All jobsJapanMiyakojima

13 Jobs in Miyakojima

Bonuses arrive twice yearly; the koygo mutual aid fund deduction marks every payslip throughout the working year.

Jobs by city in Japan

• Tokyo345
• Yokohama45
• Osaka44
• Minato39
• Okinawa37
• Kochi32
• Nagoya22
• Akashi21
• Kyoto15
• Hiroshima13
• Kōriyama12
• Chiba11
• Kumamoto11
• Chūō9
• Fukuoka8
• Tochigi7
• Tsukuba7
• Nikkō7
• Kodaira7
• Kobe6
• Yokosuka6
• Ōta5
• Sagamihara5

Questions

• What visa and permit do foreign nationals need to work in Japan?

  Foreign workers require a work visa and sponsorship from an employer registered with immigration authorities. The employer typically handles the application process and visa paperwork. Most work visas are issued for one to three years and must be renewed before expiration.

• What employment contract types exist in Japan?

  The two main categories are seishain (permanent employees) and haken or keiyaku (fixed-term contract workers). Permanent positions offer greater job security and access to company benefits, while contract roles are typically one to three years with possibility of renewal. Some employers also hire part-time workers (arubaito) with minimal benefits.

• What are standard working hours in Japan?

  The legal standard is forty hours per week, typically spread across five or six days. Many positions involve overtime (zangyou) that may be paid or unpaid depending on contract terms and industry. Overtime is common in certain sectors but regulated by labour law.

• Do employers require specific educational credentials?

  Most employers request the shokureki (career certificate issued at secondary school completion) and verification of any tertiary qualifications. Certain professional roles require licensing or certifications specific to that field. Foreign applicants must provide translated and authenticated copies of their credentials.

• What documentation do employers typically request?

  Employers request educational records, health certificates confirming fitness to work, identification documents, and proof of residence status. A criminal background check is not standard practice. References from previous employers are sometimes requested but not always required.

• How is pay structured and distributed in Japan?

  Monthly salary is paid by bank transfer, typically mid-month, with deductions including the koygo (mutual aid insurance fund) and income tax. The shoyu (bonus) is a separate payment distributed in June and December, typically equivalent to one to three months of salary. The exact bonus amount depends on company performance and individual evaluation.

• What are the koygo and shoyu?

  The koygo is a mandatory mutual aid insurance contribution deducted from every employee payslip, providing healthcare and welfare benefits. The shoyu is a semi-annual bonus paid in summer (June) and winter (December), calculated separately from monthly salary and subject to variation by employer and individual performance. Both are standard features of Japanese employment.

• When does the working year begin and end in Japan?

  The fiscal and calendar year align in Japan, running January through December. However, many companies operate on an April-to-March fiscal cycle for accounting and hiring purposes. The new hiring season typically begins in spring, with major holidays observed around Obon (August) and New Year (late December to early January).

• Are there mandatory holidays and paid leave in Japan?

  Employees receive statutory holidays and are entitled to paid annual leave (nenkyuu), typically starting at ten days and increasing with tenure. Major national holidays include New Year, Coming of Age Day, and Foundation Day. Many companies also observe Obon and New Year closure periods during which most staff are off work.

• Is overtime common and how is it compensated?

  Overtime (zangyou) varies significantly by industry and employer; some sectors routinely expect unpaid overtime while others compensate it at premium rates. Legally, overtime beyond forty hours weekly should be paid, but enforcement and actual practice differ. Contract terms specify whether overtime is included or compensated separately.