The Complete Guide to Japanese Work Visas for Employers

Japan’s demographic structure is undergoing a major transformation due to its declining birthrate and aging population. The total population is projected to decrease from approximately 126.15 million in 2020 to about 87 million by 2070, with the decline in the labor force being particularly severe. Labor shortages are becoming prominent across many industries, increasing expectations for foreign workers. In fact, the number of foreign workers in Japan continues to rise, exceeding 2.3 million as of the end of October 2024.

In response to this situation, the Japanese government is promoting policies to facilitate the acceptance and retention of foreign talent. The creation and expansion of the “Specified Skilled Worker” (SSW) system and the review of the Technical Intern Training Program leading to the introduction of the “Ikusei Shuro” (Worker Upbringing and Employment) system demonstrate that foreign talent is considered indispensable for supporting Japan’s economy and society.

However, many company representatives may feel challenged, thinking, “We want to hire foreign talent, but the procedures seem complicated,” or “We don’t know which type of visa (status of residence) is required.”

This article provides a comprehensive guide to Japan’s work visa system (employment-permitting statuses of residence), covering everything from basic knowledge and major types to specific procedures, points to note during employment, and the latest trends, equipping you with the information needed to successfully hire foreign nationals.

しゅうろうビザ おすすめのぎょうせいしょし（プロフェッショナル）
就労ビザ おすすめの行政書士（専門家）

Work Visas and Statuses of Residence: The Basics You Need to Know

When considering hiring foreign nationals, it’s crucial to first understand the difference between a “visa” (査証, sashō*) and a “status of residence” (在留資格, zairyū shikaku).

What is a Visa (査証, Sashō)?

A “visa” is issued by a Japanese embassy or consulate abroad. It serves as a recommendation confirming that the foreigner’s passport is valid and that their entry into Japan is deemed appropriate. It is merely an entry recommendation and does not guarantee the specific activities permitted within Japan.

What is a Status of Residence (在留資格, Zairyū Shikaku)?

A “status of residence” categorizes the activities, status, or position a foreign national is permitted to engage in while entering and residing in Japan. It is granted by Japan’s Immigration Services Agency (ISA) and defines the scope and duration of activities allowed in Japan.

What is commonly referred to as a “work visa” typically corresponds to those “statuses of residence” that permit engagement in activities involving remuneration (employment) within Japan.

Types of Statuses of Residence Permitting Work

Japan’s Immigration Control and Refugee Recognition Act (Immigration Control Act) establishes various types of statuses of residence. While many permit work, they can be broadly classified into two categories:

1. Statuses with No Restrictions on Activities (Based on Civil Status/Position): Examples include “Permanent Resident,” “Spouse or Child of Japanese National,” “Spouse or Child of Permanent Resident,” and “Long-Term Resident.” Individuals holding these statuses can, in principle, work in any job type or industry without restriction.  
2. Statuses Permitting Work within Defined Limits (Based on Activity): This is the main focus of this article and includes statuses like “Engineer/Specialist in Humanities/International Services,” “Skilled Labor,” “Specified Skilled Worker,” and “Business Manager.” These statuses only permit work within the specific job scope or field authorized.

Next, let’s delve into the details of the main work-related statuses of residence.

【By Type】Detailed Explanation of Major Work-Related Statuses of Residence

Here, we explain the representative work-related statuses of residence that companies frequently encounter when hiring foreign nationals.

Highly Skilled Professional (HSP – 高度専門職)

Overview

This status of residence aims to proactively accept highly skilled foreign professionals who can contribute to Japan’s academic research and economic development. Activities are classified into three categories: “Advanced academic research activities,” “Advanced specialized/technical activities,” and “Advanced business management activities.”  

Feature: Highly Skilled Professional Points System

The defining feature is the “Points-Based System for Highly Skilled Foreign Professionals.” Applicants’ education, work history, annual income, age, research achievements, qualifications, Japanese language proficiency, etc., are converted into points. A total score of 70 points or more is required for certification.

Types and Preferential Treatment

• Highly Skilled Professional (i): Period of stay is generally 5 years. Offers numerous preferential treatments, such as permission for multiple activities, relaxation of permanent residency requirements (reduced from the usual 10 years to 3 years for 70+ points, or 1 year for 80+ points), permission for spouses to work full-time, and permission under certain conditions to bring parents or domestic workers.
• Highly Skilled Professional (ii): Accessible after engaging in activities as HSP (i) for 3 years or more and meeting requirements. The period of stay becomes indefinite, and the scope of permitted activities expands further.

Considerations for Companies

Since annual income significantly impacts points, expect salary negotiations during recruitment. Maintaining the point score is also necessary for renewal. Offering attractive compensation and career paths is crucial in the global competition for talent.

Engineer/Specialist in Humanities/International Services (技・人・国: Gijutsu/Jinbun Chishiki/Kokusai Gyōmu)

Overview

This is the most common work status obtained by foreign professionals. It is granted for engaging in work falling under one of the following three categories:

• Engineer (技術, Gijutsu): Work requiring specialized knowledge or skills in fields like science, engineering, IT, or other natural sciences (e.g., engineers, programmers, designers).
• Specialist in Humanities (人文知識, Jinbun Chishiki): Work requiring knowledge in fields like law, economics, sociology, or other humanities (e.g., planning, sales, marketing, accounting, HR, consultants).
• International Services (国際業務, Kokusai Gyōmu): Work requiring thought processes or sensitivities based on foreign culture (e.g., translation, interpretation, language instruction, international trade, design, product development).

Key Requirement: Relevance Between Education/Experience and Job Duties

It is critically important that the intended job duties are closely related to the applicant’s academic background (university degree or Japanese vocational school diploma “Senmonshi”) or practical work experience. For example, a mechanical engineering graduate designing machinery, or an economics graduate working in marketing. For International Services, a minimum of 3 years of relevant work experience is generally required, but this experience requirement is waived for university graduates engaging in translation, interpretation, or language instruction.

Points to Note

Simple or manual labor (e.g., factory assembly, cleaning) is not covered by this status. Applications are likely to be denied if the connection between qualifications and job duties is unclear, or if the role is judged to involve significant amounts of simple labor. Therefore, careful preparation of job descriptions and verification of candidate backgrounds are essential.

Period of Stay

5 years, 3 years, 1 year, or 3 months.

Intra-company Transferee (企業内転勤)

Overview

This status is for employees of foreign headquarters, branches, subsidiaries, or affiliates of Japanese companies who are transferred to a related Japanese office for a limited period to engage in work.

Permitted Activities

The permitted activities are limited to the scope of “Engineer/Specialist in Humanities/International Services” (i.e., professional/technical work).

Main Requirements

• Continuous employment for at least one year immediately prior to the transfer at the related foreign entity, performing duties corresponding to “Engineer/Specialist in Humanities/International Services.”
• Remuneration in Japan must be equal to or greater than that received by a Japanese national performing equivalent work.
• A specific capital relationship must exist between the transferring and receiving entities.

Feature

Unlike “Engineer/Specialist in Humanities/International Services,” a university degree or similar qualification is not a mandatory requirement. The transfer situation and recent work experience are prioritized.

Period of Stay

5 years, 3 years, 1 year, or 3 months.

Business Manager (経営・管理)

Overview

This status is for foreign nationals who start a business in Japan, invest in an existing business to participate in its management, or engage in the management of a business (e.g., Representative Director, Director, Department Manager, Branch Manager).

Main Requirements

• Business Scale: Capital investment (paid-in capital) of at least ¥5 million, OR employment of two or more full-time staff residing in Japan.
• Office Space: Securement of an independent office (business premises) in Japan (virtual offices are generally not acceptable).
• Business Plan: For new businesses, a concrete and feasible business plan is required.
• Management Experience: Usually, at least 3 years of experience in business management or administration is necessary if engaging in a managerial role.

Points to Note

The primary activity must be business management; roles predominantly involving site work or simple labor are not permitted. At renewal, business continuity (e.g., profitability) and proper payment of taxes and social insurance contributions are strictly reviewed.

Period of Stay

5 years, 3 years, 1 year, 6 months, 4 months, or 3 months. (Note: The 4-month period may be granted, particularly during the preparatory phase of establishing a new business (company registration, office lease, etc.) or when utilizing specific startup support programs offered by entities like the Tokyo Metropolitan Government.)

Skilled Labor (技能)

Overview

This status is for foreign nationals engaged in work requiring proficient skills belonging to specific industrial fields.

Example Fields

Chefs specializing in foreign cuisine (most common), technicians in foreign-specific construction, jewelry processors, animal trainers, pilots, sports instructors, sommeliers, etc., limited to specific fields designated by Ministry of Justice ordinance.

Key Requirement: Practical Experience

Specified practical experience is mandatory for each field (e.g., generally 10+ years for foreign cuisine chefs, 5+ years for Thai cuisine). Proficient skills gained through years of experience are valued over academic qualifications.

Points to Note

This status is restricted to occupations listed in the ordinance; similar jobs not on the list are ineligible.

Period of Stay

5 years, 3 years, 1 year, or 3 months.

Specified Skilled Worker (SSW: 特定技能)

Overview

Established in 2019, this status aims to accept foreign nationals who possess a certain level of expertise and skills and can work immediately in specific industrial fields facing difficulties in securing domestic personnel.

Types

• Specified Skilled Worker (i) (SSW 1)
  • Target: Foreign nationals with considerable knowledge or experience in one of the 16 specified fields (see below).
  • Target Fields (as of 2024): Nursing care; Building cleaning management; Industrial machinery, electric/electronic information related industry (integrated as ‘Industrial product manufacturing’); Construction; Shipbuilding and marine machinery; Automobile repair and maintenance; Aviation; Accommodation; Agriculture; Fishery & aquaculture; Food and beverage manufacturing; Food service industry; Motor vehicle transport; Railway; Forestry; Timber industry.
  • Requirements: Generally, pass the skills examination and Japanese language proficiency test (e.g., N4 level) for the specific field. Exemption available for those who successfully completed Technical Intern Training (ii).
  • Period of Stay: Total cumulative limit of 5 years.
  • Family Accompaniment: Generally not permitted.
  • Support: The accepting organization (employer) or a Registered Support Organization must formulate and implement a support plan.
• Specified Skilled Worker (ii) (SSW 2)
  • Target: Foreign nationals with proficient skills in “Construction,” “Shipbuilding and marine machinery,” and 9 fields from SSW 1 excluding “Nursing care,” “Building cleaning management,” “Motor vehicle transport,” “Railway,” “Forestry,” and “Timber industry” (specifically: Industrial product manufacturing, Automobile repair and maintenance, Aviation, Accommodation, Agriculture, Fishery & aquaculture, Food and beverage manufacturing, Food service industry) – totaling 11 fields.
  • Requirements: Pass a higher-level skills examination.
  • Period of Stay: No upper limit (renewable). Allows for long-term employment.
  • Family Accompaniment: Permitted (spouse and children).

Features

The system aims to address labor shortages in specific sectors and assumes acceptance as workers from the outset. It offers a pathway from SSW 1 to SSW 2 and potentially towards permanent residency in the future.

Care Worker (介護)

Overview

This status is for foreign nationals holding the Japanese national qualification of “Certified Care Worker” (介護福祉士, kaigo fukushi-shi), who engage in nursing care duties or instruction based on a contract with a Japanese care facility, etc.

Key Requirement

Possession of the Certified Care Worker qualification. This can be obtained by graduating from a Japanese training facility or through practical experience plus passing the national examination.

Features

• Period of Stay: 5 years, 3 years, 1 year, or 3 months, with no limit on renewals, allowing for long-term stay.
• Family Accompaniment: Permitted (spouse and children).

Compared to SSW “Nursing care,” the qualification requirement is higher, but the lack of a limit on the period of stay and the allowance for family make it a target status for foreign nationals pursuing a career as care professionals.

【By Sector】Foreign Talent in High-Demand “Nursing Care” Field

Japan’s nursing care sector faces severe labor shortages, making the acceptance of foreign care workers a crucial measure.

Acceptance Routes

Currently, the main acceptance routes are:

1. EPA (Economic Partnership Agreements): Candidates for Certified Care Worker from Indonesia, the Philippines, and Vietnam. They aim to pass the national exam while working/training (stay duration: 4 years).
2. Status of Residence “Care Worker”: Professionals holding the Japanese Certified Care Worker qualification. Allows long-term employment and family accompaniment.
3. Specified Skilled Worker (i) “Nursing care”: Individuals who passed the skills and Japanese language tests. Period of stay is cumulatively up to 5 years. Can change to “Care Worker” status upon obtaining the qualification during this period.
4. Technical Intern Training / Ikusei Shuro: The Technical Intern Training program is being phased out and replaced by the “Ikusei Shuro” system, aimed at developing personnel to the SSW 1 level. Typically involves 3 years of foundational training, aiming towards SSW 1.

These routes differ in requirements, duration of stay, family accompaniment eligibility, and career paths.

Current Status and Challenges of Acceptance

Acceptance, particularly through SSW “Nursing care,” is increasing, predominantly involving young people from Asian countries. However, retention faces challenges:

• Communication Barriers: Daily conversation, work instructions, record keeping, interaction with service users and families.
• Cultural and Value Differences: Work styles, time management, interpersonal relationships.
• Working Environment and Conditions: Long hours, wages, unclear career paths.
• Discrimination and Harassment: Discriminatory remarks or behavior from users or colleagues.
• Loneliness and Lack of Support: Feeling isolated, lack of people to consult.

Company Initiatives and Support Systems

To promote retention, companies are encouraged to undertake the following:

• Systematic Japanese language education (including specialized terminology).
• Cross-cultural understanding training (including for Japanese staff).
• Clear communication (using plain Japanese, multilingual tools).
• Presentation of career paths and support for qualification acquisition (especially Certified Care Worker).
• Establishment of consultation systems (mentors, native language support).
• Harassment prevention measures.

Support systems provided by national/local governments and related organizations, such as Japanese language learning support, exam preparation, consultation services, and facility visits, can also be utilized. For SSW 1, support tasks can be entrusted to a Registered Support Organization.

Specific Procedures for Hiring Foreign Nationals: From Recruitment to Post-Employment

The procedure for hiring foreign talent differs depending on whether the candidate is currently residing overseas or in Japan.

Step 1: Pre-Hiring – Confirming Status of Residence and Work Eligibility (Crucial!)

Before making a job offer, always confirm the candidate’s status of residence and verify if they are permitted to engage in the planned work activities.

• For Residents in Japan: Check their Residence Card for “Status of Residence,” “Period of Stay,” and “Restrictions on Employment.”
  • “Permanent Resident,” “Spouse or Child of Japanese National,” etc., generally have no work restrictions.
  • “Engineer/Specialist in Humanities/International Services,” “Specified Skilled Worker,” etc., are restricted to permitted activities.
  • “Student,” “Dependent,” etc., generally cannot work, but may do part-time work (up to 28 hours/week) if they have “Permission to Engage in Activity Other Than That Permitted under the Status of Residence Previously Granted” (check the back of the Residence Card).
• Certificate of Authorized Employment (就労資格証明書, Shūrō Shikaku Shōmeisho): When hiring someone already in Japan, you can optionally apply to the ISA for this certificate. It provides certainty regarding employability and can streamline future renewal processes.

Step 2: Post-Offer – Notification of Working Conditions and Employment Contract

After making a job offer, provide a “Notification of Working Conditions” (労働条件通知書, Rōdō Jōken Tsūchisho) clearly stating the terms (contract period, place of work, job description, hours, holidays, wages, termination conditions, etc.) as required by the Labor Standards Act. It is advisable to provide this in plain Japanese or add a translation in the employee’s native language for better understanding. Conclude an employment contract with the same content.

Step 3: Status of Residence Procedures (Application to the Immigration Services Agency – ISA)

Case 1: Hiring Someone from Overseas → Application for Certificate of Eligibility (CoE)

• Purpose: For the ISA in Japan to pre-screen and certify that the planned activities meet the requirements for a specific status of residence before the individual enters Japan.
• Applicant: The individual, an employee of the accepting organization (company), an administrative scrivener (gyoseishoshi), etc. Often, the company applies on behalf of the individual.
• Where to Apply: The regional immigration bureau governing the company’s location (online application available).
• Timing: Promptly after concluding the employment contract. Processing typically takes 1-3 months.
• Validity: 3 months from the date of issue. Entry into Japan must occur within this period.
• Required Documents: Application form, photo, company documents (registration, financial statements, etc.), employment contract, applicant’s academic/professional credentials, etc. (vary by status and company size).
• Electronic CoE (e-CoE): Can be received via email.

Case 2: Hiring a Resident in Japan (Requiring Change of Status) → Application for Change of Status of Residence

• Applicable When: The individual needs to engage in activities different from their current status, e.g., changing from “Student” to a work status.
• Timing: Promptly after the reason for change occurs, and before the current status expires. Processing typically takes 1-2 months.
• Applicant/Where to Apply: Same as CoE application (online application available).
• Required Documents: Application form, photo, passport/Residence Card presentation, documents proving eligibility for the new status (similar to CoE documents).
• Caution: Cannot start the new activity until permission is granted. Changing from “Temporary Visitor” status is generally not permitted.

Case 3: Continuing Employment → Application for Extension of Period of Stay

• Applicable When: Extending the employment of a currently employed foreign national under the same status of residence as their current period of stay nears expiration.
• Timing: Application possible from approximately 3 months before the expiration date. Processing typically takes 2 weeks to 1 month (apply well in advance).
• Applicant/Where to Apply: Same as Change of Status application (online application available).
• Required Documents: Application form, photo, passport/Residence Card presentation, certificate of employment, certificate of residence tax payment and taxation (for the most recent fiscal year), etc.
• Review Points: Whether the applicant continues to meet the status requirements, whether their conduct is good, and whether they are fulfilling tax and social insurance payment obligations appropriately (arrears are a major reason for denial).

Utilizing Online Applications

Applications for CoE issuance, change of status, extension, etc., can increasingly be filed online via the “Immigration Services Agency E-Notification System.” This saves time visiting the office, allows 24/7 application, and tends to result in faster processing. (Requires My Number Card and prior user registration, etc.).

Step 4: Employer Obligations After Hiring

• Notification to Hello Work (Public Employment Security Office) (Notification of the Employment Situation of Foreign Nationals – 外国人雇用状況の届出)
  • For employees enrolled in Employment Insurance: Add status of residence details when submitting notifications of acquisition/loss of eligibility.
  • For employees not enrolled: Submit the “Notification of the Employment Situation of Foreign Nationals” form by the end of the month following the month of hiring or separation.
• Notification to the Immigration Services Agency (ISA)
  • Notification concerning the acceptance of mid- to long-term residents: Within 14 days of starting or ending the acceptance.
  • Notification concerning the affiliated (contracting) organization (Employee’s responsibility, but companies should remind them): Within 14 days of contract termination or conclusion.
  • Notification concerning the activity organization (Employee’s responsibility): Within 14 days of changes in the organization’s name/location, etc.
• Compliance with Labor Laws: Labor Standards Act, Minimum Wage Act, Industrial Safety and Health Act, etc., apply equally to foreign workers as to Japanese nationals. Discrimination based on nationality is prohibited.
• Enrollment in Social Insurance: Employers are obligated to enroll eligible employees in Health Insurance, Employees’ Pension Insurance, Employment Insurance, and Workers’ Accident Compensation Insurance.

Failure to fulfill these obligations can lead to penalties or negatively impact the employee’s future status of residence applications.

Points to Note in Hiring Foreign Nationals: Reasons for Denial and Compliance

Successfully hiring foreign nationals requires not only procedural accuracy but also addressing various challenges and risks.

Common Reasons for Denial of Status of Residence Applications

Denial of CoE, Change of Status, or Extension applications often occurs for reasons such as:

Reasons for CoE/Change of Status Denial

• Applicant-Related Issues:
  • Mismatch between academic/professional background and job duties (especially for Eng/Hum/Intl).
  • Job duties judged to be simple labor.
  • Poor past residency record (e.g., low school attendance as a student, exceeding permitted work hours, overstay history, criminal record).
  • Inconsistencies or falsifications in the application.
  • Falling under grounds for denial of landing.
• Accepting Organization (Company)-Related Issues:
  • Business instability (e.g., ongoing losses, insolvency).
  • Unclear business operations, insufficient workload.
  • Inadequate employment conditions (e.g., lower salary compared to Japanese counterparts).
  • Past legal violations, non-payment of taxes or social insurance premiums.
  • For “Business Manager”: failure to secure office space, insufficient capital, etc.
• Issues Specific to Statuses Based on Civil Status:
  • Spouse visa: Doubts about the authenticity of the marriage, insufficient financial capacity of the Japanese spouse to support the applicant.
  • Dependent visa: Insufficient income of the supporter.

Reasons for Extension Denial

• Failure to Fulfill Public Obligations: Non-payment or delinquency of residence tax, social insurance premiums (most critical!).
• Change or Incompatibility of Activities: Current work deviates from the permitted scope due to job change, etc.
• Loss or Instability of Economic Foundation: Unemployment, low income, business deterioration.
• Poor Residency Status: Not engaging in permitted activities, violation of notification duties, legal violations.

Responding to Denial: First, confirm the reason at the ISA. If rectifiable, reapplication may be possible after amending documents or providing additional materials. Consulting an expert is also effective.

Challenges in Hiring Foreign Nationals

• For Companies: Difficulty finding suitable candidates, communication barriers, cross-cultural management, challenges in training and evaluation, administrative burden (status management, compliance).
• For Foreign Workers: Language barriers, difficulty adapting to culture/loneliness, risk of unfair working conditions, risk of discrimination/harassment, lack of people to consult.

Fair Labor Practices and Prevention of Exploitation

Foreign workers are protected by Japanese labor laws, and discrimination based on nationality is prohibited. Companies must ensure:

• Compliance with laws (working hours, wages, holidays, safety and health).
• Clear contracts (explained in a language the employee understands).
• Safe and healthy work environment (prevention of harassment and discrimination).
• Establishment of consultation and grievance handling systems.

Future Trends and Strategies for Companies: Looking Ahead

Policies regarding foreign workers are constantly evolving. Here are key future trends and strategies companies should adopt.

Major Legal and System Changes from 2024 Onwards

Shift from Technical Intern Training Program to Ikusei Shuro System

The traditional Technical Intern Training Program is being abolished and replaced by the new “Ikusei Shuro” (Worker Upbringing and Employment) system (related law promulgated on June 21, 2024).

• Effective Date: Scheduled to come into effect within three years from the date of promulgation. The specific effective date is yet to be determined but is expected around 2027.
• Purpose Shift: From “international contribution” to “human resource development and securing personnel.”
• Enhanced Linkage with SSW: Aims to train individuals to the SSW 1 level within approximately 3 years for a smooth transition.
• Relaxation of Job Transfers (転籍, tenseki): Allows individuals to change employers under certain conditions (e.g., same field, 1+ year of work). Transfers possible regardless of duration in cases of human rights violations, etc.
• Entry-Level Japanese Requirement: N5 level or equivalent proficiency will be required upon entry.

This change aims to protect workers’ rights and build career paths but also requires companies to manage the risk of talent outflow.

Expansion and Operational Changes in the Specified Skilled Worker (SSW) System

• Field Expansion: In 2024, “Motor vehicle transport,” “Railway,” “Forestry,” and “Timber industry” were added to SSW 1 (total 16 fields). SSW 2 eligibility was expanded to 11 fields as detailed earlier.
• Home-Visit Care Services Allowed: From around April 2025, SSW and Ikusei Shuro foreign nationals may be permitted to engage in home-visit care services under certain conditions.
• Operational Changes (from April 1, 2025):
  • Frequency of Periodic Notifications: Changed from quarterly to annually (effective April 1, 2025). Note that the submission period for the first annual report under this new system (covering April 1, 2025 – March 31, 2026) will be from April 1 to May 31, 2026.
  • Online Periodic Interviews: Possible with the individual’s consent (except for the initial interview, cases of issues, etc.).

Advancement of Digitalization

Online applications for statuses of residence and the electronification of CoEs are expected to expand further.

Future Labor Market and Demographics

Japan’s population decline and aging are projected to continue for decades, further exacerbating labor shortages. Foreign workers are becoming not just temporary supplements but long-term, essential components of Japan’s economy and society.

Strategic Recommendations for Companies

To adapt to changes and effectively utilize foreign talent, the following strategies are recommended:

1. Adapt to New Systems: Understand the changes in the Ikusei Shuro system and SSW, and establish management structures considering training plans, Japanese language education, and the possibility of job transfers.
2. Strengthen Retention Support: A mindset of “develop and retain” is crucial.
   • Develop onboarding and training programs (job skills, Japanese language, culture).
   • Clarify career paths and provide support (e.g., transitioning to SSW 2 or specialized qualifications).
   • Foster an inclusive work environment (language support, cross-cultural understanding, consultation channels, fair evaluation, benefits).
3. Ensure Thorough Compliance: Adhere strictly to the Immigration Control Act, labor laws, tax laws, and social insurance regulations.
   • Meticulous management of statuses of residence (tracking type, duration, permitted activities; ensuring proper procedures).
   • Fulfillment of notification obligations (to Hello Work, ISA).
   • Ensuring proper working conditions (legal compliance, non-discrimination).
   • Supporting proper tax and social insurance payments (directly impacts employee’s status renewal).
4. Utilize Digital Tools: Leverage online application systems, introduce ICT for internal communication and work management.
5. Leverage External Resources: Utilize recruitment agencies, Registered Support Organizations, lawyers, administrative scriveners (gyoseishoshi), and other specialists as needed.

Conclusion: Towards the Future of Foreign Employment

The importance of foreign talent in Japan’s labor market continues to grow, and the government is working to establish planned and sustainable acceptance systems through reforms like the Ikusei Shuro and Specified Skilled Worker systems.

For companies, accurately understanding legal and systemic changes, ensuring compliance, and providing an inclusive environment with career support where foreign talent can thrive long-term are indispensable for future sustainable growth. Hiring foreign nationals is no longer just an HR strategy; it is a key management issue that will shape the future of businesses. We hope this article serves as a helpful resource for your company’s utilization of foreign talent.