In Japan, the employment of being a full-time worker is getting tougher each year. Many television commercials depict this sense of difficulty of getting employed as a full time worker. In this sense, companies were certain to supply the needs of labor power from somewhere else. Surprisingly, the result of research1) on share of temporary workers showed up as taking over more than 37% of the total employment rate in average. Out the 37% of total temporary workers most of them were work part time workers but there was a new term that was not familiar called Dispatched workers. In neighboring nations such as Korea, Dispatching workers do not take much of total employment and are not widely used. Out of the certain types of temporary employment, this report concentrates on what are the Social problem between full-time worker and dispatched workers in Japan. This is important issue as Dispatched workers stay in an ambiguous situation between contract worker and a full time worker but as they share the same job place and same work as full time workers, the inconsistency in wage and welfare becomes a root of conflicts. Firstly, Japanese dispatched workers are established under the circumstance of both labor and company’s interest. 1) Dispatched workers are workers that had made contract with Labor Dispatch Company and are dispatched toward companies that need labor service of dispatch workers. The main characteristics of Labor Dispatch Company is that the labors make contract with not the company that they are working for but with the company that sends them to workplaces. Even though they have duty to follow the orders to the managers at the workplace, the wage they receive is provided from the dispatch company that they made contract with. These shows Showing difference from general staffing firms, where the workers are under the management of the company that they made contract with and not the manager of the workplace. This kind of system was established in 1986 and wide spread throughout Japan in 21st century. This type of labor employment was both demanded from not only the company that wanted to cut cost from recruiting full-time workers but also workers that wanted to have flexible working time not tide to one company for all their life. This kind of labor recruitment was welcomed in certain circumstances and situations. For example, Companies that needed an extra labor for a year when one of their employee needed a year off because of giving birth to a child, they would search for a person that could fill in that place for a year instead of her. Also, for a certain project that company needs to accomplish in limited time, it would be too much burden for a new engineer to recr