Hire in Japan,
compliantly,
without the complexity.

Japan combines global leadership in robotics, automotive innovation, and gaming with world-class semiconductor materials and enterprise software demand.

Key Economic Sectors

• Automotive & Clean Mobility: Hybrid vehicles, electric mobility, hydrogen fuel cells, and automated driving.
• Robotics & Precision Electronics: Industrial automation, humanoid robotics, and semiconductor manufacturing equipment (Tokyo Electron).
• Gaming & Digital Entertainment: Global cultural and software powerhouse for video game consoles, anime IP, and mobile gaming.

Regulated by the Labor Standards Act (LSA) and Labor Contract Act.

• Mandatory Written Notice: Employers must provide written terms of employment (duties, wages, hours, leave) in Japanese.
• Article 36 Overtime Agreement (*Saburoku Kyōtei*): Overtime and weekend work is legally prohibited unless the employer executes an official Article 36 Agreement with the employee representative and files it with the Labor Standards Inspection Office (*Rōki*).
• Probation Period (*Shiyō Kikan*): Typically 3 to 6 months. Dismissal after the first 14 days of probation requires statutory notice and justifiable cause.

• Standard Hours: 40 hours per week (8 hours/day over 5 days).
• Overtime Multipliers: 125% (25% surcharge) for overtime beyond 8h/day or 40h/wk; 150% (50% surcharge) for overtime exceeding 60 hours/month; 125% for night work (22:00–05:00); 150% (50% premium) for late-night overtime (125% + 25%); 135% (35% premium) for statutory holiday work.

Annual Paid Vacation (*Nenji Yūkyū Kyūka*)

After 6 months of continuous service (with >= 80% attendance), employees earn 10 working days of paid annual leave, scaling progressively:

• 0.5 Years: 10 days
• 1.5 Years: 11 days
• 2.5 Years: 12 days
• 3.5 Years: 14 days
• 4.5 Years: 16 days
• 5.5 Years: 18 days
• 6.5+ Years: 20 working days maximum

Childcare & Maternity Leave

Maternity leave is 14 weeks (6 weeks prenatal + 8 weeks postnatal) paid at 67% via Health Insurance. Followed by Childcare Leave (*Ikuji Kyūgai*) up to age 1 (or 2), paid via Employment Insurance.

Doctrine of Abusive Dismissal (Article 16 of Labor Contract Act)

Under Japanese law, a dismissal is legally invalid as an **abuse of rights** unless it is based on objectively reasonable grounds and considered socially acceptable. Unilateral dismissal is exceptionally difficult; mutual separation agreements (*Taishoku Gōi*) with negotiated severance are the standard market mechanism.

• Statutory Notice: Minimum 30 days' advance written notice (or 30 days' average wage in lieu of notice).

• Avoid 4–8 Week KK/GK Setup: Onboard software developers and sales directors in Tokyo in days.
• Shakai Hoken & Saburoku Kyōtei Compliance: Automated management of health/pension enrollment, Article 36 filings, and Juminzei tax withholdings.
• Engineer / Specialist in Humanities Visa Sponsorship: EOR sponsors work visas through the Immigration Services Agency of Japan.