Author: Yumiko Kamioka

The Ministry of Justice ordinance stipulates that the salary of a foreigner employed by a company must be “equal to or higher than the remuneration of a Japanese worker.

The company can determine that wage based on ability and position, but cannot make the foreigner work for a lower wage just because he/she is a foreigner.

Explanation of the difference between contractual salary and take-home pay at the time of employment

When hiring foreign employees who are unfamiliar with Japanese labor and tax laws, problems may arise due to the difference between the amount of salary they were told at the hiring interview and the amount of take-home pay.

To prevent problems, it is necessary to provide sufficient explanation before hiring.

When a company pays salaries and bonuses, income tax, unemployment insurance premiums, employee pension insurance premiums, health insurance premiums, and long-term care insurance premiums for employees over 40 years old are deducted from the salary according to the law.

In addition, the employer need to explain that even if the employee is not taxed in the year he/she start working in Japan, from the second year he/she starts working, inhabitant tax will be deducted, further reducing his/her take-home pay.

The employer need to explain that the deduction of food, dormitory, and other expenses, if any, to be borne by the employee will also be deducted from the salary based on the labor-management agreement.

Since the amount of take-home pay will also affect the amount of rent that can be paid for the monthly rental housing, the take-home salary simulation should be presented when the offer is made.

Preventing problems before hiring is essential to creating a workplace where foreign employees can fully demonstrate their abilities.

If you need to simulate the hiring of foreign employees in advance, please consult with a labor and social security attorney.

If you have any questions or concerns, please feel free to contact us using the inquiry form.

Please contact : Contact Form

　上岡　由美子　Yumiko Kamioka

Poster
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上岡　由美子　Yumiko Kamioka
社会保険労務士　Labor and Social Security Attorne

社会保険労務士法人マーシャル・コンサルティング　　
神奈川県横浜市西区北幸2-9-40　銀洋ビル８階

Kanagawa-ken, Yokohama-city, Nishi-ku, Kitasaiwai 2-9-40
Tel: 81-45-594-7315　Fax: 81-45-594-7316
E-mail: ykamioka-hr@mashr.co.jp
https://www.mashr.co.jp/english-2/
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外国人を雇用した場合の給与については、法務省令で「日本人労働者の報酬と同等以上」と定められています。

能力や役職によりその賃金を会社が決定できますが、外国人だからという理由で安い賃金で労働させることはできません。

入社時に契約上の給与額と手取り額の違いを説明しましょう！

日本の労働法、税法に馴染みのない外国人社員の採用では、採用面接の時に聞いていた給与額と手取り給与額が違うことでトラブルになることがあります。

トラブル防止のためには、採用前に十分な説明を行うことが必要です。

会社が給与・賞与を払うときは、法律に従って給与から所得税、雇用保険料、厚生年金保険料、健康保険料、４０歳以上の社員には介護保険料が控除されます。

さらに、日本で働き始めた年は課税されなくても勤務開始2年目から住民税が控除され、さらに手取り額が減ることを説明します。

その他、社員が負担する食費・寮費等があればその費用の控除についても、労使協定に基づいて給与から控除することを説明します。

給与の手取り額は、毎月の賃貸住宅の家賃の支払可能額にも影響するので、内定が決まった段階で給与手取りシミュレーションを提示しましょう。

採用前のトラブルを防止することは、外国人社員の能力を十分に発揮できる職場づくりに欠かせません。

外国人社員を採用するときに、事前シミュレーションが必要でしたら、ぜひ社会保険労務士にご相談ください。

お困りの事がございましたらお問合せフォームよりお気軽にご相談ください。

Please contact : Contact Form

　上岡　由美子　Yumiko Kamioka

Poster
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上岡　由美子　Yumiko Kamioka
社会保険労務士　Labor and Social Security Attorne

社会保険労務士法人マーシャル・コンサルティング　　
神奈川県横浜市西区北幸2-9-40　銀洋ビル８階

Kanagawa-ken, Yokohama-city, Nishi-ku, Kitasaiwai 2-9-40
Tel: 81-45-594-7315　Fax: 81-45-594-7316
E-mail: ykamioka-hr@mashr.co.jp
https://www.mashr.co.jp/english-2/
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I think there are many business owners who are considering entering the worker dispatching business.

　　　　　　　　Worker Dispatching Contract

Dispaching Employer＜－－－－－－＞Dispatch Destination

Employment relationship Dispatched Workers Relationship of

                                                                                       Instructions

Worker dispatching businesses have asset requirements, office requirements, and a variety of other requirements and documents to submit.

Followings are the Excerpts from part of the Labor Bureau’s explanatory video

https://www.youtube.com/watch?v=6EHVKI8-agw

There are various requirements to obtain a permit. The following are some of them.

1. Asset Requirement (=Asset-liabilities)
   – Asset requirement is 20 million yen or more
   – Assets are 1/7th of total liabilities or more
   – Cash and deposits of at least 15 million yen
2. Office requirements
   – Area that can be used for business is 20 ㎡ or more
   – Purpose of use is office
   – The structure of the office must be able to maintain personal secrets, etc.

In order to obtain permission, it is necessary to have a dispatch agency manager who can communicate with the Labor Bureau in Japanese.

All documents and explanatory materials from the Labor Bureau are in Japanese, and there are no explanations in English.

In addition, not only obtaining permission first, it is necessary for the business owner to submit periodic reports three times on time each year. If it is unable to submit the report, you may have trouble renewing your license in the future.

Therefore, it’s recommendable that you appoint a Japanese staff member who can be in charge of the dispatch agency, and then attend a face-to-face (offline) new business briefing session.

For the Tokyo Labor Bureau, information on briefing sessions can be obtained from the following website.

https://jsite.mhlw.go.jp/tokyo-roudoukyoku/hourei_seido_tetsuzuki/roudousha_haken/016.html

After that, I think that it will proceed smoothly in practice to collect necessary company information, communicate with the Labor Bureau, and apply for permission for worker dispatching business with the Japan staff in charge.

Even if Japanese staff member in charge is appointed, the application procedure is still complicated. In that case, please contact us.

Please contact : Contact Form

　Yumiko Kamioka

Poster
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Yumiko Kamioka
Labor and Social Security Attorney, USCPA
MASHR CONSULTING Corporation Labor and Social Security Attorney
Ginyo Building 8F, 2-9-40, Kitasaiwai, Nishi-ku
Yokohama-city, Kanagawa, Japan
Tel: 81-45-594-7315　Fax: 81-45-594-7316
E-mail: ykamioka-hr@mashr.co.jp
https://www.mashr.co.jp/english-2/
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You might consider hiring an employee when you start a business and your business gets busy.

Let’s take a look at what kind of procedures are required when hiring an employee and what kind of procedure is to be followed.

(1) Clarify working conditions and make a contract

As for this, please refer to the blog below. The next thing to do is to take out labor insurance.

(2) Take out labor insurance

Labor insurance is a general term for “workers’ accident insurance” and “employment insurance”.

“Workers’ accident compensation insurance” is applied when an employee is injured or sick at work.

“Employment insurance” is insurance that allows to receive unemployment insurance benefit when an employee loses his or her job.

When you hire an employee, the company is obliged to take out “labor insurance”.

Workers’ accident compensation insurance is that you always have to take out regardless of employment type such as full-time employees or part-time employees (compulsory enrollment).

Employment insurance is compulsory if you hire a part-timer who works 20 hours or more a week.

1) Procedure method and procedure

１．To take out labor insurance, submit an “insurance-related establishment notification” to the “Labor Standards Inspection Office” that has jurisdiction over the location of your company and take out “labor accident insurance”.

2. Next, go through the “employment insurance” procedure. Regarding employment insurance, the jurisdiction is “Public Employment Security Office”. Please submit the “notice of establishment of employment insurance covered office” and “notice of acquisition of employment insurance insured qualification” for the first employee to “Public Employment Security Office”.

Companies other than agriculture, forestry and fisheries and construction industry are called “unified application business” and pay “worker’s accident compensation insurance” and “employment insurance premium” together.

Labor insurance premiums are estimated to be paid at banks, etc. for the year (until March of the following year). After confirming the total amount of salary paid to employees from April of this year to March of the following year, the system is such that the estimated insurance premium for the next year will be paid again.

2) What is the insurance premium (as of July 1, 2022)

Workers’ accident compensation insurance is borne only by the business owner, and the insurance premium rate varies depending on the type of industry, but in the case of wholesale / retail, restaurants or accommodation, it is currently 0.3%. Employment insurance is 0.65% for business owners and 0.3% for employees, except for agriculture, forestry and fisheries, sake manufacturing, and construction.

Workers’ accident compensation insurance is insurance for employees’ work-related injuries and illnesses, but if certain requirements are met, business owners can also take out insurance.

In addition, if the employer does not properly apply for employment insurance, even if the employee retires (in some cases, even if he / she is asked to stop due to the company’s circumstances), he / she will not be able to receive unemployment benefits. Please consult with a social insurance labor consultant.

(3) Take out social insurance

I will explain social insurance in another blog.　

If you would like to consult in a hurry,

Please contact : Contact Form

　Yumiko Kamioka

Poster
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Yumiko Kamioka
Labor and Social Security Attorney, USCPA
MASHR CONSULTING Corporation Labor and Social Security Attorney
Ginyo Building 8F, 2-9-40, Kitasaiwai, Nishi-ku
Yokohama-city, Kanagawa, Japan
Tel: 81-45-594-7315　Fax: 81-45-594-7316
E-mail: ykamioka-hr@mashr.co.jp
https://www.mashr.co.jp/english-2/
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労働基準法では、労働契約に関する様々なトラブルを防止するため、口約束ではなく、契約書を交わすことが望ましいとされ、労働条件の明示を定めています。使用者は労働契約の締結に際し、労働条件を明示しなければなりません。次の事項については書面に記載して渡す必要があります（労働基準法第15条）。

① 労働契約期間

② 期間の定めのある労働契約を更新する場合の基準に関する事項

③ 就業の場所及び業務

④ 時間外労働の有無

⑤ 始業及び終業時刻、休憩時間、休日、休暇

⑥ 賃金の決定、計算と支払い方法、締切りと支払いの時期

⑦ 退職に関すること（解雇の事由を含む）

これらの事項を網羅して記載するうえでは、外国人向けモデル労働条件通知書が参考になります。東京外国人雇用サービスセンターでは4言語についてモデル労働条件通知書を掲載しています。

労働条件通知書　英語 | 東京外国人雇用サービスセンター (mhlw.go.jp)

労働条件通知書　中国語 | 東京外国人雇用サービスセンター (mhlw.go.jp)

労働条件通知書　ポルトガル語 | 東京外国人雇用サービスセンター (mhlw.go.jp)

労働条件通知書　スペイン語 | 東京外国人雇用サービスセンター (mhlw.go.jp)

ただし、上記のモデル労働条件通知書では、会社が従業員に遵守してほしい事項の記載がありません。代表的な事項は秘密保持に関する事項ですが、それ以外にも守ってほしい事項がある場合には、その事項を書き出し、誓約書として従業員に署名してもらいましょう。

トラブルになりそうなことこそあらかじめ労働契約書や誓約書に記載しておくことが、トラブルの防止につながります。

労働基準法に違反する契約は無効

労働基準法に定める基準に達しない労働契約の部分は無効です。無効となった部分は労働基準法で定める基準によります（労働基準法第13条）。

これから採用する社員の労働条件について、日本における法律に合ったものかのチェックをぜひ行ってください。

専門家のチェックに関してご相談がありましたら、ワンストップサポートまでぜひお気軽に連絡ください。

投稿者

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社会保険労務士法人マーシャル・コンサルティング

　特定社会保険労務士　　　　　上岡　由美子

〒220-0004　　横浜市西区北幸2-9-40 銀洋ビル8階

TEL:045-594-7315  FAX:045-594-7316

E-mail: ykamioka-hr@mashr.co.jp

Website:    https://www.mashr.co.jp/english-2/

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Yumiko Kamioka

With 16 years of experience working in the HR department of foreign-affiliated companies, I’ll support the enrollment of social insurance and the creation of employment contracts in English. Please feel free to contact me if you have questions with social insurance or set working conditions with employees!

Clarification of working conditions is essential

The Labor Standards Law stipulates that it is desirable to conclude a contract rather than a verbal agreement in order to prevent various troubles related to employment contracts. The employer must specify the working conditions when concluding an employment contract. The following items must be stated in writing and handed over to employees (Article 15 of the Labor Standards Law).

① the period of the labor contract
② matters related to renewal of fixed-term employment contracts
③ the working place and job duties
④ existence of overtime work
⑤ the time at which work begins and at which work ends, breaks, days off, and leave
⑥ the determination of wages, the methods of computation and payment, the date of closing accounts and of payment
⑦ matters pertaining to separation (including reasons for dismissal)

In order to comprehensively describe these matters, the model working conditions notice for foreigners will be helpful.
The Tokyo Employment Service Center for Foreigners publishes model working condition notices for four languages.

１）The model working conditions notice in English：
https://jsite.mhlw.go.jp/tokyo-foreigner/shiryou_ichiran/roudou_jouken_tsuchisho/noti-e1.html

２）The model working conditions notice in Chinese：
https://jsite.mhlw.go.jp/tokyo-foreigner/shiryou_ichiran/roudou_jouken_tsuchisho/noti-c1.html

３）The model working conditions notice in Portuguese：
https://jsite.mhlw.go.jp/tokyo-foreigner/shiryou_ichiran/roudou_jouken_tsuchisho/noti-p1.html

４）The model working conditions notice in Spanish：
https://jsite.mhlw.go.jp/tokyo-foreigner/shiryou_ichiran/roudou_jouken_tsuchisho/noti-s1.html

However, the above model working conditions notices do not state what the company wants its employees to comply with such as confidentiality matters. But if there are other matters that the company want the employees to comply with, write them down and have employees sign them as a pledge.

It is important to include in the labor contract or written pledge in advance what is likely to cause trouble to prevent problems.


A contract violating the Labor Standards Law is invalid：　
A labor contract which does not meet the standards of this law is invalid. In such a case the invalid sections are governed by the standards set forth in the Labor Standards Law (Article 13).

Please check whether the working conditions of the employees you are going to hire meet the laws in Japan.

If you have any questions regarding expert checks, please feel free to contact us.

Please contact : Contact Form

Yumiko Kamioka

With 16 years of experience working in the HR department of foreign-affiliated companies, I’ll support the enrollment of social insurance and the creation of employment contracts in English. Please feel free to contact me if you have questions with social insurance or set working conditions with employees!

Poster
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Yumiko Kamioka
Labor and Social Security Attorney, USCPA
MASHR CONSULTING Corporation Labor and Social Security Attorney
Ginyo Building 8F, 2-9-40, Kitasaiwai, Nishi-ku
Yokohama-city, Kanagawa, Japan
Tel: 81-45-594-7315　Fax: 81-45-594-7316
E-mail: ykamioka-hr@mashr.co.jp
https://www.mashr.co.jp/english-2/
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