Hiring Foreign Employees: The Procedures to Get Right
Against a backdrop of labor shortages, hiring foreign employees has become familiar to many companies. But there are checks that differ from hiring Japanese staff. We organize the procedures to get straight before hiring.
- Checking the residence card and status of residence
- Which statuses may work, and which may not
- The foreign-employment-status notification
- Cautions on social insurance and labor management
01First, check the residence card and status of residence
The most important thing when hiring a foreign national is confirming whether the person "holds a status of residence that permits work in Japan". On the residence card, always check the type of status, the period of stay, and whether there are work restrictions.
02Which statuses may work, and which may not
| Category | Examples | Work |
|---|---|---|
| Statuses that permit work | Engineer/Specialist in Humanities/International Services; Skilled Labor; Specified Skilled Worker, etc. | Permitted within the scope of the status |
| Statuses based on identity/position | Permanent Resident; Spouse of a Japanese National; Long-Term Resident, etc. | Permitted without restriction |
| In principle, no work | Student; Dependent, etc. | Limited hours possible with permission for extra-status activity |
03The foreign-employment-status notification
When you hire, and when a foreign national leaves, you are obliged to submit a "foreign-employment-status notification" to Hello Work (excluding special permanent residents and the like). Neglecting the notification is subject to penalties.
04Cautions on social insurance and labor management
Foreign employees are covered by labor-related laws just like Japanese staff. If requirements are met, social-insurance enrollment is also needed.
- Disclose working conditions in writing (explanation in the person's native language is desirable)
- Enroll in social and employment insurance if requirements are met
- The minimum wage applies just as for Japanese staff
- Manage the period of stay (prevent missed renewals)
To prevent misunderstandings from language and cultural differences, careful communication and written disclosure form the basis of a good employment relationship.
Summary
When hiring a foreign national, first check the status of residence, work eligibility and period of stay on the residence card.
Confirm the duties fit within the status of residence, and submit the employment-status notification.
Social insurance, minimum wage and disclosure apply as for Japanese staff. Don't forget to manage the period of stay.
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Sources & References
This article is based on information available at the time of publication. Rules and systems may change. Please consult a professional before making any individual decisions.
