HR Magazine Special Feature Vol. 245: June is “Foreign Worker Employment Promotion Month” – Understand, Comply, and Thrive Together – Employ Foreign Workers Properly by Following the Rules

News Highlights

June 2026 has been designated as “Foreign Worker Employment Promotion Month,” urging compliance with employment rules and appropriate utilization of foreign human resources. For medical institutions, particularly amidst escalating staff shortages, accepting foreign workers is increasingly becoming a crucial option. This feature introduces the current situation and challenges of foreign worker employment, as well as initiatives for proper employment.

M&A Medical Editorial Department’s Perspective

The theme of “Foreign Worker Employment Promotion Month” holds significant implications for executives considering M&A and business succession in the healthcare sector, extending beyond mere labor management topics. Specifically, points such as sharing recruitment networks across the entire group, improving retention rates through standardized training programs and career paths, and reducing the burden on frontline staff via headquarters functions directly relate to concrete measures for post-M&A organizational integration and synergy creation. For instance, when a medical group with a well-established system for accepting foreign workers acquires a smaller regional hospital, transferring the know-how for acceptance, training, and retention can greatly contribute to stabilizing the healthcare delivery system after business succession. This can be viewed not just as financial integration, but as a business succession strategy from the perspective of maximizing human capital.

Points Highlighted by This News

• Know-how in accepting, training, and retaining foreign human resources becomes a key element for creating synergy in post-M&A organizational integration.
• Group-wide recruitment branding and agency services can solve the human resource acquisition challenges faced by smaller hospitals supporting regional healthcare.
• Standardization of training programs and career paths contributes to improving retention rates not only for foreign workers but also for domestic staff.
• Support from headquarters functions in labor, accounting, and IT reduces the burden on frontline operations, enabling a focus on core medical service delivery.

Practical Questions Arising from This News

• What specific legal procedures and visa acquisition processes are necessary when accepting foreign human resources?
• What points should be considered when developing education and training programs for foreign workers?
• What kind of support system should medical institutions establish to improve the retention rates of foreign workers?

If You Feel “Should I Consult About This?”

Does your institution have a system in place for accepting foreign human resources? If not, grouping through M&A may offer a solution to staff shortages by sharing expertise in recruitment, training, and retention. Furthermore, consolidating back-office operations through headquarters functions can reduce the burden on frontline staff, allowing for the establishment of a system focused on delivering higher quality medical care. Please consult with us to explore whether M&A can achieve both human resource acquisition and organizational strengthening.

M&A Medical (CentralMedience Inc.) supports the business succession of medical corporations, hospitals, and clinics on a full success fee basis as an M&A support institution certified by the Small and Medium Enterprise Agency. Consultations are handled with strict confidentiality. Free consultations available here.