Ohara Law Office

August 15, 2016

What documents are required for a spousal visa in Japan?

By marrying a Japanese citizen, a foreign national becomes eligible to apply for a Japanese spousal visa.  However, the application for the visa does require some preparation and is not automatically granted just based upon marriage.  In addition to an application form, the new couple will need to submit the Japanese’s spouse’s family register and residence registration certificate to show that the couple is truly married.  A foreign marriage certificate may also be required if the couple married overseas.  Next, the couple will need to submit financial information, usually in the form of a residence tax certificate, for either spouse […]
August 10, 2016

What kind of visa is required to study in Japan?

Foreign nationals who wish to study in Japan can obtain a student visa that will grant them legal status to pursue their education while in Japan.  As part of the visa application process, the foreign national will still need to provide some documentation.  This may include proof of ability to pay tuition and/or proof of graduation from either high school or college, depending on the level of school the student wishes to attend in Japan.
August 8, 2016

What is the interest rate used by courts in Japan?

The Japanese the Commercial Code specifies a statutory interest rate of 6% annual to be applied between merchants when no interest rate is specified in the contract.  If two business partners agree to a loan in their contract, but neglect to specify an interest rate, the court will automatically set the rate at 6%.
August 5, 2016

Is it legal to have employees pay a penalty when they quit without notice?

In order to ensure predictability in the management of their business and staff, many employers will draft employment contracts that specify that employees must give notice before quitting their job.  Typically the required notice will be several weeks to several months.  However, even if an employee fails to give notice, employers cannot force pre-determined penalties on employees who suddenly quit.