Dismissed or threatened with dismissalPressured to resign or sign a settlementMade redundantTransferred, demoted, or given a major role changePay cut or severance dispute
First step
Separate the facts from the pressure.
The safest first move is usually to preserve the employer’s written position and understand the document before responding. Signing, resigning, or accepting a payment can change the evidence and the available options.
Working launch prices
Choose the level of support.
The scope and delivery window are confirmed before payment.
Dismissal or Severance Assessment
¥699
Deliverable
Written assessment and action plan for one defined issue
Delivery
Delivery date confirmed after the scope check
Revision
One clarification
Boundary
One issue and the agreed core documents; no filing or representation
Send the issue, contact details, and the closest package.
2
Scope confirmation
Agree the files, language, delivery window, revision limit, and payment.
3
Written work
Receive the assessment, review, draft, or preparation materials described.
4
Limited follow-up
Use the included clarification, revision, or escalation recommendation.
Prepare
Useful documents
Employment contract, handbook, and role/pay records
Dismissal, transfer, warning, resignation, or settlement documents
Messages showing pressure, threats, or proposed changes
A dated timeline and any severance calculation supplied by the employer
Before payment
Price, timing, and limits are confirmed in writing.
Working prices do not silently include extra files, translation, government filing, negotiation, hearings, representation, or unlimited communication. No package guarantees an outcome. If the matter needs licensed representation, partner availability and a separate engagement must be confirmed.
