FAQ

Whether the tasks can be handled by foreign workers depends on their respective residence statuses. The suitable job categories for the “Engineer/Specialist in Humanities/International Services” visa holders, and those for the “Specified Skilled Worker” visa holders, as well as the employment types such as dispatched workers or direct hires, vary.
Meanwhile, there are also holders of visas such as Permanent Resident, Long-term Resident, or Spouse of Japanese National who can perform the same tasks as Japanese workers.
For clients using foreign workers for the first time, we conduct interviews about the tasks performed on-site and make recommendations considering appropriate residence status, labor costs, and communication levels.

A global hotel chain, Company A, has actively hired foreigners for roles such as hotel desk staff, main dining service, and bellboys. Initially, they considered dispatch employees and temp-to-perm hires to assess the suitability of foreigners for hotel work. However, they opted for direct employment to allow the staff to internalize the hotel’s unique manners and service policies through experience.
Given that many guests are foreigners, there are cases where services in languages other than Japanese, such as English and the employee’s native language, are required.

If the residence status is “Spouse of Japanese National, etc.” but the individual is actually single, it is necessary to verify the background of the visa acquisition. It could be due to being a child of a Japanese national or a special adoptee. If the person was literally married to a Japanese national but is now divorced, the spouse visa becomes invalid. Generally, “Spouse” refers to a partner in a legal or de facto marital relationship, but the residence status’s definition of “Spouse” also includes the actual children of the individual or a permanent resident. If you consult with us, we can investigate whether it is possible to change to an appropriate residence visa to continue employment.

Islam is a religion practiced by approximately one-quarter of the world’s population, around 1.9 billion people. Many Muslims live in countries such as Indonesia, China, and Malaysia, so this scenario is highly likely in the future. Although prayers are required five times a day, the level of observance varies among individuals. If an employee requests time and space for prayer, it is considerate to lend them a conference room or another suitable space within the company’s permissible limits.
While it is possible to decline the request, as per the local customs (“When in Rome, do as the Romans do”), it carries the risk of the employee resigning after being hired. From a labor perspective, since this is a personal matter outside of work duties, it might be necessary to treat it as break time and discuss this arrangement in advance with other employees.

Many international students and family members of foreign workers have obtained permission for activities outside of their residence status, allowing them to work up to 28 hours per week. Depending on the shift schedule, many companies utilize such individuals as a short-term workforce.
For example, one of our clients, Company B, which is involved in food manufacturing, employs foreign workers to meet short-term demands, such as cake production during the busy summer season and the year-end period.

Our company has dispatched many foreign workers for jobs that could not attract Japanese workers or required physical strength. The range of jobs available to foreign workers varies depending on their individual visa types. However, Nikkei (Japanese descent) foreigners can be placed in any job category similarly to Japanese workers.
From the perspective of “equal pay for equal work,” it is essential to ensure that workers performing the same tasks receive the same wages and treatment, regardless of their employment type.

With the expansion of international business, inquiries in foreign languages are increasing. Many companies are turning to multilingual call centers to handle these inquiries. However, outsourcing to other companies can sometimes result in less detailed customer service and a lack of accumulated in-house know-how.
If your company currently handles inquiries from Japanese customers internally, it is recommended to hire highly skilled personnel who can handle multilingual inquiries in Japanese, English, and other languages. We have the expertise to match your language requirements with highly skilled personnel. We can introduce staff who can not only handle multilingual inquiries but also provide translation and interpretation services. Please feel free to consult with us.

Many international students and family members of foreign workers have obtained permission for activities outside of their residence status, allowing them to work up to 28 hours per week. While there are individuals, such as permanent residents or those with spouse visas, who have no restrictions on labor activities and can perform simple labor, shorter working hours may sometimes be less attractive to them.
Additionally, many students are looking for part-time jobs, but since they often have school in the morning, the hours between 2:00 PM and 6:00 PM tend to be the most convenient for them. Some companies utilizing our services have successfully transitioned these part-time student workers to full-time employees after graduation.

Among foreigners who wish to work in Japan, many may not speak Japanese well. To effectively integrate these individuals, it is recommended to employ at least one person who is proficient in Japanese and can perform interpretation duties while working.
In such cases, it is advisable to standardize the country or language of recruitment and have the interpreter receive work instructions and convey them to other team members. Many companies utilizing our dispatch services have successfully increased their foreign workforce using this method.