An L5 engineer at Google Japan was placed on a performance improvement plan (PIP) shortly after receiving a high rating following his promotion, and was notified of his dismissal. He was subsequently offered an agreement to resign multiple times, and the matter developed into litigation against the backdrop of issues involving his status of residence.
The article reports that a software engineer at Google Japan was promoted from L3 to L5, with his annual compensation reaching ¥14.7 million at the time of his dismissal. Before the dismissal, he received high praise in a performance review meeting with his supervisor, including comments that he was a “steady and reliable teammate” and “on a growth trajectory,” but the PIP is said to have been behind the dismissal.
On 21 October 2025, A was designated for a PIP. A PIP is a system requiring employees judged to have inadequate performance or work conduct to improve within a specified period. The plaintiff’s side argues that it was unclear where A was expected to demonstrate L5-level leadership.
On the same day the PIP began, A was presented with an MSA, a mutual separation agreement, and asked to sign it. The explanation included 90 days of paid leave, while also stating that refusing the agreement would result in the assignment of new tasks, such as backend work. A is said to have been encouraged to resign 3 times.
A is a foreign national whose status of residence was granted on the basis of employment at Google, and pointed out that dismissal could result in the loss of that status. Ultimately, A was notified on 30 January 2025 that he would be dismissed effective 1 March on the grounds of failing to meet the PIP requirements. His access to the company’s internal systems was revoked before the dismissal.