EOR in Japan
Employer of Record in Japan.
Employ talent in Japan without setting up a local entity.
- Fast and compliant employee onboarding
- Payroll, tax and social security in Japan
- Transparent monthly EOR pricing
- Work-permit support where a permit is required
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Employment in Japan
Employ in Japan without establishing a local entity
The EOR pricing model in Japan is typically based on a fixed monthly fee per employee. This fee generally includes payroll administration, employment contracts, onboarding, social insurance administration, tax withholding, HR support, and ongoing compliance management.
Compared to establishing a Japanese legal entity, an EOR significantly reduces setup costs and administrative complexity. Companies avoid incorporation expenses, local registrations, payroll infrastructure investments, and ongoing labor compliance administration. This predictable pricing structure enables businesses to scale efficiently while maintaining compliance with Japanese employment regulations.
At a glance
Japan at a glance
Country essentials and economic context.
Country profile
Economic indicators
Employment
Employment essentials
Choose a topic to explore local employment requirements.
Paid annual leave is statutory. Public holidays sit on top of that entitlement.
Japan’s tax system includes national, local, and business-related tax obligations.
Notice and severance follow the labour code and the contract. Gini calculates the balance at offboarding.
Included
What’s included in your EOR service?
Employment administration and support for your team in Japan.
Employment contracts & onboarding
Locally compliant employment documents, onboarding and statutory setup in Japan.
Monthly payroll
Gross-to-net payroll, payslips and monthly payroll reporting in Japan.
Social security administration
Employee registration and ongoing social security contributions in Japan.
Payroll tax administration
Processing of applicable payroll taxes and statutory filings in Japan.
Leave & benefits administration
Administration of statutory leave, agreed benefits and expenses in Japan.
Employee records
Employment records and HR documentation through the employee lifecycle in Japan.
Local HR support
Day-to-day employment support for employees and international employers in Japan.
Offboarding & final settlement
Termination documents, final payroll and statutory settlement in Japan.
EOR vs Local Entity in Japan
| Health Insurance Contribution | Approx. 5% |
|---|---|
| Employees' Pension Insurance | Approx. 9.15% |
| Employment Insurance | Approx. 0.95%* |
| Workers' Accident Compensation Insurance | Variable Rates** |
| Resident Tax Administration | Required |
| Paid Annual Leave | 10–20 days |
| Bonus Payments | Common Practice |
| Onboarding via EOR | 3–7 Business Days |
Hiring
Hiring & compliance in Japan
Key employment rules for international employers hiring in Japan.
Working Hours
Standard working hours are generally limited to 8 hours per day and 40 hours per week. Overtime work typically requires a Labor-Management Agreement (commonly known as a 36 Agreement or Saburoku Kyotei) and must comply with statutory overtime limits.
Probation Period
Japanese law does not prescribe a mandatory probation period, but employers commonly implement probationary periods ranging from 3 to 6 months depending on the role and company policy.
Paid Annual Leave
Employees are generally entitled to paid annual leave after meeting minimum service requirements. Leave entitlements increase with length of service.
Employment termination in Japan
Working Hours
Standard working hours are generally limited to 8 hours per day and 40 hours per week. Overtime work typically requires a Labor-Management Agreement (commonly known as a 36 Agreement or Saburoku Kyotei) and must comply with statutory overtime limits.
Probation Period
Japanese law does not prescribe a mandatory probation period, but employers commonly implement probationary periods ranging from 3 to 6 months depending on the role and company policy.
Paid Annual Leave
Employees are generally entitled to paid annual leave after meeting minimum service requirements. Leave entitlements increase with length of service.
Social Insurance
Eligible employees must generally be enrolled in Shakai Hoken, which includes Health Insurance and Employees' Pension Insurance, as well as Employment Insurance coverage.
Maternity, Childcare, and Family Benefits
Employees may be entitled to maternity leave, childcare leave, family-related benefits, and social insurance support under applicable regulations.
Customer success
Employ in Japan with one partner
Gini hires and employs people in Japan under local rules, covering the contract, payroll, tax and social contributions, without opening a local entity first.
Payroll, tax and social security stay with one accountable partner.
Gini TalentEmployer of Record
Free guide
Hiring in Japan
A practical guide to employment, payroll, tax and EOR compliance in Japan.
