Health Information on a Japanese Resume: Examples and Workplace Accommodations
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A health field on a Japanese resume is not a universal instruction to list every diagnosis or past illness. Check the employer’s requested form and the purpose of the question. Focus on information relevant to the proposed work and accommodations you need to discuss. If the chosen form has no health field, do not automatically add a detailed medical history.
Check the form and purpose first
MHLW fair recruitment guidance asks employers to examine the necessity of health checks and health information during selection. A field on a form does not establish unlimited need for private information. If you can choose the form, review the MHLW resume example.
Situation | Question to clarify | Practical response |
|---|---|---|
No health field | Is anything else specifically requested? | Consider a separate conversation if accommodations are needed |
Employer provides a health field | Which job requirements does it concern? | Ask the recruitment contact about scope and handling |
Appointments affect scheduling | How often and for how long? | Describe the adjustment you need to discuss |
Restrictions affect a safety-sensitive task | What work and medical advice are involved? | Discuss the task rather than assuming it will be fine |
Use accurate wording rather than a prescribed label
良好 means good, but it is not the only acceptable way to communicate. Check working hours, lifting, standing, night shifts and other duties before stating that there is no impact on work. Do not classify a condition as irrelevant simply because an article calls it minor. Equally, having treatment or a diagnosis does not by itself establish that someone cannot do the job.
Four fictional examples
Purpose | Japanese example | Meaning |
|---|---|---|
No impact on confirmed duties | 現在、応募職種の業務に支障はありません | I currently have no limitations affecting the duties of this role |
Scheduling discussion | 月1回の通院のため、勤務時間の調整について相談を希望します | I would like to discuss scheduling for a monthly appointment |
Task adjustment | 重量物の運搬について配慮を相談したく存じます。事務作業は対応可能です | I would like to discuss adjustments for heavy lifting; I can perform office duties |
Clarifying the question | 健康状態欄で確認されたい業務上の事項と、情報の取扱いを教えていただけますか | Could you clarify the job-related information needed and how it will be handled? |
Adapt these examples to your actual situation. They are communication examples, not medical assessments or promises about selection outcomes. Avoid promising that you can perform duties you have not discussed.
Prepare a focused accommodation conversation
Write down the duties you can perform, the conditions requiring adjustment and the frequency or duration involved. Discuss whom the information will reach and whether a separate confidential conversation is appropriate. A question about a gap in employment can involve employment dates without automatically requiring disclosure of a complete treatment history. Seek advice where a request is unclear or disproportionate.
Confirmed duties: [ ]
Adjustment to discuss: [ ]
Frequency or duration: [ ]
Contact person and information-sharing scope: [ ]
Distinguish recruitment from occupational health checks
Health information collected to select applicants and an employment-entry medical examination for worker health management have different purposes. The existence of the latter does not automatically justify complete disclosure during an application. Nor does a difference between a resume and examination results automatically determine dismissal or withdrawal of an offer. Ask Hello Work, a labor consultation service or a qualified legal adviser about a disputed individual situation.
Before submitting
- Confirm the form requirements and actual duties.
- Keep statements and accommodation requests accurate.
- Ask about information handling rather than sending an entire medical history unnecessarily.
- Do not treat any example as a guarantee of hiring or as a reason to delay appropriate medical advice.
Related guides
Sources and further checks
Public information checked on October 4, 2026. These sources concern Japan; verify the conditions that apply to your case.
Related Otame4 guides above are in Japanese. Japanese wording in the examples is provided for applications and workplace documents in Japan.
