Specified Skilled Worker (ii) Requirements: Eligibility and Acceptance Practices Explained

The nursing care field is not covered by Specified Skilled Worker (ii). That is because a long-term employment route already exists through the national certified care worker qualification, so its institutional positioning differs from other fields. If you are considering long-term employment of nursing care talent, note that you need to combine another status of residence or qualification-support measures rather than Specified Skilled Worker (ii).

Because the required skills tests and work experience differ by field, we recommend confirming the latest requirements for the relevant field in materials published by the Ministry of Health, Labour and Welfare or the competent ministry before hiring.

Requirements for Transitioning to Specified Skilled Worker (ii)

The requirements for Specified Skilled Worker (ii) broadly consist of two elements: “passing a skills test” and “meeting the work experience requirement.” Details differ by field, but the common approach is as follows.

First, the applicant must pass the Specified Skilled Worker (ii) skills evaluation test designated for each field. This test assesses a higher skill level than (i) and requires not merely the ability to perform tasks, but a level at which the person can instruct and supervise on site.

Second, in many fields a certain period of work experience, or experience as a supervisor such as a team leader or foreman, is required. In construction, for example, work experience guiding multiple workers tends to be emphasized.

Third, some fields do not uniformly require a clear Japanese-language test pass at the time of transition to (ii), but in practice on-site communication ability is generally a criterion for continuing employment.

These requirements are set out in detail in field-specific public notices and operational guidelines, so for actual applications always check the latest materials published by the Immigration Services Agency of Japan and the relevant field-specific operational guidelines on e-Gov Law Search. This is an area where amendments are common, and relying only on internal manuals risks outdated information.

Benefits of Specified Skilled Worker (ii) and the Burden on Employers

Employers who hire talent who have obtained Specified Skilled Worker (ii) enjoy several benefits. First, because there is no cap on the number of period-of-stay renewals, it becomes easier to plan long-term workforce development. Next, because family accompaniment is permitted, the individual’s motivation to stay tends to rise, which may help lower turnover.

On the other hand, Specified Skilled Worker (ii) does not require preparation of a support plan. Under Specified Skilled Worker (i), daily-life support and consultation by a Registered Support Organization are mandatory, but under (ii) this support obligation is lifted. That lightens the employer’s administrative burden, while also meaning management must decide whether to continue support on a voluntary basis.

From the perspective of long-term employment of highly skilled talent, the system comparison with “Highly Skilled Professional” introduced in our article on statuses of residence for highly skilled foreign talent is also useful. Specified Skilled Worker (ii) and Highly Skilled Professional target different types of talent, so determining which system better fits your company is one decision criterion.

Points Hiring Managers Often Overlook

When reviewing Specified Skilled Worker (ii) requirements, there are several points hiring managers often overlook.

First is confusing them with the (i) requirements even though transition criteria differ by field. Performance during a period of stay under Specified Skilled Worker (i) does not necessarily satisfy the work experience requirement for (ii), so detailed field-by-field confirmation is essential.

Next is misunderstanding the end of the support obligation as “no support needed.” Even without an obligation to prepare a support plan, workplace retention and daily-life challenges do not disappear. Many companies voluntarily maintain consultation desks in the worker’s native language.

In addition, companies often underestimate the practical housing and education responses that arise once family accompaniment is allowed. Information employers should grasp in advance—such as whether a spouse may work and school enrollment procedures for children—is wide-ranging.

To prevent these oversights, it is effective to document internal decision criteria in advance and share information among HR, site managers, and the Registered Support Organization.

Common On-Site Questions

A frequent on-site question is, “When should we start preparing for the transition from Specified Skilled Worker (i) to (ii)?” Taking into account skills test schedules and the time from application to permission, it is considered desirable to begin preparation six months to one year before the period of stay expires.

We also often receive questions such as, “We are not sure whether our work falls under a field covered by (ii).” Manufacturing-related fields in particular have undergone consolidation and reorganization, and searching under former field names can lead to outdated information. Always confirm the latest field classifications in materials published by the Immigration Services Agency of Japan.

Another common question is, “Can we discontinue support after obtaining (ii)?” Even without a legal obligation, many companies maintain voluntary support systems from a practical standpoint that continuing retention support can reduce turnover risk.

The nature of these questions differs by industry, so confirmation tailored to each situation is important. If you are unsure how to decide, consulting specialist staff via the Foreign Talent Insights inquiry form is one option.

Failure Patterns and How to Avoid Them

Organizing failure patterns and avoidance measures around Specified Skilled Worker (ii) reveals the following tendencies.

The first pattern is reaching the end of the period of stay without grasping the skills test schedule. Test frequency differs by field, and some fields are held only a few times a year. The avoidance measure is to create a reverse schedule from the period-of-stay expiry and build test dates into the HR calendar early.

The second pattern is insufficient documentation of work experience, leading to the application being returned at the filing stage. If internal records proving experience as a team leader or foreman are not in place, the application stalls even when the requirements are met. It is effective to keep routine performance evaluation records and work logs in a form that can be used as supporting evidence.

The third pattern is building a talent development plan premised on obtaining (ii) in nursing care, which is outside the covered fields. Because nursing care is not covered, if you aim for long-term employment you need to consider other options such as support for obtaining qualifications.

All of these failures can be avoided through early information checks and strengthening internal systems.

Diagram: Pre-Hiring Confirmation Flow

The flow for deciding whether Specified Skilled Worker (ii) hiring is feasible can be organized as follows.

First, confirm whether the work the candidate will perform falls within the 11 fields covered by Specified Skilled Worker (ii). Next, check the skills evaluation test schedule and pass status for the relevant field. Then confirm from internal records whether work experience and supervisory experience requirements are met. Finally, prepare the documents required for an application for permission to change status of residence and file with the Immigration Services Agency of Japan.

We recommend diagramming this sequence internally so HR staff and site supervisors can share the same decision criteria. Embedding it in internal manuals as a “Diagram: Pre-Hiring Confirmation Flow” makes responses less likely to vary even when staff change.

Practical Checklist

We have organized the items to check when considering a transition to or hiring under Specified Skilled Worker (ii).

• Have you confirmed in materials published by the Immigration Services Agency of Japan that the candidate’s work is included in a field covered by Specified Skilled Worker (ii)?
• Do you understand the skills evaluation test schedule and exam requirements for the relevant field?
• Have you prepared internal records (work logs and evaluation records) that can prove work experience and supervisory experience?
• Have you created an application schedule working backward from the period-of-stay expiry?
• Have you considered a voluntary support system (consultation desk and native-language support) after the obligation to prepare a support plan ends?
• Have you prepared information on housing and education related to family accompaniment?
• Do you regularly check the latest field-specific operational guidelines via e-Gov Law Search and Ministry of Health, Labour and Welfare information?

Frequently Asked Questions (FAQ)

Can anyone apply for Specified Skilled Worker (ii)? You must meet the conditions set for each field, such as work experience under Specified Skilled Worker (i) and passing the skills evaluation test. Simply completing a period of stay is not enough to apply.

Is a Japanese-language test mandatory for Specified Skilled Worker (ii)? Treatment differs by field, and some fields do not uniformly require a Japanese-language test pass. However, on-site communication ability is an important factor in the employer’s decision to continue employment.

Can we no longer receive support from a Registered Support Organization under Specified Skilled Worker (ii)? The legal obligation to prepare a support plan ends, but companies may continue voluntary support at their discretion. Many companies continue support from a turnover-prevention perspective.

What should we do if we aim for long-term employment in nursing care? Nursing care is not covered by Specified Skilled Worker (ii). You need to consider another route to obtaining a status of residence, such as support for obtaining the certified care worker qualification.

Is Hello Work a consultation desk for Specified Skilled Worker (ii)? Hello Work functions as a general consultation desk for job openings and employment, but procedures for statuses of residence are under the jurisdiction of the Immigration Services Agency of Japan. Understanding the different roles and using them accordingly is important.

Summary

The requirements for Specified Skilled Worker (ii) are easier to understand when organized along three axes: covered fields, skills tests, and work experience. While there is no upper limit on the period of stay and family accompaniment is permitted, field-specific requirements differ in detail, and institutional changes such as whether a support obligation applies also affect employer practice.

For hiring managers, after covering the basics—confirming the covered field, grasping test schedules, and preparing documentation of work experience—it is important to share internal decision criteria that also look ahead to voluntary support systems and responses to family accompaniment. Because system amendments are possible, make a habit of regularly checking primary information from the Immigration Services Agency of Japan and the Ministry of Health, Labour and Welfare.

If you have concerns about transitioning to Specified Skilled Worker (ii) or related hiring practice, please contact an experienced representative via the Foreign Talent Insights inquiry form. With no initial fees, we can propose a hiring plan tailored to your company’s situation. Telephone consultations are accepted at 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 before and after publication.

Immigration Services Agency of Japan Specified Skilled Worker system page — 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.

e-Gov Law Search — check and cross-reference the latest systems, employment management, and official announcements.

Related Articles: Practical Topics to Review Together

Please also review practical articles on related themes as needed.

• Key Points When Hiring Foreign Nationals under Specified Skilled Worker “Nursing Care”: System Checks and Hiring Practice Essentials
• Practical Steps to Avoid Failure When Hiring under Specified Skilled Worker Nursing Care: From System Checks to Retention Support
• Can Specified Skilled Workers Change Jobs or Transfer? Procedure Flow and Key Points for Accepting Companies