Summary: Going to government labour offices or consultation centres first seems logical when facing workplace problems, but it often backfires. These offices frequently contact employers directly, exposing workers to retaliation without protection. Lawyers at consultation centres may lack labour law expertise and give unrealistic expectations. Meanwhile, experienced labour lawyers and government offices regularly refer people to unions because they understand that unions provide ongoing advocacy, workplace leverage, and protection that individual legal action cannot match. Join a union first—get proper advice before signing documents or filing complaints that can’t be undone

When facing workplace problems in Japan, your instinct might be to seek help from official sources. But that “logical” first step could be the worst decision you make. 

The Surprising Referral Pattern 

“How did you hear about our union?” It’s a standard question we ask during consultations. The answers might surprise you:  

“The Labour Standards Office told me to contact you.” 

“My lawyer said I should join a union.” 

“The international centre advised me to get union help.” 

This happens so frequently that we’ve started to notice a pattern. The very people you’d expect to solve your workplace problems are the ones telling you to find a union. Why? Because they understand something that most workers don’t: when it comes to Japanese workplace disputes, going to “official” sources first is often the best worst first choice. 

When “Helpful” Advice Becomes Harmful 

Take the case of a teacher at an English conversation school who came to us demanding dismissal notice allowance. Her story illustrates exactly why well-meaning advice can backfire spectacularly. 

She had submitted a resignation notice for 31st March, which her employer accepted. But then the company asked her to change her departure date to 28th February. They wanted her to sign a resignation document stating she was leaving voluntarily for “personal reasons.” 

Something didn’t feel right. So she did what seemed logical: she consulted the Labour Standards Office. Their advice? “Since you have another job lined up, it’s fine to sign.” 

So she signed.  

But here’s what the Labour Standards Office didn’t explain—or perhaps didn’t understand. By signing that document, she was essentially giving up any claim to dismissal benefits. The advice only considered unemployment insurance implications. It completely ignored the dismissal notice allowance issue that brought her to us. 

When she came to our union months later demanding compensation, we had to deliver the hard truth. Her signed document stating “no objection” to voluntary resignation had essentially killed her case. The Labour Standards Office’s “helpful” advice had destroyed her legal position. 

The Protection That Isn’t There 

Here’s what many workers don’t realise: when you go to the Labour Standards Office with a complaint, they may contact your company directly. Often people are happy with that because they feel the government office is going to tell the company what time it is.  

And then what happens next? 

Retaliation. 

We see people get fired. We see contracts non-renewed. We see bullying and harassment start up shortly after Labour Standards Office contact. It’s not coincidence—it’s payback.  

The Labour Standards Law actually makes it a violation to disadvantage someone for filing a complaint. But let’s be honest—they don’t enforce the most important stuff. How are they going to enforce this grey area? The Labour Standards Office has no real mechanism to protect you from that retaliation. You’re on your own. 

One consultation. One piece of advice. One phone call to your employer. Suddenly you’re facing workplace retaliation with no ongoing support. The very office meant to protect workers often exposes them to consequences they’re powerless to prevent. 

Why Even Lawyers Send People to Unions 

The experienced labour lawyers in Japan understand something crucial: unions have flexibility and sustained advocacy power that narrow legal processes simply don’t possess.  

When you consult a lawyer, especially at an international centre offering free consultations, you’re often getting advice from someone who deals with immigration issues, family law, and various other matters. Labour law might not be their speciality. We often have to correct things that lawyers have told workers. 

For example, we’ve even had instances where workers have shown up after having been told by lawyers that they should expect 36 or even 42 months of severance pay for dismissal. When we explain the reality—that such amounts are extremely rare and typically only awarded at major companies to regular employees in early retirement packages during major restructuring—we become the bad guys. 

Why do we do this? It’s not out of ego, but because we’re used to dealing with these specific issues every single day. But we end up being the bad guys. The worker thinks we’re not fighting hard enough. Actually, we’re trying to set realistic expectations based on how these cases typically resolve in practice. 

This creates a terrible dynamic. The union appears to be working against the member’s interests. But we’re actually trying to prevent them from rejecting reasonable settlement offers whilst chasing unrealistic expectations. 

The lawyers who specialise in labour law? They’re often the ones who tell people to join a union first. They understand that unions can provide ongoing protection, workplace leverage, and collective bargaining power that individual legal action simply cannot match. 

The Union Member Advantage 

This is where the real difference becomes clear. Union members don’t fall into these traps. Why not? Because they know to consult with us before making crucial decisions. They don’t sign documents without union review. They don’t go to government offices alone and get partial advice that sounds helpful but creates bigger problems. 

Non-members, however, often follow what seems like the logical path: government office, lawyer consultation, individual action. By the time they realise this approach has failed—or worse, made their situation worse—the damage is often irreversible. 

The Knowledge Gap Reality 

Here’s an uncomfortable truth: we probably understand Japanese labour law better than a general practice lawyer doing free consultations at an international centre. That’s not arrogance—it’s specialisation. We deal with Labour Standards Law, Labour Contracts Law, and workplace disputes every single day. We know how companies typically respond. We know what arguments work. We know what strategies backfire. 

More importantly, we understand the practical reality of how Japanese workplaces operate. Not just the theoretical legal framework. We know that being “right” on paper doesn’t always translate to getting results in practice. 

Why It’s Still the “Best” Worst Choice 

So why do we call it the “best” worst first choice? Because it feels logical. Government offices are free and official. Lawyers are professionals. International centres are designed to help foreigners navigate Japanese systems.  

The problem is that none of these provide what workers actually need: ongoing advocacy, workplace leverage, protection from retaliation, and someone who will stick with you through the entire process. 

The Bottom Line 

If you’re facing workplace problems in Japan, resist the urge to go to the Labour Standards Office or seek legal advice first. These may seem like the responsible, official way to handle things. But they often create more problems than they solve. 

Join a union first. Get proper advice before you sign anything. Before you file any complaints. Before you make any moves that can’t be undone.  

Because once you’ve signed that document or triggered that retaliation, there’s often no going back. And the Labour Standards Office that gave you the “helpful” advice? They won’t be there to help you pick up the pieces. 

The best first choice isn’t always the most obvious one. Sometimes the smartest move is to talk to people who’ve been fighting these battles every day—and winning. 

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If you’d like to discuss workplace issues before taking any action, contact the General Union for a consultation at genu.cc/consult. Because the best time to join a union isn’t after the problem becomes unfixable—it’s before you need us.