Global Employment Solutions & PEO in Japan

Omnipresent provides global employment solutions and professional employment organisation (PEO) services for companies looking to grow and build out a global team in Japan. Traditional methods of establishing global employment and subsidiaries in Japan typically take months and can incur heavy costs. Omnipresent’s global employment solutions and PEO services is helping hundreds of organisations onboard new employees in Japan in a matter of days with full compliance of local labour laws. We use a tech-forward approach to streamline the process. 

• Your company conducts the hiring and candidate selection process in Japan.
• Omnipresent hires the selected candidate through our local professional employment organisation in Japan.
• We take care of ensuring your new employee is hired in compliance with local labour laws, payroll regulations, benefits and more -- all without needing to set up a subsidiary in Japan.
• The individual is legally contracted by Omnipresent but assigned to work for your company and reports to a manager or team in your organisation as your full-time employee.

Employer costs include Pension Insurance, Health Insurance, and Long-term Care Insurance. Use the OmniCalculator to estimate costs or contact us for further information.

Income tax and resident tax are deducted from payroll. The rate of personal taxation varies depending on the income tax bracket the individual belongs to. This ranges between 5% - 45%.

Employee contributions include Pension, Health Insurance, and Unemployment Insurance.

The typical working week in Japan consists of 40 hours per week. Overtime laws in Japan are complex and can depend on the specific circumstances and the employee. 

No statutory right to paid sick leave (unless the work rules or employment contract provide otherwise).

Maternity leave includes 14 weeks at two thirds of the base salary, which is covered by social insurance. Childcare leave applies to both female and male employees.

Annual leave entitlement depends on how much time the employee has worked. Minimum of 10 days' paid annual leave.

No statutory entitlement to severance pay, and in the absence of just cause, the dismissal is invalid.

Termination must be for cause. Termination without cause is highly difficult to be accepted by Courts. Best to terminate by mutual agreement.