What is Japan’s Specified Skilled Worker (SSW) System? A Comprehensive Guide from Overview to Challenges and Future Prospects

Why is Japan’s Specified Skilled Worker System Needed? Background and Purpose

Japan faces a critical labor shortage in many industries due to its rapidly aging population and declining birthrate, leading to a shrinking working-age population. As efforts to secure domestic personnel and improve productivity alone are insufficient, the “Specified Skilled Worker” (特定技能 – Tokutei Ginou, often abbreviated as SSW) status of residence was established in April 2019 to accept foreign nationals with specific expertise and skills who can immediately contribute as workforce members.

This marked a turning point from Japan’s traditional policy, which was cautious about accepting foreign workers outside professional and technical fields. Driven by economic necessity, Japan formally recognized the acceptance of foreigners aiming to work in specified industrial fields through the SSW system. While the government emphasizes that this is “not an immigration policy,” the existence of the Specified Skilled Worker (ii) category (explained later) suggests a potential path towards long-term residency.

The legal basis for this system is the revised Immigration Control and Refugee Recognition Act (Immigration Control Act), effective April 1, 2019, which created the “Specified Skilled Worker” status of residence. This status differs from a visa (entry permit) as it defines the scope of activities and legal standing within Japan.

This article provides a detailed explanation of the SSW system, covering its overview, target fields, requirements, procedures, support systems, usage status, challenges, and related recent developments, based on the provided report.

What is the Specified Skilled Worker System? A Thorough Comparison of the Two Types: SSW (i) and SSW (ii)

The Specified Skilled Worker system consists of two categories: “Specified Skilled Worker (i)” and “Specified Skilled Worker (ii)”.

Specified Skilled Worker (i): Overview and Features

• Target: Foreign nationals engaged in work requiring skills needing considerable knowledge or experience in specified industrial fields.
• Requirements: Generally requires passing a skills test for the specific field and a Japanese language proficiency test (e.g., JFT-Basic A2 level or higher, or JLPT N4 level or higher). However, those who have satisfactorily completed Technical Intern Training (ii) in a related field are exempt.
• Period of Stay: Up to a cumulative total of 5 years. Requires renewals every 1 year, 6 months, or 4 months.
• Family Accompaniment: Generally not permitted.
• Support: Mandatory support from the accepting organization or a Registered Support Organization is required.
• Permanent Residence: The period of stay as SSW (i) does not count towards the residency requirement for permanent residence applications.

Specified Skilled Worker (ii): Overview and Features

• Target: Foreign nationals engaged in work requiring proficient skills in specified industrial fields.
• Requirements: Requires passing a higher-level skills test for the specific field. Often requires practical experience as a supervisor. A Japanese language test is generally not required (depends on the field/test).
• Period of Stay: No upper limit on renewals. Long-term residency is possible through renewals every 3 years, 1 year, or 6 months.
• Family Accompaniment: Possible if requirements (spouse, children) are met.
• Support: Mandatory support is not required.
• Permanent Residence: The period of stay as SSW (ii) counts towards the residency requirement for permanent residence applications.

Understand at a Glance! Differences Between Specified Skilled Worker (i) and (ii)

Feature	Specified Skilled Worker (i)	Specified Skilled Worker (ii)
Target Skill Level	Considerable knowledge/experience	Proficient skills
Max Period of Stay	Cumulative 5 years	No limit with renewals
Skills Test	Required (Exemption for Tech Intern Training (ii) completers)	Higher-level test required
Japanese Test	Required (JFT-Basic A2 / JLPT N4+; Exemption for TITP(ii) completers)	Generally not required (depends on field/test)
Family Accompaniment	Generally not permitted	Possible if requirements met (spouse/child)
Mandatory Support	Required (from accepting org. or Registered Support Org.)	Not required
Counts towards Perm. Res.?	No	Yes
Target Fields (2024)	16 fields	11 fields (excluding Nursing care, etc.)

SSW (i) focuses on medium-term labor needs, while SSW (ii) aims for the long-term settlement of highly skilled workers. However, the “proficient skills” required for SSW (ii) present a high hurdle, and the actual number of SSW (ii) holders remains extremely low (As of the end of June 2024, approx. 250,000 SSW (i) vs. 153 SSW (ii)). The pathway for Technical Intern Training (ii) completers to transition to SSW (i) via test exemption is common, but risks carrying over issues inherent in the Technical Intern Training Program (TITP).

What Kind of Work Can Be Done? The 16 Target Industrial Fields

List of Target Fields and Recent Changes

The SSW status is applicable in the following 16 industrial fields identified as facing labor shortages (as of 2024). Specific job tasks are defined for each field.

1. Nursing care
2. Building cleaning management
3. Industrial machinery, electric, electronic and information related industries (formerly separate fields)
4. Construction
5. Shipbuilding and ship machinery industry
6. Automobile repair and maintenance
7. Aviation
8. Accommodation
9. Agriculture
10. Fishery and aquaculture
11. Manufacture of food and beverages
12. Food service industry
13. Automobile transportation industry (Added 2024)
14. Railway (Added 2024)
15. Forestry (Added 2024)
16. Timber industry (Added 2024)

These fields are overseen by relevant ministries like the Ministry of Health, Labour and Welfare (MHLW), Ministry of Economy, Trade and Industry (METI), Ministry of Land, Infrastructure, Transport and Tourism (MLIT), and Ministry of Agriculture, Forestry and Fisheries (MAFF). Key recent changes include:  

• Nursing Care: In addition to physical care, engagement in visiting care services became possible under certain conditions from April 21, 2025.
• New Fields Added (2024): Automobile transportation (bus, taxi, truck drivers), Railway (track/vehicle maintenance, transport staff, etc.), Forestry, and Timber industry were added as SSW (i) targets. Initially, only SSW (i) is available.
• Manufacturing Field Consolidation/Expansion: Three fields were merged into “Industrial machinery, electric, electronic and information related industries,” and the scope of eligible job categories (e.g., paper containers, concrete products, printing) and workplaces expanded. Notably, for the ‘Textile product manufacturing’ and ‘Sewing’ job categories, reflecting issues under the TITP, four additional requirements are imposed: ① Compliance with international human rights standards (requiring examination by third-party certification/audit bodies), ② Digitization of attendance management, ③ Implementation of a Partnership Building Declaration, and ④ Payment of SSW foreign nationals’ salaries on a monthly basis.
• Shipbuilding Field Reorganization/Expansion: Job categories were reorganized, and the scope of eligible tasks expanded.
• SSW (ii) Field Expansion (2023): Expanded from the initial 2 fields to 11 fields (excluding Nursing care). Nursing care was excluded because a similar long-term residence status (“Nursing care”) already exists for qualified care workers.

The continuous review and expansion of target fields demonstrate the government’s increasing emphasis on the SSW system as a primary tool to address labor shortages across a wide range of industries.

How to Work Under Specified Skills? Requirements for Foreign Workers and Accepting Companies

Conditions Required for Foreign Workers (Age, Skills, Japanese Ability, etc.)

To be recognized as a Specified Skilled Worker, foreign nationals must meet the following criteria:

• Age: Must be 18 years or older (Exam eligibility may start at 17, depending on nationality requirements like Indonesia needing 18+).
• Skill Level: Pass the skills test designated for each industrial field. The pass certificate is often valid for 10 years from the date of issue or examination. Test content varies by field. Those who satisfactorily completed Technical Intern Training (ii) in a related field are exempt. SSW (ii) requires passing a higher-level test.
• Japanese Language Proficiency (SSW (i)): Pass the JFT-Basic (A2 level or higher) or JLPT (N4 level or higher). This indicates basic understanding and simple daily conversation ability. The Nursing care field requires an additional nursing care Japanese language test. Those who satisfactorily completed Technical Intern Training (ii) are exempt. SSW (ii) generally does not require a language test (depends on field/specific test).
• Period of Stay (SSW (i)): The cumulative period of stay as SSW (i) must not exceed 5 years.
• Contracts/Fees: Must not have contracts imposing security deposits or penalties. Must fully understand any costs they bear.
• Health Condition: Must be in good health. To prove this, submission of health examination results using the designated forms (Reference Form 1-3 “Medical Examination Personal Record” and attached “Examinee’s Declaration Form”) is required. There are stipulations regarding specific test items (e.g., chest X-ray) and the validity period of the medical certificate (within 3 months before application for new entry, within 1 year before application for change of status).
• Other: Additional procedures based on bilateral Memorandums of Cooperation (MOC) with the home country may apply. Individuals staying in Japan under the “Temporary Visitor” status have also been eligible to take SSW-related exams conducted within Japan since April 1, 2020.

Conditions and Obligations of Accepting Companies (Specified Skilled Worker Affiliated Organizations)

Companies or sole proprietors accepting SSW foreign nationals (Accepting Organizations) must also meet standards.

Criteria for Appropriate Employment Contracts

• Job Description: Must involve tasks requiring the specified skill level (considerable for (i), proficient for (ii)) within the target field.
• Working Hours: Must be equivalent to regular Japanese workers in the same organization.
• Remuneration: Must be equal to or greater than that of Japanese nationals performing equivalent work.
• Prohibition of Discriminatory Treatment: No discrimination based on nationality regarding pay, training, welfare benefits, etc.
• Temporary Return Home Leave: Must allow necessary paid leave if the worker wishes to return home temporarily.
• Employment Type: Generally direct employment (Dispatch is allowed in Agriculture and Fishery).
• Contract Language: Must be prepared and explained in a language the foreigner fully understands.
• Return Expenses: If the worker cannot bear return costs upon contract termination, the organization must cover them.
• Health Checkups: Provide opportunities for regular checkups.

Eligibility of the Accepting Organization Itself

• Legal Compliance: Must comply with labor, social insurance, and tax laws.
• Violation History: No serious violations of immigration or labor laws within the past 5 years.
• Involuntary Separation: Has not involuntarily separated workers (including Japanese) in similar roles due to the organization’s circumstances within the past year.
• Missing Persons: Has not had any missing persons due to reasons attributable to the organization within the past year.
• Financial Soundness: Not significantly unstable (e.g., insolvency).
• Prohibition of Deposits, etc.: No contracts demanding security deposits or penalties from the foreigner or relatives.
• Membership in Sectoral Council: Often required to be a member of the council established for the specific industrial field. Construction field requires prior plan approval from the MLIT minister.
• Support System (SSW (i)): Must have a system to support SSW (i) foreigners (or fully entrust support to a Registered Support Organization), including providing support in a language the foreigner understands and appointing support managers/staff.
• Appropriate Support Plan (SSW (i)): Must create and implement a suitable support plan for SSW (i) foreigners.

Application Procedure Flow: Explanation by Case (From Overseas and From Within Japan)

The application process differs depending on whether the foreign national is overseas or already residing in Japan under a different status.

For New Entry from Overseas (Application for Certificate of Eligibility – COE)

1. Pass Exams: Pass necessary skills and Japanese tests.
2. Employment Contract: Secure a job offer and sign an SSW employment contract with a Japanese accepting organization.
3. Create Support Plan (SSW (i)): The accepting organization creates the support plan.
4. Apply for COE: The accepting organization applies for a COE at the regional immigration bureau governing its head office location.
5. Review & Issuance: Immigration reviews the application and issues the COE if requirements are met.
6. Send COE: The organization sends the COE to the applicant abroad.
7. Apply for Visa: The applicant applies for an SSW visa at the Japanese embassy/consulate in their country, presenting the COE.
8. Visa Issuance: The embassy/consulate issues the visa after review.
9. Arrive in Japan & Immigration: Applicant enters Japan with the visa, undergoes immigration inspection, and receives a Residence Card.
10. Start Work: After completing procedures like address registration, start working at the accepting organization.

For Change of Status from Within Japan (Application for Change of Status of Residence)

1. Pass Exams (if applicable): Those already in Japan (e.g., students, technical interns) pass necessary tests (exemptions for TITP (ii) completers apply).
2. Employment Contract: Secure a job offer and sign a contract with an SSW accepting organization.
3. Create Support Plan (SSW (i)): The accepting organization creates the plan.
4. Apply for Change of Status: The applicant applies at the regional immigration bureau governing their residence.
5. Review & Permission: Immigration reviews and grants permission if requirements are met.
6. Receive Residence Card: Applicant receives a new Residence Card indicating the SSW status.
7. Start/Continue Work: Begin or continue working as an SSW for the accepting organization.

Required Documents for Application and Estimated Examination Period

A wide range of documents concerning both the applicant and the accepting organization is required.

• Main Applicant Documents: Application form, photo, passport/residence card copy, skills test pass certificate copy, Japanese test pass certificate copy, medical examination record, resume, tax payment certificates (for domestic applications), etc.
• Main Accepting Organization Documents: Organization overview, registration certificate, executive’s residence certificate copy, financial statements copy, labor/social insurance payment certificates copy, tax payment certificates, employment contract copy, employment conditions copy, remuneration comparison document, support plan copy (for SSW (i)), support entrustment contract (if applicable), field-specific pledges/documents, etc.

Applications can be submitted in person, by mail, or online (may require pre-registration). The application is generally filed at the regional immigration bureau governing the accepting organization’s head office.

• Estimated Processing Time:
  • COE Application: 1.5 to 3 months (some reports indicate averages of 62-78 days).
  • Change of Status Application: 1.5 to 2 months (some reports indicate averages of 56-57 days).
  • Extension of Stay Application: 2 weeks to 1 month (some reports indicate averages of 38-42 days).
  • Visa Issuance (after COE): Approx. 1-2 weeks (varies by country).

These are estimates and can vary. The construction field requires prior plan approval (1.5-2 months), extending the overall time. The complexity and volume of documents pose a significant burden, especially for SMEs, making expert assistance (immigration lawyers, Registered Support Organizations) crucial.

Generous Support for Specified Skilled Worker (i): Details of the 10 Obligatory Support Items

Comprehensive support from the accepting organization is mandatory for SSW (i) foreigners to ensure stable employment and social life.

Who Provides Support? Roles of Accepting Organizations and Registered Support Organizations

The accepting organization is responsible for providing legally defined support based on an individual “Support Plan for Type 1 Specified Skilled Worker Foreigner.” They can build their own support system if they meet criteria (e.g., past experience accepting mid-to-long-term residents, multilingual support capability, designated staff). Alternatively, the organization can entrust all or part of these duties to a “Registered Support Organization” (RSO) registered with the Immigration Services Agency. If all support is entrusted, the accepting organization is deemed to meet the support system requirement. RSOs must meet criteria (e.g., no legal violations, multilingual capability) and are registered for 5 years. A list is publicly available. RSOs cannot further subcontract the support duties.

Specific Support Details: Detailed Explanation of the 10 Items

The accepting organization or RSO must provide the following 10 mandatory support items in a language the foreigner understands:

1. Pre-entry Guidance: After contract signing but before visa application, explain working conditions, duties, immigration procedures, prohibition of deposits/penalties, support details, etc., face-to-face or online (approx. 3 hours).
2. Airport Transfer: Provide transport from the airport to the residence/workplace upon entry, and accompany them from residence to the airport security checkpoint upon departure (at contract completion). Transport costs are borne by the organization.
3. Housing Assistance & Essential Contracts: Help secure stable housing (e.g., act as guarantor, provide company housing, assist in apartment hunting). Housing must meet standards (e.g., 7.5 sq meters per person). Assist with opening bank accounts, mobile phone contracts, utility contracts, etc. If providing housing, security deposits, key money, etc., cannot be charged to the worker.
4. Living Orientation: Explain Japanese laws/rules, transport, waste disposal, public services, medical access, emergency/disaster information, consultation channels, etc. (approx. 8+ hours, including Q&A).
5. Accompanying for Procedures: Accompany and assist with paperwork for residence registration, social security/tax procedures, My Number system, etc., at local government offices as needed.
6. Japanese Language Learning Opportunities: Provide information on local classes/schools, assist with enrollment, offer info on self-study materials (textbooks, online resources).
7. Consultation & Complaint Handling: Establish a system for consultation on work/life problems or complaints in the worker’s native language, provide appropriate advice/guidance, and refer to relevant agencies. Keep records.
8. Promoting Interaction with Japanese: Provide information and assistance for joining local community events (festivals, etc.) to aid integration.
9. Job Change Support (in case of dismissal, etc.): If the contract is terminated due to the organization’s circumstances (bankruptcy, restructuring), provide support for finding the next job (e.g., accompany to Hello Work, provide job info, prepare recommendation letters), grant paid leave for job hunting, and offer information on necessary administrative procedures.
10. Regular Meetings & Reporting to Authorities: The support manager must meet with the SSW (i) worker and their direct supervisor at least once every 3 months. If problems like labor law violations are identified, they must report to the Labor Standards Inspection Office or other relevant authorities.

In addition to these mandatory items, providing optional support (e.g., qualification acquisition assistance) is encouraged. The effectiveness of this system heavily relies on the quality and commitment of the providers. Concerns exist about RSOs potentially prioritizing the accepting organization’s interests over the worker’s rights.

Usage Status of Specified Skills: The Current Situation Seen Through Data (by Nationality, Field, Region)

Trends in Resident Numbers and Imbalances by Nationality, Field, and Region

The number of SSW residents has rapidly increased (Preliminary figures as of end of June 2024):

• Specified Skilled Worker (i): Approx. 251,647
• Specified Skilled Worker (ii): 153 SSW (i) numbers consistently rise, while SSW (ii) remains extremely low despite field expansion.

By Nationality (SSW (i)): Vietnamese nationals constitute nearly half, followed significantly by Indonesians, Filipinos, Myanmarese, and Chinese. By Industrial Field (SSW (i)): Manufacture of food and beverages, and Industrial machinery/electronics are the top fields, followed by Nursing care, Construction, and Agriculture. By Prefecture (SSW (i)): Aichi prefecture hosts the largest number, followed by Osaka, Saitama, Chiba, and Tokyo, indicating concentration in manufacturing hubs and major metropolitan areas/suburbs. This regional imbalance mirrors the TITP, potentially straining local infrastructure.

Comparison with Government Targets: Is Acceptance Progressing?

The government has set a new target of accepting 820,000 SSW workers over the five years starting FY2024. This is a substantial increase from the initial five-year goal (max approx. 345,000) and signals a policy of increased reliance on the system. Currently, acceptance numbers fall short of the new targets in many fields, though the overall growth rate is high.

Challenges Faced by the Specified Skilled Worker System: Human Rights, Job Changes, Costs, Quality of Support

Are There Risks of Human Rights Violations or Exploitation?

Due to the high number of transitions from the TITP, there’s a risk that human rights abuses and exploitation issues associated with the former program are carried over.

• Working Conditions Issues: Reports include low wages, illegal overtime, poor working/living conditions, workplace harassment (verbal abuse, violence, discrimination), and power harassment.
• Malicious Brokers/Sending Organizations: Many workers are forced to pay exorbitant fees or deposits to brokers/sending organizations in their home countries, arriving in Japan heavily indebted. This debt makes it difficult to protest unfair treatment or change jobs, trapping them in exploitative situations. Fee collection from workers potentially conflicts with ILO convention principles.
• Restrictions on Job Changes (Transfers): Although more flexible than TITP, restrictions (e.g., limited to the same field) can still leave workers vulnerable.

The Dilemma of “Ease of Job Change” and “Regional Imbalance”

Increased freedom to change jobs (within the same field) is positive for worker rights but creates new challenges.

• Concerns about Talent Drain to Urban Areas: Companies in rural areas or less attractive sectors worry about losing trained workers to higher-paying jobs in cities, potentially becoming mere “stepping stones.”
• Reality of Regional Imbalance: Data confirms concentration in metropolitan areas and surrounding industrial zones. Significant numbers move between prefectures upon switching from TITP to SSW, mostly towards urban centers, potentially worsening rural labor shortages (though cities also face shortages).
• Government Response: Sectoral councils are tasked with monitoring and preventing excessive concentration, but concrete measures for control or rural incentivization remain insufficient.

Balancing worker rights (including mobility) with the need for a stable workforce (especially in rural areas/SMEs) remains a major policy challenge.

Burdens on Accepting Companies: Costs and Administrative Effort

Accepting companies face various costs and administrative burdens.

• Financial Costs: Recruitment fees (to agencies, sending organizations), application fees (if using immigration lawyers), support costs (RSO fees, personnel), initial costs (travel, housing setup), health checkup fees, council membership fees, potential return travel costs, etc.
• Administrative Burden: Preparing complex application documents, filing with immigration, implementing/managing support plans (for SSW (i)), regular/ad-hoc reporting duties.
• Training & Retention Burden: Providing skills training, safety education, language support; adapting the workplace (multilingual manuals); risk of trained personnel leaving.

These burdens, particularly for resource-limited SMEs, can deter participation in the SSW system. Simplification and financial support are needed.

Is the Quality of Support Okay? Challenges for Registered Support Organizations

While the mandatory support system for SSW (i) is well-intentioned, ensuring its quality in practice is a challenge.

• Quality & Neutrality of RSOs: Concerns exist about inconsistent quality among RSOs, insufficient support provision, and RSOs prioritizing the accepting company’s interests over worker protection. Many TITP supervising organizations also serve as RSOs, raising concerns about structural issues carrying over.
• Monitoring & Guidance System: The effectiveness of government oversight and mechanisms for excluding inadequate RSOs is questioned.
• Information Access & Consultation: Ensuring workers can access information about their rights/support and easily reach reliable consultation channels (beyond the company/RSO, e.g., public bodies, NPOs) is crucial.

Strengthening RSO standards, audits, and oversight is vital to prevent the support system from becoming merely symbolic.

Transition from Technical Intern Training: Coordination and Challenges

Relying on transitions from TITP presents challenges:

• System Mismatches: Discrepancies between TITP job categories and SSW fields/tasks sometimes hindered smooth transitions (the new Training and Employment system aims to align these).
• Ensuring Skill Levels: Skills assessments under TITP were sometimes seen as formalities, raising concerns that exempt TITP completers may not always possess the “considerable knowledge or experience” required for SSW (i).
• Risk of Negative Carryover: Issues from TITP (e.g., broker debt, distrust) can persist or recur after transitioning to SSW, especially if staying with the same employer.

The new Training and Employment system aims to resolve these issues, but potential transitional disruptions need attention.

How Will the System Change? Latest Trends and Establishment of the “Training and Employment System”

Summary of Recent Major Changes (Field Additions/Expansions, etc.)

• SSW (ii) Field Expansion (2023): Expanded to 11 fields (excluding Nursing care).
• SSW (i) New Fields Added (2024): Automobile transportation, Railway, Forestry, Timber industry added.
• Revisions to Existing Fields: Manufacturing field consolidated/expanded; scope broadened in Food & Beverage Manufacturing, Food Service, Shipbuilding.
• Operational Updates: 5-year intake target revised to 820,000; application forms updated; special measures for those transitioning to SSW; MOCs updated.

Newly Established! What is the “Training and Employment System”? Changes from Technical Intern Training

Replacing the TITP, the related law for the “Training and Employment System” (育成就労制度 – Ikusei Shuro Seido) was promulgated in June 2024, expected to be implemented by 2027.

• Purpose: Clearly aims for “human resource development” and “securing personnel,” unlike TITP’s nominal “international contribution” goal. Aims to train unskilled foreign nationals to SSW (i) level over 3 years.
• Target Fields: Generally aligned with SSW (i) fields to facilitate smooth transitions.
• Training Period: Generally 3 years.
• Job Changes (Transfers): Unlike TITP’s principle prohibition, allows transfers under certain conditions (e.g., 1+ year employment, passing basic skills/language tests).
• Entry Requirements: Likely requires a certain level of Japanese proficiency (e.g., JLPT N5 / JFT-Basic A1) before or shortly after entry.
• Supervision/Support: TITP’s “supervising organizations” will transition to “supervising support organizations” with stricter requirements. A new “Foreign National Training and Employment Organization” will be established.

What is the Impact on the Specified Skilled Worker System? Future Outlook

The introduction of the Training and Employment System is expected to:

• Create Clear Career Paths: Establish a clearer progression: Training & Employment (3 yrs) → SSW (i) (up to 5 yrs) → SSW (ii) (indefinite).
• Improve Skill Level Alignment: Reduce skill mismatches upon transition to SSW (i) as training goals align.
• Mitigate TITP Issues: Address human rights concerns through transfer allowance and strengthened supervision.
• Increase Talent Supply to SSW: Potentially attract more foreign workers due to a more appealing system.
• Introduce New Challenges: Require management of transfers (esp. regional movement), ensuring supervising support organization quality, preventing new forms of broker exploitation.

This is a historic shift in Japan’s foreign worker policy, positioning the SSW system centrally for the future.

How to Evaluate the Specified Skilled Worker System? Voices of Stakeholders

Examination Status and Recommendations of the Government/Expert Panel

Recognizing TITP’s issues, the government reviewed the system. An expert panel’s final report in Nov 2023 recommended abolishing TITP, creating the Training and Employment System, aligning it with SSW, allowing transfers under conditions (prioritizing human rights), strengthening supervising/support organizations, tackling malicious brokers via MOCs, and building clear career paths. The government accepted these, and the related law passed in June 2024.

Perspectives and Requests from the Business Community (Company Side)

Business groups (e.g., Keidanren, Keizai Doyukai) generally support expanding foreign worker acceptance via SSW and the new system due to severe labor shortages. They expect the new system to enhance foreign talent utilization but also emphasize considering the company perspective (ROI on training, retention, regional balance) and express concern about talent outflow from excessive transfer easing. They stress the need for companies themselves to offer attractive conditions (wages, safety, support, rights protection, career paths) for Japan to be “chosen” by foreign workers.

Concerns and Arguments of Labor Unions (Worker Side)

Labor unions (e.g., Rengo) prioritize protecting foreign workers’ rights and ensuring fair working conditions. They criticized TITP’s human rights issues and argue the new system must guarantee worker rights, especially freedom of transfer, without undue restrictions. They demand equal or better wages/conditions compared to Japanese workers and emphasize the need for accessible consultation and remedy mechanisms (unions, public bodies, NPOs).

Voices from the Field from Support Organizations (NPOs, etc.)

• JITCO: Highlights difficulties in practical Japanese language acquisition (cost, know-how, motivation).
• NPOs/NGOs: Often critical from a human rights perspective, sometimes calling for TITP’s complete abolition and expressing concern that the new system might be a superficial change. They strongly demand solutions to broker exploitation, complete freedom of transfer, family reunification rights, and clear paths to permanent residency, emphasizing the dignity of foreigners as “residents,” not just labor.
• Immigration Lawyers Associations: Comment on operational issues, procedural complexity, and support methods from a practical standpoint.

These diverse stakeholder views underscore that the SSW and Training and Employment systems are complex policy issues involving not just labor supply but also human rights, social integration, regional economies, and international relations.

Conclusion: Current Status of the Specified Skilled Worker System and Recommendations for the Future

Summary of Analysis Results

The SSW system is a key policy response to Japan’s labor shortage and is rapidly expanding, especially SSW (i). However, transition to SSW (ii) is limited. Significant challenges persist: human rights risks (often linked to TITP transitions and broker issues), regional imbalances, burdens on accepting companies (especially SMEs), and inconsistent support quality. The abolition of TITP and creation of the Training and Employment System is a major reform aiming to link training and employment more coherently with SSW.

Future Outlook and Recommendations

The success of the integrated system (Training & Employment + SSW) hinges on the effectiveness of the new system (quality training, rights protection, broker elimination), facilitating the transition to SSW (ii), mitigating regional/company disparities, and fostering societal acceptance of foreign residents.

The following are recommended:

1. Strengthen Supervision & Enforcement: Enhance audits/guidance for accepting organizations and support/supervising organizations. Strictly enforce labor laws, wage rules (equal pay), and support obligations, with stronger penalties for violations. Expand accessible, multilingual consultation/complaint/remedy mechanisms (linking public bodies, unions, NPOs). Reinforce labor inspections at workplaces employing foreign nationals.
2. Eliminate Malicious Brokers & Ensure Transparent Recruitment: Strongly pursue regulation/elimination of fee-charging brokers via MOCs. Promote direct government-to-government hiring or transparent private channels. Increase transparency of recruitment costs/burdens. Crack down on illegal domestic brokers.
3. Promote Transition to SSW (ii): Analyze barriers (test difficulty/frequency/language, experience requirements, lack of company support) hindering SSW (ii) uptake and implement countermeasures. Consider support for test preparation and incentives for companies assisting employees’ transition. Enhance information provision about the SSW (ii) career path.
4. Mitigate Regional Imbalance & Support Rural Areas: Implement concrete incentives for working in understaffed rural areas (e.g., hiring subsidies, housing aid, retention bonuses). Provide financial/technical support for local governments, business groups, and support organizations to develop regional acceptance plans and enhance local support systems.
5. Enhance Support for SMEs: Simplify application procedures, provide subsidies for various costs, support utilization of experts (lawyers, RSOs), and offer multilingual support resources to help SMEs smoothly utilize the SSW/Training & Employment systems. Offer incentives for SMEs with good acceptance track records.
6. Ensure Proper Implementation of Training & Employment System: Develop detailed operational guidelines based on field realities (training quality, transfer rights, supervision quality, anti-abuse measures) and enforce them rigorously. Continuously evaluate the system’s effectiveness based on feedback and flexibly make necessary revisions after implementation.

For the Specified Skilled Worker and Training and Employment systems to be truly sustainable and fair for both Japanese society and the foreign nationals involved, concerted efforts from all stakeholders are required. These systems should not merely fill labor gaps but should enable foreign talent to work with dignity, live fulfilling lives, build careers, and contribute to the overall vitality of Japanese society in a spirit of coexistence.