Our Services

In many small and medium-sized enterprises, labor issues often arise because employment contracts or work rules are either insufficiently prepared or have not been reviewed for a long time. Additionally, the absence of HR and labor specialists can cause even small issues to develop into serious disputes.

It is not uncommon to hear regrets such as, “If only we had consulted earlier, this could have been avoided...” To prevent matters from escalating into court case or other serious conflicts, it is essential to regularly review labor management practices and seek the guidance of a certified labor and social security attorney. Doing so enables problems to be resolved smoothly and at an early stage.

At Minato HR International, we provide expert advice tailored to each client’s specific circumstances and respond carefully to even the smallest questions. Please feel free to contact us anytime.

Procedures related to social insurance (health insurance, employees’ pension insurance) and labor insurance (employment insurance, workers’ accident compensation insurance) occur frequently and are often complex, placing a significant burden on company personnel.

In addition to handling employee enrollment and separation, tasks such as insurance premium adjustments and applications for various benefits require specialized knowledge. In recent years, procedures such as sickness and injury allowance claims and childcare leave benefit applications have also increased, requiring long-term follow-up from application through payment.

For small and medium-sized enterprises in particular, it is not easy to manage these processes both accurately and efficiently with limited staff resources.

At Minato HR International, we handle these complicated procedures online with speed and precision. By entrusting these tasks to our experts, your administrative burden can be greatly reduced. Please feel free to consult with us anytime.

Payroll information is highly confidential and must never be leaked inside or outside the company. For this reason, we recommend outsourcing payroll operations to trusted professionals who can handle them with the utmost security.

At Minato HR International, certified labor and social security attorneys with expertise in social insurance and labor management take full responsibility for payroll operations. Leave the time-consuming and complex payroll process to us with confidence.

In addition, we are able to communicate with overseas HR staff and foreign employees in English. We also handle gross-up payroll calculations for foreign employees, ensuring peace of mind for globally operating companies.

To prevent the growing number of labor disputes, it is essential to have well-structured workplace rules and regulations in place.

At Minato HR International, we prepare a wide range of labor regulations tailored to each client’s circumstances, including work rules, wage regulations, childcare and family-care leave regulations, retirement allowance rules, and travel expense policies.

When reviewing or revising existing regulations, we carefully assess whether they comply with relevant laws and reflect current social conditions, with the aim of preventing labor-management disputes before they arise. In addition, we support the creation of a workplace environment that is easy for employees to understand and one in which they can feel secure.

As the employment of foreign nationals increases and the need to provide explanations to overseas parent or affiliated companies grows, requests for labor regulations in English have also risen.

At Minato HR International, we go beyond simple translation. Leveraging our expertise as certified labor and social security attorneys, we provide professional guidance and carefully explain the content to headquarters staff, helping them gain a deep understanding of the Japanese labor and social insurance system.

In principle, foreign employees are required to enroll in all social and labor insurance programs under the same conditions as Japanese employees, including working hours and employment periods.

However, foreign nationals dispatched from overseas parent or affiliated companies (expats) whose employment relationship is maintained abroad are not required to enroll in employment insurance. In addition, for assignees from countries with which Japan has a social security agreement, if the dispatch period is within five years, they may remain enrolled in the pension system of their home country and are not required to join Japan’s employees’ pension insurance.

At Minato HR International, we provide bilingual support for preparing HR-related documents and explanatory materials for employees, and we assist in explaining Japanese laws to the headquarters. We aim to reduce the concerns and administrative burden associated with employing foreign staff, bringing clarity and confidence to your operations.