Labor shortages in agriculture are especially severe in regions where seasonal workers are hard to secure. Many operators struggle to scramble for staff at harvest time. Against that backdrop, hiring Indonesian talent for agriculture is drawing attention.

Indonesia is one of the world’s most populous countries, with more than 270 million people, and has a large young workforce. It also has a long history as an agricultural nation, and many candidates have basic knowledge of rice farming and horticulture—one reason they fit well with Japanese farm workplaces. This article explains the institutional points to confirm when hiring Indonesian talent in agriculture, considerations for religion and daily customs, and practical steps for retention support.

Why Indonesian talent is attracting attention in agriculture

Japan’s agricultural workforce is shrinking and aging at the same time, and the challenge of securing people during seasonal peak periods is spreading nationwide. In response, acceptance of international talent has expanded year by year in agriculture—one of the 14 industries covered by the Specified Skilled Worker system.

Indonesia is one of the major sending countries to Japan, alongside Vietnam and the Philippines. Many candidates come from families engaged in farming and livestock, and they are valued for physical stamina and adaptability to the work. Their reputation for diligence and teamwork is also said to align well with Japanese agricultural sites, where work is done in teams.

At the same time, hiring Indonesian talent requires considerations that differ from talent from other countries. In particular, the religious background—Muslims make up about 90% of the population—directly affects workplace operations. Understanding both the institutional framework and day-to-day life considerations is what separates successful hiring from failure.

Institutional checkpoints when hiring Indonesians under Specified Skilled Worker “agriculture”

When accepting Indonesian talent in agriculture, most employers use the Specified Skilled Worker (i) status of residence. Specified Skilled Worker (i) covers people who have passed the relevant skills evaluation exam and a Japanese language test (or who have completed Technical Intern Training (ii) as an equivalent), with a maximum total period of stay of five years. In agriculture there are two work categories—“crop farming in general” and “livestock farming in general”—and the required exam categories differ for each.

The three basic criteria to confirm before hiring are as follows.

  • The type of status of residence the candidate holds and the current period of stay
  • Whether the activities permitted under that status of residence match the farm work you want them to perform
  • That required procedures and contract forms differ depending on whether employment is through dispatch or direct hire

A distinctive feature of Specified Skilled Worker in agriculture is that, unlike other industries, worker dispatch is also permitted. For farm businesses with large seasonal peaks and troughs, using dispatch can sometimes reduce the burden of year-round employment. However, both the dispatching and receiving parties must meet certain requirements, so it is essential to check the latest requirements in materials published by the Immigration Services Agency of Japan before contracting.

For details on types of status of residence and how periods of stay work, see also our foundational article on hiring foreign nationals. If you are considering highly specialized talent in another field, the explanation of status of residence for highly skilled foreign professionals is also useful.

The scope of the system and exam categories can be amended, so always check the latest information on the Immigration Services Agency of Japan Specified Skilled Worker system page before recruiting. The Ministry of Health, Labour and Welfare foreign worker employment measures page also consolidates practical information on employment management and notifications, so internal staff should set up a process to review both sources regularly.

Indonesian religion and daily customs: considerations on the farm

The first thing employers accepting Indonesian talent should understand is daily practice in Islam. Religion concerns individual freedom of belief, and workplace consideration should be treated less as a legal duty and more as a practical factor that affects retention.

Accommodating prayer (salat)

Muslims customarily pray five times a day. Being able to secure a short prayer space between farm tasks greatly increases employees’ sense of security. Even setting aside a corner of the break room where a mat can be laid is meaningful consideration. For specific prayer times and practices, information published by Indonesia’s Ministry of Religious Affairs (Kementerian Agama) is a useful reference.

Food and halal considerations

Halal practice—avoiding foods that include pork or alcohol—is an important daily custom for many Indonesian workers. Workplaces with a staff cafeteria should offer halal options or clearly label ingredients. When providing food as gifts or treats, making ingredient checks a habit also helps prevent problems.

Adjusting work during Ramadan (the fasting month)

During Ramadan under the Islamic calendar, Muslim employees abstain from food and drink during the day. For physically demanding farm work, it is advisable to discuss work-hour adjustments and how breaks are taken in advance. The timing shifts each year (about 11 days earlier on the Gregorian calendar), so identify it on the calendar ahead of time and allow enough lead time for shift planning.

Friday prayer and how holidays are viewed

There is a culture of valuing Friday midday congregational prayer (Jumu’ah). Where possible, setting a longer lunch break on Fridays and similar consideration for religious practice supports workplace retention.

These considerations for religion and daily customs share much with the cross-cultural understanding approach introduced in our article on workplace communication with Myanmar talent. Regardless of country, a willingness to learn about the other person’s cultural background is the first step in building trust.

Diagram: pre-hire confirmation flow

Text alone can make the full picture hard to grasp, so here we organize the confirmation flow hiring managers should follow. For internal materials, we recommend turning the following into a flowchart.

First, in the preparation stage before recruiting begins, list the farm tasks you want to assign and determine whether they fall under Specified Skilled Worker “crop farming” or “livestock farming.” Next, gather candidate information through Hello Work or a Registered Support Organization, and at document screening confirm the type of status of residence, period of stay, and exam pass status.

At the interview stage, in addition to checking Japanese communication level, discuss religious considerations frankly with the candidate (prayer, meals, and preferences during the fasting month). After an offer, proceed with status of residence change or renewal while building internal acceptance systems (prayer space, meal arrangements, shift adjustment rules). Finally, at post-hire orientation, mutually confirm work rules and how daily customs will be accommodated, and clearly designate a retention support contact—that is the flow.

Documenting this confirmation flow as an internal manual makes it easier to maintain quality even when the person in charge changes.

Common questions from the field

Questions from company hiring managers about Indonesian talent in agriculture follow common patterns.

“If we allow prayer time, won’t productivity fall?” is heard very often. In practice, many companies fold short prayers into break times, and the impact on productivity is limited. Showing consideration often builds trust and supports longer-term retention.

“Halal is difficult—how far should we go on meals?” is also frequent. Even when full meal support is hard, more companies start with stepwise measures such as clear ingredient labeling or offering one pork-free option.

There are also concerns about “health during Ramadan.” Because fluid intake is restricted while fasting, for heavy outdoor labor the preferred approach is flexible adjustment—shorter work periods or more frequent breaks—worked out with the individual.

Failure patterns and how to avoid them

Several typical failure patterns appear when hiring Indonesian talent in agriculture.

The first is treating religious accommodation as “special treatment” and refusing it. Putting prayer and meal considerations off often leads to early turnover. The remedy is to clarify accommodation needs at the interview stage and agree in advance with the candidate on what is feasible.

The second is failing to check status of residence so that the intended work and the activities permitted under the status do not align. For Specified Skilled Worker “agriculture,” exam categories differ for crop farming and livestock farming; if job content is not sorted out at the recruiting stage, problems arise after joining when “the work we expected cannot be done.” The remedy is to inventory job duties in detail before writing the job posting and cross-check them against materials published by the Immigration Services Agency of Japan.

The third is leaving cultural friction with Japanese staff unaddressed. Lack of understanding of religious customs can leave colleagues confused or holding misconceptions. An effective remedy is a short internal training session before acceptance to share basic knowledge of Indonesian culture and religion across the team.

Points hiring managers often overlook

A first point hiring managers often overlook is “combining with seasonal labor.” Because dispatch is allowed under Specified Skilled Worker in agriculture, you can plan hiring around peak seasons—but if requirements for both the dispatching and receiving parties are not confirmed, the contract itself may not be valid.

Next is tracking observances based on the Islamic calendar. Ramadan and the festival after the fast (Idul Fitri) shift each year, so you need to check the calendar annually and see in advance whether they overlap with peak seasons.

Another common issue is judging only by Japanese-Language Proficiency Test (JLPT) level and assigning people without confirming understanding of farm-specific terms and safety instructions. Even those who have passed the Specified Skilled Worker skills evaluation exam vary in how well they understand real site language and manuals, so securing an adequate post-hire training period is important.

As decision criteria, evaluate holistically on three axes: institutional fit, readiness to accept religious and daily-life needs, and feasibility of on-site communication. Meeting only one of these rarely leads to retention—that is the practical reality.

Practical checklist

Items to confirm in advance when hiring Indonesian talent in agriculture.

  • Have you confirmed the candidate’s type of status of residence and period of stay, and the Specified Skilled Worker skills evaluation exam category passed (crop farming or livestock farming)?
  • Have you cross-checked that the farm work you want to assign falls within the activities permitted under the status of residence?
  • If considering dispatch employment, have you confirmed that both the dispatching and receiving parties meet Specified Skilled Worker system requirements?
  • Can you secure a prayer space at the workplace, and have you considered how to operate it within break times?
  • Have you clarified whether halal accommodation is possible for the staff cafeteria and for food gifts?
  • Have you identified Ramadan and other religious observances on the calendar and checked whether they overlap with peak seasons?
  • Have you conducted internal training for Japanese staff on Indonesian culture and religion?
  • Have you clearly designated a post-hire consultation desk and retention support contact?

Frequently asked questions (FAQ)

Q. Which status of residence is typically used when hiring Indonesian talent in agriculture?

A. In most cases, Specified Skilled Worker (i) is used. It covers people who have passed the exam category for crop farming in general or livestock farming in general, with a maximum total period of stay of five years. A certain number also transition from Technical Intern Training.

Q. Is halal accommodation mandatory?

A. It is not a legal obligation, but many employees have dietary restrictions for religious reasons, so accommodation supports higher retention. When full support is difficult, many companies start with stepwise measures such as clearer ingredient labeling.

Q. Can people work as usual during Ramadan?

A. After confirming the individual’s wishes and physical condition, adjusting job content and hours is the preferred approach. For farm work involving heavy labor, special care is needed because fluid intake is restricted.

Q. Where should we recruit?

A. Recruiting through Hello Work or a Registered Support Organization is common. Some Hello Work offices also offer consultation desks on foreign employment for local agricultural corporations, so consider using them.

Summary

Successful hiring of Indonesian talent in agriculture requires both accurate institutional checks and practical consideration for religion and daily customs.

  • Always match the Specified Skilled Worker “agriculture” exam category with the activities permitted under the status of residence
  • Prepare in advance for Islamic daily customs such as prayer, halal, and Ramadan
  • When using dispatch, do not skip requirement checks for both parties
  • Prevent cultural friction through internal training and by assigning retention support staff

Careful preparation of this kind creates a workplace where Indonesian talent can work with peace of mind for the long term. If you have concerns about system checks or building an acceptance framework, start with an inquiry to Foreign Talent Insights. Our specialists will propose a hiring plan tailored to your situation (phone: 03-6908-6143, hours 9:00–18:00).

Where to check official information

Systems, employment management, and official announcements by country are updated over time, so also check the following primary sources around the time of publication.

Indonesia’s Ministry of Religious Affairs (Kementerian Agama) — check and cross-reference the latest systems, employment management, and official announcements.

Ministry of Health, Labour and Welfare foreign worker employment measures page — check and cross-reference the latest systems, employment management, and official announcements.

Immigration Services Agency of Japan Specified Skilled Worker system page — check and cross-reference the latest systems, employment management, and official announcements.

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