Q&A for employing contractors

Q&A for employing contractors

Though contracting has become a rewarding and respected career choice for bilingual professionals in Japan, many misconceptions remain. Find the answers to some of the most commonly asked questions by employers below.

 

 


Q1. Are the legal and compliance issues for hiring contract professionals complex or risky?

There are serious legal and compliance risks if businesses work with an unlicensed or non-compliant supplier. However, Robert Walters is a fully compliant, licensed provider of contractor services with an exemplary track record in Japan.

We have the experience and expertise to provide secure and risk-free contract solutions that are fully compliant with Japanese Labour Laws. We partner with legal specialists to stay up-to-date with regulations so that our clients can enjoy the benefits of a flexible workforce.

Robert Walters is a fully compliant, licensed provider of contractor services with an exemplary track record in Japan.


Q2. What types of employment contracts are available in Japan?

Read more about the options available to employers in our useful guide to contract types in Japan.

 

Q3. Is the quality of candidates for contracting positions different to candidates seeking permanent positions?

Not at all. The contract workers we manage are highly skilled. These professionals choose contract positions for a variety of reasons whether for career flexibility or the result of a larger volume of contract opportunities available due to market conditions. Many permanent employees actually start their careers as temporary workers.


Q4. Isn’t hiring a contractor an expensive solution?

No, the costs associated with unfilled positions or staff shortages, such as projects running late, substandard service to customers, or staff turnover related to working in an overworked, understaffed environment are often far greater than the cost of hiring a temporary worker.

Also, the cost of hiring a temporary worker is easy to manage. Clients only pay for the hours worked, and there are no additional fees. A single, monthly charge rate includes all direct (wages) and indirect (insurances, pension, payroll etc) employment costs, and all recruitment sourcing and screening fees.

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