Go Go Curry launches employee franchise scheme with fee waiver and three-year re-employment guarantee

Go Go Curry Group established GG Intrapreneur, an internal scheme enabling employees to become independent franchise owners, in October 2026 and opened applications to staff. According to its announcement on 26 October, the scheme combines a full franchise fee waiver and reduced royalties with support before and after opening, plus guaranteed re-employment within three years of becoming independent. It links employee career development with franchise ownership, helping develop the next generation of operators within the franchise network.

Preferential franchise terms for employees

The company is headquartered in Kanazawa, Ishikawa Prefecture, Japan, and is led by Representative Director Makoto Nishihata. The new scheme formalises a route for employees to run Go Go Curry outlets independently, making franchise ownership a career option alongside employment within the company.

Specifically, it waives the entire ¥1 million franchise fee normally payable under a standard franchise agreement. Royalties, including promotional contributions, are set at 4.5% of sales, one percentage point below the standard rate of 5.5%. This reduces both the cost of joining the network and the ongoing sales-linked charges after opening.

These preferential terms apply to the employee scheme; the announcement does not extend them to other prospective franchisees. Applicants must meet specified eligibility criteria and pass a screening process. The company presents the scheme both as a personnel initiative that broadens employees’ career options and as a way for people aspiring to run their own foodservice business to use Go Go Curry as a starting point.

A distinctive feature is that the scheme goes beyond waiving the franchise fee. It brings together outlet formats, management training, advice after opening and provisions for situations in which continuing the business becomes difficult.

Small-format outlets recommended, with a separate security deposit required

The recommended route is a small, trailer-style outlet with an indicative initial investment of around ¥2 million. By offering a lower-investment format, the company aims to make independent ownership more financially accessible to employees.

The scheme also accommodates outlets in leased commercial premises. In addition, a store rental arrangement allows participants to open using company-owned outlet equipment. Employees therefore have several options rather than being restricted to a single operating format.

However, a zero franchise fee does not mean that no start-up capital is needed. The announcement explicitly states that a ¥2 million security deposit must be lodged when opening. This deposit should be distinguished from the indicative initial investment for the trailer-style format.

The figure of around ¥2 million is an estimate for the recommended outlet model, not a statement of the total funding required for every format. Employees considering an application should assess not only the benefit of the fee waiver but also the funding plan for their chosen type of outlet.

Three months of management training and ongoing support after opening

Before opening, participants undertake three months of intensive training. This covers the basics of finance, employment matters and law, as well as the mindset needed to run a business. It provides a learning opportunity for employees moving from working in an outlet to managing an enterprise of their own.

Alongside access to an outlet, acquiring the knowledge needed to make business decisions is a central part of the scheme. The announcement sets out a combination of financial concessions and management training, rather than relying on lower costs alone to encourage independent ownership.

After opening, a supervisor (SV) makes regular visits to provide ongoing support with outlet operations, promotions and staff development. Head office support therefore continues once the employee has become an independent operator and trading has begun.

The link between pre-opening training and post-opening advice and support is important to understanding the transition from employee to owner. Prospective franchisees comparing support packages should consider not just whether training is offered, but also the practical subjects it covers and the scope of assistance available after opening.

Re-employment guarantee preserves an alternative to ownership

If continuing the business becomes difficult, the company guarantees re-employment as a permanent employee on the same terms as when the participant left, provided this occurs within three years of becoming independent. It also says it is willing to buy back the outlet. The scheme thus includes a fallback option alongside preparation before opening and support during trading.

The re-employment guarantee offers former employees a route back into employment. It should not be confused with a guarantee of outlet profitability or investment recovery. Anyone considering an application should also check the specific conditions governing an outlet buyback.

The scheme supports employees’ move into independent ownership through three elements: finance, know-how and a safety net. For the franchise sector, it offers an example of a structured route from internal employment to franchise ownership that includes both training and employment-related support.

The practical takeaway is not to judge the opportunity on the zero franchise fee alone. Applicants should check the funding required, including the security deposit; sales-linked royalties; the details of training and supervisor support; and the conditions for re-employment and outlet buyback. These should all be assessed alongside the business plan for independent operation.