Useful Info

The typical employment relationship up until now has been in the form where the employer who hires the worker directly uses the worker under an employment subordination relationship. However, the worker dispatch system is a system where a dispatching employer, whose business is dispatching workers, hires workers and allows another party called the user employer to use those workers.
At this time, a triangular relationship arises: an employment subordination relationship between the worker and the dispatching employer, and a command and supervision relationship between the worker and the user employer. The dispatched worker provides labor to the user employer but receives wages or industrial accident compensation from the dispatching employer. The responsibility for the user regarding dispatched workers is in principle jointly borne by the dispatching employer and the user employer; however, for certain matters, the user's obligations are separated, with the dispatching employer bearing obligations related to the worker's wages, accident compensation, etc., during dispatch, and the user employer bearing obligations regarding working hours, breaks, holidays, and industrial safety and health laws.
Worker dispatch is limited to dispatch target tasks specified by laws and regulations, and if workers are dispatched to tasks other than these, both the dispatching employer and user employer will be subject to criminal punishment. In particular, worker dispatch is prohibited in all cases for absolute prohibition tasks such as on-site work for construction projects. The worker dispatch system is a system where the dispatching employer directly employs workers, assumes user obligations, and allows others to use their workers. It differs from job introduction, which simply mediates employment contracts between job seekers and employers, and is also distinguished from contracting, where one directly commands and supervises one's own workers for the completion of work and receives remuneration for the results of that work.
The dispatch period for workers is, in principle, extendable once by 1 year for tasks that allow permanent dispatch, and for temporary dispatch due to temporary reasons, it is limited to within 3 months but extendable once by an additional 3 months.
If the user employer continuously uses dispatched workers for more than 2 years, from the day following the expiration of the 2-year period, it is deemed that the user employer has directly employed the dispatched worker. Therefore, the user employer cannot use dispatched workers for 2 years or more.