日本の経済環境は繁栄するビジネス文化をホストしており、あなたの会社を拡大するのに理想的な場所です。 しかし、日本には複雑な給与支払い管理に関する法律と、しばしば従業員にとって有利な雇用に関する法律があります。 したがって、日本で給与を設定する前に、これらの法律のすべてのインとアウトを知っておくことが最善です。
Taxation rules in Japan
Japan’s progressive tax system increases with an employee’s salary. Salary income is subject to the national income tax and a local inhabitant tax, which is a flat rate that varies based on location. The national income tax ranges from 5% to 45%.
Both employers and employees also contribute to Japan’s social security system, which provides healthcare, pension, unemployment insurance, and more. Since the system is so comprehensive, many employers choose not to offer additional insurance benefits. Employers and workers each pay 50% of the premiums for health and welfare pension insurance.
How to establish payroll in Japan
Setting up your Japan payroll largely depends on your corporate structure. The 4 most common include:
- Godo-Kaisha: Similar to a limited liability company (LLC)
- Goshi-Kaisha: A limited partnership company
- Gomei-Kaisha: A general partnership company
- Kabushiki-Kaisha: Japan’s version of incorporation
Before setting up payroll, all businesses must set up bank accounts in Japan and complete numerous payroll registrations. You’ll also have to register for withholding tax, social insurance, and national labor insurance.
資格/終了条件
Required entitlement and termination terms are one of the most fundamental things to understand before beginning the hiring process. Entitlements include anything from medical leave to paid vacation and maternity leave.
Outline your termination terms in a written employment contract, which should include a clause that requires employers to give 30 days’ notice of dismissal as well as a stipulation of legally permitted grounds for termination. It is worth noting that unilateral termination of an employee is extremely challenging in Japan. Japan does not have a mandatory statutory severance pay, unless otherwise stipulated in the Work Rules.
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