THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.
Employer of Record in Japan.
G-P’s global growth platform makes it possible to start obtaining services in Japan in minutes via our global entity infrastructure – allowing your company to expand your global footprint without the hassle of entity setup and management. G-P provides services in Japan for its customers through the assistance of one or more professionals capable of meeting the demands expressed by the customer.
Our global employment products, including G-P Meridian Prime™ and G-P Meridian Core™, are backed by the largest team of HR and legal experts in the industry. We handle the growing complexities of global expansion and compliance for you — so you can focus on the global opportunities ahead.
You’ll have peace of mind knowing you have a team of dedicated experts to support your growth. G-P allows you to harness the talent of the brightest people in 180+ countries around the world, quickly and easily.
16Holidays per year
40hours per weekWorking hours per day or month
Payroll in Japan.
Japan’s economic climate hosts a thriving business culture, which makes it an ideal place to expand your company. However, the country also has complex payroll and employment laws that often favor employees. Therefore, it is best to know all the ins and outs of these laws before setting up payroll in Japan.
Hiring in 
Japan.
Japan’s employment laws favor employees, so it’s essential to understand every regulation to stay compliant. Since terminating employees in Japan can be challenging, the initial recruiting and hiring process becomes even more critical.
Compensation & Benefits in Japan.
Compensation & Benefits in Japan.
Understanding the required compensation and benefits in Japan is a vital aspect of employment law compliance. You must pay employees at least the minimum wage to maintain compliance, but employers often go above and beyond to stay competitive in a thriving market.
JPY714 per hourMinimum wage per month
10daysAnnual vacation leave (min)
Japan Subsidiary.
Expanding your company into Japan is something to celebrate. However, you’ll need a thorough understanding of all subsidiary laws in the country before you start building your global team.
Japan Visas & Permits.
Expanding business operations to Japan will help you establish new relationships and enter a previously untapped market. However, an expansion also means you need to hire a full team or transfer some of your parent company’s employees to Japan. You also need to learn how to get a work visa for every single employee that’s not from Japan.
Japan Contractors.
Japan Contractors.
When you wish to grow your company, you may hire globally to support your goals. Independent contractor relationships can support various project needs, but you must understand the laws in order to properly hire this type of worker.