The number of workers coming to Japan from Indonesia continues to rise each year, and their presence is growing across a wide range of fields, including manufacturing, construction, nursing care, food processing, and agriculture. HR professionals and executives at accepting companies often say that Indonesian talent is highly conscientious and quick to acquire skills. At the same time, one issue that repeatedly surfaces in retention support is the “meal environment at work.”

About 87% of Indonesia’s population is Muslim, and religious rules around food form a core part of the faith. If understanding stops at the surface level—“they don’t eat pork” or “they don’t drink alcohol”—problems can arise in every setting, from welcome parties and company trips to client entertainment. In the worst cases, this can destroy trust and lead to early turnover.

This article systematically explains the “food prohibitions” that HR professionals accepting Indonesian talent need to understand accurately, starting from their religious and cultural background. It brings together real workplace trouble cases, common failure patterns and how to avoid them, and a practical checklist you can use right away. For foundational knowledge on hiring international talent, please also see this article.

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Why Indonesian “Food Prohibitions” Exist: Basic Religious and Cultural Knowledge

To understand food-related prohibitions for Indonesian talent, the starting point is the dietary rules of Islamic law (Sharia). In Islam, food is classified as “halal” (permitted) or “haram” (forbidden). Consuming haram food is considered a religious sin, and for the individual it is an issue in which faith and daily life are inseparable.

Main food categories considered haram

  • Pork and all pork-derived ingredients (pork meat, tonkotsu soup, pork extract, gelatin, lard, and similar items)
  • Alcohol in general (including sake, beer, and wine, as well as mirin, cooking sake, and alcohol-containing seasonings)
  • Meat that has not gone through proper halal slaughter procedures (dhabiha), even if it is beef, chicken, or lamb
  • Blood and blood-derived foods
  • Toxic or hallucinogenic substances

What requires particular attention is how broad “pork-derived ingredients” can be. Japanese processed foods and restaurant menus frequently use tonkotsu soup, pork fat, and pork extract, often in forms that are hard to spot. In addition, mirin and cooking sake contain alcohol, so dishes prepared with them are also strictly considered haram.

How strictly people practice varies by individual. Some Muslims believe it is enough to avoid pork alone, while others carefully check ingredients at the component level. The first step for hiring managers should be to carefully ask the person what level of accommodation they need. It is important to proceed while explaining that this is not an invasion of privacy, but consideration so they can work with peace of mind.

Note also that Indonesia includes people who are not Muslim, such as Hindus (common among those from Bali), Christians, and Buddhists. Hindus may refrain from eating beef. Do not assume that “Indonesian equals Muslim.” Confirming each person’s religion and beliefs first is the first step in sincere retention support.

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A Concrete List of Indonesian Food Restrictions Encountered at Work

Below is a practical breakdown, tailored to Japanese workplaces, of food restrictions that Indonesian talent—especially Muslims—face on the job.

Foods and drinks to avoid completely

  • Pork (belly, ground pork, ham, bacon, sausage, kakuni, and similar items)
  • Tonkotsu ramen and dishes based on tonkotsu soup in general
  • Alcoholic beverages (beer, sake, wine, shochu, chuhai)
  • Dishes made with mirin or cooking sake (teriyaki, sukiyaki, and similar dishes)
  • Desserts made with gelatin (jelly, marshmallows, gummies, and similar items)
  • Foods cooked in lard and snacks that use pork fat

Gray-area foods that require confirmation with the individual

  • Dishes using beef or chicken without halal certification
  • Alcohol-based seasonings (some soy sauces, sauces, and dressings)
  • Dishes based on seafood dashi (depending on the type of dashi, many cases are fine)
  • Fermented foods that contain trace amounts of alcohol (some vinegars, cheeses, and similar items)

Common Japanese workplace meals such as tonkatsu set meals, tonjiru, yakitori (including pork skin), and izakaya course menus can largely be considered off-limits. In addition, most bento boxes sold at supermarkets and convenience stores contain pork-derived ingredients, so consideration is also needed when colleagues buy lunch together.

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Common On-Site Questions: Real Difficulties at Meals, Company Cafeterias, and Client Entertainment

As common on-site questions, supervising organizations and accepting company contacts report cases such as the following.

“We don’t know where to hold a welcome party” Many people plan a welcome party when Indonesian talent joins, then realize izakaya or yakiniku restaurants will not work and are unsure what kind of venue to choose. At yakiniku restaurants, beef or lamb courses may be available, but cooking pork on the same griddle creates cross-contamination, which is a problem for strict Muslims. The safest options are restaurants with halal certification or Asian restaurants with private rooms (such as Thai or Indian cuisine).

“The company cafeteria menu is mostly pork, so there is nothing they can eat” Food manufacturing plants and large factories often have company cafeterias, but menus are frequently pork- or tonkotsu-based, and Indonesian talent struggle to find something they can eat every day. Practical solutions that work include asking the cafeteria operator to set “halal-friendly menu days” or to always provide at least one fish- or vegetable-centered option.

“We don’t know how to handle meal breaks during Ramadan” During Ramadan (the month of fasting), Muslims refrain from food and drink from sunrise to sunset. Encouraging someone to “have lunch with everyone” during this period is inappropriate, and the timing of the post-sunset meal (iftar) needs to be coordinated with workplace shifts. In the Ministry of Health, Labour and Welfare’s guidelines on improving employment management for foreign workers, consideration for cultural and religious backgrounds is also positioned as an employer’s duty of effort (Ministry of Health, Labour and Welfare: Improving Employment Management for Foreign Workers).

“Offering a drink at a client dinner created an awkward atmosphere” There are reports of Indonesian staff joining client dinners and being offered alcohol out of Japanese-style hospitality—“How about a drink?”—only for the other person to feel confused or uncomfortable. Pressuring someone to drink alcohol can be highly disrespectful to Muslims. It is essential to confirm and communicate in advance that non-alcoholic options are available.

Compared with international talent of other nationalities, as also noted in communication characteristics of Myanmar talent, a lack of understanding of religious and cultural backgrounds is one of the biggest factors that undermines psychological safety in the workplace.

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Failure Patterns and How to Avoid Them: Mistakes Hiring Companies Often Make

Here we organize failure patterns and countermeasures. Based on cases from companies with experience accepting Indonesian talent, we outline common mistakes and how to prevent them.

Failure pattern 1: The misconception that “as long as we don’t serve pork, we’re fine” As a countermeasure, it is important to also watch for pork-derived ingredients (extracts, soups, gelatin) and to check cross-contamination risks in the cooking process.

Failure pattern 2: Conducting a hearing at onboarding and never following up Food restrictions can change as faith deepens or personal interpretation shifts. Building “confirmation of meals and living conditions” into regular one-on-ones and maintaining ongoing communication is fundamental to retention support.

Failure pattern 3: Leaving it to them with “just buy something at the convenience store” Feeling isolated when colleagues eat together directly leads to lower motivation and a sense of exclusion at work. Actively creating an environment where people can eat together strengthens team cohesion.

Failure pattern 4: Increasing workload or forcing overtime during Ramadan Fasting places a heavy physical burden on the body. If busy periods overlap without enough consideration for changes in condition, it can cause health problems and distrust. It is important to know the timing of Ramadan in advance (it differs each year) and to consult about shift adjustments beforehand.

Failure pattern 5: Thinking “they’ll just get used to Japanese food culture” Food prohibitions are a matter of faith, not preference. This fundamental misunderstanding hinders long-term relationship building. As also discussed in our explanation of status of residence and workplace retention for highly skilled international talent, respect for cultural background is the foundation for international talent to thrive.

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Quick Reference: Decision Criteria for Meal Accommodation by Workplace Scene

Below is a summary of response policies for meal scenes that frequently occur at work. Confirming these decision criteria in advance for meals with Indonesian Muslim staff can prevent confusion on the day.

Welcome and farewell parties

  • Recommended: Halal-certified restaurants, Indian restaurants, Thai restaurants (menus confirmed pork-free)
  • Caution: Izakaya and yakiniku restaurants require individual confirmation in advance
  • Must confirm: Availability of non-alcoholic drinks; confirmation of pork-free menu items

Company trips and training camps

  • Recommended: Contact the inn or hotel in advance (discuss halal-friendly bento or Japanese set menus)
  • Caution: Buffet formats require care regarding contact with utensils used for pork
  • Must confirm: Securing a prayer space (consideration for five daily prayer times)

Client dinners and entertainment

  • Recommended: Share with the client in advance that religious accommodation is needed
  • Caution: Offering alcohol is strictly off-limits; first confirm oolong tea, juice, or water is available
  • Must confirm: Whether the menu uses pork or alcohol-containing seasonings

Everyday company cafeteria meals

  • Recommended: Always provide at least one halal-friendly menu option; improve ingredient labeling
  • Caution: Shared cooking utensils carry cross-contamination risk
  • Must confirm: Check ingredients and cooking processes with the cafeteria vendor; hold regular check-ins with Muslim staff

Workplace response during Ramadan

  • Recommended: Allow lunch time to be used for prayer or rest; understand the timing of iftar (the post-sunset meal)
  • Caution: Avoid forcing lunch participation or overtime instructions
  • Must confirm: Check that year’s Ramadan period in advance on the Islamic calendar (it shifts by about 11 days each year)

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Points Hiring Managers Often Overlook

As points hiring managers often overlook, here are issues that require particular attention in connection with food restrictions.

“Invisible pork and alcohol” on food ingredient labels If labels on processed foods or seasonings include terms such as “tonkotsu extract,” “animal fat,” or “ethyl alcohol” (shusei), they may fall under haram. “Shusei” is a label term for alcohol (ethanol) and often appears on food packaging. Building a habit of checking ingredients is important even for company cafeteria meals and snacks provided at work.

Types of halal certification and differences in reliability Multiple organizations issue halal certification in Japan, and standards vary. The Ministry of Agriculture, Forestry and Fisheries also organizes related information as part of support for exporting halal foods (Ministry of Agriculture, Forestry and Fisheries: Halal Response Information), which can be used as a reference. The most reliable approach is to confirm which certifying bodies the staff member themselves trusts.

When prayer and meal times overlap In Islam there are five daily prayers (salat), and prayer times change with the seasons. Midday prayer (Zuhr) can overlap with workplace lunch time, and an environment that forces a choice between “eating or praying” places significant stress on the individual. Consider arrangements that allow flexible scheduling of meal breaks and prayer times.

Gaps in accommodation at transfer or business-trip destinations Even when accommodation works at headquarters or the accepting plant, meal support can fall through at business-trip sites or contractor workplaces. Establish an internal process to communicate the need for meal accommodation to the receiving site in advance of trips and transfers.

Alignment with Immigration Services Agency of Japan guidelines The Immigration Services Agency of Japan sets daily-life support and consultation response as mandatory requirements when accepting Specified Skilled Worker foreign nationals (Immigration Services Agency of Japan). Improving the meal environment is positioned as part of daily-life support, and it must be documented and implemented in the support plan. It is important to check regularly not only that it appears on paper, but that actual practice follows through.

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Practical Checklist: Preparing the Meal Environment Before and After Accepting Indonesian Talent

As a practical checklist, we organize the points to confirm by phase—before and after acceptance.

Before acceptance (from job offer to before joining)

  • Confirm the individual’s religion/faith (Muslim, Hindu, Christian, etc.)
  • Individual hearing on dietary prohibitions and restriction levels (pork only, only halal-certified foods, etc.)
  • Confirm Ramadan timing and consider annual shift adjustment policy
  • Secure a prayer space (changing rooms or unused rooms may be repurposed)
  • Consult with the company cafeteria or meal service provider about setting up a halal-compatible menu
  • List and share nearby halal-compatible restaurants and supermarkets

After acceptance (from joining through the first 3 months)

  • Regular hearings on the meal environment (recommended at least once a month)
  • Inform supervisors and colleagues at the workplace about dietary prohibitions (together with consideration for personal information)
  • Establish rules that clearly include meal considerations when selecting venues for welcome parties and team events
  • Communicate the meal accommodation flow for business trips and outings
  • Provide materials on how to read ingredient labels (explanations of Japanese food labels)

Ongoing retention support (from 3 months onward)

  • Advance adjustment of shifts and workload for each Ramadan period
  • Confirm in regular one-on-ones whether any meal-related issues have occurred
  • Review and improve the halal-compatible menu (reflecting staff feedback)
  • Record and update meal support in the support plan

For consultations regarding these measures, please feel free to contact us via the Foreign Talent Insights inquiry page. We provide practical advice from building an acceptance framework through retention support.

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Frequently Asked Questions (FAQ)

Q1. If Indonesian staff visit a Japanese yakiniku restaurant, can they eat beef? A. Beef itself is a halal ingredient, but beef that has not gone through the halal slaughter process (zabiha) may be considered haram. Cross-contamination when pork is cooked on the same grill is also an issue. We recommend confirming with the individual and preparing alternative options if necessary.

Q2. How should we handle meals at a ryokan during a company trip? A. The basic approach is to contact the ryokan in advance and request a menu free of pork and alcohol. Recently, more ryokan have become accustomed to halal accommodation. Japanese cuisine based on sashimi, grilled fish, and simmered dishes (with dashi confirmed) is often workable. It is also good to hear the individual’s preferences before contacting the ryokan.

Q3. Is overtime during Ramadan a legal issue? A. Overtime itself is not immediately illegal, but forcing excessive work without consideration for reduced physical strength due to fasting may constitute a breach of the duty of care for safety. Additionally, the Ministry of Health, Labour and Welfare’s guidelines on the employment management of foreign workers call for consideration of religious customs. Adjusting workload and building agreement with the individual are the basic approach.

Q4. Is it acceptable to provide bento without halal certification in the company cafeteria? A. It may be an issue for strict Muslims, but judgment varies by individual practice level. Many people consider it fine if free of pork and alcohol, so it is important to confirm with the individual before deciding how to respond.

Q5. May we ask in a hiring interview whether someone is Muslim? A. Using religion itself as a hiring criterion leads to unjust discrimination. However, for the purpose of preparing post-hire support, asking “Is there anything regarding meals or living environment that requires consideration?” is not a problem. We recommend stating the purpose clearly and confirming as part of acceptance preparation after the job offer.

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Summary: “Food Considerations” Are the Most Important Foundation for Retaining Indonesian Talent

For Indonesian talent, dietary prohibitions are faith itself and cannot be treated at the level of preference or habit. Comprehensive measures that go beyond avoiding pork and alcohol to cover pork-derived ingredients, alcohol-based seasonings, and cross-contamination in the cooking process directly build trust in the workplace.

As promoting the active participation of international talent in Japan is positioned as national policy, both the Immigration Services Agency of Japan and the Ministry of Health, Labour and Welfare have clarified that living support for international talent is an important responsibility of accepting companies. Food considerations are a core measure within that, and a perspective that treats them as an investment rather than a cost is needed.

Pre-acceptance hearings, everyday meal environment setup, Ramadan accommodation, and consideration at meal events—carefully putting each of these into practice one by one forms the foundation that nurtures Indonesian talent’s desire to “work long-term at this workplace.”

If you would like specific consultation on hiring and retention support for Indonesian talent, please feel free to contact Foreign Talent Insights.

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*Written by: Foreign Talent Insights Editorial Team / indonesia_life_editor (Updated: June 19, 2026)*

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