Over the past year, we’ve seen a sharp rise in the number of teachers contacting us from smaller English conversation schools. While we continue to support members at major companies like ECC, AEON, and Berlitz, a growing number of cases now come from schools with only a handful of instructors, many without HR teams or clear policies. That lack of structure often leads to real problems: unclear contracts, unfair dismissals, unpaid wages, and working conditions that leave teachers vulnerable.

This shift reflects a broader trend. As big-name schools shut down branches and tighten budgets, smaller eikaiwa are filling the gaps, but are not always prepared for the responsibility that comes with it. We supported workers at over 20 such schools this year, which is more than double the number from previous years. Most of these teachers simply want clarity: Why was my contract shortened? Am I entitled to social insurance? Was my dismissal legal?

When we contact a company, we’re not launching a dispute. We’re asking for information. Most issues can be resolved through straightforward dialogue, though some companies choose to react defensively by consulting lawyers, going silent, or stonewalling even basic questions. This kind of avoidance only escalates tensions and delays resolution.

We believe in professional dialogue. Our role is to advocate for teachers, help clarify the law, and work toward solutions. Most issues can be addressed through open, respectful communication. That’s what good faith looks like, and it should be the baseline, not the exception.

Problems like these aren’t limited to small schools. Larger employers can be just as likely to leave workers in precarious situations. One common example is the use of so-called ‘freelancers’ or independent contractors who do the same work as employees, just without the same rights or protections. The details shift from case to case, but the underlying issues like misclassification, lack of security, and uneven treatment show up time and again.

None of this should be controversial. Teachers deserve fair treatment, and companies that act in good faith have nothing to fear from open dialogue. Whether you’re in a school with two staff or two hundred, fairness isn’t a luxury – it’s a responsibility. And we’ll keep working to make sure it’s upheld.

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