In Japan, “Work Rules” that define workplace regulations play an extremely important role in conducting business. These rules stipulate fundamental labor conditions such as working hours, breaks and holidays, wage calculation, salary increases, and matters related to resignation. Any business employing 10 or more employees on a regular basis is legally required to submit its Work Rules to the Labor Standards Inspection Office. Even if individual employment contracts are signed, any conditions not stated in the contract are generally supplemented by the Work Rules and are treated as legally binding contractual terms. In other words, Work Rules are an important document that serves as the legal basis for a company’s authority to direct and manage employees.

However, simply creating Work Rules does not give them legal effect. They must be properly communicated to employees. In particular, when employing foreign staff, rules written only in Japanese can be difficult to understand and may not be recognized as having met the obligation to inform employees.

For companies expanding into Okinawa, it is important to provide not only English but also other major languages such as Chinese and Korean. At a minimum, having an English version of the Work Rules—recognized as a global common language—can serve as strong evidence in case of disputes.

In employing foreign workers, it is necessary to include provisions unique to their circumstances, such as the duration and renewal conditions of residence status, the lump-sum withdrawal payment of the Employees’ Pension, and the appointment of a tax agent. As Okinawa continues to grow as a hub for tourism, resort industries, and international logistics, the development of proper Work Rules directly contributes to corporate branding and employee retention.

Our firm provides comprehensive support for foreign employment, including the creation of English and multilingual Work Rules, compliance with legal amendments, and attaching the necessary rules for subsidy applications.