Is it acceptable to use the same employment contract terms as for Japanese employees?

Yes, it is acceptable to use the same terms as for Japanese employees.

Labor-related laws and regulations, such as the Labor Standards Act and the Minimum Wage Act, apply to foreign nationals in the same way as they do to Japanese nationals.
In principle, the same rules apply regarding wages, working hours, and social insurance.

[Points to Verify]
The key difference from hiring Japanese nationals is the additional requirement to ensure that the employment terms align with the foreign national’s Status of Residence.

[Suitability of Job Duties]
The job duties specified in the employment contract must fall within the scope of the Status of Residence being obtained.
・Are the duties primarily on-site work?
・Are they primarily specialized work?
Since the permitted scope of work varies by Status of Residence, it is important to confirm this in advance.

[Management of Period of Stay]
Status of Residence has expiration dates.
Therefore, it is necessary to manage the schedule for renewal procedures.

[Key Points by program]
Specified Skilled Worker
・Must meet the standard wage for each field
・A support system must be in place

Technical Intern Training Program / Employment for Skill Development
・Contract terms must be based on the acceptance plan

Engineer/Specialist in Humanities/International Services 
・The suitability of job duties to educational background and work history is subject to review

At CROSSY GLOBAL.biz, we verify that the terms of employment contracts for foreign nationals comply with the relevant regulations,
and we provide support so that you can proceed with hiring with peace of mind.