PEO in Japan

아니요, 각 나라의 법을 준수하기 위해 현지 법인을 이용해야 합니다.

外資系企業は、各国に現地法人を設立するか、現地の PEO (Professional Employment Organization) のサービスを利用して現地でスタッフを直接雇用することができます。

Employer of record은 특정 국가에 고용한 직원에 대해 법적 책임을 지는 법적 법인입니다. 실제로 외국 회사는 해외직원의 고용주가 되기 위해 자회사를 설립하거나, PEO서비스를 사용하여Employer of record역할을 할 수 있습니다.

책임은 국가별로 다양하며, 노동계약 문제, 급여관리 및 세금 준수, 사회보장 관리, 비용 청구, 고용 및 해고 절차 들 모든 직원 관리 책임을 포함합니다.

일반적으로, PEO를 사용하여 Employer of Record로 외국에서 근무하는 직원을 고용하는 데에는 1개월 정도의 시간이 필요합니다. 새로운 자회사를 설립하여 고용주가 되는 경우, 지연 기간은 4~12개월 사이로 다양합니다.

Absolutely, EORs allow you a secure and legitimate means to bring on board new personnel or transfer existing ones to Japan, whether permanently or temporarily while you establish a business structure.

When paying salaries in Japan, employers are responsible for deducting all payroll taxes and employee social insurance contributions on behalf of their workers.

Alongside withholding deductions for personal income taxes (based on a percentage of employee salary) employers must organize the following social insurance payments:

• Worker’s Accident Compensation Insurance
• Employment Insurance
• Health Insurance and Nursing Care Insurance
• Employee Pension Insurance

In Japan, hiring new employees requires not only paying their wages but also covering indirect expenses like social insurance contributions, as well as any bonuses or incentives.

In the event of using a professional agency, some recruiters may charge as much as 30-35% of the employee’s first monthly wage in service fees.

Absolutely, while some differences in labor practices may exist across the many cities and prefectures in Japan, an EOR can handle the employment process on your behalf wherever you need people to work.

Changes to contract details can be made with the agreement with the worker, with the exception of any change that could be unfavorable to the worker.

All employers in Japan are required to provide a copy of workplace regulations to all employees and to the government in cases where they have more than 10 employees.

Currently, there are no limits to the number of employees you can employ via PEO in Japan.

Terminating employees in Japan is notoriously difficult. At a minimum, should an employer be able to provide just cause (economic, severe misbehavior, etc.) employees can be terminated with 30 days’ notice or payment in lieu.

Due to the ease of disputing contract terminations, the situation may require attractive severance packages to instead persuade employees to leave on their own accord.

Workers in Japan may work remotely, however, a physical address is an integral part of the company incorporation process.

Our recruiting specialists are familiar with regional standards and best practices and have access to both online and offline professional recruitment networks and resources.

There are 16 annual public holidays in Japan. Employers are not obliged to pay employees on these days unless they are working.

The Labor Standards Law (LSL) guides most of the regulations concerning workplace requirements and standards in Japan. In addition, other acts of government provide further protection against discrimination.

While opportunity remains strong in Japan, trust is highly valued among business relationships meaning any errors or signs of dispute around labor standards can seriously affect a company’s reputation and ability to do business.

Yes, we provide solutions to simplify employment functions for both Japanese citizens and foreign workers.