Reasons Why Foreigners Quit Their Jobs　Explaining the realities of the field from a practical perspective

Introduction

This article is intended for companies that are considering hiring foreign workers (on-site workers) or that are already employing them, among those that,

・Foreign employees leave shortly after being hired

・I want to know how to improve retention rates

・I want to understand what sets us apart from other companies

・I want to ensure the stable operation of the Specified Skilled Worker Program

This content is intended for people with these concerns.

 

Conclusion

The reason foreign employees leave is not due to their abilities or nationality, but rather the “operational systems of the hiring company.”

Companies with high retention rates design their policies before hiring and establish a supportive work environment and support systems.

 

Main Reasons Why Foreigners Quit Their Jobs

① Discrepancies Between Expected Job Duties and Actual Work

・The actual work differs from what was explained during the interview

・The terms of the contract do not match the actual conditions on the job

In such cases, this leads to a loss of trust and can result in early resignation.

 

② Dissatisfaction with Salary and Benefits

・Take-home pay is lower than expected

・Overtime pay is not being paid appropriately

・Feel there is a disparity in treatment compared to Japanese employees

Under the Specified Skilled Worker Program, compensation must be equal to or greater than that of Japanese employees.

 

③ Workplace Environment and Interpersonal Relationship Issues

・Teaching methods are too strict

・Harassment issues

・An environment that makes it easy to feel isolated

Because cultural and language differences play a role, sensitivity is essential.

 

④ Lack of Support for Daily Living

・Insufficient support for housing and administrative procedures

・Lack of a supportive environment for seeking advice

Instability in one’s living situation is a major factor leading to job loss.

 

⑤ A system that allows for job changes

Under the Specified Skilled Worker Program, changing jobs within the same field is permitted.

It is not uncommon for workers to change jobs in search of better conditions.

 

Common Characteristics of Companies with High Turnover Rates Observed in the Workplace

① Wages That Deviate from Industry Standards

When wages are lower than the industry average, information tends to be shared within foreign worker communities, which often leads to job changes.

 

② Discrepancies in Values Between Management and Employees

There can sometimes be a disconnect between the loyalty and dedication to the company that management expects and the employees’ attitudes toward work.

 

③ The tendency to attribute reasons for leaving to external factors

Simply attributing the reasons for leaving to the individual, the staffing agency, or the registered support organization will not lead to fundamental improvements.

 

④ An Organizational Structure That Discourages Feedback

In an environment where it is difficult to point out issues within the company, problems tend to go unresolved, leading to a cycle of employee turnover.

 

Characteristics of Companies with High Retention Rates

① Clear Pre-Hire Explanations

・Accurately describes job duties and compensation

・Helps prevent mismatches

 

② Proper Labor Management

・Paying wages equal to or higher than those of Japanese employees

・Complying with labor laws

 

③ Establishing a Counseling System

・Regular counseling sessions are held

・An environment is provided where counseling is available in the student’s native language

 

④ Enhancing the Educational System

・Manuals and training programs are in place

・Support is provided for Japanese language education

 

⑤ System Design Based on Long-Term Employment

・Provides career paths

・Takes into account the transition to Specific Skilled Worker Category 2

 

A Comparison of Companies with High Turnover Rates and Those with High Retention Rates

[Companies with Low Retention Rates]

・Hiring Policy: Focused solely on addressing labor shortages

・Job Description: Inadequate

・Labor Management: Lacking transparency

・Support System: Inadequate

・Understanding of Company Policies: Lacking

・Operational Design: None

 

[Companies with High Retention Rates]

・Hiring Policy: Based on long-term employment

・Job Descriptions: Clear

・Labor Management: Compliant with laws and regulations

・Support System: Comprehensive

・Understanding of Policies: Adequate

・Operational Design: In place

 

Key Practical Points

① Design the system before hiring

・Clarify job responsibilities

・Confirm compensation levels

・Establish a support system

 

② Ensure thorough follow-up after new hires join the company

・Conduct regular meetings

・Establish a consultation desk

 

③ Deepening Understanding of the System

・Accurate understanding of the Specified Skilled Worker Program

・Compliance with relevant laws and regulations

 

Important Message

Hiring foreign workers isn’t just about “recruitment”; “operational planning” is key.

It is the post-hiring management system that ultimately determines a company’s success or failure.

 

Summary

・The reasons foreign workers leave are often due to the host company’s operational systems rather than the employees themselves

・Wages that deviate from industry standards and opaque working conditions contribute to early turnover

・Information about working conditions and the workplace environment is shared within communities of foreign workers

・It is important to understand the differences in values between management and employees

・Simply attributing the causes of turnover to external factors will not lead to a fundamental solution

・In organizations where it is difficult to voice opinions, problems remain unresolved and turnover continues to occur.

・Companies with high retention rates design their policies and operational procedures even before the hiring process begins.

 

If you are unsure how to proceed, we recommend consulting with an expert in advance.

If you have any specific questions, please feel free to contact us.