由於日圓在國際匯市持續升值，許多日本公司被迫將部份產業外移，以維持自身利益，因此有主要從法 律的觀點，來討論海外派遣的相關議題。 根據統計顯示，在1986年有二分之一的公司將員工派至外或有意如此；而在1992年日的國民生產毛額也因此下降四十一億。至於留在日本的公司則採取減少員工的方式來縮小公司規模。在相關法律規定方面。只有在少數法律中可以發現相關規定，這些法律包括了：憲法第二十九條第一款及第二款、勞動者災害補償保險法第二十七條第六款等。 因海外派遣而衍生的法律議題，主要有下列幾項：適用於日本受僱者的勞動法是否也適用於日本境外工作的日籍受僱者？在海外工作的日籍受僱?應如何定位？此外，因公司決定外移而衍生的勞資爭議應如何解決？作者分別從勞動者災害補償保險法、個別勞動法的刑事規定、行政指道、僱用契約、「公序良俗」條款、團體協約條文、不當勞動行為禁止規等角度來討論。

　　　　　More companies operating in Japan are forced to move out to cheap-labour countries for maintaining their profits given the increasing value of yen in world market. This paper aims to discuss foreign dispatch issues form labor law's perspective. According to statistics, two-thirds of Japanese companies have sent or have the intention to send their employees overseas. Companies that did not do this took other measures instead to reduce their cost such as scaling down the company size by way of laying off employees. In face of this phenomenon, only a couple of regulations touch upon this issue. They are in the Constitution, art. 29, sec.1&2; the Workers' compensation Insurance Act, art. 27, sec. 6. The legal issues derived from foreign dispatch include: 1) Do Labor laws that apply to domestic employees also apply to those dispatch workers? 2) How to solve labor disputes resulting form the moving out? 3) How to define the status of those dispatch workers? This paper tries to answer the above questions form the following legal orders: Workers' Compensation Insurance Act, The Penal Provision of individual Employment Labor Law, Administrative Guiding Measures, Employment Contract, Civil Code (Public Order and Good Moral Clause), Collective Bargaining Agreement Clause, and Unfair Labor Practices Prohibition.