YELLZEAL / EMPLOYMENT SUPPORT
Registered support for SSW (i) employees
Agree the support plan, delivery arrangements and employer responsibilities before support begins.
Support for working life and daily life
Specified Skilled Worker (i), or SSW (i), requires appropriate support for working life, daily life and social life. We review the employer’s circumstances and the language the employee understands, then set out the delivery methods, contacts, records and reporting arrangements in the agreement.
The ten mandatory support areas
The table below outlines the statutory support areas. The employee’s circumstances and the requirements for each item must be reflected in the support plan. We confirm who will provide each item and how it will be delivered.
| Support area | Timing and arrangements to confirm | What the employer prepares |
|---|---|---|
| Pre-application guidance | Explanations before the application, in a language and manner the person fully understands. | Employment terms, duties, costs and proposed housing. |
| Transport on entry and departure | The necessary transport and assistance when entering or leaving Japan. | Flight details, arrival or departure times and meeting points. |
| Housing and essential contracts | Assistance with finding housing and arranging services such as a bank account and mobile phone. | Company housing availability, initial costs and who pays each cost. |
| Orientation for life in Japan | Information on public systems, daily-life rules, emergencies and disasters. | Local information for the workplace and residence, and company contacts. |
| Assistance with public procedures | Guidance and accompaniment, as necessary, for procedures concerning the place of residence, social security, tax and related matters. | The procedures involved, appointments and company documents. |
| Japanese-language learning opportunities | Information about local classes, learning materials and other opportunities. | Coordination between work and learning time. |
| Consultation and complaints | Consultation in a language the employee understands. | A company contact and a route for addressing matters that need correction. |
| Interaction with Japanese residents | Information and assistance relating to local events and opportunities to participate. | Work schedules and the employee’s preferences. |
| Job-change support in applicable circumstances | Support where employment ends for reasons attributable to the employer or in other circumstances covered by the requirements. | The reason for termination, dates and relevant records. |
| Regular interviews and reporting to authorities | Regular interviews with the employee and the supervisor, identification of issues and reporting where required. | Interview schedules, the supervisor’s participation and information about corrective action. |
Connect housing, work and daily-life preparations
We organize housing, commuting and everyday procedures around the start of employment. The plan should connect the employer’s housing and work arrangements with the support the employee needs.
Distinguish full outsourcing from partial outsourcing
The checks required of the employer differ between outsourcing the entire support plan to a registered support organization and delivering some support itself. Partial outsourcing does not automatically satisfy the requirements for the employer’s own support arrangements. A monthly plan name alone does not establish who delivers the ten mandatory support items or which conditions apply.
| Area | Work within the agreed support scope | Responsibilities retained by the employer |
|---|---|---|
| Support plan | Organize the employee’s circumstances, delivery methods and responsible persons. | Provide information about employment, the workplace and living arrangements, and confirm the plan. |
| Delivery of support | Provide the agreed explanations, daily-life support, consultation and interviews. | Coordinate schedules, address workplace issues and appoint company contacts. |
| Employment management | Identify matters relevant to status of residence and support. | Manage wages, working hours, health and safety, and instructions to employees. |
| Notifications and reports | Provide records of support and necessary information. | Manage the notifications and deadlines that apply to the employer. |
Handle consultations with respect for the employee’s rights
An employee’s consultation is not automatically forwarded in full to the company. We distinguish the employee’s consultation channel from the employer’s contact channel, taking account of information that needs to be shared, the employee’s wishes, urgency and legal obligations.
Confirm languages, contacts and delivery arrangements
The official register lists Thai, English and Korean. For each engagement, we confirm who will provide support, how interpretation will be arranged, and how visits and emergency contacts will work, based on the employee’s language, location and the number of people involved. The languages available through website translation are not a statement of practical service availability.
Record what has been done and what happens next
Records should identify the support delivered, matters checked, action requested from the company and deadlines. Reporting content, frequency and methods are confirmed in the agreement. The examples below illustrate how records can be organized; they are not a commitment to a particular reporting format.
| Record | Information to capture | Next action |
|---|---|---|
| Date / daily-life procedure | Method, language, responsible person and completion status. | Identify who will supply any missing document and by when. |
| Date / regular interview | Records of the employee and supervisor interviews and matters requiring improvement. | Take action with appropriate regard for the employee’s rights and the limits on information sharing. |
| Periodic summary | Support plan, delivery status and outstanding matters. | Confirm the next steps for the employer, support organization and employee. |
Optional additional services are distinguished from mandatory support in the quotation and agreement. Initial support, monthly support, immigration applications and expenses are identified separately. Matters involving labour law, tax or disputes are handled within the applicable professional scope, with the appropriate consultation route confirmed where necessary.
About your consultation
Your initial consultation is free for up to 30 minutes. We listen to your current situation and concerns, then explain whether we can assist, the next steps, relevant procedures and an overview of the fees.
Document preparation, research, applications, notifications and other actual work are charged separately. We explain the scope and fees before work begins. There is no obligation to formally engage our services after the consultation.