An external HR team for employers of foreign nationals
We support basic explanations in Chinese, LINE clock-in, and payroll, social insurance and everyday labor matters after hiring. Our representative is also an administrative scrivener authorized for immigration application intermediation. Residence status applications require a separate administrative scrivener contract.
Your company reviews and finalizes attendance records and gives final approval of payroll results.
- Monthly fee · Payroll recipients 1
- ¥16,500 (tax included)
- Initial setup fee · Standard setup
- ¥55,000 (tax included)
- (The fee may be waived under an advisory contract for a specified period.)
- For a new implementation without data migration, using standard payroll and attendance arrangements.
- Initial setup fee · Workflow design and migration
- from ¥88,000 (tax included)
- For existing data migration or complex allowances, work patterns or approval workflows.
Consult directly in Chinese
Basic management consultations, payroll and social insurance explanations, and onboarding explanations in Chinese are included. Basic guidance in other languages uses AI and translation assistance. Specialist translation and extended interpreting carry separate fees.
How are residence status and labor divided?
The entrance (residence-status application) = administrative scrivener; after joining (labor and social insurance) = Certified Social Insurance and Labor Consultant. At Yotsuba, residence-status application documents are prepared by 四葉行政書士事務所 and post-hiring labor is handled by this office. Housing is arranged by Yotsuba Real Estate Co., Ltd. with multilingual support. The three offices accept engagements under separate contracts, with separate fees and billing. You may engage only the part you need.
→ Residence status & visa applications (四葉行政書士事務所)／Bringing an employee from overseas (四葉行政書士事務所)／Company housing (Yotsuba Real Estate)
* Yotsuba Real Estate Co., Ltd., 四葉行政書士事務所, and 四葉社会保険労務士事務所 are independent business entities and accept engagements separately (no referral fees are paid or received).
Are immigration filings and labor filings different things?
Yes. The destinations, deadlines, and responsible qualifications are all different. Filing one does not cover the other.
| Procedure | Filed with | Responsible qualification | Handled at Yotsuba by |
|---|---|---|---|
| Residence-status application, change, renewal | Immigration Services Agency | Administrative scrivener (application agent) | 四葉行政書士事務所, under a separate contract |
| Notification of employment status of foreign nationals | Hello Work (public employment office) | Certified Social Insurance and Labor Consultant | this office |
| Employment-insurance enrollment report | Hello Work | Certified Social Insurance and Labor Consultant | this office |
| Health-insurance / pension enrollment report | Pension office | Certified Social Insurance and Labor Consultant | this office |
* Deadlines for each filing have not been individually verified as of writing (unverified). Actual deadlines are advised at the consultation.
Can the residence-status application and the insurance filings be asked of the same person?
Our representative holds both the Certified Social Insurance and Labor Consultant qualification and the administrative scrivener qualification with immigration application intermediary authorization. At Yotsuba, each office accepts its own engagement. Residence-status application services are the work of administrative scriveners; labor and social-insurance procedures are the work of Certified Social Insurance and Labor Consultants. At Yotsuba, the former is handled by 四葉行政書士事務所 and the latter by this office, each under a separate contract. Contracts, invoices, and payment accounts are separate. You may engage only the part you need, and you are free to place the other part elsewhere.
Does social insurance apply to technical-intern and specified-skilled workers too?
As a general rule, social-insurance coverage is judged not by the type of residence status but by how the person works (hours and days) and the workplace's coverage requirements. There is no mechanism excluding coverage on the grounds of nationality or residence status.
However, for nationals of countries that have a social-security agreement with Japan coordinating double coverage, the treatment may differ. The agreement countries and conditions require case-by-case confirmation (unverified).
Do work rules need to be multilingual for foreign employees?
The law does not require work rules to be translated into foreign languages. However, work rules take effect only when made known to employees (Labor Standards Act, Article 106, Paragraph 1), and posting them only in a language employees cannot understand can raise the question of whether that counts as sufficient notification.
Basic management consultations, payroll and social insurance explanations, and onboarding explanations in Chinese are included. Basic guidance in other languages uses AI and translation assistance. Specialist translation and extended interpreting carry separate fees.
Translation and translation certification are not the exclusive work of administrative scriveners or labor consultants. If you need documents translated for submission to public agencies, please consult us separately.
Outsourced HR Department Service
- Monthly fee · Payroll recipients 1
- ¥16,500 (tax included)
- Initial setup fee · Standard setup
- ¥55,000 (tax included)
- (The fee may be waived under an advisory contract for a specified period.)
- For a new implementation without data migration, using standard payroll and attendance arrangements.
- Initial setup fee · Workflow design and migration
- from ¥88,000 (tax included)
- For existing data migration or complex allowances, work patterns or approval workflows.
The monthly fee includes freee HR Standard and LINE clock-in. freee Accounting and other freee products are excluded.
Two setup options to suit your current operations
Standard setup
- Basic freee configuration, including permissions and social insurance information
- Employee registration
- Standard allowances and commuting expenses
- LINE clock-in setup
- First payroll calculation and basic operation guidance
Workflow design and migration
- Standard setup services
- Existing data migration
- Pay structure, allowances, deductions and work-pattern configuration
- Operating and approval workflow design
- Initial payroll testing and calculation
Before work begins, we confirm the scope and provide a written quote showing monthly fees, setup fees and separately charged services together.
| Payroll recipients | Monthly fee |
|---|---|
| 1 | ¥16,500 |
| 2 | ¥22,000 |
| 3 | ¥33,000 |
| 4 | ¥44,000 |
| 5 | ¥44,000 |
| 6 | ¥55,000 |
| 7 | ¥55,000 |
| 8 | ¥55,000 |
| 9 | ¥55,000 |
| 10 | ¥55,000 |
| 11+ | ¥55,000 + (Payroll recipients − 10) × ¥3,300 |
Add ¥3,300 per month for each recipient above 10 (tax included)
We handle
- Payroll calculation
- Routine social and employment insurance procedures
- Day-to-day labor consultations
- Advice and review of hiring terms and job postings
- Basic explanations in Chinese
- Basic foreign-employment and residence status advice (included in the HR retainer)
- freee setup and ongoing operation support (initial setup is separately charged)
Your company handles
- Attendance review, corrections and finalization
- Final approval of payroll results
- Providing personnel change information
- Required internal approvals
Separate fees
- Initial social insurance registration
- Establishing labor and employment insurance coverage
- Residence status applications
- Year-end tax adjustment
- Full recruitment process outsourcing
- Specialist translation and extended interpreting
Your company reviews and finalizes attendance records and gives final approval of payroll results.
Social insurance information setup does not include initial registration applications. Residence status applications require a separate administrative scrivener contract. Year-end tax adjustment is available for a separate fee; tax judgments and tax advice, such as on dependent deductions, are referred to a tax accountant.
Recruitment and labor support
The monthly plan covers advice and reviews. Creation and operation are optional services. Full RPO requires a separate quote and advance agreement on scope; job placement or referral is not included.
A clear monthly payroll workflow
Employees clock in through LINE. Your company reviews, corrects and finalizes attendance. We review the payroll calculated in freee, and your company gives final approval.
Sources for this page
- Notification of employment status of foreign nationals = Act on Comprehensive Promotion of Labor Policies (Act No. 132 of 1966)
- Notification of work rules = Labor Standards Act (Act No. 49 of 1947), Article 106, Paragraph 1
- Social-insurance coverage = Health Insurance Act (Act No. 70 of 1922); Employees' Pension Insurance Act (Act No. 115 of 1954)
- Employment-insurance filings = Employment Insurance Act (Act No. 116 of 1974)
- Employment for Skill Development system = scheduled to take effect April 2027
* The latest amendment dates of each act, filing deadlines, and social-security agreement countries have not been individually verified as of writing (unverified).
This page is general information. Individual cases are advised after review by the licensed consultant.