Hiring, Paying and Caring for Talent in More Than 150 Nations
Fixed-term contracts should only be used for irregular or part-time Workers, not regular Workers. Fixed-term contracts should not exceed three years. In practice, they are generally six months to one year. Repeatedly renewed fixed-term contracts can be deemed indefinite contracts. Also, Workers terminated before the end of their fixed-term could be entitled to compensation for the remainder of the term.
Due to the concept of 'lifetime employment' in Japan and the corresponding difficulties in terminating contracts, probationary periods are often used. The employment can be subject to a three-month probationary period and the company can retain the right to extend the period for an additional three months if it has a justifiable basis for doing so.
In Japan, Workers recognize 16 public holidays. Employers are not required to grant paid leave for public holidays.
Japan does not mandate paid sick leave.
Japan does not mandate paid sick leave.
Overtime is considered any work in excess of regular hours. An employer cannot mandate that a Worker work overtime unless it has been contracted to. If contracted to, overtime is generally paid at 125% of the Workers salary. There can also be premiums due for late-night work (between 10:00 p.m. and 5:00 a.m.), work on a rest day, and overtime in excess of 60 hours in a month, among others, which can go up to 175% of a Workers salary.
Pension Insurance, Children's Fund, Health Insurance, Long Term Care Insurance (over 40 years old), Unemployment Insurance, Worker's Compensation. = ~7.67%
Creating a worldwide workforce is a continuous process that extends beyond a contract.
TCWGlobal surpasses the typical employer of record (EOR) by ensuring that your team receives personalized attention, ranging from smooth payrolling management to customized benefits based on your specific needs and location.
