HR for care, disability-welfare providers and group homes
Care and disability-welfare providers need staffing arrangements consistent with designation and add-on requirements. 四葉社会保険労務士事務所 supports payroll, routine procedures and labor consultations after opening, and advises on work rules and shift design in light of staffing needs.
Our representative social insurance and labor consultant is also an administrative scrivener authorized to act as an immigration application intermediary. We consider both opening applications and ongoing operations, with a separate scope for each engagement.
Your company reviews and finalizes attendance records and gives final approval of payroll results.
Focus industry: disability welfare and group homes
Disability welfare and group homes are a focus industry for Yotsuba. Our main Outsourced HR Department Service supports HR after opening, including the connected issues of hiring, shifts, payroll, insurance and treatment improvement.
Initial setup includes access permissions and basic operating guidance in addition to the seven items in the common fee table. Setting up insurance information is separate from applying for initial insurance registration.
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.
Fees use headcount bands because payroll, procedures, freee capacity and inquiry workload increase with the number of employees.
The monthly fee covers payroll, payslips, insurance-rate updates, routine labor advice, and routine enrollment and termination, dependent changes, monthly remuneration changes, bonus reports, annual remuneration reports and annual labor insurance renewal. Basic foreign-employment consultations and basic explanations in Chinese are also included.
Monthly hiring support covers advice on job postings, hiring and pay terms, plus review of employment contracts and notices of working conditions. Creating hiring plans, drafting or rewriting postings, designing hiring workflows, regular meetings and preparing terms-design documents are optional hiring and labor support. Full RPO requires a separate quote.
Attendance aggregation, clock-in corrections, missing-punch checks, overtime aggregation and paid-leave balance management are excluded. Initial insurance registrations, establishment of labor or employment insurance, initial labor work for a new company, year-end tax adjustment, full RPO, specialist translation, extended interpreting, disputes, bulk hiring or departures and corrections to past payroll are also outside the monthly scope. Any additional work and fees are confirmed separately.
What can you ask us to handle?
- Monthly payroll, routine social and employment insurance procedures, and day-to-day labor advice
- Advice on hiring terms and job postings, and review of contracts and notices of working conditions
- Preparing and revising work and wage rules, including night work, overnight duty and variable working hours
- Designing shift and attendance workflows with staffing standards in view
- Preparing wage rules and supporting wage-improvement calculations for treatment-improvement add-ons
- Consultations on individual procedures outside routine coverage, including workers’ compensation
Work-rule and wage-rule drafting or revision, treatment-improvement wage design and calculation support are not automatically included in the monthly fee. We check existing rules and your circumstances and explain the scope and fees before work begins. Designing attendance workflows is separate from monthly attendance aggregation or clock-in corrections.
Should group-home support staff be full-time or part-time?
There is no single answer for every provider. Four useful considerations are:
- Whether the designation standards for your service require a full-time appointment for the role
- The prescribed working hours in the work rules used as the denominator for full-time-equivalent staffing
- Whether the employee’s working hours and days meet social insurance eligibility conditions
- Whether night support uses shifts or overnight duty
Staffing standards and labor: full-time equivalents and work rules
How is night support treated as working time?
Treatment depends on the work actually performed. The general distinctions are:
- Night shifts: time spent performing ordinary duties counts as working time. Work during statutory late-night hours, generally 22:00–05:00, attracts a premium (Labor Standards Act, Article 37(4)).
- Overnight duty: work requiring almost no activity under ordinary circumstances. With permission from the competent Labor Standards Inspection Office, working-time and rest-break provisions may be disapplied (Labor Standards Act, Article 41(3)).
- Naps and standby: whether time spent waiting to respond to calls counts as working time depends on the degree of restriction.
Treating work as exempt overnight duty without permission can lead to unpaid-wage issues. We discuss whether permission and an application are needed during consultation.
When should work rules and insurance be arranged for opening?
| Task | Timing guide | Basis and notes |
|---|---|---|
| Notice of working conditions | When concluding the employment contract | Labor Standards Act, Article 15(1) |
| Preparing and filing work rules | When regularly employing 10 or more workers | Labor Standards Act, Article 89. Designation or add-on requirements may also matter below 10 workers |
| Initial social insurance registration | When the workplace becomes subject to coverage | Health Insurance Act and Employees’ Pension Insurance Act; filing periods run from the relevant event |
| Establishing labor insurance | When workers are hired | Labor Insurance Premiums Collection Act and Employment Insurance Act |
Specific filing deadlines are explained during consultation. Opening procedures such as initial registration and establishing coverage carry separate fees.
Can a provider that has not opened yet consult you?
Yes. We help organize property, designation applications and labor arrangements. 四葉不動産株式会社 handles property, 四葉行政書士事務所 prepares designation application documents, and our office handles labor matters under separate contracts. The three offices share an address but are independent businesses with separate fees and invoices. You can engage only the services you need.
Licensing, designation applications and treatment-improvement documents for authorities are administrative scrivener work; payroll, insurance, labor matters and treatment-improvement wage design are social insurance and labor consultant work. Each office contracts and invoices clients directly under separate contracts and fees. No referral fees are exchanged.
Official sources for the system
Labor Standards Act — MHLW (Japanese)
This page provides general information. A qualified professional confirms individual applicability, scope and legal matters after consultation and document review.