What is the most common failure when hiring foreign workers?

Mismatch from insufficient preparation, and early leaving from language/life isolation. Both drop sharply with prior mutual understanding and a support structure.

We worry about disappearance.

Fair treatment, housing/living support and a mother-tongue contact help. Disappearance is often driven by unfair treatment or isolation, so sincere onboarding is the best prevention.

Isn't the paperwork hard?

With a registered support organization and administrative scrivener, the employer's burden is reduced. Decide who handles what at the start.

We worry about the language.

Pre-departure training and mother-tongue support close the practical communication gap; using 'easy Japanese' also helps.

Downsides and common worries of hiring foreign workers — and how to solve them

By: Watari Editorial Team·Last updated: 2026-07-08

Hiring foreign workers does have real challenges. Here we honestly lay out the worries and downsides employers commonly feel, with a practical countermeasure for each. The conclusion: most are greatly reduced with preparation and a solid sending and support structure. Turning vague anxiety into concrete measures is the first step to a successful hire.

1. Language and communication

Downside: depending on Japanese level, instructions and safety training may not get through. Fix: Japanese training from before departure, use of 'easy Japanese', and a mother-tongue point of contact — support the crucial first weeks.

2. Residence paperwork

Downside: unfamiliar procedures like residence applications/renewals and support plans. Fix: with a registered support organization and administrative scrivener, the employer's paperwork burden shrinks a lot. Clarify who does what up front.

→ Who runs the Japan-side work

3. Retention, early leaving, disappearance risk

Downside: gaps with expectations or isolation can lead to early leaving. Fix: fair treatment, housing and living support, and a mother-tongue contact. Disappearance is often driven by unfair treatment or isolation — sincere onboarding is the best prevention.

4. Culture, religion, daily life

Downside: prayer, meals (halal, etc.) and views on leave can cause friction if ignored. Fix: understand the home country's culture in advance and align workplace rules reasonably. Mutual understanding raises retention.

5. Cost and initial fees

Downside: referral, support and procedure costs at the start. Fix: judge by total cost (TCO), not a single year; grasp the whole picture first, and choose partners whose sending-side cost is transparent.

→ See the cost breakdown / TCO

6. Adapting to legal changes (Ikusei Shuro, etc.)

Downside: frameworks change (e.g. Technical Intern Training → Ikusei Shuro), creating extra work. Fix: track the latest rules and prepare with professionals and your sending organization; plan around the transitions (e.g. to SSW).

→ Ikusei Shuro vs. Technical Intern Training

7. Unprepared worksite

Downside: without a receiving structure, both the worker and the team struggle. Fix: onboarding training, a mentor, and an evaluation/feedback loop. Preparing your Japanese staff matters just as much.

Anxiety shrinks with preparation

Most worries about hiring foreign workers can be prevented by structure. Watari sends workers primarily from Cambodia, supporting pre-departure training through mother-tongue settling-in, and coordinating with Japan-side registered support organizations and administrative scriveners. Start with a free consultation.

→ Free consultation for employers

FAQ

What is the most common failure when hiring foreign workers?: Mismatch from insufficient preparation, and early leaving from language/life isolation. Both drop sharply with prior mutual understanding and a support structure.
We worry about disappearance.: Fair treatment, housing/living support and a mother-tongue contact help. Disappearance is often driven by unfair treatment or isolation, so sincere onboarding is the best prevention.
Isn't the paperwork hard?: With a registered support organization and administrative scrivener, the employer's burden is reduced. Decide who handles what at the start.
We worry about the language.: Pre-departure training and mother-tongue support close the practical communication gap; using 'easy Japanese' also helps.

Free consultation for employers Japan-side structure Cost & estimator Ikusei Shuro vs. Technical Intern Free starter guide

This page is general reference information. Requirements and operations may change. Confirm the latest and accurate information with official sources (Immigration Services Agency, MHLW).