Office Information

Labor and Social Security Attorney's Firm

Ohno Oﬃce

GreetingJapan faces a phase of populat ion and labor f orce decline while already in its "popula tion onus" period. At the same time, we are in an era in which c hanges due t o t he"digitaliz ation of society," called the F ourth I ndustrial Revolut ion, are coming in more
rapidly than ever before. T he rate and f orce of thes e changes, as well as the progres sof informat ion technology stemming f rom the digit iz ation and globalizat ion of societ y,largely symboliz ed by the Internet, are t ruly dizzying.
As you k now, the rapid changes in our s ocial environment demand an immediat e
response in all aspects of our lives. Companies or, for that matter, any human organi zation, cannot surv ive without sustainable growt h. While t here are bot h qualit at ive andquantitative aspects to growth, in any cas e, it is cruc ial t o make continuous updates,
and revamp the management system based on the organization's growth stage at the time.
For an organiz ation to be sustainable means for it to s urvive beyond the generat ion of
its current members. To that end it is essential t o look beyond various personal
factors, to have a mechanis m in place t hat embraces change, and to have the capabili ty to operat e independent ly of the organiz ation's members. I believe c hange is anadaptation to the environment, and at the s ame t ime, a c onstant st rengthening of theorganiz ation's structure. It takes effort to t urn change into innovat ion and growt h intodevelopment. But before that can happen, change must be accepted. In t hat sense, theonly unchanging t ruth may be change itself .
Since our founding in 1977, we have endeav ored to provide comprehensive humanresources and labor services with smoothly int egrated c onsultat ions and procedureswith our clients' continued s upport. Now t hat all industries are undergoing a roughwav e of new technology and drastic change, conv entional wisdom no longer applies.
We will be proactive in confronting change and providing t he services that our clientstruly need. We will also strive to be a company that our clients trust completely and willtake great joy in developing along with them.

Minoru Ohno
-1-

GreetingIn the field of personnel and labor management, individual laws and regulations are detailed, but in recentyears, new laws and regulations have been enacted and revised frequently, making corporate responses
more complex and diverse than they were a decade ago. In addition, the need for corporate and professional ethics and corporate social responsibility has become more important than ever before.
When we perform labor audits, we always say that not only is it legal, but also the systems, rules, andideas should be fair and impartial. We also want to be a fair and impartial office that is sincere in its
dealings with society, our clients, companies, regulatory authorities, and employees.
I would like to take this opportunity to share with you what someone said to me when I was in my 20s.
I still think of those words sometimes, "You may pass an exam with a score of 70 or 80, but at work you
must score 100, and if you want your customers to be happy, you must score 120."
This is what the head of the judicial scrivener's office said to me when I went to him to apologize for a
mistake I had made in the payroll calculation.
He has been managing a firm for decades in the same professional capacity, and he said these words tome as a means of lesson, and they have left a strong impression on my mind. I will keep these words inmind as I work to please our clients and exceed their expectations.
The issues surrounding companies are piling up, such as the declining birthrate, aging population, shortage of human resources, equal pay for equal work, wage increases, etc.
We, Ohno Office, will continue to make every effort to be a business partner that can provide our clientswith reassurance and trust, going beyond the scope of human resources and labor affairs.

Yoshinobu Noda

-2-

About Us

Office Overview
Company

Labor and Social Security Attorney’s Firm
Ohno Office[Corporate Number 9011005001404] [SR Corporate Number 1303003]

Shibuya Office

Makuhari Office

Shibuya TSK Bldg. 1F, 3-8,
Nanpeidai-cho, Shibuya-ku,
Tokyo, 150-0036 Japan
Phone 81-3-3496-4884

Makuhari Techno Garden Bldg.B
10F, 1-3 , Nakase, Mihama-ku,
Chiba-shi, Chiba, 261-8501 Japan
Phone 81-4-3301-2061

To Harajuku

MakuhariTechno Garden

Dogenzaka

Makuhari Messes

Messe Amuse Mall

Kaihinmakuhari
Sta.

To Soga

Center St. Ave

Ave.

Route 246

To Tokyo

Meiji St.

Shibuya Sta.

Mark City

Kokusai-odori

Address

CeruleanTower
To Ebisu

Shibuya
TSK Bldg.

Date Founded

January 8, 1977

Incorporation

April 1, 2003

Capital: JPY25,000,000

・HR and labor management consultation, guidance, and operational support

・Procedures related to Labor / Social Insurance, Labor Standards Law, Industrial Safety, etc.

Services

・Outsourcing of payroll operations

・Labor surveys, Labor management audits, IPO support in the field of HR consulting
・Holding of employee training sessions for managers and the HR staff

Employee Date

65 people[ 33 of which are licensed social insurance labor consultants]
Breakdown: 6 executives and operating officers, 2 division Managers,
8 group leaders, 49 staff members,

Representative

MinoruOhno[As of June 2024]

Yoshinobu Noda

About 300 Clients

Clients

OthersTSE [Prime]-listed companies 29 [Including

Foreign-affiliated company 12

Holding Companies][Including New York Stock Exchange 3 ,TSE [Standard]-listed companies 11

NASDAQ 1 ]
TSE [Growth]-listed companies 4
Special corporation 5, etc.
Total number of employees in companies we serve : About 160,000 employees
PrivacyMark：[Certification date] November 21, 2006
[Certification number] 10840219[07]Kurumin [symbol denoting an institution providing strong childcare support]:[Certification Year] 2010
Company subject to labor management audits:[Certification number] 02008888902629-3-

Our Strengths
Office Features

1

Organizational Structure
While we assign one main person to be responsible for each client, multiple staff members work for eachclient to prevent operational delays and errors. Our work runs through our whole company as it getschecked, allowing us to carry it out quickly and accurately.
Furthermore, as we do a wide range of work related to human resources and labor, we are able to put
together a diverse team of employees, business managers, group leaders, and experienced staff members,
as needed for each job.
Shibuya 1st Group

1st Division

Shibuya 2nd Group

2nd Division

Shibuya 3rd Group
Shibuya 4th Group

Board ofDirectors

Shibuya 5th Group
Makuhari 1st Group

3rd Division

Makuhari 2nd Group
Makuhari 3rd Group

Administration Division
Labor Consultation Division2

Extensive Experience

3

Security

4

Progress Record

5

Seminars

6

Publication

With over 40 years of experience, we engage in a wide range of operations to meet the needs of each of our clients,
which include major listed companies as well as new startups. We also focus on improving the skills of each of our staff
members by encouraging them to join seminars and holding regular study sessions at our office.

To ensure proper protection of the large amount of sensitive information we handle, we strengthen our security systemin terms of both hardware and software. This includes becoming a certified PrivacyMark entity, adopting an entry and exit
management system, prohibiting the use of alternate data storage methods, preventing information leakage fromunauthorized data copying, monitoring our core sever's access logs, and using an external data center to protect data.

We use workflows for our extended labor and social insurance procedures and payroll operations, which we create foreach company we do business with. We also carefully track progress for each company and prepare a record that allows
this progress to be easily understood. It includes dates for the initial request, for applications sent to the administration,and for notifications being sent out upon completion. In order to avoid missing any step in the process, we have a system
in place of informing our clients in advance of when labor agreements or applications for benefits need to be made.

We hold free seminars for our clients twice a year, in spring and autumn. These seminars provide information on law
revisions and seasonal topics. Instructors for these seminars are mainly representatives from our employees andmembers of our staff, but we also invite outside lecturers.

Members of our office regularly write articles for the Roseijiho magazine, which focuses on personnel and labor management. We also write and publish many of our own books.

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Business

Business Description

Efficiency of work, organizational structure and personnel allocation, labor management systems,
strengthening labor compliance by establishing methods to effectively evaluate, control, and review
conformity to laws -these are important issues for the enterprises of today.
In order to respond to the various challenges that companies face. we at the Ohno Office strive to provide
a wide range of services as a specialist.

1

2

For IPO support, improvementof labor management , andcorporate growth

AUDITING

A specialized team ensuring ahigh degree of accuracy in ourwork and our management system

OUTSOURCING・Procedures related to Labor /・Labor compliance audits

Social Insurance, Labor Standards

・Talent portfolio auditsLaw, Industrial Safety, etc.

・Labor due diligence・Payroll

Ohno Office

3

4

Reliable advice from expertsthat will help prevent potential
problems

Implementing a labor compliancesystem, with the understandingthat human resources is what
determines a company's management

ADVISING

CONSULTING

・Labor contracts, Work rules
・Working time management
・Wages and evaluation system
・Mental health and harassment

・Review and revise work rules
・Produce HR systems as follows:
Working hour management
Wage and evaluation system etc.
・Support for IPO

etc.

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Business
Auditing

1.Labor compliance audits

Labor
Management
Auditing

Audit of the maintenance of andadherence to work rules, agreements,
documents, etc.

2.Talent portfolio audits
Audits of personnel balance,labor processes, etc.
Employee awareness survey

Composition of audits
Legal Corrections[urgency scored out of 3]
Improvement Suggestions[priority scored out of 3]

Audit Report

Evaluation of
performance andsatisfaction

The goal of the labor management audit is to implement effective strategies for human resource management, andto enable company workers to grow together.

1 Labor Compliance Audits
In order to create a business management framework and establish workplace authority regulations, we check
adherence to regulations, rules, and legal documents related to human resources, labor, and core personnel.
Additionally, after forming a basic strategy and a human resources policy for the company, we offer suggestions for
improvement. This includes suggestions regarding potential operational issues, and issues that, even if not illegal,
may carry risks and could be unfavorable .

2 Talent Portfolio Audits
To measure various labor management indicators, we create a human resource balance sheet and labor process
sheet as labor statements that provide objective insight into labor efficiency. At the same time, we investigate
employee satisfaction by conducting an employee awareness survey and examine its correlation with labor efficien cy. This is what we propose to evaluate performance and satisfaction.

IPO
Review

Implementation ProceduresInternal
Inspection

Company
Internal Controls
and CSR

Administrative
Consignment
Inspection

3 Labor Due Diligence

Labor Due
DiligenceDue diligence refers to auditing financial status and legal
compliance in mergers and acquisitions. While the ideasof legal and accounting due diligence are well understood, in recent years, labor and management problems
such as hidden unpaid debts have had a big impact on

Administrative
Supervision

mergers and acquisitions. To carry out proper labor due
diligence, we thoroughly analyze potential labor risks at
the time of the merger or acquisition, and we makeLabor Management Audits
Labor Compliancerecommendations well in advance accordingly.

Talent Portfolio-6-

Business
Outsourcing

Our Policy
Our mission is to be a strategic partner in creating high value by leveraging labor and social insurance procedures,
as well as payroll operations. We believe that by fulfilling such a mission can the effects of outsourcing be fully
realized.
In order to achieve this, we do not simply undertake work, but provide effective services by comprehensively planningout our workflow and systems to match the actual situations of our clients.
In addition, in an advisory support role, we will share timely and practical advice based on our experience in outsourc ing, and in doing so strive to enhance our labor compliance systems.
We never outsource any of our own work to third parties and operate only in a perfectly secure and risk-free businessenvironment. Furthermore, we have implemented new software specializing in labor and social security attorney work,
which can handle a large volume of procedures.

Implementation Diagram

Information from the client

Basic Information Database

My Number Database

Labor and Social Insurance Procedures■Industrial Accident Compensation
Insurance■Employment insurance
Declaration of labor insurance premiums,
applications related to labor insurance, etc.
■Labor Standards
Producing work rules, 36 Agreement,
discretionary labor agreement, etc.
■Worker Dispatching
Reports for dispatching workers, etc.

Payroll Operations■Health Insurance■Employees' Pension Insurance Applications
related to Employee Health Insurance,
Employee's Pension Insurance, etc.
■Industrial Safety and Health
Notifications of appointments withan Industrial Physician, Safety
Officer, or Health Officer, regular
health checkup reports, etc

Strategic utilizations leading to cost reductions+-7-■Monthly salary /Bonus calculation■ Payroll-related
services

Speed

Security Accuracy

Achieving labor complianceBusiness
Advising

Business Overview
We provide a service which resolves daily issues that managers face and give them support in order to prevent
various human resources and labor problems.
This includes consultation advice, work regulation revisions, reviews of documents to be prepared or altered, andprovision of information on law revisions.
We provide a wide range of information, and present precedents set by other companies.

Specific Examples and Scope of Activities

1

Advice on developing and revising humanresources and labor work rules* Not including consulting work required forlarge-scale revisions, etc.

3

Advice on employment contracts, reports on working
conditions, reports on personnel changes, andreports on other in-house personnel matters

2 agreements, etc.

Advice on concluding labor management

4

Advice on the operation of HR scheme and the
problem solving in HR management* Not including those that intervene
in labor disputes

5 by government agencies

6 labor-related laws and regulations

7

8 Providing information on law revisions

Advice on responding to on-site inspections

Advice on interpreting and operating alongside

Advice on human resources and labor issues
such as mental health and harassment

9 for understanding official work rules.

10 Holding regular seminars [twice a year]

Providing reference materials and precedents

I want to update ourwork rules that correspondto current law

I need support for
improvement orders fromthe Labor Standards
Inspection Office

I want to know if there
are any issues in theemployment contract or
the working conditions
reportI want to know how todesign and operate asystem to support diverse
work styles

I want to learn how towrite and conclude 36
Agreement?
-8-

I want to know how
I should proceed withharassment measures

I want to know about
any amendments to aparticular law

I want to see a work
rules document sample

Business
Consulting

Specific Examples

1

Construction / Revision of Work Rules

We provide support in revising work rules in response to legal reforms, as well as establishing various work rules
related to human resources and labor, including wage and retirement fund rules. We thoroughly consider judicial prec edents, as well as corporate philosophy and policies, before proposing the most suitable regulations.
*We also take on Japanese translations of work rules.

2

Planning for HR Systems

In recent years, companies have had various troubles and concerns regarding management issues, lack of under standing of the working hours system, and overwork and unpaid work arising from such a system not being adopted
properly. We organize all points of uncertainty that an organization may have and propose solutions to optimize its
management of working hours.

Suggestionsforsolutions■Consideration whether a worker is legally recognized as a supervisor or manager■Developing division-based systems for modified working hours and deemed working hours[off-site work, specialized work or planning work]■Making the working hours system easier to understand, and setting measures for long working hours■Legal introduction of annual salary scheme

3 IPO Support / Labor Due Diligence
IPOs [Initial Public Offerings] allow companies to reach out to various stakeholders and shareholders.
As this is a large responsibility in which an organization becomes a social entity in both name and substance, a company
that applies to be publicly listed must pass strict examination by the stock exchange and lead underwriter. Among theexamined items is the business management system and its smooth operation.
・In order to create a business management framework for the organization, as well as establish a workplace authority
system and various systemic regulations, we will maintain legal books and records and other documents regarding
personnel at the core of operations, regulations related to human resources and labor, and agreements.
・In addition, after developing a basic human resources policy for the company, we will provide support in improving
operations [time management, etc.], and rectifying issues that, even if not illegal, may carry risks and could be
unfavorable.
3.Determining areasthat need reform

1.Basic policy of systemmanagement
Proposing methods toestablish a new systemdesign philosophy andmanagement policy

1

分 析

5.Design a new system basedon the ideas for reform

Examining the current stateof affairs,andorganizing items
needed to create a new systemand head in a new direction

2

2.Understanding thepresent situation
Understanding issues
and problems related tothe current HR system

立3案

Creating a specific framework that can handle theactual operation

4

実

行

4.Establishing a new framework
Having a meeting in which we
examine and discuss the options,and then presenting a blueprintof an ideal new system

-9-

5

評

6
価

6.Begin migrating to the
new system
Providing support in holding
information sessions andresolving any potential issues
related to the new system

Track Record
Some of our Clients

Company

N Association
A Company
Ｎ Association
I Company
A Company
B Company
M Company
R Company
C Company
Y Company
T Company
T Company
T Company
Y Company
A Company
S Company
S Company
N Company
B Company
K Company
I Company
D Company
G Company
F Company
R Company
B Company
P Company
V Company
T Company
P Company
O Company
S Company
N Company
S Company
A Company
G Company
M Company
K Company
R Company
B Company
E Company
J Company
T Company
J Company
H Company
H Company
H Company
G Company
C Company
N Company
A Company
H Company

Business Line

Information system Consulting
Auto parts manufacturing
Pharmaceutical sales
Information services
Temporary staffing
EnergyJewelry and apparel
Housing
Manufactualing
BridalFood manufacturing and sales
Information services
System development
Oil
Food manufacturing and sales
WelfareInformation services
Information services
Information services
Chemistry
Software development
Robot outsourcing
LifeReal estate development
Game software
Electronic machinery and equipment
System development
Trade
System development
Sale of electronic machiner
Manufacturing and sales of electronic
Housing
Information services
Game software
Pharmaceuticals
Media solution
Life
EnergyManufacturing
Real estate brokerage
Information services
Sales of electronic machinery
Sales of electronic machinery
Sales of electronic machinery
Information services
Logistics
Data processing
Insurance
Insurance

Employee Count

15,3005,800
27012,700
1,600
1,150
2,200
7,000
7,000
3,000
3,000
2,000
1,200
1,100
1,000
920
880
830
800
700
700
500
300
160
90
40
170
460
350
50
420
870
470
300
160
135
150
70
300
14,500
9,200
2,600
2,300
1,500
650
450
400
75
4,450
3,400
3,300
3,000

Advisory

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Procedures○

Payroll

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Listed company market

NYSE-listed company in Japan
NYSE-listed company in Japan
NYSE-listed company in Japan
NASDAQ-listed company in Japan
Euronext-listed company in JapanTSE [Prime]
TSE [Prime]
TSE [Prime]
TSE [Prime]
TSE [Prime]
TSE [Prime]
TSE [Prime]
TSE [Prime]
TSE [Prime]
TSE [Prime]
TSE [Prime]
TSE [Prime]
TSE [Prime]
TSE [Prime]
TSE [Prime]
TSE [Prime]
TSE [Prime]
TSE [Prime]
TSE [Prime]
TSE [Standard]
TSE [Standard]
TSE [Standard]
TSE [Standard]
TSE [Standard]
TSE [Standard]
TSE [Standard]
TSE [Standard]
TSE [Standard]
TSE [Growth]
TSE [Growth]
TSE [Prime]-Holdings
TSE [Prime]-Holdings
TSE [Prime]-Holdings
TSE [Prime]-Holdings
TSE [Prime]-Holdings
TSE [Prime]-Holdings
TSE [Prime]-Holdings
TSE [Prime]-Holdings
TSE [Prime]-Holdings
Centrex

Plan

Contract and Fee

Contract Type
Contract Type

Overview

Advisory Contract[Continuous Support Contract]

It is a contract to support the sustainable growth of the company from the personnel andlabor side through continuous support.

Spot Contract

This contract provides support as needed, such as consulting services, seminar lecturers,
and new or annual application procedures.

1 Advisory Contract [Continuous Support Contract]
1. Personnel and Labor Advising[Service Contents]
This service covers all labor consultation services, including assistance in resolving issues related to personnel and labor
management, partial revision of regulations, review of documentation and changes, and provision of information onchanges in laws and regulations.
〇 Advice and guidance on resolving human resources and labor management issues including the hiring, placement, andtransfer of employees, working conditions [sexual harassment issues, etc.], wages, and personnel evaluations, as well as
the coordination and handling of specific issues related to labor management.
〇 Advice and guidance on work rules, wages, retirement funds, and other personnel-related rules, as well as on concluding
labor contracts and labor management agreements, etc.
〇 Advice and guidance on the interpretation and application of other labor-related laws and regulations.

[Fee Criteria][1] Companies/organizations that are listed/public companies or large companies (capital over 300 million yen, 300 or more
employees )Monthly Fee

Basic Fee : JPY150,000 (before tax)
*We will provide an estimate based on the individual company's situation.

[2] Small and medium-sized enterprises/organizations
Monthly Fee

Basic Fee : JPY100,000 (before tax)
*We will provide an estimate based on the individual company's situation.

・Individual company’s situation refers to company size, number of offices, number of employees, scope of commissioned work,
whether regular monthly meetings are held, etc.
・We will provide separate estimates for the formulation of personnel systems, full preparation and operation of personnel and labor
rules and regulations, support for concluding labor-management agreements, etc., support for disclosure of non-financial
information, and management and Labor surveys and audits.

-11-

Plan

Contract and Fee

2-1

Procedures and Related Consultation[Service Contents]

Advice and guidance on the interpretation and application of labor-related laws and regulations, provision of information on
legal amendments, and general procedures based on labor insurance and social insurance laws and regulations, as well as
consultations related to these matters.
〇 Labor Standards Act and Industrial Safety and Health Act
Notifications of various agreements, such as agreements on overtime work and work on holidays, medical checkup
results reports, etc.
〇 Industrial Accident Compensation Insurance and Employment insurance
Procedures for workers' accidents, injuries and illnesses at work, unemployment benefits after retirement, etc.
〇 Health Insurance and Pension Insurance
Workers' health insurance and public pension procedures, etc.

〇 Consultation, advice and guidance on the interpretation and operation of the above.

[Fee Criteria]
Number of Employees Covered

Monthly Fee

50 or fewer

Basic Fee: JPY70,000(before tax)
*We will provide an estimate based on the individual company's situation.

51-99

Basic Fee: JPY100,000(before tax)
*We will provide an estimate based on the individual company's situation.

100 or more

Estimated separately*The individual company’s situation refers to whether the company is publicly traded or not, company size and numberof branch offices, number of employees, requests for advice on legal interpretation and operation, number of procedures
incurred, number of regular meetings held, etc.
*In addition to the above, it is also possible to sign "1. Personnel and Labor Advising ". If you wish to have both, we will
provide a separate estimate regardless of the above.
*The above amounts do not include estimated and final labor insurance premiums (annual renewal of labor insurance),and preparation and notification of basic social insurance calculations. Please see the Spot Contracts page below.

2-2

Payroll [Optional service][Service Contents]
We provide payroll processing services for companies with less than 300 employees. Frequent changes in laws
and regulations Our staff with specialized knowledge can respond to frequent changes in laws and regulations.
Payroll calculation services are an option for those who request "2-1. Procedures and Related Consultation".
Please note that we do not provide payroll calculation services only.

[Fee Criteria]
Number of Employees Covered

Payroll Operation Cost [before tax]

50 or fewer

Basic fee of JPY 30,000 〜+ employee count × JPY700

51-99

Basic fee of JPY 50,000 〜+ employee count × JPY700

100 or more

Basic fee of JPY 100,000 〜 + employee count × JPY700*The basic fee may increase based on the contents and scope of the contract, and the number of items included.
*Please note that the base fee is for payroll calculation only. Please note that the basic fee does not include theprocessing of the calculation results and the preparation of documentation.
*As a general rule, each bonus calculation fee will be equivalent to the fee for one month's salary calculation.
*We charge separately for services such as changing municipal tax information.

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Plan

Contract and Fee

2 Spot Contract
1. Annual procedures[Service Contents][1] Annual Labor Insurance Premium Calculation
Labor insurance premiums are calculated by multiplying the total amount of wages paid to all workers (for employment
insurance, those enrolled in employment insurance) during the year from April 1 to March 31 of the following year by
the respective insurance premium rates and are to be declared and paid.
[2] Annual Social Insurance Premium Calculation
Once a year, the standard monthly remuneration for health insurance and welfare pension insurance is calculated for
all insured persons enrolled as of July 1 to check for any large discrepancies between actual wage and insurance
premiums.

[Fee Criteria]
Number of Employees Covered[1] Annual Labor Insurance Premium Calculation [2] Annual Social Insurance Premium Calculation

Fee[before tax]

Fee[before tax]

50 or fewer

JPY70,000

JPY70,000

51-99

JPY100,000

JPY100,000

100 or more

Estimated separately

Estimated separately[1] Annual Labor Insurance Premium Calculation
Based on the above criteria, we will provide an estimate based on each company's situation, including whether or not
the company is publicly traded, the size and number of sales offices, the number of employees, the number of seconded
employees, and the number of employees working overseas.
[2] Annual Social Insurance Premium Calculation
Based on the above criteria, we will provide an estimate based on whether the company is publicly traded, the size of thecompany, the number of insured employees, the number of maternity/paternity leave employees, whether the company
pays in kind, and bonuses paid more than four times a year.

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Plan

Contract and Fee

2 ．Consulting and other services[Service Contents]
Services to achieve the desired results within a certain period of time, such as management and labor audits, full revision of
employment regulations, etc., IPO support, and support for the formulation of personnel systems, Other services such as
responding to investigations by the government, etc., and seminar lecturers are also covered.

[Fee Criteria]Contents

Fee [before tax]

Implementation Period

Labor Compliance Audit - Compact

JPY 500,000 〜

Approximately 2 months

Labor Compliance Audit - Standard

JPY 1,000,000 〜

Approximately 2 months

Preparation and Maintenance of Work Rules

JPY 400,000 〜

Approximately 2 months

IPO Labor Consulting

JPY 1,200,000 〜

Approximately 3 months

Human Resources and Labor Consulting

JPY 1,200,000 〜

Approximately 3 months

Accompanying of the survey by the Labor Standards
Inspection Office

JPY 200,000 〜―

Accompanying of the survey by the Pension Office

JPY 100,000 〜―

Seminar Lecturer

JPY 80,000 〜―

Other fees will be estimated on a case-by-case basis depending on the content and duration of the consulting.
*For work that requires a business trip, we will charge separately for the travel expenses.
*We do not provide subsidy application services.

*While the costs will be based on the above information, we will consider the scope of the contract, type of thecontract, etc. in estimating the costs.
Please feel free to contact us, and we will provide you with a quote that matches your needs.

-14-

Labor and Social Security Attorney’s Firm

Ohno Office

Shibuya Office

Makuhari Office

Shibuya TSK Bldg. 1F, 3-8,
Nanpeidai-cho, Shibuya-ku,
Tokyo, 150-0036 Japan
Phone 81-3-3496-4884

Makuhari Techno Garden Bldg.
B 10F, 1-3 , Nakase, Mihama-ku,
Chiba-shi, Chiba, 261-8501 Japan
Phone 81-4-3301-2061