YS Global Search (YSGS) and the Koudous International Law Office in Berlin have formed a partnership to support Japanese companies in Germany with hiring and labour issues. In this and future blogs, we will introduce tips on German labor laws and legal matters that international companies, especially Japanese companies, should know and understand.
Roman Koudous is a seasoned attorney with extensive experience in international business law. Based in Berlin and Tokyo, he supports Japanese companies across various legal matters including labor law, corporate formation, contract negotiation, and M&A.; His firm provides comprehensive legal support tailored to industries such as tech, pharmaceuticals, fashion, and automotive.
Table of Contents
A Practical Guide for Japanese Companies to make a German Employment Contract
Key Elements to Include in Employment Contracts When Hiring in Germany
For Japanese companies hiring in Germany, a well-drafted employment contract is a critical tool for minimizing legal risks, ensuring compliance with local laws, and fostering a trusting relationship with employees. German labor law is highly protective of employees, and employment contracts must adhere to strict legal requirements while addressing practical considerations. This article provides a comprehensive guide to the essential components of an employment contract in Germany, along with practical advice to help employers navigate the hiring process smoothly and mitigate potential disputes.
Additional Clauses to Consider for Japanese companies in Germany
In Germany, employment contracts are strongly recommended to be in writing to ensure clarity and legal enforceability. While oral contracts are legally valid, written contracts are the standard to avoid ambiguity and disputes. Below are the mandatory elements that must be included in every employment contract:
Basic Information:
Full names and addresses of both the employee and employer.
The start date of employment.
The job title or a brief description of the role (e.g., Sales Manager, Software Developer, or Marketing Specialist).
Compensation Details:
The gross salary, including any bonuses, commissions, or overtime pay.
The currency (typically EUR) and payment frequency (usually monthly).
Specific payment dates (e.g., the last working day of the month).
Any additional benefits, such as performance-based incentives or allowances.
Working Hours:
The agreed weekly or daily working hours (e.g., 40 hours per week).
Details of break times (minimum 30 minutes for shifts exceeding six hours, as per German law).
For shift-based roles, a clear outline of the shift schedule or roster.
Vacation Entitlement:
The number of paid vacation days, with a statutory minimum of 24 days per year for a five-day workweek (based on the Federal Leave Act, Bundesurlaubsgesetz).
Provisions for special leave (e.g., for marriage, childbirth, or bereavement), if applicable.
Notice Periods for Termination:
The statutory notice period (Kündigungsfrist), which varies based on the length of employment (e.g., one month for employees with less than two years of service, as per § 622 of the German Civil Code, BGB).
Any agreed-upon notice periods, including shorter periods during probation (typically two weeks).
Reference to applicable collective bargaining agreements, if relevant.
Job Duties and Responsibilities:
A detailed description of the employee’s role and responsibilities (e.g., “Developing and implementing sales strategies for the German market” or “Providing technical support to clients”).
Flexibility clauses, if applicable, allowing for reasonable adjustments to duties.
Confidentiality Obligations:
Provisions governing the handling of sensitive business information.
Clear definitions of what constitutes confidential information (e.g., trade secrets, client data).
Obligations extending post-employment, if legally permissible and appropriately drafted.
Example: A technology company establishing a sales team in Germany should clearly outline working hours and compensation structures in the contract to prevent disputes over overtime or bonuses. Similarly, a pharmaceutical company hiring researchers must include robust confidentiality clauses to protect proprietary research data and mitigate the risk of intellectual property leaks.
Additional Provisions to Enhance Contract Clarity and Compliance
Beyond the mandatory elements, including the following provisions can enhance the contract’s transparency, protect the employer’s interests, and ensure compliance with German labor laws:
Probationary Period:
A probationary period, typically up to six months, during which a shorter notice period (minimum two weeks) applies.
Any changes to terms (e.g., salary increases) upon successful completion of the probationary period.
Overtime Regulations:
Compliance with the German Working Time Act (Arbeitszeitgesetz), which limits working hours to eight hours per day (extendable to ten hours under specific conditions).
Details on overtime compensation, such as a 25% premium for overtime hours or compensatory time off.
Remote Work Arrangements:
Conditions for remote or hybrid work, including the frequency (e.g., two days per week from home) and any employer-provided equipment (e.g., laptops or software licenses).
Expectations for availability and communication during remote work.
Non-Compete Clauses:
Post-employment non-compete clauses (nachvertragliches Wettbewerbsverbot) restricting employees from joining competitors must comply with strict legal requirements under § 74 of the German Commercial Code (HGB). These include:
A maximum duration of two years post-employment.
Compensation of at least 50% of the employee’s most recent salary during the restricted period.
Written agreement signed by both parties.
Careful drafting is essential, as overly restrictive clauses may be deemed unenforceable.
Applicable Law and Jurisdiction:
A clause specifying that German law governs the contract.
Designation of the competent labor court (e.g., Arbeitsgericht Berlin) for resolving disputes.
Employee Benefits such as transportation allowances, meal vouchers, or company pension schemes.
Example: A fashion company hiring designers in Germany should include detailed non-compete and confidentiality clauses to safeguard proprietary designs and brand identity. For an automotive manufacturer employing engineers, specifying remote work conditions can enhance flexibility while ensuring compliance with workplace regulations.
Cultural and Legal Considerations in Germany
German labor law and workplace culture emphasize employee protections and work-life balance, requiring employers to approach contract drafting with care:
Respecting statutory rest periods (e.g., 11 hours between shifts under the Arbeitszeitgesetz) is mandatory.
Strong Employee Protections:
German labor laws prioritize employee rights, and contract terms deemed excessively unfavorable to employees may be invalidated by courts. For instance, excessively long probationary periods (beyond six months) or unfair termination clauses are likely to be unenforceable.
Compliance with the German Protection Against Unfair Dismissal Act (Kündigungsschutzgesetz) is critical for companies with more than ten employees, as it imposes strict conditions for terminating employees.
Language Considerations:
Contracts should be drafted in German to ensure legal clarity and enforceability. Providing a Japanese translation as a courtesy can help Japanese employers and employees, but the German version prevails in legal disputes.
Clear, precise language is essential to avoid misunderstandings, particularly for employees with limited German proficiency.
Works Council Involvement:
If the company has a works council (Betriebsrat), it must be consulted before implementing significant changes to employment terms or introducing new contract templates, as required by the Works Constitution Act (Betriebsverfassungsgesetz).
Failure to involve the works council may render certain contract terms invalid.
Work-Life Balance:
German employees value work-life balance, and contracts imposing excessive working hours or unrealistic expectations may lead to dissatisfaction or legal challenges.
Practical Steps for Drafting Employment Contracts
To create a robust and compliant employment contract, Japanese companies should follow these practical steps:
Maintain records of employee acknowledgment of contract terms (e.g., signed copies) and any works council consultations to demonstrate compliance in case of audits or disputes.
Use a Compliant Template:
Work with a German labor law expert to develop a contract template that complies with statutory requirements and includes all mandatory elements.
Customize for the Role:
Tailor the contract to the specific job role, incorporating details on duties, compensation, and working conditions relevant to the position.
Engage Legal Counsel:
Have the contract reviewed by a German employment lawyer to ensure compliance with local laws and mitigate risks of unenforceable clauses.
Communicate with Employees:
Discuss the contract terms with prospective employees to clarify expectations and address any questions, fostering transparency and trust.
Regularly Update Contracts:
Periodically review and update contracts to reflect changes in German labor law, collective agreements, or company policies.
Ensure Accurate Translations:
If providing a Japanese translation, hire a professional translator to ensure consistency between the German and Japanese versions, avoiding discrepancies that could lead to disputes.
Document Compliance:
Maintain records of employee acknowledgment of contract terms (e.g., signed copies) and any works council consultations to demonstrate compliance in case of audits or disputes.
Conclusion
A well-crafted employment contract is essential for Japanese companies hiring in Germany to ensure legal compliance, protect business interests, and build strong employee relationships. By including all mandatory elements, addressing additional provisions like remote work or non-compete clauses, and respecting Germany’s employee-centric labor laws and cultural norms, employers can minimize risks and create a foundation for successful employment relationships. Consulting with local legal experts and maintaining clear communication with employees are critical steps to achieving a smooth and compliant hiring process. For further guidance, companies should seek advice from qualified German employment lawyers or refer to resources like the German Federal Employment Agency (Bundesagentur für Arbeit) for up-to-date information on labor regulations.
YS Global Search was founded in February 2024 in Duisburg, Germany. Based on our vision, mission and values, we provide the best talent acquisition experience to our clients and the best career consulting experience to our candidates. We specialize in headhunting and executive search for local management positions in Europe, especially Germany. We are not just a recruitment company that delivers a pool of candidates to our clients and a job to our candidates. We promise to be a business partner to our clients, enhancing and strengthening their organization through the introduction of experienced and professional talent. We also promise to be a lifelong career development partner to our candidates, supporting their growth and satisfaction throughout their career milestones.
Yu Shimokawa
International Executive Recruitment Specialist for local management placements in Germany
15 years of experience as executive search, recruitment, and headhunting consultants in
Please do not hesitate to contact us if you have any questions regarding recruitment in Germany/Europe. We will be happy to provide you with the latest market trends and information based on our own recent recruitment experience.
Exploring Future Opportunities with Duisburg Business & Innovation
What stood out during our conversation was the immense potential Duisburg holds as a strategic location for international business expansion. Often overshadowed by its larger neighbor Düsseldorf, Duisburg is truly a hidden gem—offering a unique blend of affordability, accessibility, and quality of life.
While Düsseldorf is home to the largest Japanese community in Europe and a well-established hub for Asian businesses, the rising cost of living and operating there is becoming a challenge. That’s where Duisburg shines. Just a 15-minute train ride or 20-minute drive from Düsseldorf, and only 20 km from the international airport, Duisburg offers all the connectivity without the congestion.
But it’s not just about logistics. Duisburg is green, peaceful, and family-friendly. With its abundance of forests, lakes, parks, and canals, it provides a refreshing contrast to the hustle of larger cities. Having moved here from Düsseldorf and Cologne three years ago, I’ve experienced firsthand how much more space and serenity Duisburg offers—making it an ideal place to raise a family and build a business.
That’s why I chose to base my recruitment company, YS Global Search (YSGS), right here in Duisburg. The supportive business environment, combined with a high quality of life, makes it a fantastic place to grow both personally and professionally.
We’re excited about the possibilities ahead and look forward to building stronger bridges between Duisburg and Asia. A big thank you to Dominik and Tim for the warm welcome and inspiring exchange!
5 Points of Attractiveness of Duisburg as a business location
Here is our discussion on the attractiveness of Duisburg as a business location🤝 ✨
𝟏. 𝐋𝐨𝐠𝐢𝐬𝐭𝐢𝐜𝐬 𝐚𝐧𝐝 𝐈𝐧𝐟𝐫𝐚𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞 Europe’s largest inland port: Duisburg is home to the Port of Duisburg (#Duisport), a major logistics hub linking road, rail and waterways, which is particularly beneficial for trade with Eastern Europe and Asia. Excellent highway and rail connections to the Ruhr region, Germany and beyond. Close proximity to Düsseldorf Airport and other major Western European markets. 𝟐. 𝐀𝐜𝐜𝐞𝐬𝐬 𝐭𝐨 𝐒𝐤𝐢𝐥𝐥𝐞𝐝 𝐋𝐚𝐛𝐨𝐫 As part of the Ruhr industrial region, Duisburg has a large, skilled workforce in logistics, manufacturing, engineering and IT. Strong links with universities and technical institutions (such as the University of Duisburg-Essen) provide talent and research opportunities. 𝟑. 𝐀𝐟𝐟𝐨𝐫𝐝𝐚𝐛𝐥𝐞 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐚𝐧𝐝 𝐋𝐢𝐯𝐢𝐧𝐠 𝐂𝐨𝐬𝐭𝐬 Compared to nearby cities like #Düsseldorf or #Cologne, commercial real estate and living costs are lower in Duisburg, making it attractive for start-ups and SMEs. 𝟒. 𝐒𝐮𝐩𝐩𝐨𝐫𝐭𝐢𝐯𝐞 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐄𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭 Duisburg Business & Innovation and local authorities and chambers offer support services for new businesses, including foreign entrepreneurs. Financial incentives and support programs are available, particularly in the areas of innovation, logistics and sustainable development. 𝟓. 𝐈𝐧𝐝𝐮𝐬𝐭𝐫𝐢𝐚𝐥 𝐚𝐧𝐝 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐓𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧 Duisburg is transitioning from heavy industry to a knowledge-based economy with a focus on smart logistics, environmental technology and digitalization. Urban development projects are revitalizing the city and making it more attractive to talent and investors.
Please do not hesitate to contact us if you have any questions regarding recruitment in Germany/Europe. We will be happy to provide you with the latest market trends and information based on our own recent recruitment experience.
On 25 March 2025, I was the keynote speaker at a webinar on “The Do’s and Don’ts of Recruiting German Speakers” organised by HRtalks by europelanguagejobs.com. Here I would like to summarise and present some of the main topics of the seminar.
Yu Shimokawa
International Executive Recruitment Specialist for local management placements in Germany
15 years of experience as executive search, recruitment, and headhunting consultants in
Recruiting German speakers can be a strategic move for companies looking to expand their reach in German-speaking markets. Based on Yu Shimokawa’s four and a half years of intensive recruitment and executive search experience in Germany, here are some key tips to ensure your recruitment process in Germany is effective and culturally sensitive. Yu has interviewed more than 400 German-speaking candidates. Through her experience, she has found interesting aspects and tendencies of German speakers.
Unique Aspects of German-Speaking Candidates
Work Ethics
German-speaking candidates are known for their cautious, detail-oriented, precise, and punctual nature. They value efficiency and productivity, preferring not to waste time. Building trust with them may take time and effort, but once established, it tends to be strong and long-lasting.
Communication Style
When engaging with German-speaking candidates, it’s important to adapt your communication style. Use formal titles such as Mr., Ms., Mrs., or Dr. to show respect. Approach candidates in a personalized way, providing detailed information about the job, the hiring background, and potential career paths. German candidates are often skeptical of generic job offers, especially those generated by AI, so personalizing your approach can make a significant difference.
Career Progression
Career development is a critical point for attracting candidates in Germany. It’s not just about salary increments or position titles; candidates look for expanded job responsibilities, delegation of authority, management experience, international exposure, and additional training opportunities. Providing benefits and support for family care, such as health and mental care, childcare, and eldercare, can also help retain employees for the long term.
Employer Branding
Employer branding is key to success in Germany’s employee-dominated recruitment market. German-speaking candidates look for companies that offer interesting job responsibilities, attractive benefits, a flexible and healthy working environment, and a positive and supportive company culture. They tend to seek long-term stability and carefully review all details during the application process, often consulting with a lawyer before signing employment contracts.
Salary Expectations
Germany offers some of the highest basic salaries in Europe, especially for office professionals. For example, newly graduated Masters or PhD students with an engineering background can start with annual salaries of between €50,000 and €60,000. Key account managers in B2B manufacturing companies can earn between €100,000 and €120,000, including commission and company car. However, it’s important to note that Germany also has higher social security, state pension and income tax contributions, which can have a significant impact on take-home pay. In addition, the cost of living is high in major cities such as Munich, Berlin, Düsseldorf and Cologne, particularly housing costs.
Attention to Detail
German-speaking candidates are very careful and detail-oriented. When they receive a job offer, many of them check the employment contract with a lawyer. Therefore, it’s common for candidates to have lawyer insurance to ensure their rights and interests are protected.
Click the button below! You can watch the full webinar
Please do not hesitate to contact us if you have any questions regarding recruitment in Germany/Europe. We will be happy to provide you with the latest market trends and information based on our own recent recruitment experience.
Over the weekend, I had the pleasure of visiting Paris, my favorite European city. It’s just a four-hour train ride from Duisburg, where I am based. As many of you know, France and Japan share a strong relationship across various domains, including business, food, culture, art, music, and fashion.
France is home to nearly 800 Japanese companies (794 as of 2022, according to the Ministry of Foreign Affairs), making it the third-largest hub for Japanese businesses in Europe, following Germany and the UK. These companies span multiple sectors, such as automotive (Toyota, Nissan, Nidec), pharmaceuticals (Taisho, Otsuka), food (Ajinomoto, Suntory), imaging (Konica Minolta, Canon, Toshiba), and fashion/cosmetics (Fast Retailing, Shiseido).
Strolling through Paris, I noticed many familiar French shops that also have a presence in Tokyo and other major Japanese cities. Additionally, numerous Japanese-related shops have opened in Paris, catering to French and other European consumers. I also encountered several Japanese-speaking French candidates and French-speaking Japanese candidates, highlighting Paris as an attractive destination for Japanese companies looking to expand their business.
France is also renowned for its top business schools, such as INSEAD and HEC Paris, where experienced Japanese professionals pursue their MBAs. These individuals are often seeking career opportunities in Europe, making France an appealing market for Japanese companies in terms of business expansion and employment.
At YSGS, we assist Japanese companies in their search for experienced professionals across various industries, including automotive, FMCG (food, fashion, cosmetics), pharmaceuticals, medical imaging, IT, and more.
Yu Shimokawa
International Executive Recruitment Specialist for local management placements in Germany
15 years of experience as executive search, recruitment, and headhunting consultants in
The job market in France has shown resilience and positive growth in recent years, despite facing several challenges. This article provides an overview of the economic landscape, employment trends, labor issues, and salary information in France.
Economic Overview
France’s GDP has been growing steadily, with a rate of 3.5% in 2023. This growth is driven by government stimulus packages, increased consumer spending, and investments in infrastructure and innovation. Inflation rates have remained stable around 2%, which helps maintain consumer purchasing power and economic stability (https://gigexchange.com/job-market/job-report-2024/france).
Labor Force and Employment Trends
According to Institut Montaigne and ING, the labor force participation rate has increased to 65%, supported by government initiatives promoting workforce engagement and inclusive policies. The employment rate for individuals aged 15 to 64 has risen from 64.2% in 2016 to 65.6% in 2019. The unemployment rate has decreased from 10.0% in 2016 to 8.1% in 2019, although it has recently shown signs of stabilizing.
Key Industries and Job Opportunities
There is significant job growth in high-tech sectors such as artificial intelligence, biotechnology, and clean energy, driven by government support for research and development. Investments in infrastructure and green energy have created numerous job opportunities in these sectors.
Long-Term Unemployment: Nearly half of the unemployed have been out of work for more than a year, particularly affecting older workers and those with lower educational qualifications.
Youth Unemployment: Youth unemployment remains high at around 14%, with young people facing difficulties in securing stable employment due to a mismatch between their skills and market demands.
Short-Term Contracts: The use of very short-term contracts (less than a week) has increased, contributing to job insecurity and income instability for many workers, especially in hospitality and retail.
Wage Disparities and Inequality: There is a growing disparity in earnings, with low-income workers, particularly in gig economy roles, facing significant financial challenges. This inequality is exacerbated by the rise of independent contractors who often lack adequate social protection.
Labor Disputes: Common issues in labor disputes include wage disagreements, wrongful terminations, and conflicts over working conditions, leading to strikes and other forms of industrial action (OECD).
Regional Disparities: Significant regional variations exist in employment opportunities, with regions like Île-de-France and Auvergne-Rhône-Alpes having robust job markets, while other areas struggle with higher unemployment rates and fewer job opportunities.
Automation and Technological Change: The rapid adoption of automation and AI technologies poses a risk of job displacement in certain industries, particularly affecting workers in manufacturing and administrative roles.
Salary Information
Salaries in France vary widely depending on the industry, region, and job role (Data World Bank):
Average Salaries: The average annual salary for a full-time worker is approximately €44,000, while part-time workers earn around €7,900 annually.
Minimum Wage: As of January 2024, the minimum hourly wage (SMIC) is €11.65.
Industry-Specific Salaries:
Healthcare: Average annual salary is around €73,900, with high-paying roles such as Chief of Surgery (€202,000) and Anesthesiologist (€146,000).
Legal: Average annual salary is about €64,400, with top roles including Crown Prosecution Service Lawyer (€132,000) and General Counsel (€122,000).
Banking and Finance: Average annual salary is approximately €54,200, with key positions like International Banking Manager (€111,000) and Bank Regional Manager (€108,000).
Information Technology: Average annual salary is around €51,100, with roles like AI Implementation Officer (€68,400) and Cybersecurity Manager (€65,200) being among the highest paid.
Human Resources: Average annual salary is about €47,700, with positions such as Chief Human Resources Officer (€81,900) and Director of Talent Acquisition (€76,800) being well-compensated.
Software Engineering: Average annual salary is approximately €46,800, with high-paying roles like Director of Application Development (€69,900) and Solutions Architect (€65,900).
Regional Salary Variations:
Paris: Average monthly salary after tax is about €2,904.
Marseille: Average monthly salary is around €1,992.
Lyon: Average monthly salary is approximately €2,640.
Toulouse: Average monthly salary is about €2,600.
Nice: Average monthly salary is around €2,404.
Bordeaux: Average monthly salary is approximately €2,322.
Nantes: Average monthly salary is about €1,874.
Salary Disparities: The top 10% of earners make an average of €87,720 per year, while the top 1% earn around €263,160 annually (Salary Monitor). The median salary is €42,800 per year (Salary Explore).
Government Initiatives
The French government has implemented various initiatives to address labor issues, including training programs, subsidies for hiring young workers, and reforms aimed at increasing labor market flexibility. However, the effectiveness of these measures is still being evaluated.
Conclusion
The French job market is characterized by positive growth and increasing labor force participation, but it also faces challenges such as youth unemployment, long-term unemployment, and the impact of automation. Addressing these issues will be crucial for sustaining long-term economic stability and growth.
Please do not hesitate to contact us if you have any questions regarding recruitment in Germany/Europe. We will be happy to provide you with the latest market trends and information based on our own recent recruitment experience.
I am pleased to announce that I will be participating as a panelist in a panel discussion at a seminar organised by #NRW.Global Business Japan (#NRW Trade & Investment Promotion Agency Japan, Germany) on Tuesday 12/12 from 14:30 Japan time in Tokyo!
Although it is a face-to-face event, I will be participating online from Germany (I will definitely participate in person next time!).
I will be sharing the latest information from my position as a Duisburg, NRW-based recruiter of local management personnel for Japanese companies in the region!
If you are in Tokyo, please click on the link below to join us!
We look forward to talking with you on the day 😊.
We have been approached by Fabian Hoshino, a former en world colleague who is now working for EY Strategy and Consulting. Thank you for this wonderful opportunity. I am also honoured to be working with Dr Carolina Kawakubo through this event! I believe this will be a very useful event for Japanese companies who want to expand their business in Europe and for Japanese SMEs who want to expand their business in Europe in the future. For more information and to register, please click on the link below!
Date: Thursday, 12 December 2024, 14:30-16:30 (Registration from 14:15) Venue: Andaz Tokyo Rooftop Studios (Toranomon Hills Mori Tower 52F) Access: https://restaurants.andaztokyo.jp/jp/access Language: Japanese Free of charge * This is a face-to-face event Capacity: 50 Application deadline: 6 December (Fri)
Global Business Japan (NRW Trade & Investment Promotion Agency NRW, Germany)
Innovative strategies and an international perspective are required for Japanese small and medium-sized enterprises (SMEs) to become more competitive in the global market. In this workshop, experts from Japan and the German state of NRW will provide concrete solutions and practical advice on the challenges faced by companies looking to expand globally, based on best practice from both countries.
Through a Japanese market-based perspective and NRW success stories, the seminar will delve deep into recruitment strategies, organisational culture adaptation and effective change management practices. In particular, experts from NRW will share with you the latest labour market information and insights into recruitment in Germany, which will provide useful insights for Japanese companies. There will also be networking opportunities for direct exchange of views between Japanese and German experts and other attendees.
This is a valuable opportunity for small and medium-sized enterprises (SMEs) wishing to take their first steps towards overseas expansion to gain a wealth of knowledge and tips for growth. We look forward to your participation! This study session will provide specific information on the impact of new German and EU regulations on Japanese companies.
🎯 This workshop is a great opportunity to learn about international recruitment and network with business professionals who share the same goals.
Please join us and deepen your knowledge.
Target group: Japanese companies interested in doing business in Germany or planning to do so in the future.
📌 Main topics and issues:.
Challenges for Japanese companies in recruiting global talent and how to overcome them.
Strategies for attracting and retaining the human resources needed for global expansion
What are the cultural differences between the Japanese and German labour markets?
Best practices Japanese companies need to know in order to succeed in the German NRW market.
Please note that this event is a business event for people who belong to a company or other organisation, and if we cannot confirm your affiliation, you may not be able to attend.
📣 12/12(火)日本時間14:30〜東京にて行われる #NRW.Global Business Japan (#ドイツNRW州貿易投資振興公社日本法人） 主催のセミナーにパネルディスカッションのパネリストとして参加させていただくことになりました！
Please do not hesitate to contact us if you have any questions regarding recruitment in Germany/Europe. We will be happy to provide you with the latest market trends and information based on our own recent recruitment experience.
November 1st was a holiday in NRW, so I went to Amsterdam to use my time to expand YSGS business. This time I found a lot of attractiveness in Amsterdam. This time I met a potential client to be. This company has the European HQ in Amsterdam and I have maintained the strong relationship in Asia for more than 10 years. My client in Thailand introduced me to the managing director in Amsterdam 3 years ago, but I could not meet him in person due to the covid pandemic. I realized again that it is always better to have a face to face meeting to learn about the client, their business, people and values. The company is one of the largest Japanese hair cosmetic companies, manufacturing hair cosmetic products in Southeast Asia and distributing them all over the world. In Europe, I assumed that they mainly sell their products for professional use, but their main target were Asian, African or Arabic consumers who have dark coloured hair like us, Japanese. It was an interesting discovery and a great understanding of the client’s business and their business strategies.
There are 700 Japanese companies in the Netherlands, the fourth largest Japanese business community after Germany (1947), the UK (928) and France (820), according to the 2023 report of the Ministry of Foreign Affairs of Japan. I have found that Japanese companies are expanding more and more in the Netherlands and I would like to support their organizational growth through my recruitment services.
Yu Shimokawa
International Executive Recruitment Specialist for local management placements in Germany
15 years of experience as executive search, recruitment, and headhunting consultants in
The recruitment landscape in the Netherlands is dynamic and evolving, driven by labor shortages, technological advancements, and changing employee expectations. Key trends include according to the research by the Dutch Recruitment Group, Randstad :
Labor Shortages: High demand for skilled workers, especially in healthcare, ICT, and engineering.
In-Demand Professions: Roles in administration, agriculture, technology, and healthcare are particularly sought after.
Work-Life Balance: Increasing emphasis on flexible working conditions and meaningful work.
Sendcloud: A shipping platform for retailers. Founded in 2012, Sendcloud is a shipping platform that connects retailers with top-rated shipping carriers, making logistics easier and more affordable. The company has raised $200.9 million
Successful companies in the Netherlands use various strategies to attract talent:
Recruitment Agencies and Executive Search Companies: In the Netherlands, many companies leverage recruitment agencies to streamline their hiring processes and access a broader talent pool. These agencies offer expertise in matching candidates with the right skills and cultural fit, saving businesses time and resources. By utilizing extensive databases and networks, recruitment agencies can quickly identify and attract qualified professionals. They also provide valuable market insights, such as salary benchmarks and hiring trends, which help companies stay competitive. Additionally, recruitment agencies assist with compliance and legal requirements, ensuring that all hiring practices adhere to local labor laws. This partnership allows companies to focus on their core operations while efficiently building their teams with top talent.
Online Job Platforms: Utilizing job boards like LinkedIn and Indeed.
Networking and Referrals: Leveraging personal networks and employee referrals.
Job Fairs and Events: Participating in industry-specific events.
Accelerators and Incubators: Joining programs that provide access to talent.
Competitive Benefits: Offering attractive salaries, equity options, and flexible work conditions.
Government Initiatives: Utilizing fast-track immigration schemes for skilled workers.
Employer Branding: Building a strong company culture and brand.
Conclusion
The Netherlands offers a vibrant and supportive environment for businesses and startups. With its strategic location, skilled workforce, excellent infrastructure, and favorable business climate, it continues to attract and nurture innovative companies. Despite challenges like Brexit, the Dutch labor market remains resilient and full of opportunities for growth and success.
Please do not hesitate to contact us if you have any questions regarding recruitment in Germany/Europe. We will be happy to provide you with the latest market trends and information based on our own recent recruitment experience.
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The technical storage or access that is used exclusively for statistical purposes.The technical storage or access that is used exclusively for anonymous statistical purposes. Without a subpoena, voluntary compliance on the part of your Internet Service Provider, or additional records from a third party, information stored or retrieved for this purpose alone cannot usually be used to identify you.
Marketing
The technical storage or access is required to create user profiles to send advertising, or to track the user on a website or across several websites for similar marketing purposes.
