“We need to address labor shortages, but hiring foreign workers feels too complex to start.” Voices like this are common across nursing care, construction, manufacturing, and many other industries. The Specified Skilled Worker system is a status of residence created in 2019 precisely to address this challenge.

This article covers the basics of the Specified Skilled Worker system, the differences between (i) and (ii), eligible fields, required exams, and the hiring steps companies should follow—practical information you can use on the job. It also reflects the major changes from the March 2024 Cabinet decision.

If your company is considering Specified Skilled Worker, please read through to the end. We also answer the common question: “So where should we actually start?”

Overview of the Specified Skilled Worker System: Why It Was Created

Specified Skilled Worker is one of the statuses of residence newly established when the amended Immigration Control and Refugee Recognition Act (Immigration Control Act) took effect in April 2019. The purpose of the system is clear: to accept international talent with a certain level of expertise and skills in industrial fields where sufficient domestic workers cannot be secured.

Whereas the conventional Technical Intern Training Program was framed as “international contribution (skills transfer),” Specified Skilled Worker openly aims to “resolve domestic labor shortages.” This difference has major practical implications, including whether job changes are allowed and caps on the period of stay.

According to the Immigration Services Agency of Japan’s “About the Specified Skilled Worker System,” the number of Specified Skilled Worker foreign residents has increased year by year, exceeding approximately 250,000 as of the end of June 2024.

The Ministry of Health, Labour and Welfare’s “Status of Notifications of Employment of Foreign Workers” also reports that the total number of foreign workers has surpassed 2 million. Specified Skilled Worker continues to grow as a core status of residence within that total, and this trend is expected to accelerate.

Comparing Specified Skilled Worker and Technical Intern Training

To understand Specified Skilled Worker, it is essential to grasp how it differs from the Technical Intern Training Program. The similar names often cause confusion, but the purpose and operating rules of the two systems differ significantly.

| Comparison item | Specified Skilled Worker | Technical Intern Training |

|---|---|---|

| Purpose of the system | Resolve domestic labor shortages | International contribution through skills transfer |

| Job changes | Allowed within the same field | Generally not allowed |

| Employment type | Direct employment with the accepting company | Training under the implementing organization |

| Period of stay | (i): up to 5 years in total / (ii): no upper limit | Maximum 5 years (i, ii, and iii) |

| Acceptance method | Companies may hire directly | Acceptance via a supervising organization is mainstream |

| Family accompaniment | Allowed only for (ii) | Generally not allowed |

The biggest difference is whether job changes are allowed. Under Technical Intern Training, changing the training site is generally not permitted, but under Specified Skilled Worker, job changes within the same field are allowed.

For international talent, this expands options; for companies, it can also mean a risk that talent they have developed may leave. That is why proper working conditions and communication matter.

Note that those who have successfully completed Technical Intern Training (ii) can transition to Specified Skilled Worker (i) with exams waived. For companies already accepting technical intern trainees, transitioning to Specified Skilled Worker is often the smoothest path to use the system.

Comparing Specified Skilled Worker (i) and (ii)

Specified Skilled Worker has two categories, “(i)” and “(ii),” with different required skill levels and conditions of stay. Understanding this difference correctly is important when building a hiring plan.

| Comparison item | Specified Skilled Worker (i) | Specified Skilled Worker (ii) |

|---|---|---|

| Skill level | Considerable knowledge and experience | Skilled proficiency |

| Cap on period of stay | 5 years in total | No upper limit (renewable) |

| Renewal units | 1 year, 6 months, or 4 months | 3 years, 1 year, or 6 months |

| Family accompaniment | Generally not allowed | Spouse and children allowed |

| Japanese language exam | Required (N4 or above, or JFT-Basic A2 or above) | Not required (already passed when obtaining (i)) |

| Skills exam | Pass the field-specific skills exam | Pass a more advanced field-specific exam |

| Support plan | Required (may be outsourced to a Registered Support Organization) | Not required |

| Path to permanent residence | Does not directly satisfy the requirements | Application possible if requirements are met |

| Number of eligible fields | 16 fields | 11 fields |

Key Points of Specified Skilled Worker (i)

Specified Skilled Worker (i) is for international talent with Japanese language ability sufficient for daily life and skills that make them immediately productive. The period of stay is capped at 5 years in total, and renewals are granted in units of 1 year, 6 months, or 4 months.

The accepting company (Specified Skilled Worker affiliated organization) must prepare a “Support Plan for Specified Skilled Worker (i) Foreign Nationals” and provide support such as life orientation and consultation. This support may be fully or partially outsourced to a Registered Support Organization.

Key Points of Specified Skilled Worker (ii)

Specified Skilled Worker (ii) requires a higher skill level than (i). In return, there is no upper limit on renewals of the period of stay, and accompaniment by a spouse and children is permitted.

Because it may eventually allow applicants to meet the requirements for permanent residence permission, it is an attractive option for international talent building long-term careers. For companies, it also offers the major benefit of retaining excellent talent over a long period.

Under the June 2023 Cabinet decision, the fields eligible for Specified Skilled Worker (ii) were greatly expanded from the previous two fields—“construction” and “shipbuilding and ship machinery”—to 11 fields. Nursing care remains outside the scope of (ii), but a pathway is available to transition to the “Nursing Care” status of residence by obtaining the national certified care worker qualification.

The 16 Eligible Fields for Specified Skilled Worker and Expected Acceptance Numbers

Under the Cabinet decision of March 29, 2024, the eligible fields for Specified Skilled Worker were reorganized from the previous 12 fields to 16 fields. Some fields were consolidated or subdivided, and four new fields were added: “automobile transport,” “railway,” “forestry,” and “wood industry.”

In addition, the expected acceptance number for the five years from FY2024 through FY2028 was set at a total of 820,000. This is a substantial increase from the previous five-year figure (345,150) and reflects high expectations for the system.

An overview of each field is as follows.

| Field | Main job duties | Eligible for (ii) |

|---|---|---|

| Nursing care | Physical care and related duties | Not eligible |

| Building cleaning | Cleaning inside buildings | Eligible |

| Industrial product manufacturing | Machine and metal processing, electrical and electronic equipment assembly, etc. | Eligible |

| Construction | Civil engineering, architecture, lifelines and equipment | Eligible |

| Shipbuilding and ship machinery | Welding, finishing, painting, etc. | Eligible |

| Automobile maintenance | Inspection and maintenance, disassembly maintenance | Eligible |

| Aviation | Airport ground handling, aircraft maintenance | Eligible |

| Accommodation | Front desk, planning and PR, customer service | Eligible |

| Agriculture | Crop farming, livestock farming | Eligible |

| Fishery | Fishing, aquaculture | Eligible |

| Food and beverage manufacturing | Manufacture and processing of food and beverages | Eligible |

| Food service | Cooking, customer service, store management | Eligible |

| Automobile transport | Driving duties for trucks, buses, and taxis | Eligible |

| Railway | Drivers, conductors, station staff, etc. | Eligible |

| Forestry | Afforestation, timber production, etc. | Eligible |

| Wood industry | Lumber, plywood manufacturing, etc. | Eligible |

Details on exam categories and the scope of work in each field are explained in our list of occupations eligible for Specified Skilled Worker.

The Cabinet Secretariat’s “Operational Policy on Acceptance under Specified Skilled Worker” publishes expected acceptance numbers and operational guidelines by field. It is advisable to check the latest information for your industry.

Requirements and Procedures for Hiring Specified Skilled Worker Talent

To hire foreign talent under Specified Skilled Worker, both the foreign national’s requirements and the accepting company’s requirements must be met. Here we organize the points that matter in practice.

Requirements for the Foreign National

To obtain the Specified Skilled Worker (i) status of residence, the applicant must in principle pass the following two exams.

  • Skills exam: Field-specific skills evaluation exams administered by the ministry with jurisdiction over each field
  • Japanese language exam: Japanese-Language Proficiency Test (JLPT) N4 or above, or Japan Foundation Test for Basic Japanese (JFT-Basic) A2 or above

However, both exams are waived if the person has successfully completed Technical Intern Training (ii) in the same field. Transitioning from Technical Intern Training to Specified Skilled Worker can be handled as an application to change the status of residence, making it a strong option for companies already accepting technical intern trainees.

Exams are often held not only in Japan but also overseas, so it is possible to hire talent living abroad directly. Exam schedules differ by field, so be sure to check in advance.

Requirements for the Accepting Company (Specified Skilled Worker Affiliated Organization)

The main criteria the accepting company must meet are as follows.

  1. The employment contract with the foreign national is appropriate (remuneration equal to or higher than that of Japanese workers; full-time employment)
  2. The company itself is appropriate (compliance with laws and regulations, enrollment in social insurance, no labor-related law violations within the past five years, etc.)
  3. A system is in place to support the foreign national (appointment of a support supervisor and support staff, or outsourcing to a Registered Support Organization)
  4. The plan to support the foreign national is appropriate (preparation of a support plan that includes the 10 mandatory support items)

In particular, the “Support Plan for Specified Skilled Worker (i) Foreign Nationals” includes items such as advance guidance, airport pickup and drop-off, support securing housing, life orientation, opportunities for Japanese language learning, consultation and complaint handling, and promotion of interaction with Japanese people.

Many companies find it difficult to handle this in-house. In such cases, they can fulfill their legal obligations by outsourcing to a Registered Support Organization.

Process from hiring to starting work

Hiring Specified Skilled Worker talent generally proceeds through the following steps.

  1. Recruitment and selection of talent: Use job sites, staffing agencies, Hello Work, and similar channels
  2. Conclusion of an employment contract: Enter into a direct employment contract with compensation equal to or higher than that of Japanese workers
  3. Formulation of a support plan: For (i), prepare a plan that includes the 10 mandatory support items
  4. Application for status of residence: Submit an Application for Certificate of Eligibility or an Application for Change of Status of Residence to a Regional Immigration Services Bureau
  5. Screening and approval: Typically about 1 to 3 months (varies by application content and timing)
  6. Joining the company and start of support: Conduct pre-guidance and life orientation

When hiring international talent already residing in Japan, the processing period can be shortened compared with bringing someone from overseas.A concrete process for hiring foreign nationals explains each step in detail, so please refer to it.

Advantages and points to note when using Specified Skilled Worker

Advantages for companies

Securing ready-to-work talent: Specified Skilled Worker targets people who have passed skills exams, so a certain level of skill is assured. Unlike Technical Intern Training, the purpose of the system is to address labor shortages, so you can hire people who can contribute as immediate assets on site.

Faster hiring by using talent already in Japan: When hiring international talent already residing in Japan (such as those who have completed Technical Intern Training or international students), the period can be shortened substantially compared with bringing someone from overseas. In cases of a change of status of residence, work may begin in about 1 to 2 months.

Flexible talent utilization through direct employment: Specified Skilled Worker is, in principle, direct employment with the accepting organization (dispatch is also allowed in agriculture and fishery). Because work arrangements can be set under your own work rules, you can respond flexibly to shift adjustments and changes in job duties.

Long-term employment possible through transition to (ii): Transitioning to Specified Skilled Worker (ii) removes the upper limit on the period of stay, allowing them to contribute as long-term assets. Reducing the risk that trained talent will return home after five years is a major advantage for companies.

Points to watch

A support framework must be built: For (i), formulation and implementation of a support plan are mandatory. If you handle this in-house, you must appoint a support supervisor and staff. If building the framework is difficult, consider outsourcing to a Registered Support Organization.

Job changes are permitted: Specified Skilled Worker allows job changes within the same field. If workers are dissatisfied with conditions or the workplace environment, they may move to another company. Securing appropriate working conditions and building relationships through everyday communication are keys to improving retention.

Additional criteria apply by field: For example, the construction field separately requires certification of a “Construction Specified Skilled Worker Acceptance Plan,” and each field has its own requirements. Be sure to check the additional criteria for your industry in advance.

Also note caps on the number accepted: In some fields, such as nursing care and construction, there are caps on the number accepted per workplace. When planning hiring, it is important to check in advance how many people your company can accept.

Role of Registered Support Organizations in Specified Skilled Worker and how to choose one

When accepting international talent under Specified Skilled Worker (i), formulation and implementation of a support plan are legal obligations. A “Registered Support Organization” carries out this support on your behalf.

A Registered Support Organization is a corporation registered with the Immigration Services Agency of Japan and implements support such as the following on behalf of the accepting organization.

  • Conducting pre-guidance
  • Airport pickup and drop-off at entry and departure
  • Support for securing housing and contracts needed for daily life
  • Conducting life orientation
  • Providing opportunities for Japanese language learning
  • Handling consultations and complaints
  • Promoting interaction with Japanese people
  • Job-change support (when an employment contract is terminated)
  • Conducting regular interviews and reporting to administrative agencies

Checkpoints when choosing a Registered Support Organization

The quality of Registered Support Organizations varies widely by organization. When choosing one, it is advisable to check the following points.

  • Track record in relevant fields: Whether they have extensive support experience in your industry
  • Native-language support: Whether they have a framework to support international talent in their native language
  • Follow-up framework: How frequent post-hire regular interviews and trouble response are
  • Fee structure: Whether the fee structure—initial fees, monthly fees, success fees, and so on—is clear

If support quality is low, dissatisfaction among international talent can build up and lead to early turnover. It is important to carefully assess the substance of the support, not simply choose the cheapest option.

As a Registered Support Organization (registration number: 19-登-000992), YourBright provides one-stop support from introducing talent from a database of more than 170,000 international talent residing in Japan through formulation and implementation of support plans. Because it is a fully success-based fee model with zero initial and operating costs, you can start hiring while keeping costs down. See our foreign talent introduction service for more details as well.

Frequently asked questions about Specified Skilled Worker

Can you change jobs under the Specified Skilled Worker status of residence?

Yes, you can. Specified Skilled Worker allows job changes within the same field. However, an application for change of status of residence is required when changing jobs. For companies, building an environment where international talent want to work long-term is the key to retention.

Is it possible to transition from Technical Intern Training to Specified Skilled Worker?

Yes, it is possible. If Technical Intern Training (ii) in the same field has been completed satisfactorily, both the skills exam and the Japanese language exam are exempted. By filing an application for change of status of residence, you can transition smoothly to Specified Skilled Worker (i).

How much does it cost to accept Specified Skilled Worker international talent?

Costs vary by hiring method and the support organization used, but typically include placement fees, support outsourcing fees, visa application fees, and similar items. Monthly support outsourcing fees are generally around 20,000 to 40,000 yen per person. YourBright uses a fully success-based fee model with no costs until an offer is accepted.

How do you transition from Specified Skilled Worker (i) to (ii)?

To transition to Specified Skilled Worker (ii), you must pass a more advanced skills exam set for each field. Some fields also have practical experience requirements, so we recommend checking the transition requirements early.

Summary of the Specified Skilled Worker system

The Specified Skilled Worker system is a practical status of residence system established to address labor shortages in Japan. Here is a recap of the key points in this article.

  • Specified Skilled Worker has (i) and (ii), with (i) limited to a total of five years and (ii) having no upper limit on the period of stay and allowing family accompaniment
  • The covered fields have expanded to 16, and the expected number accepted for FY2024–2028 is 820,000
  • Its purpose differs from the Technical Intern Training system; Specified Skilled Worker is a system that directly aims to address labor shortages and also allows job changes
  • International talent must pass a skills exam and a Japanese language exam, but those who have completed Technical Intern Training (ii) are exempted
  • Accepting organizations are obligated to formulate a support plan and may outsource to a Registered Support Organization
  • Direct employment, ready-to-work capability, and the potential for long-term employment are major advantages for companies

If you are considering using the Specified Skilled Worker system but are unsure how to proceed with procedures or want to confirm whether your industry can accept workers, consulting a Registered Support Organization first is the smoothest approach.

YourBright provides end-to-end support from talent introduction and status of residence application support through post-hire retention support in the worker’s native language. No costs are incurred until an offer is accepted. Feel free to contact us (phone: 03-6908-6143; hours: 9:00–18:00).