The best Employer of Record providers in Japan, ranked
Ten providers that can employ staff on your behalf in Japan, scored on the five things that decide whether the arrangement survives a Labour Standards Inspection Office visit: whether they employ through their own Japanese company, how they position the engagement against the Worker Dispatching Act, whether payroll and the five statutory insurances are calculated at current rates, how plainly they explain their terms, and who answers once you have signed. Everything official is in Japanese, and dismissal is close to impossible without agreement, so the provider you choose will be negotiating your exits as well as running your payroll.
Quick verdict
RemotePeople is our pick — best for companies for whom Japan is one of several East Asian markets and who want a named contact. Also worth a call: GoGlobal for japan as the anchor of a wider Asia-Pacific plan, with hands-on service, and Smart Partners for one to ten Japanese hires where licensing and local advisers matter more than software.
Read this before the ranking
Japan has no statute that mentions an Employer of Record. What it has is the Worker Dispatching Act (労働者派遣法), which regulates exactly the situation an EOR creates: one company employs the worker, another directs the work. Every dispatch business must hold a licence from the Ministry of Health, Labour and Welfare. A dispatched worker may stay in the same organisational unit of a client for three years at most, the client workplace is limited to three years unless the majority union or employee representative is consulted, dispatch is banned in port transport, construction, security and most medical work, and since April 2020 dispatched workers must be paid on an equal-pay basis with the client’s own staff or under a labour-management agreement. Most EOR providers avoid all of this by framing the engagement as a service contract (業務委託) under which the EOR remains the employer and the client is, on paper, a customer that does not supervise. If the client in fact sets the hours, assigns the tasks and runs the reviews, inspectors call it disguised dispatch (偽装請負), and under Article 40-6 of the Act the client is deemed to have offered the worker direct employment on the same terms. The first question to ask any provider is whether its Japanese entity holds a dispatch licence, whether it treats your hire as dispatch or as a service contract, and how it documents who directs the work.
How we scored, and what we could not verify
Every provider below was assessed against the same five criteria: own-entity presence in Japan, handling of the dispatch and service-contract question, payroll and statutory accuracy across the five insurances and the year-end adjustment, transparency of terms and pricing, and support. Where a lower-ranked provider beats a higher-ranked one on a criterion we say so on the page.
An honest limitation: we cannot confirm from outside Japan which company on a provider’s org chart signs the Japanese employment contract. Corporate registrations can be checked through the Legal Affairs Bureau’s registry information service, corporate numbers (法人番号) through the National Tax Agency’s public site, and licensed dispatch agencies through the Ministry of Health, Labour and Welfare’s 人材サービス総合サイト, but each requires the provider to name the entity first. Where a provider states that it employs through its own Japanese entity we record that as a claim, and recommend asking for the 登記事項証明書, the 法人番号 and, if dispatch is the structure, the 派 licence number before you sign. Only one provider here publishes all three.
| # | Provider | Score | Japan footprint | Best for |
|---|---|---|---|---|
| 1 |  RemotePeople | 9.2 | Employs directly in Japan; onboarding in one to two weeks; Asia-Pacific HQ in Singapore | Companies for whom Japan is one of several East Asian markets and who want a named contact |
| 2 |  GoGlobal | 8.7 | Headquartered in Akasaka, Tokyo; founded 2018; own entities in most of its markets (claimed) | Japan as the anchor of a wider Asia-Pacific plan, with hands-on service |
| 3 |  Smart Partners | 8.3 | Tokyo K.K. since 2007; publishes dispatch and recruitment licence numbers; Japan only | One to ten Japanese hires where licensing and local advisers matter more than software |
| 4 |  weConnect | 8.0 | Tokyo-headquartered accounting, payroll and entity-management firm; EOR alongside incorporation | Companies that expect to convert to a Japanese subsidiary |
| 5 |  Deel | 7.7 | Global platform; own entity in Japan (claimed); Tokyo country team; fee from US$599 a month | Software-first teams hiring in Japan alongside many other countries |
| 6 |  Links International | 7.4 | Hong Kong-headquartered HR outsourcer with a Japan payroll team; part of Ascentium since 2025 | Companies that also want payroll outsourcing, visas and HRIS integration across Asia |
| 7 |  G-P (Globalization Partners) | 7.1 | US enterprise EOR since 2012; Japan country manager and local team | Large companies whose procurement and legal teams want an established counterparty |
| 8 |  Remote | 6.8 | Owned-entity model (claimed); published pricing; strong on IP and equity | Distributed start-ups granting options to a Tokyo engineer |
| 9 |  Multiplier | 6.5 | Singapore-headquartered platform; own entity in Japan (claimed); Japanese-language contracts | Asia-Pacific hiring on a budget with a decent platform |
| 10 |  Pebl (formerly Velocity Global) | 6.2 | US global EOR founded 2014, rebranded September 2025; Japan within 185-plus countries | Companies needing equity and immigration bundled |
Rankings reflect our assessment of each provider for hiring in Japan specifically. A provider ranked lower here may be the better choice if most of your hiring is elsewhere.
RemotePeople
Japan combines five mandatory social-insurance programmes, a dismissal standard so strict that exits are negotiated, and a Worker Dispatching Act that decides how a foreign employer’s staff can legally be engaged, and RemotePeople sets all of this out plainly on its own Japan pages, at fees in the US$300 to US$600 range it publishes and with onboarding in one to two weeks rather than the three to six months of incorporating a KK. Founded in 2018 by Antoine Boquen and Pierre Pradier and headquartered in New York, with its Asia-Pacific business run from Singapore, the company has more than 250 staff across 30 countries and over 3,000 clients. Every client has a dedicated account manager backed by HR and employment specialists, so the 36 Agreement, the summer and winter bonus and a Certificate of Eligibility question go to a person who knows the account. Recruitment, payroll for companies with their own Japanese company, contractor management and incorporation sit alongside EOR. EOR Flex starts at US$199 per employee per month. GoGlobal, headquartered in Tokyo, has the deeper local bench; Deel leads on software.
- Onboarding in one to two weeks with all five social-insurance programmes enrolled
- Clear on the Worker Dispatching Act and how the engagement is structured
- Dedicated account manager backed by HR and employment specialists
- Recruitment, payroll, contractor management and KK incorporation alongside EOR
- EOR Flex from US$199 per employee per month
- GoGlobal’s Tokyo headquarters gives it more on-the-ground depth in Japan
- Fewer third-party integrations than Deel or Rippling
- Total cost depends on a quote; ask for the all-in figure including bonus provision
- Japan entity
- Employs directly in Japan; enrols staff in the five social-insurance programmes
- Regional base
- Singapore (Asia-Pacific HQ); global HQ New York
- Also offers
- Recruitment, global payroll, US PEO, contractor management, Contractor of Record, benefits and visa support, entity incorporation
- Operating since
- 2018
GoGlobal
GoGlobal is the only global EOR in this ranking whose head office is in Japan, and it shows in the writing. Its Japan guide covers the things platforms skip: filing work rules at ten employees, the retirement-age rules, the high-level professional exemption, paying severance as a retirement allowance for tax reasons, and the fact that most Japanese exits are agreed resignations with a payment attached. It states that it owns entities in most of its markets and handles disputes there with its own legal team; Japan is unambiguously an owned market. The service model is people-first, which suits a country where the employee will want to speak Japanese to someone. Two cautions. The Japan guide was last updated in 2024 and quotes that year’s rates (a 10 per cent Tokyo health rate, a 0.60 per cent employer employment-insurance share), so ask for a current cost sheet. And it is a several-hundred-person company, so integrations are thinner than the platforms’. It beats RemotePeople on depth of Japanese legal commentary and loses on breadth and on the named-contact model for smaller accounts.
- Japanese headquarters and native understanding of the dispatch regime and of negotiated exits
- Own-entity employment in Japan (claimed), with disputes handled by its own legal team
- Thorough public guidance on work rules, bonuses and severance practice; natural fit for a Japan-plus-Asia plan
- Published Japan rates date from 2024; confirm FY2026 figures before budgeting
- Smaller organisation; fewer integrations than Deel or Rippling
- Pricing by quote; no published fee
- Japan entity
- Own entity; headquartered in Tokyo
- Regional base
- Tokyo
- Also offers
- Agent of Record for contractors, recruitment, payroll, entity set-up
- Operating since
- 2018
Smart Partners
Smart Partners is the smallest company in this ranking and the only one that answers the licensing question before you ask it. Its site publishes its corporate registration number, its dispatch and recruitment licence numbers, its paid-in capital of ¥10 million and the names of its advisers: a 社労士, a tax accountant and a labour lawyer. It also publishes the annual Article 23(5) dispatch disclosure, which for the year from April 2026 shows no workers on dispatch at all; that tells you its EOR hires are employed directly under a service arrangement, and it is worth asking how the client’s supervision is documented in that model. The firm has run recruitment, staffing and EOR for foreign companies since 2007, with Japanese staff and English-speaking management, and will match a head-office benefits package. It lacks everything a platform buyer expects: no software, no published fee, no coverage outside Japan, and ¥10 million of capital is a thin counterparty if a dispute runs long. For one to ten Japanese hires where you want the legal employer in the same city as the employee, it belongs on the shortlist.
- Publishes registration, dispatch licence and recruitment licence numbers; the only provider here to do so
- Access to a 社労士, tax accountant and labour lawyer; bilingual back office in Tokyo
- Nearly twenty years of employing for foreign companies in Japan; interim country-manager placement for market entry
- Japan only; small firm with modest capital
- No platform, no published pricing
- Ask how the service-contract structure documents day-to-day direction, given the zero-dispatch disclosure
- Japan entity
- Smart Partners K.K., Tokyo; registration and licence numbers published
- Regional base
- Tokyo
- Also offers
- Recruitment, temporary staffing, outsourcing, interim executive placement
- Operating since
- 2007
weConnect
weConnect began in Tokyo as an accounting, tax and payroll outsourcer for foreign subsidiaries and added Employer of Record so that it could take a client from first hire to Japanese company without changing provider. Because it incorporates and runs K.K.s and G.K.s for a living, it can tell you plainly when an EOR stops making sense, and its EOR page lists compensation gap analysis and carve-out work alongside payroll. Japanese payroll runs through an employee self-service portal with digital government filing, so payslips, year-end adjustment forms and insurance life-event notices are paperless, and each client has a single English-speaking point of contact. It states a global team of around 1,200; we record that as its claim. The limits are structural: EOR is one service line among several and the Japan pages lead with incorporation and accounting, there is no published fee, and the dispatch question is not discussed. For a company that knows it will have a Japanese subsidiary within two years, weConnect is the tidiest path; for a single long-term hire, Smart Partners or RemotePeople are more focused.
- Tokyo-based; accounting, tax and corporate secretarial under the same roof as EOR
- Paperless Japanese payroll with digital filing and employee self-service
- Clean EOR-to-subsidiary transition; single named contact per function
- EOR is secondary to entity and accounting work in its Japan marketing
- No published pricing; dispatch structure not explained
- Global headcount and footprint are the firm’s own figures
- Japan entity
- weConnect Japan K.K., Tokyo (claimed as employing entity; confirm)
- Regional base
- Tokyo
- Also offers
- Entity formation and dissolution, bookkeeping and tax, corporate secretarial, global payroll
- Operating since
- 2018
Deel
Deel is the best-known global platform and, unusually among the platforms, has a country leader and team in Tokyo. It states that it owns its Japanese entity and publishes a starting fee of US$599 a month and a workable cost calculator. Its software is the best in this comparison: onboarding, Japanese payslips, expenses, equipment, time off and integrations in one place, with contractors, EOR and payroll in a single product. When TokyoDev surveyed providers in late 2025 Deel was one of the few willing to quote a visa fee, roughly US$6,000 plus a monthly supplement: expensive but knowable. Where it falls short is depth: its Japan material is a global template competently localised, the Worker Dispatching Act is not addressed, and support at standard tiers is a queue, a poor instrument when an employee has refused a negotiated resignation and someone needs to sit down with them in Japanese. Deel beats every provider above it on software and published pricing; it loses to all of them on Japanese depth.
- Best software and employee experience here; strong integrations
- Own entity in Japan (claimed) and a Tokyo-based country team
- Published fee and cost calculator; willing to quote visa fees; contractors, EOR, payroll and HRIS in one product
- Ticket-based support at standard tiers; no named Japan contact unless you pay for it
- Dispatch positioning not explained publicly
- Japanese nuance can be lost in a global template
- Japan entity
- Own entity (claimed)
- Regional base
- Global; country team in Tokyo
- Also offers
- Contractors, global payroll, HRIS, immigration, PEO for companies with a Japanese entity
- Operating since
- 2019
Links International
Links has run payroll outsourcing and recruitment across Asia for more than 25 years and has built a Japanese-speaking payroll team, so the people processing your 源泉徴収 and 住民税 deductions sit in Japan. It describes its model as 100 per cent in-country delivery with no partner network, handles visas in house, and its Workday, SAP SuccessFactors and Oracle HCM integrations are the strongest enterprise HRIS stack of any Asia-focused EOR. Its Japan labour-law pages are current and practical. The Japan operation is younger than its Hong Kong, Singapore and China offices and EOR is one product among payroll, recruitment and outplacement, so it lacks the Japanese depth of GoGlobal or Smart Partners; the platform is traditional; and pricing is by quote. It beats Deel on in-country payroll staff and enterprise integrations and loses to it on software and transparency.
- Japanese-speaking payroll and HR staff processing in Japan
- Visa, payroll, recruitment and outplacement under one roof across Asia-Pacific and the Middle East
- Certified Workday, SuccessFactors and Oracle integrations; current Japan labour-law pages
- Japan operation is newer than its other Asian offices; confirm the employing entity
- Service-led rather than software-led; Links One is less polished than the platforms
- Custom quotes only; coverage limited to Asia-Pacific and the Middle East
- Japan entity
- Japan operation (claimed); ask which entity signs the contract
- Regional base
- Hong Kong
- Also offers
- Payroll outsourcing, recruitment, visa services, outplacement, incorporation via Ascentium
- Operating since
- 1999
G-P (Globalization Partners)
G-P is the oldest of the global EORs and the one most likely to satisfy a large company’s procurement, legal and security teams. It has a Japan country manager, employs for dozens of foreign companies entering Japan, and talks publicly about the mechanics: year-end adjustment handled for the employee, salary confirmations for landlords, visa sponsorship for non-Japanese hires, and a frank view that stock options do not fit the platform and are usually handled by side agreement. The trade-off is that it is oriented to enterprise rather than to a founder hiring one Tokyo engineer: onboarding is process-heavy, pricing is by quote (it declined to give TokyoDev a visa fee), and the marketing now leads with AI compliance tooling. Smart Partners and GoGlobal beat it on Japanese specificity; Deel beats it on software; G-P beats all three on the depth of its contractual and indemnity framework, which for some buyers is the whole point.
- Long track record and enterprise-grade contracts and security
- Japan country manager and local team; candid about equity and visa handling
- Enterprise pricing and onboarding; less suited to a first hire
- No published fees, including for visa work
- Marketing increasingly centred on AI tooling rather than on named specialists
- Japan entity
- Own entity (claimed)
- Regional base
- Boston; Japan team in Tokyo
- Also offers
- Contractors, global mobility, entity wind-down support
- Operating since
- 2012
Remote
Remote built its reputation on refusing to use partners, and for Japan it states that it employs through its own entity. Its pricing is public and its terms clearer than most: a flat monthly fee, published payroll cut-off dates and a current Japan country page. Remote IP Guard and its stock-option administration are the best in this group, and Japan’s tax treatment of options is intricate enough that having it run through payroll correctly is worth something to a start-up granting equity to a Tokyo engineer. The weaknesses are the ones the platforms share: support is a queue, the Japan material is a localised template that does not mention dispatch, and its fee is at the top of the platform range. Remote beats Deel on transparency and on IP and equity, and loses to it on software breadth and on having a team in Tokyo.
- Owned-entity model (claimed); no local partner in the employment chain
- Published pricing and clear terms before a sales cycle
- Strong IP assignment and stock-option handling
- Ticket-based support; no Japan specialist assigned
- Premium fee for a single hire
- Dispatch not discussed; confirm the structure in writing
- Japan entity
- Own entity (claimed)
- Regional base
- Distributed; no Asian headquarters
- Also offers
- Contractors, global payroll, HRIS, equity administration
- Operating since
- 2019
Multiplier
Multiplier was built in Singapore for Asian hiring before it went global, and it remains one of the more cost-effective platforms for a Japanese hire, with an entry fee below Deel’s and Remote’s. It states that it owns its Japanese entity, generates Japanese-language contracts covering the mandatory Article 15 terms, and its Japan pages are competent if generic. The platform is quick and the sales process short, and its contractor-of-record product is useful if you have been paying a Japanese freelancer and want to regularise the relationship. What is missing is depth on the questions specific to Japan: the Worker Dispatching Act, work rules, the bonus convention, and what happens when a dismissal is challenged. A reasonable choice for one or two Japanese hires within a wider Asia-Pacific team; weaker once Japanese headcount grows past a handful.
- Asian origins and Asia-Pacific pricing
- Own entity in Japan (claimed); Japanese-language contracts; fast onboarding
- Generic Japan documentation; little on dispatch, work rules or bonus practice
- Younger company with a shorter track record in Japanese disputes
- Japan entity
- Own entity (claimed)
- Regional base
- Singapore
- Also offers
- Contractors, contractor of record, global payroll, HRIS
- Operating since
- 2020
Pebl (formerly Velocity Global)
Velocity Global was one of the four large providers TokyoDev interviewed about hiring in Japan, and its answers were sensible; its global equity programme handles option withholding and reporting through payroll, which few rivals do well. Since September 2025 it has traded as Pebl, with an AI-first platform and a published entry fee of US$599 a month. It claims more employment licences than any rival; in Japan that would mean a dispatch licence, so ask for the number. What drags it down is the state of its Japan material: the country page we read quoted a national minimum wage of ¥901 an hour from 2020 and maternity pay at 100 per cent of salary, neither of which is right, a poor sign in a market where the details are the product. No Tokyo team is disclosed, dispatch is not addressed, and after the rebrand the contract may name a company your procurement team has not heard of. Worth a conversation if equity and immigration must be bundled; otherwise the providers above are safer in Japan.
- Long-running global EOR with immigration and equity administration built in
- Published entry fee; widest coverage alongside G-P
- Japan country page carried out-of-date wage and leave figures when we checked
- No disclosed Japan team; dispatch structure unexplained
- Recent rebrand; confirm the contracting entity and licence status in writing
- Japan entity
- Not disclosed; confirm whether own or partner
- Regional base
- Denver; distributed
- Also offers
- Global payroll, benefits, immigration, equity programme, contractor management
- Operating since
- 2014
How we scored
- Own-entity presence in JapanWhether the provider employs your hire through a Japanese K.K. or G.K. it owns, or through a local partner. Own entities mean one point of accountability when a Labour Standards Inspection Office or a labour tribunal gets involved; partners are acceptable when named and vetted.
- Dispatch and service-contract handlingWhether the provider can say which structure it uses under the Worker Dispatching Act, whether its Japanese entity holds a dispatch licence, how it documents supervision under a service contract, and what it does at the three-year point under dispatch.
- Payroll and statutory accuracyHealth insurance at the prefectural Kyokai Kenpo rate (Tokyo 9.85 per cent from March 2026, split equally), nursing-care insurance for the over-40s, Employees’ Pension at 18.3 per cent split equally, the 0.36 per cent child-allowance contribution and the new child and childcare support levy, employment insurance at FY2026 rates, workers’ accident insurance at the sector rate, standard-remuneration grading and its September reset, monthly withholding and the December year-end adjustment.
- TransparencyAre fees, notice periods, bonus treatment and what is included explained plainly before signature, or only after a sales cycle, and are licence and registration numbers published?
- SupportIs there a named, Japanese-speaking person who knows your account and works Japanese hours, or a ticket queue in another time zone?
Frequently asked questions
Is Employer of Record legal in Japan?
There is no law that permits or prohibits an Employer of Record by name. The arrangement is analysed under the Worker Dispatching Act, which allows a licensed agency to dispatch workers for up to three years per organisational unit, or under general labour law when the provider argues it is a service contractor. Both structures are used; the second carries the risk that an inspector finds disguised dispatch, in which case the client is deemed to have offered the worker direct employment. The practice is widespread for white-collar hires, but the legal footing is narrower than in Singapore or Hong Kong. Our country-by-country guide sets Japan alongside the rest of the region.
What does an EOR cost in Japan?
Two components. The provider’s fee runs from roughly US$400 to US$700 per employee per month, more for visa sponsorship. Employer contributions are passed through at cost: health insurance about 4.9 per cent (Tokyo, FY2026; other prefectures vary), nursing-care insurance 0.81 per cent for employees aged 40 to 64, Employees’ Pension 9.15 per cent on standard remuneration capped at ¥650,000 a month, employment insurance 0.85 per cent, workers’ accident insurance from 0.25 per cent for office work, the child-allowance contribution of 0.36 per cent and the new childcare support levy of about 0.1 per cent: near 15.7 per cent for a Tokyo office worker under 40, around 16.5 per cent above that age. Bonuses carry the same contributions. See our guide to employer costs across Asia.
Can an EOR sponsor a work visa in Japan?
Yes, with a caveat. The common route is the Engineer/Specialist in Humanities/International Services status, which requires a degree or ten years’ experience and a job that uses it. The sponsoring employer files for a Certificate of Eligibility, which takes one to three months, and the immigration bureau looks at the employer’s size and tax record and at whether the described activities will actually be performed. Where the worker will sit at a client’s premises, officers ask about the relationship and expect it documented as licensed dispatch or a genuine service contract. An EOR with its own registered Japanese entity can sponsor; one working through a partner usually cannot. RemotePeople, GoGlobal, Deel, G-P, Links International and Smart Partners all state that they sponsor. Budget six to twelve weeks on top of onboarding and a one-off fee.
How long can an employee stay on an EOR in Japan?
If the structure is dispatch, three years in the same organisational unit is the statutory maximum for a worker on a fixed-term contract with the agency, after which the client must hire directly, the worker must move to another unit, or the arrangement must end; workers on indefinite contracts with the agency are exempt. If it is a service contract, no fixed limit applies, but the longer the client behaves like an employer the stronger a disguised-dispatch finding becomes. Separately, fixed-term contracts renewed past five years convert to indefinite employment on request under Article 18 of the Labour Contract Act; most EOR hires are indefinite from the start. Sensible providers treat the third year as a decision point and can incorporate a Japanese entity for you.
What are the probation, notice and dismissal rules?
Probation is customary at three months, sometimes six, must be written into the contract, and should not exceed a year. Dismissal requires objectively reasonable grounds and social appropriateness under Article 16 of the Labour Contract Act at every stage, including probation. Thirty days’ notice or pay in lieu is required under Article 20 of the Labour Standards Act after the first 14 days. Hours are 40 a week and eight a day, and overtime needs a filed 36 Agreement capped at 45 hours a month and 360 a year. A dismissed employee can seek nullification and back pay, so most Japanese exits are negotiated resignations with a payment of one to several months’ salary. Our employment law guide and benefits guide cover the detail.
EOR or my own Japanese entity?
An EOR makes sense for the first one to ten hires and for a start date measured in weeks. A K.K. or G.K. takes four to eight weeks to register once you have a representative and an address, needs a Japanese bank account, and then carries its own social-insurance registrations, withholding duties, work rules at ten staff, and a tax accountant and 社労士 on retainer. It becomes the better answer when headcount passes a handful, when you need to hold Japanese IP or invoice Japanese customers locally, when a founder needs a Business Manager visa, or when the three-year dispatch point approaches. RemotePeople, weConnect and GoGlobal will all incorporate the entity and transfer the employees across. Our regional ranking looks at the same providers across Asia.
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Ask usSources
- Japan, Worker Dispatching Act (労働者派遣法, Act No. 88 of 1985, as amended 2015 and 2020), Articles 4, 35-3, 40-2, 40-6 and 23(5); Ministry of Health, Labour and Welfare notice No. 37 of 1986 on distinguishing dispatch from contracting.
- Japan, Labour Standards Act (労働基準法), Articles 15, 20, 21, 32, 36, 37, 39 and 89; Labour Contract Act (労働契約法), Articles 16 to 19.
- Japan Health Insurance Association (協会けんぽ), prefectural premium rates for FY2026 (Tokyo 9.85 per cent; nursing care 1.62 per cent).
- Japan Pension Service, Employees’ Pension Insurance premium rate and standard-remuneration table; FY2026 child-allowance contribution rate of 0.36 per cent; Children and Families Agency, child and childcare support levy from April 2026.
- Ministry of Health, Labour and Welfare, employment insurance premium rates for FY2026 (general industries 13.5/1,000, employer share 8.5/1,000) and workers’ accident insurance rate table by industry.
- Immigration Services Agency of Japan, Certificate of Eligibility procedure and requirements for the Engineer/Specialist in Humanities/International Services status of residence.
- Legal Affairs Bureau registry information service, National Tax Agency Corporate Number Publication Site and MHLW 人材サービス総合サイト, used for the entity-verification caveat.
- TokyoDev, “Employer of Record (EOR) Services in Japan”, updated October 2025, for provider interviews and quoted visa fees.
- Provider websites and published documentation, reviewed September 2026.