Banto remembers your work rules, your 36 Agreement status, and past decisions, so a second question starts from where the first one left off. Built for small and mid-size businesses operating in Japan — including the Japan subsidiaries of overseas companies.
Ask Banto's chat in English and it answers in English — this works today, not a roadmap item.
Free to start. No credit card required. You can delete all your data at any time. · See the full Japanese site
Try it
Pick an industry, then click a question to see how Banto answers based on that sample company's premises.
These are not customer testimonials — they are records of the operator's own internal testing, using different company profiles to verify Banto's behavior. Quotes reflect what actually happened in those sessions.
Teaching Banto the company's paid-leave rule and checking it answers with that exact setting
We told Banto, through conversation, that paid leave is granted "11 days after 6 months" (one day more than the statutory 10) and then asked how many days of paid leave our company grants. Banto answered 11 days — not the statutory 10 — and even noted that this was one day above the legal minimum. The answer cited the one company rule it referenced, confirming that a fact taught in conversation is reflected directly in later answers.
Verified internally 2026-07-24
How the overtime cap regulation (construction's "2024 problem") applies to this company
Asked how the overtime cap applies to construction, Banto explained that the regulation started applying to construction in April 2024, walked through the general cap and the special-provision exception, and noted that disaster recovery/reconstruction work is treated differently. For anything not yet finalized, it flagged that as something to confirm with the Ministry of Health, Labour and Welfare, and proactively pointed out that if the 36 Agreement isn't filed yet, that should happen first. The industry and headcount entered at signup were reflected in the answer's premise.
Verified internally 2026-07-24
Checking driver binding-hour rules (the Improvement Standard notice) against this company
Asked about driver binding hours, Banto cited the key points of the Improvement Standard notice — the monthly binding-hour cap, daily binding/rest-hour rules, and the mandatory break after every 4 hours of continuous driving — with sources, and wove in the company's own name. It was upfront that the company's own rules weren't registered yet, and suggested that registering them would let it check compliance from the company's actual situation next.
Verified internally 2026-07-24
Whether Banto can run alongside SmartHR and existing tools without double data entry
Given the premise that we already use SmartHR and a separate attendance system, we asked what Banto replaces and what it adds, and whether all our rules would need re-entering. Banto laid out, step by step, that procedures and employee data stay in the existing tools, that Banto's role is to remember internal rules, policies, and past decisions and answer questions about them, and that rules don't need to be re-entered wholesale — just the parts you want to discuss, taught through conversation. This matched the comparison table and the "if you already use SmartHR" note elsewhere on the site.
Verified internally 2026-07-24
Whether memory stays separate across client companies, and whether you can switch between them
Asked whether memory stays separate when different client companies have different work rules, Banto confirmed that rules and memory are isolated per company and don't mix when you switch — with a caveat to confirm specifics with a professional. When we tried adding a second company, it explained, with the reason and the next step, that switching between multiple clients requires the professional (multi-client) plan — answering the underlying worry about client data mixing both on-screen and in the chat itself.
Verified internally 2026-07-24
By when does the 36 Agreement need to be filed, and what should we do this year?
Within minutes of signing up, we confirmed — without wading through jargon — that a 36 Agreement must be filed and accepted before any overtime starts, that it needs re-filing every year before it expires, and that Form 9 can be submitted via e-Gov. The items to check this year came back as a checklist, so even someone taking over the role mid-year could see what to do first.
Verified internally 2026-07-23
Are part-timers covered by the mandatory 5-day paid-leave rule, and who exactly qualifies?
We confirmed on the spot that part-timers granted 10+ days of paid leave per year are subject to the mandatory 5-day-use rule, and that a part-timer working 4 days/week could qualify. It also flagged that larger workplaces are more prone to tracking gaps, mentioned the penalty (up to ¥300,000 per person), and helped us see that we needed a list of each person's base date.
Verified internally 2026-07-23
Verifying data isolation and what happens to data after account deletion, before trusting it with our rules
When we edited the company ID in the URL to point at another company, we got a 403 — and Banto itself confirmed there's no mechanism for the AI to access another company's data at all. Seeing row-level data isolation actually enforced, rather than just claimed, resolved our hesitation about handing over our rules. We also confirmed that after deleting the account, logging back in is genuinely no longer possible.
Verified internally 2026-07-23
Understanding Japan's paid-leave rules (including the mandatory 5-day rule) in English
Asking in English, Banto answered accurately in English — the paid-leave grant table, the mandatory 5-day-use rule, and carry-over — citing the Labor Standards Act as its source. It was clear that some specifics couldn't be confirmed until the company's own work rules were registered. A team member who doesn't read Japanese could get an accurate overview of the system in their own language.
Verified internally 2026-07-23
The above are records from the operator's own internal testing, not customer testimonials.
Tell Banto your work rules, 36 Agreement status, and past decisions once. It keeps that context so you don't re-explain it every time, unlike a generic AI chat.
Ask a labor-law question in plain English or Japanese and get an answer based on your company's actual situation, not a generic disclaimer.
Get a first draft of work rules, a 36 Agreement, or an employment notice with your company's numbers already filled in.
See a plain-language risk score and whether new subsidies or law changes actually apply to your company.
Switch between the two and compare the same question. One asks you to re-explain your premise; the other already starts from it.
Can we have staff work overtime next week?
Before you get an answer, you go through this back-and-forth every time.
Banto remembers the premise, so the first message already answers from your company's situation.
Both sides are example answers. Banto's answer is general information, not individualized legal advice.
A 2-page checklist of the items that most often get missed when an HR/labor role changes hands in a Japan-based team. The PDF itself is written in Japanese (for use with your Japan-based staff or a local advisor). Enter your email and download it immediately — no other signup required.
Data is separated per company at the database row level (Postgres Row-Level Security). No other customer can access your data.
All traffic is HTTPS/TLS. Data is stored on Supabase with encryption at rest.
Full details: Security & data protection · Privacy Policy (English)
You can start on the free plan. Paid plans are self-serve — you are only charged when you choose a plan and complete checkout yourself.
¥3,980/mo (per company, up to 5 members)
¥9,800/mo (per company, up to 20 members)
¥29,800/mo per seat (up to 50 seats)
For anyone managing multiple client companies — not limited to licensed labor consultants. Manage up to 50 client companies.
Some terms are easier to keep in Japanese even in English conversation. Here's what they mean.
A labor-management agreement required under Article 36 of Japan's Labor Standards Act before a company can legally have employees work overtime or on statutory holidays. Without one, overtime itself is technically unlawful.
8 hours/day and 40 hours/week under the Labor Standards Act. Hours beyond this are overtime and require both the 36 Agreement and premium pay.
Employees granted 10+ days of annual paid leave must actually take at least 5 days per year; the employer can be penalized if they don't track and ensure this.
A licensed Japanese professional for labor/social-insurance filings and individual advice. Banto is not a substitute for one — see the Compliance note below.
What Banto is — and isn't
Banto provides general information and drafting assistance based on your company's own inputs. It is not a substitute for a licensed shakaihoshi roumushi (labor & social security attorney) and does not provide individualized legal advice or represent you before government offices. The operator has passed Japan's shakaihoshi roumushi exam but is not registered with a shakaihoshi roumushi association, so does not offer licensed professional services. For decisions that require a final legal judgment, please consult a registered professional.