<\/span><\/h2>\n\n\n\nAt COVER, we offer a variety of programs designed to support employees who have come to Japan from overseas. Among them, two key initiatives we\u2019ve been focusing on are the Homecoming Remote Work Program and the Skills Development Support Program. <\/p>\n\n\n\n
The Homecoming Remote Work Program, simply put, allows employees to work remotely while visiting family. Under this program, employees can work for up to 15 business days of remote work when visiting family overseas, and up to 5 business days within Japan.<\/p>\n\n\n\n
<The Homecoming Remote Work Program><\/h3>\n\n\n\n At least one month must have passed since the end of one visit and the start of the next<\/p>\n\n\n\n
Employees can take advantage of this program once every half year – between April and September, and October and March.<\/p>\n\n\n\n
While employees may spend up to one month away when visiting home, the number of days they can work remotely is capped at:
The program was first introduced in October 2022, in response to COVID-19 and the impact it had. After a long period of employees not being able to return home as they wished, we began to hear, particularly in 2022, from those wanting to visit family – to see parents living in rural areas or to spend time in their family home, with many of these requests coming from foreign national employees. At the time, however, it was difficult to take leave for an extended period of time. Even if employees managed to visit home, their stays often lasted only a few days, which was even fewer for international staff members, who can take far longer to even reach home.<\/p>\n\n\n\n
Hence the Homecoming Remote Work Program was born: designed to give employees greater flexibility when returning home, allowing them to stay longer while continuing to work and minimizing disruptions to daily operations. <\/p>\n\n\n\n
From April 2024 to March 2025, the program was used a total of 49 times: 21 instances were for visits within Japan and 28 were for overseas visits. In terms of individual users, more than 60% took advantage of the program to visit family outside Japan, with 15 employees returning to homes within Japan, and 24 traveling abroad. <\/p>\n\n\n\nThere has been a lot of positive feedback from those who used the program, which has allowed employees to \u201cbalance work and spend meaningful time with family back home.\u201d Those who have not yet taken advantage of the program have also lauded the fact that the program benefits not only employees but also their families – a practical initiative they are glad to see in place. <\/p>\n\n\n\n
<Employee Feedback><\/strong>\u201cI used the program to return to my hometown of Seoul and celebrate Seollal, Lunar New Year, the biggest event of the year in Korea, with family. It gave me the chance to enjoy precious time with relatives, and I was also able to get a health check-up at a local university hospital. For those of us working overseas, this is truly one of the more useful and convenient programs. Even my family and those around me have said how reassuring it is to have such a system in place.”<\/p>\n\n\n\n
\u30fc K, Project Manager, Korea
<\/span>Skills Development Support Program: Subsidies Up to 100,000 Yen Per Year<\/strong><\/strong><\/span><\/h2>\n\n\n\nAnother important initiative we have in place at COVER is the Skills Development Support Program. Through this program, the company covers 50% of the costs – up to 100,000 yen annually – for work-related training courses and certification examination fees.<\/p>\n\n\n\n
This program first began in September 2023 as the Language Learning Support Program. At the time, the number of foreign national employees was steadily increasing, and differences in language and culture sometimes led to misunderstandings. To bridge such gaps, the company actively promoted language learning, helping Japanese and global members communicate more smoothly and creating a workplace where everyone could feel at ease.<\/p>\n\n\n\n
However, with the expansion of the program\u2019s scope beyond language learning to include knowledge, skills, and the acquisition of certificates to aid in the upskilling of employees in April 2025, the program was renamed the Skills Development Support Program.
The number of employees making the most of this program has been steadily growing – 9 cases in FY 2023, 27 in FY 2024, and already 33 cases by the end of August 2025.<\/p>\n\n\n\nThe most frequent use of this program is still, as expected, for language learning, but at the same time, employees are also using it to build work-related skills and knowledge by taking courses in areas like animation and illustration, and to pursue professional certifications such as the Registered Information Security Specialist Examination and the Pro Tools Technical Certification Exam.<\/p>\n\n\n\n
<Employee Feedback><\/strong><\/h4>\n\n\n\n\u201cThe support program made it so much easier for me to take on new challenges and explore things I\u2019d always been interested in. The half-cost subsidy was the push I needed to say, \u2018Why not give it a try?\u2019 – and that made all the difference. Working in a production that includes overseas talents, it\u2019s helped me better understand what they share during streams, and as part of the voice team, it\u2019s given me the opportunity to go beyond the literal meaning of translated English scripts and learn about the cultural significance behind the words and idioms chosen.\u201d<\/p>\n\n\n\n
\u30fc T, Director, Japan<\/p>\n\n\n\n
\u201cI used the program to take the FAAS Certification, which tests fundamental finance knowledge. Beyond just financial support, what motivated me most was knowing that the company encourages and supports my desire to grow.\u201d<\/p>\n\n\n\n
\u30fc D, Director, Malaysia<\/p>\n\n\n\n
<\/span>Creating a Workplace Where Everyone Can Thrive – HR Interview<\/strong><\/strong><\/span><\/h2>\n\n\n\nWhat do Human Resources team members consider when designing, planning and managing such programs to make the workplace inclusive for everyone? We spoke with Lloyd Quinton from the Human Resources Division and Haruka Kozano from the Human Resources Planning Team to find out. <\/p>\n\n\n\nLeft\uff1aHaruka Kozano(Human Resources Planning Team)Lloyd Quinton (Global Human Resources, Human Resources Division)<\/strong><\/strong><\/figcaption><\/figure>\n\n\n\n\u2015\u2015You\u2019ve both been involved in creating and managing programs like the Homecoming Remote Work Program and the Skills Development Support Program, correct?<\/h3>\n\n\n\n<\/div>
One point I\u2019d like to add about the Skills Development Support Program is that it applies to any language. For Japanese employees, English is usually the first thing that comes to mind, while for our global members it\u2019s often Japanese. But since we also have hololive Indonesia, there are members who want to improve their Indonesian, so of course, the program covers that too as well as Korean, Chinese, and other languages to support those who want to study other languages besides English. <\/p>
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<\/div>
Lloyd, you\u2019ve actually used the Homecoming Remote Work Program yourself, right?<\/p>
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That\u2019s right! My family home is in rural Canada, so traveling back takes a lot of time. Thanks to this program, I\u2019ve been able to go home at least once a year and it\u2019s great to be able to visit without having to use up more than just a few days of paid leave. In fact, this program was one of the reasons I decided to join COVER and I also often hear from other foreign national hires that they find it to be a very attractive benefit.<\/p>
<\/div><\/div><\/div>\n\n\n\n
\u2015\u2015It\u2019s impressive that such a program can be a deciding factor when joining a company. Are there any other systems in place to support global members?<\/h3>\n\n\n\n<\/div>
For members coming from overseas to work at COVER, we help out with obtaining work visas. On top of that, we\u2019re also considering creating a relocation support program to make the move even easier.<\/p>
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For foreign nationals starting work in Japan, there\u2019s often a frustrating catch-22 – they can\u2019t open a bank account without an address, but they can\u2019t confirm living arrangements and an address without a bank account. It makes the process complicated and requires a lot of extra steps. <\/p>
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Finding and signing a house contract in Japan can be really challenging for people coming from abroad. That\u2019s why, as we continue to bring in more highly skilled talent from abroad, we want to enhance our programs and provide even stronger support. <\/p>
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<\/span>Bilingual Chats: Establishing an Internal Culture of Multilingual Communication as the Norm<\/strong><\/strong><\/span><\/h2>\n\n\n\n\u2015\u2015Moving from formal programs to other initiatives that make it easier for global members to thrive, we\u2019ve heard that COVER has a dedicated group focused on promoting cross-cultural communication. <\/h3>\n\n\n\n<\/div>
That would be C5, or the COVER Cross Culture Communication Club, which was launched in the summer of 2024.<\/p>
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I’m actually a part of this team. We\u2019ve welcomed an advisor who previously served as CEO at a company with a high percentage of overseas members to the team, and other participants include members from our Localization Team\/Bridge Team, as well as our Business Process Improvement Team. <\/p>
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At COVER, diversity goes beyond nationality – our people also come from a wide range of backgrounds, including animation, gaming, music, and more. C5 was founded with the idea of fostering communication and collaboration to help us appreciate these different cultures and bring everyone closer together. <\/p>
<\/div><\/div><\/div>\n\n\n\n
\u2015\u2015So, what exactly does C5 do?<\/h3>\n\n\n\n<\/div>
There are two main areas we focus on: (1) creating an environment where work can be done in multiple languages, and (2) developing internal tools and rulebooks that support a multilingual workplace.
<\/div><\/div><\/div>\n\n\n\n
<\/div>
Concerning the second area of focus, this includes things like the translating of manuals. We create and manage a wide range of manuals within the company, but they inevitably are written in Japanese first of all, so to make them more readily accessible for everyone, we\u2019ve been working hard to translate the most frequently used ones into English.
<\/div><\/div><\/div>\n\n\n\n
\u2015\u2015Earlier, you mentioned that there are dedicated teams for translation and interpretation, and that they also take part in C5.<\/h3>\n\n\n\n<\/div>
Yes. We have the Bridge Team, which translates internal materials from Japanese to English and vice-versa, and the Localization Team, which handles the translations for content released publicly. Before these teams were in place, getting ready for company-wide meetings was a real challenge. <\/p>
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Before we had these dedicated teams, the translation of internal materials and even minor communication with talents were often handled on a volunteer basis by bilingual employees in each department. Sometimes they took on these requests reluctantly, which became an added burden on top of their regular work. As well as that, since Japanese often omits subjects and objects, using machine translation sometimes leads to serious misinterpretations. Now, we have a dedicated Slack channel where translation requests can be made formally, so the whole process is much smoother and more reliable. <\/p>
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The simultaneous interpretation by the Bridge team was also provided at our third COVER Corporation All-Employee Meeting held in May.<\/figcaption><\/figure>\n\n\n\n<\/span>\u201cA Little Difficult\u201d Doesn\u2019t Quite Translate: High-Context vs. Low-Context Communication<\/strong><\/strong><\/span><\/h2>\n\n\n\n\u2015\u2015Are there any other initiatives within C5 that focus on strengthening cross-cultural communication?<\/h3>\n\n\n\n<\/div>
Last year, we held a Lunch & Learn session where employees could enjoy lunch together while learning about communication. The idea came from employee feedback mentioning that having training on cross-cultural understanding would be helpful. <\/p>
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Before C5 was launched, we had a bit of an issue with a business manners and skills training program. The problem was that most business etiquette training in Japan is based on unspoken cultural norms that are considered \u201cstandard\u201d here, so deciding what content to include was difficult. Looking back, we also mistakenly designed the program by separating it into training for Japanese employees and that for non-Japanese employees. In reality, the content should have been tailored based on each person’s professional background and experience in Japan, regardless of nationality. It was a valuable moment of reflection on my own unconscious bias. <\/p>
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I feel that in Japan, many people are used to a high-context culture, where communication often relies on shared assumptions and unspoken understanding. The challenge is that this style doesn\u2019t always work with people who don\u2019t share the same background. <\/p>
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In a low-context culture, communication needs to be clear enough to understand even without shared background knowledge. Since much of our communication here is text-based, people from a high-context cultural background might assume \u201cI don\u2019t need to include everything – they\u2019ll get the idea.\u201d But that\u2019s where pitfalls lie.<\/p>
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Take this simple example for instance – when you ask someone to do something in Japanese, they might reply with \u201cchotto muzukashii<\/em>\u201d (a little difficult). After working in Japan for a while, you realize this actually means a flat out \u201cno,\u201d but in low-context cultures outside Japan, since the word \u201cno\u201d isn\u2019t explicitly said, people may take this to mean that there\u2019s still a possibility, or that a request might even be accepted. <\/p><\/div><\/div><\/div>\n\n\n\n
\u2015\u2015That\u2019s a really clear example. So cultural differences like that can sometimes lead to misunderstandings or even conflicts, right? <\/h3>\n\n\n\n<\/div>
That\u2019s why we realized how important it is to create opportunities that encourage cultural understanding and foster a more inclusive environment. With so many of our members working remotely, we also noticed that when communication is limited to text, you lose the ability to see each other’s faces, which can create barriers between people, so to break those down, we thought it would be great to have more casual opportunities to connect with each other, and that\u2019s how our TGIF event was born.<\/p>
<\/div><\/div><\/div>\n\n\n\n
\u2015\u2015So, what is TGIF all about?<\/h3>\n\n\n\n<\/div>
TGIF stands for Thank God It\u2019s Friday – similar to what we call hanakin<\/em> in Japanese, the idea of celebrating Friday night. Google famously made TGIF part of its culture with company-wide meetings under that name, and many IT companies have since adopted the practice. At COVER, our version of TGIF is a casual gathering held at the office, with food and drink provided so people can relax and connect with one another. <\/p><\/div><\/div><\/div>\n\n\n\n
<\/div>
Simply put, TGIF is a social gathering. Since so much of our communication takes place on Slack, we don\u2019t get many chances for face-to-face interaction – especially outside of work. TGIF was created to change that, giving international staff members, Japanese employees, and colleagues from different teams a chance to come together. One of COVER\u2019s core values is coming together without boundaries, and we believe events like this are essential to realizing such a mission. <\/p>
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At TGIF, the opening toasts and hosting are done in both English and Japanese – we want it to be a place where people can connect comfortably in either language. At the very first event, many Japanese members weren’t yet familiar with the idea of TGIF, so most of the participants were those from overseas, but from the second edition onward, we made sure to let everyone know that it\u2019s an open invite to everyone, which encouraged many more Japanese members to join as well. <\/p>
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At our second TGIF, around 120 people joined – so many that the food we\u2019d prepared wasn\u2019t nearly enough. And when we say \u201cglobal members,\u201d that includes people from all sorts of regions, from English-speaking countries to those across Asia, so even among them, we saw plenty of new connections being made. It isn\u2019t just about sharing food and drinks – we also make sure to include activities like \u201ccommunication bingo\u201d to get people talking and make it easier for staff members to connect. <\/p>
<\/div><\/div><\/div>\n\n\n\n
<\/span>Building a Workplace Where a Shared Mission Brings Everyone Together<\/strong><\/strong><\/span><\/h2>\n\n\n\n\u2015\u2015What would you say are some of the defining characteristics of the global members who have joined COVER?<\/h3>\n\n\n\n<\/div>
Many of our international members share a strong passion for Japanese entertainment and content, such as VTubers. What I see is that they\u2019re not only interested in enjoying this culture themselves, but also they want to share it with people everywhere. That\u2019s why they resonate so strongly with our mission, “Together, Let\u2019s Create Culture Loved by All\u201d connecting people around the world through this culture. <\/p>
<\/div><\/div><\/div>\n\n\n\n
\u2015\u2015Finally, do you have a message for global talent interested in COVER or for those who want to work in a multicultural environment?<\/h3>\n\n\n\n<\/div>
From an HR perspective, I see COVER\u2019s mission as creating an environment where anyone, no matter their background, can fully embrace and love this culture. Our goal is to continue building a workplace and company culture where people from all kinds of backgrounds can feel a true sense of unity.
<\/div><\/div><\/div>\n\n\n\n
<\/div>
Japan is often described as a high-context culture, where people are expected to \u201cread the air.\u201d Communication centered around shared assumptions can feel easy and natural for those who are used to it, but if we just remain in our comfort zone, we\u2019ll never fulfill our mission of creating a culture loved by all. Achieving such a vision requires going beyond what\u2019s familiar and creating a workplace where people from all kinds of cultural backgrounds can feel comfortable and thrive. We want this to be a place where everyone has the chance to shine, so if you feel that this is you, we’d love for you to join us. <\/p>
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As of August 2025, COVER has 123 foreign national employees, all of whom are like-minded individuals who resonate with COVER\u2019s mission, from 24 countries and regions, representing about 12.8% of our workforce – indicative of the company\u2019s active overseas expansion overseas since 2020. So naturally, the workplace at COVER is more international than ever before. […]<\/p>\n","protected":false},"author":7,"featured_media":2985,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_locale":"en_US","_original_post":"https:\/\/dkgy1yki8xgbd.cloudfront.net\/?p=2934","footnotes":""},"categories":[1],"tags":[176,171,62,48,19],"class_list":["post-2991","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-corporate","tag-176","tag-171","tag-62","tag-48","tag-19","en-US"],"acf":[],"categories_info":[{"slug":"corporate","name":"Corporate"}],"tags_info":[{"slug":"%e7%a6%8f%e5%88%a9%e5%8e%9a%e7%94%9f","name":"Employee Benefits"},{"slug":"%e4%ba%ba%e4%ba%8b%e4%bc%81%e7%94%bb","name":"Human Resources Planning"},{"slug":"%e4%ba%ba%e4%ba%8b%e6%9c%ac%e9%83%a8","name":"Human Resources Division"},{"slug":"%e3%82%b0%e3%83%ad%e3%83%bc%e3%83%90%e3%83%ab-2","name":"Global"},{"slug":"%e3%82%ab%e3%83%ab%e3%83%81%e3%83%a3%e3%83%bc","name":"Culture"}],"thumbnail_url":"https:\/\/coveredge.cover-corp.com\/wp-content\/uploads\/2025\/09\/0912.jpg","_links":{"self":[{"href":"https:\/\/coveredge.cover-corp.com\/wp-json\/wp\/v2\/posts\/2991","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/coveredge.cover-corp.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/coveredge.cover-corp.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/coveredge.cover-corp.com\/wp-json\/wp\/v2\/users\/7"}],"replies":[{"embeddable":true,"href":"https:\/\/coveredge.cover-corp.com\/wp-json\/wp\/v2\/comments?post=2991"}],"version-history":[{"count":18,"href":"https:\/\/coveredge.cover-corp.com\/wp-json\/wp\/v2\/posts\/2991\/revisions"}],"predecessor-version":[{"id":3052,"href":"https:\/\/coveredge.cover-corp.com\/wp-json\/wp\/v2\/posts\/2991\/revisions\/3052"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/coveredge.cover-corp.com\/wp-json\/wp\/v2\/media\/2985"}],"wp:attachment":[{"href":"https:\/\/coveredge.cover-corp.com\/wp-json\/wp\/v2\/media?parent=2991"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/coveredge.cover-corp.com\/wp-json\/wp\/v2\/categories?post=2991"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/coveredge.cover-corp.com\/wp-json\/wp\/v2\/tags?post=2991"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
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