Hire Japanese Talents Without a Japanese Entity
JPSG Remote becomes the legal employer in Japan, handling compliance, payroll, and administration—so you can focus on managing the daily work.
What is JPSG Remote?
JPSG Remote is an Employer-of-Record (EOR) service that enables Singapore companies to legally hire Japanese talent living in Japan without establishing a Japanese entity.
Your Singapore company manages the daily work, while JPSG becomes the legal employer in Japan, handling employment contracts, payroll, social insurance, tax compliance, paid leave tracking, and all mandatory filings.
Singapore Company
Manages daily work & operations
JPSG Remote
Legal employer in Japan (EOR)
Japanese Employee
Works remotely from Japan
No Japanese entity, office, or representative required
Why Companies Choose JPSG
No Japanese Entity Required
Hire legally in Japan without establishing a local entity, office, or representative. We handle all legal employer responsibilities.
End-to-End Compliance
Full adherence to Japanese labor law, including contracts, social insurance, tax withholding, and mandatory government filings.
Transparent Fixed Fee
Simple pricing at SGD 700 per month per employee. No hidden costs, no surprises, no percentage-based fees.
Native Japanese Support
Full Japanese-language and cultural support tailored specifically for Singapore companies expanding to Japan.
Human-Guided Service
Personal onboarding and ongoing support from real people, not just automated systems. We help resolve issues quickly.
Consolidated Operations
All payroll, insurance, tax operations, and reporting consolidated into one monthly process for simplicity.
Detailed Pricing Information
Transparent costs with no surprises
Monthly Costs
EOR Fee (SGD 700/month)
Fixed monthly fee - the only revenue JPSG receives. This covers all legal employer responsibilities, compliance management, and administrative support.
IT Environmental Fee (SGD 150/month)
Paid directly to the employee to ensure they have a quality remote work environment, including reliable internet, appropriate workspace, and necessary equipment.
Employee Salary
The base salary you agree to pay the employee. This amount is determined during the hiring process and paid monthly in Japanese Yen.
Social Insurance (~15%)
Mandatory Japanese social insurance covering health insurance, pension, employment insurance, and workers compensation. The exact percentage varies based on salary and location.
One-Time Costs
Initial Recruitment Fee (SGD 1,000)
One-time fee paid upon successful hire. Traditional recruitment agencies typically charge 20% of annual salary (easily exceeding SGD 10,000). JPSG charges only SGD 1,000 because our business model focuses on monthly EOR fees, allowing you to start with minimal upfront costs.
Direct Employment Transfer Fee (Optional)
If you wish to relocate the talent to Singapore and transition to direct employment, you can pay a transfer fee equal to 2 months of their most recent salary. This terminates the JPSG contract and transfers the employee to your company.
Cost Comparison
Traditional agencies charge 20%+ of annual salary (SGD 10,000+) vs. JPSG's SGD 1,000 recruitment fee. Start with confidence knowing your initial costs are minimal.
Monthly Payment Example
No hidden fees. Simple monthly calculation.
Example: SGD 4,000 Salary
Social insurance percentage varies based on actual salary amount and location in Japan
JPSG vs. Global EOR Providers
See why companies choose our specialized service
From Inquiry to Onboarding
Six streamlined steps to hire your Japanese talent
Inquiry & Consultation
Contact us to discuss your hiring needs and timeline
JD Alignment
We help refine job descriptions for the Japanese market
Candidate Interviews
You conduct interviews and select your preferred candidate
Offer Negotiation
We assist with offer terms and compensation structure
Contract Creation
JPSG creates compliant Japanese employment contracts
Work Start & Reporting
Employee begins work, monthly reporting commences
Inquiry & Consultation
Contact us to discuss your hiring needs and timeline
JD Alignment
We help refine job descriptions for the Japanese market
Candidate Interviews
You conduct interviews and select your preferred candidate
Offer Negotiation
We assist with offer terms and compensation structure
Contract Creation
JPSG creates compliant Japanese employment contracts
Work Start & Reporting
Employee begins work, monthly reporting commences
Average timeline: 2-4 weeks from inquiry to employee start date
Frequently Asked Questions
Everything you need to know about hiring through JPSG Remote
Social insurance in Japan is calculated as approximately 20% of the gross salary, covering health insurance, pension, employment insurance, and workers compensation. The exact percentage varies slightly based on the employee location and salary level.
Yes, we can process bonuses as part of regular payroll. For RSUs and equity compensation, we work with your company to ensure proper tax treatment and reporting in Japan.
Japanese labor law requires overtime pay at 125% of regular hourly rate for hours exceeding 8 per day or 40 per week. We help structure employment contracts to comply with these regulations.
We support both indefinite (full-time permanent) and fixed-term contracts. Fixed-term contracts can be renewed but are subject to Japanese labor law limitations on consecutive renewals.
Japanese law requires 30 days notice for termination, or payment in lieu of notice. Additional considerations apply for longer-tenured employees. We guide you through compliant termination processes.
Standard working hours in Japan are 8 hours per day, 40 hours per week. Remote workers typically follow Singapore business hours with some flexibility for time zone coordination.
We provide simple time-tracking tools that employees use to log their working hours. This ensures compliance with Japanese labor standards while maintaining flexibility for remote work.
Travel requirements depend on your company needs. Some roles may require occasional Singapore visits for team meetings or training, while others are 100% remote. This is defined in the employment agreement.
We work with you to document performance concerns and follow proper Japanese labor law procedures for performance improvement plans or termination if necessary.
Still have questions?
Contact Our Team