We often hear from company staff considering international talent hiring that they are unclear on the differences between Specified Skilled Worker (i) and (ii). Period of stay, whether family accompaniment is allowed, and the support obligations borne by the accepting organization differ substantially between (i) and (ii). Proceeding with hiring without a precise understanding of these differences can lead to procedural delays or the risk of legal noncompliance.

This article organizes the main differences between Specified Skilled Worker (i) and (ii) in a comparison table, then explains in concrete terms the information hiring managers need in practice. Use it as a reference when setting hiring policy or briefing internal stakeholders.

Overview of the Specified Skilled Worker system and background to its creation

Specified Skilled Worker is a status of residence newly established under the amended Immigration Control and Refugee Recognition Act that took effect in April 2019. It was created to accept job-ready international talent in response to severe labor shortages driven by a declining birthrate and aging population.

Whereas the conventional Technical Intern Training program was aimed at “technology transfer,” a major institutional feature of Specified Skilled Worker is that it expressly aims at “securing labor in industrial fields with serious workforce shortages.” It targets talent with a certain level of skills and Japanese-language ability, and is designed to allow greater freedom to change jobs than Technical Intern Training.

Specified Skilled Worker has two categories, (i) and (ii). Category (i) targets talent with “skills requiring a considerable degree of knowledge or experience,” while (ii) is the higher tier requiring “proficient skills.”List of statuses of residence also provides an overview of statuses of residence other than Specified Skilled Worker.

According to statistics from the Immigration Services Agency of Japan, the number of foreign nationals residing under Specified Skilled Worker exceeded 200,000 as of the end of 2024, and use of the system continues to expand steadily. Accurately understanding the differences between (i) and (ii) is fundamental when building a hiring plan.

Main features and requirements of Specified Skilled Worker (i)

Period of stay and renewal rules

The period of stay for Specified Skilled Worker (i) is renewed in units of one year, six months, or four months. However, the total period of stay is capped at five years. This five-year limit is not the length of employment at a single company; it refers to the cumulative time spent in Japan under the Specified Skilled Worker (i) status of residence.

After the cumulative five years are reached, a change of status of residence to Specified Skilled Worker (ii) or a switch to another status of residence becomes necessary. Hiring without grasping this point can result in suddenly losing the worker after five years, so it is important to plan from a long-term perspective from the hiring stage.

Skills test and Japanese-language test requirements

In principle, obtaining Specified Skilled Worker (i) requires passing the following two types of tests.

  • Skills evaluation test: Passing the test administered by the testing body for each eligible field
  • Japanese-language test: Passing the Japanese-Language Proficiency Test (JLPT) at N4 or higher, or the Japan Foundation Test for Basic Japanese (JFT-Basic)

For the nursing care field only, passing the Nursing Care Japanese Evaluation Test is also required separately. Talent who have successfully completed Technical Intern Training (ii) are exempt from both the skills test and the Japanese-language test, so many companies use the pathway from Technical Intern Training to Specified Skilled Worker.

Whether family accompaniment is allowed

Under Specified Skilled Worker (i), accompaniment by a spouse or children is not permitted. This is one of the major constraints under the system. Because workers must work apart from their families, it can be a source of anxiety for talent who hope to settle in Japan long term and may affect retention. Carefully explaining this point in hiring interviews and confirming the individual’s intentions helps prevent turnover.

Support obligations borne by the accepting organization

Companies that accept foreign nationals under Specified Skilled Worker (i) are legally required to formulate and implement a mandatory support plan. The main support items prescribed by the Immigration Services Agency of Japan are as follows.

  • Pre-arrival orientation (explanation of status of residence, rules for daily life in Japan, etc.)
  • Support in securing housing and assistance with contracts needed for daily life (bank account, mobile phone, etc.)
  • Provision of opportunities for Japanese-language learning
  • Consultation and complaint handling (response in the worker’s native language is required)
  • Regular interviews (at least once every three months)
  • Job-change support in the event of involuntary separation

If your company carries out these support duties in-house, you must appoint a dedicated staff member. Where building that structure is difficult, outsourcing to a Registered Support Organization is permitted by law. YourBright, as a Registered Support Organization (registration number: 19-登-000992), handles everything from formulating to implementing support plans.

Main features and requirements of Specified Skilled Worker (ii)

Period of stay and renewal rules

The defining feature of Specified Skilled Worker (ii) is that there is no upper limit on renewal of the period of stay. By renewing in units of three years, one year, or six months, a worker can in theory continue working in Japan indefinitely.

Being able to place such talent at the core of a long-term workforce strategy is a major advantage for companies. In addition, by accumulating continuous periods of stay, a path toward meeting the requirements for permanent residence permission (such as continuous residence of 10 years or more) also comes into view.

Skills test requirements

For Specified Skilled Worker (ii), passing a more advanced skills evaluation test prescribed for each field is required. A proficient skill level capable of overall direction and supervision of work is expected, and difficulty is higher than for the (i) tests. Specific requirements differ by field—for example, in construction, holding certain qualifications or passing a trade skills test (equivalent to Grade 1) may be a condition.

As for the Japanese-language test, it is in principle not required for Specified Skilled Worker (ii). That said, given that the role involves direction and supervision, a corresponding level of communication ability is effectively needed in practice.

Whether family accompaniment is allowed

Under Specified Skilled Worker (ii), accompaniment by a spouse or children is permitted. Specifically, cohabitation becomes possible when the spouse obtains the “Dependent” status of residence. Because workers can build a life base in Japan, Specified Skilled Worker (ii) is highly effective when hiring and developing talent from whom long-term retention is expected.

Support obligations of the accepting organization

Accepting organizations for Specified Skilled Worker (ii) are not required to implement a mandatory support plan. This is because (ii) assumes proficient skills and autonomous daily life and work. Continuing support on a voluntary basis is not prohibited, but there is no legal obligation as there is for (i). A practical benefit is reduced management and operating costs on the accepting organization’s side.

Comparing the differences between Specified Skilled Worker (i) and (ii) at a glance

The main differences between (i) and (ii) are summarized in the table below. Use it as material for hiring decisions.

Period of stay

  • Specified Skilled Worker (i): Cumulative cap of five years (renewed in units of one year, six months, or four months)
  • Specified Skilled Worker (ii): No upper limit (renewed in units of three years, one year, or six months)

Family accompaniment

  • Specified Skilled Worker (i): Not permitted
  • Specified Skilled Worker (ii): Permitted (spouse/children must obtain “Dependent” status)

Whether job changes are allowed

  • Specified Skilled Worker (i): Permitted within the same work category and industrial field
  • Specified Skilled Worker (ii): Permitted within the same work category

Required skill level

  • Specified Skilled Worker (i): Considerable degree of knowledge or experience
  • Specified Skilled Worker (ii): Proficient skills

Skills evaluation test

  • Specified Skilled Worker (i): Specified Skilled Worker evaluation test for each field
  • Specified Skilled Worker (ii): More advanced skills evaluation test

Japanese-language test

  • Specified Skilled Worker (i): Required (N4 equivalent or higher)
  • Specified Skilled Worker (ii): In principle not required

Support plan obligation

  • Specified Skilled Worker (i): Formulation and implementation of a mandatory support plan required
  • Specified Skilled Worker (ii): No mandatory support (voluntary support is allowed)

Number of eligible fields

  • Specified Skilled Worker (i): 16 fields (as of 2024)
  • Specified Skilled Worker (ii): 12 fields (expanded in June 2023)

Path to permanent residence application

  • Specified Skilled Worker (i): Difficult on its own due to the five-year cap
  • Specified Skilled Worker (ii): Application possible based on residence history

Always confirm the latest system requirements in the official information from the Immigration Services Agency of Japan.

Eligible fields for Specified Skilled Worker (ii) were substantially expanded in 2023

At the system’s launch, Specified Skilled Worker (ii) covered only two fields: “construction” and “shipbuilding and ship machinery.” However, a substantial expansion of eligible fields was decided at a related ministerial meeting of the government in June 2023, newly adding 10 fields excluding nursing care, for a total of 12 fields.

12 eligible fields for Specified Skilled Worker (ii) (after the June 2023 expansion)

  1. Construction
  2. Shipbuilding and ship machinery
  3. Building cleaning management
  4. Industrial product manufacturing (integration of the formed and fabricated materials, industrial machinery manufacturing, and electric and electronic information-related industries)
  5. Automobile maintenance
  6. Aviation
  7. Accommodation
  8. Agriculture
  9. Fishery
  10. Food and beverage manufacturing
  11. Food service
  12. (Including categories reorganized through the consolidations above)

The nursing care field is not included under Specified Skilled Worker (ii) because a separate pathway is available to transition to the “Nursing Care” status of residence through acquisition of the certified care worker qualification.

The expansion of fields eligible for (ii) has significantly broadened options for international talent who wish to continue working in Japan over the long term. For employers as well, the institutional basis for long-term employment of talent they have developed is now in place, expanding the scope of their talent strategies. Detailed job categories for each field can be confirmed in the list of industries covered by Specified Skilled Worker.

Requirements and procedures for transitioning from Specified Skilled Worker (i) to (ii)

Timing and preparation for the transition

A transition from (i) to (ii) can be applied for by passing the skills evaluation exam for (ii) while holding Specified Skilled Worker (i) status. It is essential to complete the transition procedures before reaching the cumulative five-year limit. Because approval typically takes one to three months from application, ideally the exam and document preparation should be completed at least six months before the period of stay expires.

Employers are expected to keep a transition to (ii) in view from the point of hire and to provide planned opportunities for skills development.

Main flow of the transition procedures

  1. Taking and passing the skills evaluation exam: Take the skills evaluation exam at the (ii) level set for each field. In some fields, holding a Trade Skills Test (Grade 1) may also be a condition
  2. Preparing the application for change of status of residence: Prepare the employment contract, certificate of registered matters, and the full set of application documents. Required documents vary by field and application circumstances
  3. Application to the Immigration Services Agency of Japan: Apply to the regional immigration services bureau that has jurisdiction over the place of residence (including branch offices and sub-offices)
  4. Examination and issuance of the residence card: The examination period is typically about one to three months. After approval, a new residence card is issued

It is also possible to entrust the process to an administrative scrivener or a Registered Support Organization. We recommend working backward from your schedule while also referring to the overall flow of hiring foreign nationals.

The importance of in-house support toward the (ii) exam

Exam content and difficulty vary significantly by field. In construction, for example, knowledge and practical experience equivalent to Trade Skills Test Grade 1 may be required, making short-term preparation difficult in some cases. Providing planned opportunities to improve skills during employment, and offering study support or cost subsidies as needed, contributes to talent retention for the employer.

Key points hiring managers should grasp in practice

What to decide when hiring under (i)

When hiring under Specified Skilled Worker (i), you need to consider at the hiring stage “what happens after five years.” Whether you aim for long-term employment with a view to transitioning to (ii), or treat five years as a natural break and rotate multiple people, will change how you think about support content, development investment, and hiring costs.

Mandatory implementation of the support plan is a legal requirement. Neglecting support risks cancellation of the accepting organization’s certification and penalties. If internal resources are limited, consider outsourcing to a Registered Support Organization early.

Development plans with a view to transitioning to (ii)

If you aim for long-term retention of (i) talent, it is important to establish a development plan premised on transitioning to (ii) early on.

  • Set the exam schedule for the (ii)-level skills evaluation exam by working backward
  • Build proficient skills through OJT in day-to-day work
  • Secure study time for exam preparation and subsidize teaching materials costs
  • Maintain documents required for the change of status of residence application (employment contracts, internal performance records, etc.) on an ongoing basis

The Ministry of Health, Labour and Welfare is also continuously strengthening measures related to employment support for Specified Skilled Worker foreign nationals. Gathering information on system reforms and communicating it internally is also an important responsibility of accepting organizations.

Confirming job categories and notifications upon job change

Under Specified Skilled Worker, the scope of work permitted by the status of residence is strictly defined by industry and job category. Always confirm that the work you assign hired talent falls within the authorized job category. Assigning work outside the job category risks penalties for the accepting organization as unauthorized employment.

When a workplace change (job change) occurs, prescribed notifications by the new accepting organization are required. Companies that accept talent who change jobs also violate the law if they neglect the procedures.

Summary

The main differences between Specified Skilled Worker (i) and (ii) are summarized below.

  • Period of stay: (i) has a cumulative five-year limit. (ii) has no renewal limit and allows long-term employment
  • Accompanying family: Not permitted under (i). (ii) allows accompanying spouse and children
  • Skill level: (i) requires “a considerable degree of skill.” (ii) requires “proficient skills,” a higher standard
  • Support obligations: (i) requires implementation of a mandatory support plan. (ii) does not
  • Eligible fields: (i) covers 16 fields (as of 2024); (ii) covers 12 fields (significantly expanded in June 2023)

The practical core points hiring managers should grasp are two: “(i) requires a plan looking ahead five years” and “a transition to (ii) opens a path to long-term retention.” If you aim for long-term talent securing, it is important to establish a development strategy with a view to transitioning to (ii) from the stage of hiring under (i), and to prepare in a planned way.

If you have questions about the details of the Specified Skilled Worker system or whether it applies to your company, please consult YourBright, a Registered Support Organization. Drawing on a database of more than 170,000 international talent and extensive support experience, we propose the hiring plan best suited to your company. Initial and operating costs are ¥0, and no payment is required until an offer is made.

Feel free to start with a free consultation.

Also check the 2027 system transition

The Technical Intern Training program will transition to the Employment for Skill Development Program in 2027. How it connects with Specified Skilled Worker and the preparations companies need can be confirmed, together with the implementation schedule and system comparison, on the Employment for Skill Development Program special page.