Remote work is growing fast in Japan, but most stories come from large global companies. This case study is different. It focuses on a local startup in Tokyo that went fully remote—and stayed that way. Their journey offers clear, practical steps for other startups in Japan looking to do the same.
Why This Story Matters
Remote work is no longer just a trend. It’s a new way of working that’s reshaping business across the world. For startups in Japan, where tradition and innovation collide, the shift to remote work presents both a challenge and an opportunity.
But how does this shift play out in Japan—a country known for its strong office culture, long working hours, and in-person collaboration? Is remote work truly possible in a culture that values face-time and team unity?
In this case study, you’ll see how the featured company, a real tech startup based in Tokyo, made the full switch to remote work. Their story provides a clear path for other companies navigating the same transition.
You’ll get:
- A step-by-step breakdown of what worked (and what didn’t)
- Real numbers showing results
- Challenges unique to Japan’s corporate culture
- Tips you can apply to your own company
This is not theory. It’s a tested, lived experience inside a growing Japanese company. You’ll hear what employees felt, how leadership adapted, and what practical tools made a difference.
If you’re thinking about going remote—or already trying—this article is for you.
About the Startup
The company featured in this case study is a mid-sized tech startup located in central Tokyo. It had grown steadily over the years, primarily serving Japanese clients with cloud-based services focused on secure data handling and streamlined online operations. The company’s clients ranged from small finance firms to mid-tier service companies that needed reliable and scalable digital infrastructure.
Before the transition, the company maintained a single office location and relied heavily on in-person meetings for internal collaboration and client communications. Like many Japanese startups, the team worked in a shared open office space that encouraged daily interaction but left little room for quiet or focused work. The leadership maintained a traditional structure with regular check-ins, long working hours, and a visible presence from management.
By 2020, the team had reached around 50 employees, mostly developers, project managers, and support staff. Despite its growth, the company kept a flat hierarchy and encouraged experimentation with tools and workflows. Still, most of its operations were designed with the assumption that people would be working side by side in the same building.
All of that changed when the pandemic hit. With travel and commuting suddenly seen as risky, and no end in sight to the disruption, leadership made the decision to experiment with remote work. What started as a crisis response would quickly evolve into a complete transformation of how the company worked. study is a mid-sized tech startup based in central Tokyo. With a focus on cloud-based services for clients in the finance and services sectors, the company was known for its fast-paced development cycles and emphasis on digital security. Before transitioning to remote work, the team worked from a shared office space with standard startup amenities.
- Location: Tokyo, Japan
- Founded: 2016
- Industry: Financial tech solutions
- Team size: 50 employees
The company built cloud-based software for banks and finance firms. They were known for their rapid product cycles and secure infrastructure. Pre-2020, everyone worked from the office in central Tokyo. They had a modern workspace with shared desks, a break room with snacks, and the usual tech startup perks.
Long hours. Packed trains. High rent. Regular overtime.
That was normal—until COVID hit.
What Triggered the Remote Shift?
1. The Pandemic
In early 2020, office work became risky. Commuting by train was a health concern. Government guidelines encouraged remote work where possible. Overnight, leaders had to rethink operations.
2. High Operating Costs
Their office lease was over ¥1.5 million/month. Utilities, snacks, supplies—another ¥400,000. The company also spent heavily on in-person meetings and client visits.
Going remote offered big savings—not just in rent, but also in commuting reimbursements and facility costs.
3. Hiring Bottlenecks
Tokyo’s talent pool was limited. Hiring local engineers had become increasingly competitive. Remote work could open doors to candidates across Japan—and beyond.
They also saw that other global startups were hiring remotely, and not keeping up meant falling behind.
Step-by-Step: How the Company Went Fully Remote
Step 1: Tech Check and Pilot Phase
They first asked:
- Can our tools handle this?
- Are teams ready?
- Will productivity drop?
They selected a small pilot group to test remote work.
What They Did:
- Ran a 2-week trial with 15 employees across departments
- Used Slack for communication, Zoom for meetings, and Asana for task tracking
- Set up a secure company VPN and tested system loads
Outcome: No drop in output. Most staff appreciated the freedom. Trial expanded to 3 months with the full team.
This stage helped surface issues before full rollout.
Step 2: Upgrade Tools and Hardware
Once the trial succeeded, they moved fast:
- Bought laptops, headsets, and webcams for all staff
- Switched from local servers to AWS cloud storage with geo-redundancy
- Adopted Microsoft 365 for email, calendar, and document management
They also:
- Encrypted all company-issued devices
- Added 2FA (two-factor authentication) for all accounts
- Got a cybersecurity audit from a third-party firm in Japan
Security was critical, as clients were financial institutions. The upgrades built trust with both employees and customers.
Step 3: Train the Team
Most staff had never worked from home. There were concerns about distractions, communication breakdowns, and loneliness.
The company ran weekly training sessions on:
- Digital tools (Slack, Zoom, Notion, cloud file sharing)
- Time management at home
- Remote meeting etiquette and documentation habits
- Ergonomic setups and wellness at home
Managers were trained separately:
- How to measure outcomes, not hours
- How to keep teams engaged through video
- Conflict resolution in remote teams
Some teams also held peer-led learning sessions, where employees shared personal remote work tips.
Step 4: Write Clear Remote Work Policies
To avoid confusion, leadership created a simple, readable 10-page policy document.
Key contents:
- Daily check-in and check-out expectations via Slack
- Core working hours: 10am–4pm (rest is flexible)
- Weekly 1-on-1 check-ins with managers
- Expense claims for home office gear (up to ¥30,000 per employee)
- Rules for overtime and availability during off-hours
- Guidelines for client meetings and documentation
They made sure all rules followed Japan’s Labor Standards Act and consulted a labor law expert.
Step 5: Build Company Culture—Online
Going remote made casual office chats disappear. That hit morale at first. People missed spontaneous discussions and team bonding.
To fix that:
- They held monthly virtual “nomikai” (drinking parties) with games
- Launched a #random Slack channel for non-work chats
- Celebrated birthdays and work anniversaries online
- Created a monthly newsletter with employee updates
- Set up an anonymous feedback form every month
One key cultural change: focus on trust, not face-time. Managers were expected to empower teams, not micromanage.
Main Challenges—and How They Solved Them
1. Japanese Work Culture
In Japan, being present is often seen as being productive. Going remote challenged that assumption.
Some clients even asked, “Are your workers really working at home?”
Solution: The CEO led by example. He worked from home, showed results, and praised outcomes—not hours. Over time, clients accepted the shift as projects stayed on track.
2. Communication Gaps
Emails got lost. Messages lacked tone. Context was missing. New hires felt isolated.
Solution:
- Daily 15-minute standup calls by team
- All meetings recorded and saved
- Slack channels per project, not per department
- Async video updates for longer discussions
- Onboarding buddy system for new employees
3. Work-Life Boundaries
Some staff overworked. Others got distracted. Parents struggled to manage kids and work.
Solution:
- Flexible working hours
- Mandatory lunch break blocked in everyone’s calendar
- One day a month as a “deep work” day (no meetings allowed)
- Company-subsidized access to meditation and wellness apps
The Results (After 12 Months)
1. Cost Savings
- Office lease savings: ~¥18 million/year
- Utilities + supplies cut by 80%
- Saved ¥2 million/year on travel and client visits
These savings were reinvested in tech upgrades and team perks.
2. Productivity Gains
- Bug fixes delivered 15% faster
- Sprint goals met more consistently
- Support tickets resolved 20% quicker
- Time to hire reduced by 25%
3. Happier Employees
- 88% of employees preferred remote work over office
- Attrition dropped from 12% to 6%
- Employee surveys showed higher satisfaction with work-life balance
- Company Glassdoor rating went up from 3.8 to 4.5
4. Easier Hiring
They hired engineers and designers from:
- Osaka
- Fukuoka
- Sapporo
- Nagano
No relocation costs. Faster onboarding. More diverse team backgrounds.
Key Takeaways for Startups in Japan
- Start small: Run a pilot before going all-in
- Invest in tools: Zoom, Slack, and secure cloud storage are must-haves
- Train your team: Don’t assume people know how to work remotely
- Write policies in plain Japanese: Clear is better than perfect
- Focus on culture: Trust and flexibility beat micromanagement
- Listen often: Feedback loops help solve small problems before they grow
Is Full Remote Right for Every Startup?
Not always. Some teams need face-to-face time. Some industries have compliance issues.
But this Japan startup remote work case study proves it can work, even in a traditional business culture.
You need:
- Leadership buy-in
- Clear expectations
- Flexibility to learn and adapt
- The right tools and mindset
Remote work is not just a tech upgrade—it’s a mindset shift.
Looking Ahead
the featured company is now exploring:
- Hiring talent from outside Japan
- Offering optional coworking space passes for employees who want them
- Building async workflows so teams can work across time zones
- Creating an internal remote leadership program
Their remote journey isn’t done. But they’ve built a strong foundation—and they’re staying remote-first.
Final Thoughts
Remote work in Japan is possible—even for startups used to office culture.
This case study shows how one Tokyo-based tech company made the switch, kept productivity high, and cut costs—while building a happier, more flexible team.
If you’re a founder in Japan thinking about remote work, take a page from the featured company
Start small. Stay human. Keep learning. And build a system that works for your team.
