5. Prohibited conduct

Employers must not do any of the following:

• Posting false or fictitious jobs, or jobs with conditions different from the actual ones
• Taking or requesting fees, deposits, training costs or any other money from applicants, under any name
• Promising or guaranteeing that a residence status (visa) will be granted, changed or renewed
• Keeping applicants' passports or residence cards
• Posting for purposes other than recruiting workers (selling products, solicitation, recruiting members, etc.)
• Discriminatory content based on nationality, gender, age or similar grounds that violates the law
• Harassing applicants, contacting them for purposes other than recruitment, or reselling or misusing applicant information
• Accessing the Service without authorization, collecting applicant information by automated means, or any other act that interferes with the operation of the Service
• Any act that violates laws, public order and morals, or these Terms

6. Handling applicant personal information

Use the personal information of applicants received through the Service only for screening and hiring procedures relating to that application.

Manage applicants' personal information securely in accordance with the Act on the Protection of Personal Information (APPI) and the Employment Security Act, and do not provide it to third parties without the applicant's consent. When it is no longer needed, delete or dispose of it appropriately and promptly, unless the law requires you to keep it.

If applicant personal information is leaked, or there is a risk of this, report it to us promptly and take the measures required by law.

Job seekers' phone numbers and email addresses are not public on the Service. Employers receive an applicant's information only when that applicant applies to them.

7. Checking eligibility to work

When hiring, you must check lawfully, using the residence card and other means, that the applicant holds a residence status that allows them to do the work (including the scope of any permission to engage in activities outside their status). Checking residence status is your responsibility; do not rely on the compatibility indicators shown on the Service.

You must fulfill the legal obligations that apply to employers of foreign nationals, such as notifying the employment status of foreign workers.

You must not promise any residence status. Decisions on residence status are made by the Immigration Services Agency of Japan.

8. Review, editing and removal of listings

We may review job listings before and after publication. We may also edit listings to standardize wording or adjust formatting; we do not change the substance of the working conditions when doing so.

If we judge that a listing violates, or is likely to violate, these Terms or the law, we may refuse to publish it, ask you to correct it, unpublish it or remove it. We are not obliged to disclose the reasons for our decision.

9. Suspension and termination

We may, without prior notice, unpublish your listings, suspend your account or cancel your registration if you violate these Terms, register false information, act in a way that may harm applicants (such as requesting money from them), or in other cases where we reasonably judge it necessary.

10. Paid options

We may in the future offer paid options such as featured listings, subscription plans and talent search.

If we offer a paid option, we will show its price, content and payment terms before purchase, and a charge arises only if you agree to them. The terms shown at purchase form part of these Terms and prevail where they differ from these Terms.

11. Disclaimer and limitation of liability

We are not responsible for disputes between you and applicants concerning screening, employment contracts, working conditions or other matters. You handle your listings and your relationships with applicants on your own responsibility.

We are not liable for damage arising from the number of applications, whether a hire is made, the suspension or interruption of the Service, or the editing or removal of listings, except where caused by our intent or gross negligence. Where we are liable, except in cases of intent or gross negligence, our liability is limited to direct and ordinary damage.

If you cause damage to us or to a third party by violating these Terms or the law, you must compensate for that damage.

12. Changes, governing law and jurisdiction

We may change these Terms. We will announce important changes a reasonable period before they take effect, by a notice on the Service or by email to your registered address. If you use the Service after the changes take effect, you are deemed to have agreed to the changed Terms.

These Terms are governed by the laws of Japan. The Osaka District Court has exclusive jurisdiction as the court of first instance over any dispute between you and us relating to the Service.

Contact: employers@olajob.jp (Operator: MIA Co., Ltd., 640-11 No, Habikino, Osaka 583-0884, Japan)