Conditions and Date of Enrollment

※Dispatched staff and fixed-term employment contract employees who meet the following conditions are obliged to enroll in the social insurance systems.

1. Your weekly work hours specified in the employment contract are 20 hours or more

2. If the employment contract clearly states that the contract "will be renewed" or "may be renewed

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Date of enrollment: First day of the initial employment contract.

In accordance with the revision of the law, from October 2022, those who meet the above conditions will be enrolled in the social insurance systems from the initial date of the first employment contract.

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Other precautions

1. Premiums are in monthly increments regardless of the date of enrollment or loss of eligibility.

Your premiums cannot be calculated daily and are collected monthly from your remuneration.

For example, if you enroll in the social insurance systems on October 25, your social insurance premiums for one month will be collected for October.

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2. You will be enrolled in both EHI and EPI at the same time.

You cannot enroll only in one or the other or enroll both at different times.

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FAQ

Q1. Is the coverage under the social insurance systems(the EHI and the EPI) compulsory by law, even if my employment term is for two months or less?

Even if the initial employment contract term is expected to be for two months or less, if the employment contract or other document clearly states that the employment contract "will be renewed" or "may be renewed," the staff will be deemed to meet the conditions for enrollment. Thus, the staff will acquire the insured status at the start date of the contract based on the first employment contract.

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Q2. Even if the employment contract is expected to be renewed, will the employee not be required to enroll in the EHI and the EPI from day one if he/she wishes to do so?

If the following conditions are met, the staff will fulfill the requirements for obtaining insured status. Therefore, the staff is obligated to enroll in the EHI and the EPI from the first day.

1. The weekly working hours specified in the employment contract are 20 hours or more.

2. If the employment contract or other document clearly states that the employment contract "will be renewed" or "may be renewed."

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Q3. How should I deal with the case where my EHI and EPI premiums exceed my monthly remuneration when I start working at the end of the month?

The premium is deducted from the first month’s remuneration, and any shortfall is deducted from the following month's pay.

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Q3-1. In such case, I feel like I'm losing money even though I worked...

If you were enrolled in National Health Insurance before you started working, you will be switched to Social Insurance systems from this month, so in principle, you will not “lose” any money. In addition, if you were enrolled in social insurance at your previous job, social insurance premiums will not be deducted from the current month's wages paid by that company, but from the current month's wages paid by us, so in principle, you will not “lose” money from double deduction of the social insurance premiums.

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Q4. When can the deduction for the EHI and the EPI premiums be more than the amount of my monthly remuneration?

The EHI and the EPI premiums cannot calculate on a pro-rata basis.

Therefore, if the employee joins in the middle of the month (the employment contract starts near the end of the month) and the total number of working days in the month is small, the EHI and the EPI premiums may be higher than the monthly remuneration amount.

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Q5. In the case of question 4, how will it be handled?

If the social insurance (EHI and the EPI) premiums exceed the amount of monthly remuneration paid, the premiums will be deducted up to the amount of the current month's salary, and the shortfall in social insurance premiums will be uncollected. There are two patterns of handling the situation as follows.

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Pattern 1: If the employment contract continues for the following month,

The shortfall will be deducted from the next month's salary along with the next month's social insurance premiums.

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Pattern 2: When the remuneration for the next month is not paid due to the termination of the employment contract,

A money transfer request form will be sent to your home for any shortfall. Please pay by the end of the following month.

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Q6. If a staff resigns from the company in the month in which he/she became eligible for the social insurance systems (the EHI and the EPI), will the premiums be collected? (Loss of qualification in the same month)

Once he/she is enrolled in the EHI and the EPI, he/she cannot cancel the enrollment. The EHI and EPI premiums will be charged even if his/her employment contract is terminated in the middle of the first contract.

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For example, the initial employment contract period is from Oct. 1, 2022, to Oct. 31, 2022 (for a month)

★With the intention to renew the contract.

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However, the staff ended the employment contract on Oct. 3, 2022, as she/he did not fit into the work environment.

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⇒In this case, even if the staff worked for only three days, one month's social insurance (the EHI and the EPI) premiums will be charged.

The amount of salary paid is very small because one month's social insurance premium is deducted from the smaller salary amount. In some cases, the salary amount may be less than the social insurance premium.

Please refer to Question 5.(pattern 2) for information on how to handle this case.

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Q7. If staff did not acquire insured status at the start of his/her employment contract because he/she had agreed prior to joining the company not to extend beyond the term of the initial employment contract (within two months). However, during the term of the contract, the situation change and the contract is expected to be extended beyond the duration of the initial employment contract, when will the date of acquisition of insured status be?

The employee will obtain insured status on the date the contract is expected to be renewed (the date the contract agreement is concluded).

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Q8. If staff starts work for a fixed period of two months or less and his/her employment contract is expected to be renewed, but circumstances change after the contract starts and the contract is not renewed, does the staff lose his/her insured status in the middle of the contractual period?

Even if the employment contract was expected to be renewed, in the end, if the contract is not renewed, the staff will not lose his/her insured status during the contract period and social insurance premiums will be charged. Therefore, social insurance premiums cannot be waived on the grounds of mismatch or contractual differences.

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