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A resignation agency communicates an employee's intention to resign and handles the necessary contact and coordination with the employer. This service is often used when speaking directly to a supervisor is psychologically difficult, the employer is strongly resisting the resignation, or harassment and intimidation make contact burdensome.

Because this Center's service is handled by lawyers, it can also address legal issues such as the resignation date, paid leave, unpaid wages and overtime, retirement allowance, return of company property, collection of personal belongings, damages claims, and disciplinary action.

The key difference is whether the provider may legally negotiate with the employer. An ordinary resignation agency is generally limited to relaying the employee's wishes, while only a lawyer may negotiate legal matters such as the resignation date, paid leave, unpaid wages or overtime, retirement allowance, damages, or disciplinary action.

Engaging a lawyer from the outset reduces the risk that the provider will be unable to continue if the employer disputes the resignation.

Yes. For an employment agreement with no fixed term, employment generally ends two weeks after the employee gives notice, even if the company says it will not approve the resignation.

In practice, a company may refuse documents, ignore contact, or try to contact the employee directly; a lawyer can issue a legally grounded notice, serve as the contact point, and reduce the employee's psychological burden.

The legal resignation date and whether you must attend work from the day of engagement are separate questions. For an indefinite-term contract, the agreement generally ends two weeks after notice, although an earlier date is possible if the company agrees.

Remaining paid leave, illness, mental-health problems, harassment, absence, or leave of absence may make it possible to stop attending work sooner.
The lawyer will assess the least burdensome and lowest-risk method for your circumstances.

Yes. Contract, part-time, casual, and dispatched workers may use the service. A fixed-term contract requires additional consideration because early termination generally requires unavoidable circumstances, although an agreed early termination may be possible.

Health problems, harassment, long hours, or working conditions that differ from those promised may be relevant. For dispatched workers, the procedure is coordinated primarily with the dispatching agency.

When a lawyer accepts the matter, the lawyer becomes the contact point and tells the company to direct future communications to the lawyer. You normally do not need to call your supervisor, explain your reasons, or respond to attempts to persuade you to stay.
A company may still contact you directly, but you can forward the contact to the lawyer instead of answering yourself.

No detailed explanation is generally required. In practice, the reason is often stated simply as "personal reasons." Giving extensive detail can sometimes increase pressure or conflict.

The lawyer normally communicates only the information needed to process the resignation, including the intention to resign, preferred date, paid leave, necessary documents, and return of company property.

Yes. Annual paid leave is a statutory right for workers who satisfy the applicable conditions, regardless of whether they are full-time or part-time.

A company's statement that a departing worker may not use paid leave, or may not use it until a handover is complete, may be legally inappropriate. The lawyer will review the remaining leave, desired resignation date, work rules, and working conditions and negotiate for the leave to be used before resignation.

Yes. A lawyer may claim unpaid salary and overtime pay in addition to notifying the company of the resignation. Separate legal fees may apply if litigation or other formal court procedures become necessary.

Unlike an ordinary agency, a lawyer can make and negotiate legal claims concerning wages and overtime.

A company's threat to claim damages does not automatically mean that the employee is liable, and in practice companies do not always pursue such claims.

Liability depends on the contract, the circumstances of the resignation, whether actual loss occurred, and whether that loss was legally caused by the resignation. Staff shortages or an incomplete handover alone do not automatically establish liability.
A lawyer can assess the legal basis and respond to an unjustified claim.

Disciplinary dismissal is a serious disadvantage and cannot be imposed freely; a dismissal lacking objective reasonableness or proportionality may be invalid.

The lawyer will examine the work rules, alleged misconduct, seriousness, and procedure. If the company's position lacks legal grounds, the lawyer can demand that no disciplinary action be taken—or seek withdrawal if already imposed—and negotiate to confirm the resignation.

Whether a resignation letter is required and how it should be submitted depend on the case. A lawyer's notice can clearly express the intention to resign, although the company may still request a letter for internal procedures. It can often be sent by post rather than delivered in person.

The lawyer can review the wording and any company form before you sign, particularly where it could affect the resignation date, paid leave, unpaid wages, or the characterization of the departure.

Whether a resignation letter is required and how it should be submitted depend on the case. A lawyer's notice can clearly express the intention to resign, although the company may still request a letter for internal procedures. It can often be sent by post rather than delivered in person.

The lawyer can review the wording and any company form before you sign.

Company property such as a health-insurance card, employee ID, uniform, computer, phone, keys, access card, or business documents must be returned, but this does not necessarily require visiting the workplace. Many items can be returned by tracked post or courier.

The lawyer can confirm the items, destination, method, and timing, and can also arrange the return of personal belongings left at work.

No. A handover is important to an amicable departure, but completing it is not an absolute condition for resignation. Where possible, written notes or files may be provided without returning to work.

The lawyer can coordinate a practical method while ensuring that the company does not use the handover as a reason to delay the resignation indefinitely.

Yes. Necessary post-employment documents may include a separation notice, withholding-tax certificate, pension-book or employment-insurance documents, and proof of loss of health-insurance eligibility.

The lawyer can request that the company prepare and mail the required documents and can follow up if delivery is delayed.

Yes. A lawyer can act even where power harassment, abusive language, intimidation, excessive demands, or other misconduct by a supervisor makes direct communication difficult.

The lawyer can become the sole contact point, notify the company not to contact you directly, preserve relevant evidence, and consider additional legal claims where appropriate.

You do not need to respond yourself. Inform the lawyer promptly that the company contacted you and provide any call logs, messages, email, LINE, or social-media communications. The lawyer can again instruct the company to communicate only through counsel.

Generally, once the lawyer has notified the company that all communication must go through counsel, there should be no need for the company to contact family members or an emergency contact. Although a company may contact an emergency contact when it cannot reach an employee, the lawyer's involvement gives the company a clear and available point of contact.

Yes. Foreign nationals may use the service.
Resignation can affect residence status, a future employer, work authorization, employment insurance, social insurance, housing, or a family member's status, so these issues may also need review.
The Center's lawyers are familiar with visa matters and can provide assistance in English.

Yes. A debt owed to the company and the right to resign are legally separate matters.

The company cannot simply prevent resignation until repayment, demand an immediate lump sum without basis, or deduct the entire debt from wages.
A lawyer can first secure the resignation and then negotiate repayment terms, including installments, and record any agreement in writing.

Possibly. For an independent-contractor agreement, the issue is termination or cancellation of the contract rather than "resignation," so the contract term, notice period, early-termination provisions, penalties, damages, non-compete, and confidentiality clauses must be reviewed.

The actual working relationship may also be employment in substance despite the contract label.

A lawyer can assess the facts and handle termination notices, unpaid fees, unjust penalties, damages claims, or employment-related claims where worker status applies.

Yes. The Center can assist workers in adult-entertainment venues and other nightlife businesses, where there may be no clear written contract, uncertainty about the employer, demands for penalties or damages, dormitory or costume charges, threats, repeated contact, or concerns about personal information and photographs.

A lawyer can centralize communications and examine unpaid compensation, deposits, deductions, housing, company property, and requests to remove profile photographs or advertising.

Lawyers are bound by confidentiality and will take care to avoid disclosure to family, employers, or acquaintances.

Yes. You generally do not need to visit the office. Consultations and document review can be conducted by online meeting, telephone, email, and electronic transmission, including for people living elsewhere in Japan or overseas, staying with family, or unable to travel because of health problems.

The lawyer can still notify the company and coordinate leave, wages, property, and post-employment documents.

The usual process is: inquiry; legal consultation; explanation of the work and fees; execution of an engagement agreement; payment of legal fees; notice to the company; and coordination of the resignation terms and documents.

At the inquiry stage, provide what you know about the employer, employment status, desired timing, previous notice, resistance or disputes, remaining paid leave, and unpaid wages.
After engagement and payment, the lawyer becomes the contact point and coordinates the resignation date, paid leave, wages, documents, and return of property.

Payment is available by bank transfer or credit card. After you review the scope and fee, sign the engagement agreement, and make payment, the lawyer will notify the company and begin work. Instructions for the selected payment method will be provided.

The legal fee reflects that a lawyer can address paid leave, unpaid wages and overtime, retirement allowance, damages threats, and disciplinary issues in addition to delivering the resignation notice.

The standard JPY 55,000 fee generally covers notifying the company of the intention to resign, communicating about the resignation date and paid leave, serving as the contact point, and coordinating the return of property and delivery of post-employment documents.
Where unpaid salary exists, the lawyer may also send a payment demand, including by certified-content mail, subject to limits on the number of notices.
Separate fees apply if the company seriously disputes the resignation or wage claim, raises damages or disciplinary issues, or the matter proceeds to labor tribunal or litigation.

Depending on the case, the JPY 55,000 fee includes sending a notice demanding clearly unpaid salary, such as a final salary that remains unpaid.

If the company disputes the claim—for example by alleging absence deductions, setoff against a loan, damages, or no overtime—evidence review, calculations, legal rebuttal, and continuing negotiations may require a separate unpaid-wage engagement and additional fees.
The lawyer will provide and explain an estimate in advance.

Yes. If work beyond the standard JPY 55,000 scope is required, the lawyer will explain the additional work and fees beforehand. No additional fee will be incurred automatically without your agreement.