Haken (Dispatch) Work in Japan: Rights and Renewals (2026)
Haken (派遣, "dispatch") work in Japan means a staffing agency employs you, and you work at a client company's site. The agency signs your employment contract, pays your salary and enrolls you in social insurance. The client company gives you daily work instructions.
Many English-OK engineering jobs in Japan are dispatch jobs. The most common worry is: "The contract is only 3 months. Will I lose my job?" This guide explains how dispatch works, what protects you, and what nobody can promise. Rules are described as of October 2026.
This is general information, not legal advice. Ask the Labour Bureau, the Immigration Services Agency (ISA), or a licensed specialist about your own case. The MHLW also runs a consultation line for foreign workers, with English support.
Key takeaways
In dispatch work, the agency is your employer. The client company directs your daily work.
The dispatch contract (agency–client) and your employment contract (agency–you) are two separate contracts.
In most cases, you cannot work in the same team at the same client for more than 3 years. Some workers are exempt.
Japanese labour and social insurance laws apply to you in the same way as to Japanese workers.
Short renewal cycles are common. Renewal is not guaranteed, but the law gives fixed-term workers some protections.
What is haken (dispatch) work in Japan?
Haken is a three-party arrangement: you, the dispatch agency, and the client company. The agency needs a government licence from the Ministry of Health, Labour and Welfare (MHLW). The law that controls it is the Worker Dispatch Act.
The MHLW explains the roles like this:
Question | Direct hire | Dispatch (haken) |
|---|---|---|
Who signs your employment contract? | The company | The dispatch agency |
Who pays your salary? | The company | The dispatch agency |
Who handles social and labour insurance? | The company | The dispatch agency |
Where do you work? | The company | The client company's site |
Who gives daily work instructions? | The company | The client company |
Who gives annual paid leave? | The company | The dispatch agency |
Who pays a shutdown allowance if work stops for business reasons? | The company | The dispatch agency |
Your manager at the client tells you what to work on, but your legal employer is the agency. Both the agency and the client must have a person who handles complaints.
Haken is not the same as freelance work
A dispatch engineer is an employee; a freelancer (業務委託) is not. The contract's name does not decide your status. Japan looks at who sets your hours, place and tasks, and whether you are paid for your time. If you are called "freelance" but work like an employee, ask the Labour Standards Inspection Office.
How a dispatch job starts: the steps
You sign an employment contract with the agency, the agency and the client sign a dispatch contract, and then you start work at the client.
Before you start, the agency must tell you important information in writing. This includes your working conditions, your expected wage, the dispatch fee the client pays, and your work conditions at the client.
Can the client interview you?
The MHLW says a client company must not choose a specific dispatch worker in advance. Interviews before the dispatch and requests for your CV are prohibited. There are two exceptions: "introduction-planned dispatch" (紹介予定派遣), and cases where you yourself want it. This is why many agencies offer an optional workplace visit. You can see the site and meet the team before you decide.
Jobs that cannot be dispatch
Some work cannot be done through dispatch at all. The MHLW lists construction work, port transport work, security work and most medical work. So an on-site construction management job, for example, is usually offered as direct employment, not as dispatch.
The 3-year rule, explained simply
In most cases, the same dispatch worker can work in the same organisational unit (for example, the same "section" or team) at a client for a maximum of 3 years. This is the "individual" period limit.
There is also a limit for the client's workplace. A client can usually accept dispatch workers at the same workplace for 3 years. The client can extend this after hearing the opinion of the workers' majority union or representative. Even then, you as an individual still cannot stay in the same section for more than 3 years. You would need to move to a different section.
Rule | What it limits | Can it be extended? |
|---|---|---|
Workplace limit | How long a client workplace can use dispatch workers | Yes, after the client hears its workers' majority union or representative |
Individual limit | How long you can work in the same section at that client | No. You can move to a different section |
Exemptions | Workers employed by the agency with no fixed term, workers aged 60 or over, and some others | — |
What happens near the 3-year point?
The law requires the agency to take "employment stabilisation measures" if you are expected to work in the same section for 3 years. If you are expected to work there for 1 year or more but less than 3 years, the agency must make an effort to take these measures. The measures are:
Ask the client to hire you directly
Offer you a new, reasonable dispatch position
Hire you itself with no fixed term (not as a dispatch worker)
Other measures to keep you employed, such as paid training
If the agency chooses option 1 and the client does not hire you, the agency must take one of options 2 to 4. To receive these measures, you need to tell the agency that you want to keep working. You can also say which measure you prefer.
The "3-month contract" worry: an honest answer
A 3-month renewal cycle is common in dispatch work, and the worry is real. We hear it from many engineers. Here is the honest picture.
What is true:
A fixed-term contract has an end date. Renewal depends on the client's project and on your work. No agency can honestly promise that every renewal will happen.
For engineers on a work visa, ISA says that for dispatch work, the period of stay is decided according to the dispatch contract period (ISA notice, July 2026). A short contract can mean a shorter period of stay at your next visa application.
What also is true:
The 3 months is usually a renewal step, not a planned end date. Many client projects run for years.
Your employment contract is with the agency. The MHLW states that ending a dispatch contract does not automatically end your employment contract.
Your contract must state whether it can be renewed and the basis for renewal. Since April 2024, it must also state any upper limit on the total period or number of renewals.
Legal protections for fixed-term workers
Situation | What the rules say |
|---|---|
Your contract has been renewed 3 or more times, or you have worked for more than 1 year | The employer must give notice at least 30 days before deciding not to renew, unless non-renewal was stated in advance |
Repeated renewals created a reasonable expectation of continued work | A non-renewal without an objective, reasonable ground may not be allowed (Labour Contract Act, Article 19) |
Dismissal during the contract term | Allowed only for "unavoidable reasons" (Labour Contract Act, Article 17) |
Any dismissal | At least 30 days' notice, or pay in place of notice (Labour Standards Act, Article 20) |
Work stops for business reasons while you are still employed | A shutdown allowance of at least 60% of average wages (Labour Standards Act, Article 26) |
Fixed-term contracts with the same employer renewed for more than 5 years in total | You can apply to change to a contract with no fixed term |
Questions to ask before you sign
How long is the first contract, and how long is each renewal?
Is there an upper limit on renewals or on the total period?
How long has the client used engineers in this role?
What happens if the client project ends? Will the agency look for another position?
Is there any path to direct hire? (Ask, but do not expect a promise.)
Social insurance and pay in dispatch work
Dispatch workers have the same social insurance rights as other employees. The Japan Pension Service says workers regularly employed at a covered workplace are insured "regardless of nationality." Every corporation must enroll its regular employees, whatever its size.
Health insurance and Employees' Pension: You are covered if you work full-time. People hired for 2 months or less are usually not covered, but if work beyond that period is expected, you are covered from the start.
Employment insurance: You are covered if you work 20 hours or more a week and are expected to be employed for 31 days or more.
Workers' accident insurance: Covers all employees. The employer pays the full premium.
Check your payslip each month for insurance deductions.
Equal treatment rules
Since April 2020, the Worker Dispatch Act requires fair treatment of dispatch workers. The agency must use one of two methods. One compares your treatment with regular employees at the client. The other uses a labour–management agreement that sets wages at or above the average wage for similar work. From October 1, 2026, the agency must also tell you that you can ask for an explanation of any difference in treatment and the reasons for it.
Dispatch vs direct hire: which is right for you?
Dispatch is a different route, not a lower one. It suits some engineers very well and others less so.
Point | Dispatch (haken) | Direct hire |
|---|---|---|
Employer | Agency | The company |
Contract term | Often fixed-term with renewals | Often no fixed term (but not always) |
Language | More English-OK roles exist | Many roles ask for fluent Japanese |
Speed to start | Often faster | Often slower, more interview rounds |
Moving teams | 3-year limit in the same section | No such limit |
Visa period of stay | Linked to the dispatch contract period | Decided by ISA on normal criteria |
Dispatch can be a good entry route if your Japanese is still basic, or if you are moving from research into industry. Direct hire may suit you better if you need long-term stability and your Japanese is strong.
Your visa in a dispatch job
For immigration, your "contracting organisation" is the dispatch agency, not the client. ISA says you do not need to notify it when your client site changes. You must notify ISA within 14 days when you sign a new contract with an agency.
Since March 9, 2026, ISA asks for extra documents for dispatch work, including pledges from the agency and the client. The client must be decided before you apply. See our Engineer/Specialist in Humanities visa guide.
How AGG can help
AGG (Awaji Global Gateway, a division of Fukuyoshi Inc., founded 1984) is licensed in Japan for worker dispatch (派28-301944) and job placement (28-ユ-300660). In our dispatch jobs, AGG employs you, pays your salary and enrolls you in social insurance. We give you the renewal rules, and any renewal limit, in writing before you sign. A licensed specialist (gyoseishoshi) prepares visa change applications, with our support. Some roles can move to direct hire later, but we do not promise this. AGG charges job seekers no agency fees. Learn more about our company.
Frequently asked questions
Q. Is haken work in Japan stable?
It depends on the client's project and your work. Dispatch contracts are usually fixed-term and renewed in steps, often every few months. Renewal is not guaranteed. However, Japanese law gives protections: notice at least 30 days before non-renewal after 3 or more renewals or more than 1 year of work, limits on non-renewal when you can reasonably expect to continue, and employment stabilisation measures near the 3-year point. Ask the agency how long the client has used this role and what happens if the project ends.
Q. Does a 3-month dispatch contract affect my work visa?
It can. ISA states that for dispatch work under the Engineer/Specialist in Humanities/International Services status, the period of stay is decided according to the dispatch contract period. A short contract may lead to a shorter period of stay, which means more frequent renewals and fees. The type of contract alone does not decide whether you get permission. ISA looks at your job, your employer and your situation. Ask a licensed immigration specialist about your own case.
Q. Do dispatch workers in Japan get social insurance?
Yes. Dispatch workers are employees, and the dispatch agency must enroll them in health insurance, Employees' Pension, employment insurance and workers' accident insurance when they meet the conditions. Full-time workers are covered. Nationality does not matter. Check your payslip each month for insurance deductions. You can check your pension record on Nenkin Net or Mynaportal. If you find you are not enrolled, you can ask the pension office or Hello Work to confirm.
Q. What is the 3-year rule for haken workers?
In most cases, you cannot work in the same section at the same client for more than 3 years through dispatch. You may move to a different section, or the client may hire you directly. Workers employed by the agency with no fixed term, and workers aged 60 or over, are exempt. If you are expected to reach 3 years in the same section, the agency must take steps to keep you employed, such as asking the client to hire you or offering a new position.
Q. Can a dispatch worker become a permanent employee at the client company?
Sometimes, but it is not guaranteed. Near the 3-year point, one option the agency can take is to ask the client to hire you directly. The client decides. Japanese ability often matters for direct offers in Japanese companies. Some agencies also offer "introduction-planned dispatch," where direct hire is planned after a trial period. If direct hire matters to you, ask about it at your first interview.
Q. What happens if the client project ends during my contract?
The dispatch contract and your employment contract are separate. When a dispatch contract ends early, your employment contract with the agency does not end automatically. Dismissal during a fixed-term contract is allowed only for unavoidable reasons. If you stay employed but have no work for business reasons, the agency must pay a shutdown allowance of at least 60% of average wages. The agency usually tries to find you another suitable position.
Q. Can the client company interview me before a dispatch job?
In principle, no. The MHLW says the client must not choose a specific worker in advance, and pre-dispatch interviews and CV requests are prohibited. Exceptions are introduction-planned dispatch and cases where you yourself want a meeting. Many engineers choose an optional workplace visit to see the site and meet the team before deciding. This is your choice, not a requirement.
Summary
In haken work, the agency employs you and the client directs your daily work.
Your employment contract and the dispatch contract are separate.
The 3-year rule limits work in the same section, with exemptions and stabilisation measures.
Short renewals are common. Renewal is not guaranteed, but notice and fairness rules protect you.
For work visas, ISA links the period of stay to the dispatch contract period.
Want to see dispatch roles with written terms and English-OK teams? Browse our open engineering jobs or apply here. AGG charges no agency fees. You can also read how to change jobs in Japan as a foreigner and our employment contract checklist.
Reviewed by
Naoya Mitani — Head of Business Operations, Awaji Global Gateway (Fukuyoshi Inc.). Supports foreign engineers moving into jobs in Japan, including visa changes and onboarding.
