Is job change permitted under the Specified Skilled Worker system? What should a company do if a worker changes jobs after hiring? These questions are often raised by company staff who are using the Specified Skilled Worker system for the first time.

In short,job changes by Specified Skilled Workers are permitted in principle. However, changes are limited to the same field, and both the foreign national and the accepting organization must complete prescribed procedures. This article explains the legal basis and conditions for job changes, the concrete procedural flow, points to confirm before hiring, and practical measures to improve retention.

Why Specified Skilled Workers Can Change Jobs: A Decisive Difference from Technical Intern Training

The Specified Skilled Worker system and the Technical Intern Training system differ fundamentally in their rules on job changes (transfers). Understanding this difference is essential background for using the system correctly.

Restrictions on transfer under Technical Intern Training

Under the Technical Intern Training system, trainees generally cannot change their accepting organization. Transfer is allowed only in limited unavoidable circumstances, such as bankruptcy or serious misconduct by the implementing organization, or a natural disaster. In addition, approval from the supervising organization and the sending organization is required, so transfers have not been easy in practice. This restriction on job changes has long been criticized as a human-rights issue, because trainees could not leave the workplace even when placed in poor conditions.

Freedom to change jobs under the Specified Skilled Worker system

By contrast, the Specified Skilled Worker system is a status of residence created in 2019 to address serious labor shortages, and it guarantees foreign nationals the same freedom to change jobs as Japanese workers. Specified Skilled Workers are permitted under the system to change jobs in pursuit of better treatment and working conditions.

Accepting organizations may see this as a disadvantage, but looked at another way, it also means that appropriate treatment and workplace conditions are essential to secure and retain talented people.

For an overview of statuses of residence in general, see also our list of statuses of residence.

Job-Change Rules for Specified Skilled Worker (i) and (ii)

Even within the same field, changing the affiliated organization requires an application for permission to change status of residence

A foreign national with Specified Skilled Worker (i) may change jobs within the same specified industrial field if the new employer meets the requirements. However, when changing the affiliated organization, an application for permission to change status of residence is required even within the same field. The worker may not begin work at the new employer before permission is granted (confirmed as of August 10, 2026).

As of 2024, Specified Skilled Worker covers 16 fields. These include nursing care, building cleaning, manufacture of industrial products (formed and fabricated materials, industrial machinery, and electrical/electronic information-related manufacturing), construction, shipbuilding and ship machinery, automobile maintenance, aviation, accommodation, agriculture, fishery, food and beverage manufacturing, and food service, among others. Because the required skill levels and skills exams differ by field, job changes are generally made within the same field.

For details on eligible industries and occupations under Specified Skilled Worker, see our list of Specified Skilled Worker industries.

Changing the affiliated organization or field requires an application for permission to change status of residence

Even for a job change within the same field, an application for permission to change status of residence is required when changing the Specified Skilled Worker affiliated organization. When moving to a different field, also confirm requirements such as the skills exam and Japanese-language exam for the destination field. In either case, the worker may not begin work at the new employer before permission is granted (confirmed against Immigration Services Agency of Japan guidance as of August 10, 2026).

Note the cap on the total period of stay

The period of stay for Specified Skilled Worker (i) is capped at a total of five years (renewals are for one year, six months, or four months). Changing jobs does not extend this cap, and time worked at the previous employer is included in the total. When hiring a foreign national with little remaining period of stay, it is important to confirm the hiring schedule and the timing of status-of-residence renewal in advance.

For Specified Skilled Worker (ii), there is no cumulative cap on the period of stay, and continued employment is possible as long as renewals are completed. The job-change rules themselves are the same as for (i).

Procedural Flow When a Job Change Occurs

When a job change occurs, the foreign national and each company (the former employer and the new employer) must each complete prescribed procedures. Failure to do so may constitute a legal violation, so each party’s obligations must be understood accurately.

Procedures the foreign national must complete

Obtaining a Certificate of Authorization for Employment (optional but strongly recommended)

A Certificate of Authorization for Employment is a document in which the Immigration Services Agency of Japan certifies that the foreign national may engage in specified work under their status of residence. Obtaining it is not mandatory, but it is strongly recommended so the new employer can confirm that the employment is lawful.

By confirming the Certificate of Authorization for Employment, a company can reduce the risk of the offense of promoting illegal employment. Documents required for the application include the application form, residence card, and a copy of the employment contract with the prospective employer. You can also check the latest procedural information on the Immigration Services Agency of Japan Specified Skilled Worker page.

Submitting a notification of change of affiliated organization (within 14 days of the job-change date)

When a job change is completed, the foreign national must submit a “Notification of Change of the Affiliated Organization of a Mid- to Long-Term Resident” to the Immigration Services Agency of Japan within 14 days of the job-change date. Submission methods are mail, in-person at a counter, or online application (Residence Application Online System). Failure to file this notification may adversely affect applications for renewal or change of status of residence.

Procedures the new (hiring) employer must complete

Concluding a Specified Skilled Worker employment contract

To employ a Specified Skilled Worker, the company must conclude a Specified Skilled Worker employment contract that includes the legally required particulars. Remuneration must be equal to or higher than that of Japanese nationals engaged in the same work; employment at an unfairly low wage is not permitted.

Preparing a new Support Plan for Specified Skilled Workers (i)

Companies that accept Specified Skilled Worker (i) are obligated to prepare a Support Plan for Specified Skilled Workers (i) that includes 10 mandatory support items. These include pre-employment guidance, a living orientation, systems for consultations and complaints, and regular interviews. If in-house implementation is difficult, the work may be outsourced to a Registered Support Organization.

YourBright, as a Registered Support Organization (registration number: 19-登-000992), provides end-to-end support from drafting through implementing support plans. See details of our international talent business here.

Notification to the Immigration Services Agency of Japan (within 15 days of the start of acceptance)

A company that newly accepts a Specified Skilled Worker is obligated to file a notification with the Immigration Services Agency of Japan within 15 days of the start of acceptance. Notification documents include a copy of the employment contract, the support plan, and related materials. After employment begins, do not forget that quarterly periodic notifications are also required.

Notification of the employment status of foreign nationals to Hello Work

Under the system for notification of the employment status of foreign nationals established by the Ministry of Health, Labour and Welfare, a company that employs a foreign national must file a notification with Hello Work (Public Employment Security Office) by the 10th of the following month. For those covered by employment insurance, enter the information on the acquisition-of-eligibility notification; for those not covered, use the dedicated form.

For the overall flow of procedures when hiring foreign nationals, also see how to hire foreign nationals: methods and process.

Points the Hiring Employer Should Confirm Before Making an Offer

When hiring a job changer (Specified Skilled Worker), always confirm the following points before making an offer. From a compliance standpoint, advance confirmation is not a formality but essential practice.

Validity period of the residence card and type of status of residence

Confirm that the status of residence stated on the residence card is “Specified Skilled Worker (i)” or “Specified Skilled Worker (ii).” If the period of stay is nearing expiration, align the timing of the renewal application with the hiring schedule in advance.

Fit with the field in which work is authorized

Confirm that the duties you intend to assign match the specified industrial field authorized under the person’s status of residence. Regardless of whether the field is the same, an application for permission to change status of residence is required when changing the affiliated organization. When moving to a different field, the requirements of the destination field must also be met. Always have the person start work only after permission is granted.

Confirming and retaining the Certificate of Authorization for Employment

If a Certificate of Authorization for Employment is available, retain a copy. Even if there is none, obtain and retain copies of the residence card and the permission notice. These serve as evidence that the company confirmed lawfulness and can play an important role if issues arise.

Handover of support records from the previous employer

Taking over support records prepared by the previous accepting organization or Registered Support Organization, to the extent possible, makes post-hire support smoother. Appropriate care is required, however, in handling personal information.

Five Measures to Improve Retention of Specified Skilled Workers

Because job changes are permitted under the system, improving retention is an important management issue for accepting organizations. To recover hiring costs and keep operations stable, we recommend putting the following measures in place early.

1. Establish equal-or-better treatment and a regular pay-raise framework

Remuneration for Specified Skilled Workers must be equal to or higher than that of Japanese nationals engaged in the same work. Treat this level as a floor, not a ceiling, and put in place regular raises and bonuses to secure and retain talented people. Dissatisfaction with treatment is one of the main drivers of job changes.

2. Present a career path toward Specified Skilled Worker (ii) or long-term employment

Specified Skilled Worker (i) has a total stay cap of five years, but transition to Specified Skilled Worker (ii) is possible if requirements are met. For international talent who wish to continue working in Japan, a company that presents a long-term career vision greatly strengthens post-hire motivation to stay.

3. Build a living-support framework

Getting settled in Japan requires substantial support, including finding housing, opening a bank account, and contracting a mobile phone. Building a living-support framework in partnership with a Registered Support Organization reduces anxiety right after joining and lowers the risk of early departure.

4. Establish a multilingual consultation desk

Communication breakdowns caused by language barriers lead to isolation at work and a desire to leave. Regular interviews with staff who speak the worker’s native language and a multilingual consultation desk help identify and resolve dissatisfaction and problems early. YourBright provides a follow-up framework staffed by native-language speakers.

5. Promote cross-cultural understanding across the company

Creating a workplace where international talent can work with peace of mind must be advanced as a company-wide effort. Cross-cultural understanding training for existing Japanese staff and an organizational culture in which international talent can speak up form the foundation for higher retention.

Summary

Key points on job changes by Specified Skilled Workers are summarized below.

  • Specified Skilled Workers may change jobs within the same field if requirements are met, but changing the affiliated organization requires an application for permission to change status of residence. Work at the new employer may not begin before permission is granted.
  • When changing to a different field, in addition to the application for permission to change status of residence, confirm requirements such as the skills exam and Japanese-language exam required in the destination field.
  • The foreign national is obligated to submit a notification of change of affiliated organization to the Immigration Services Agency of Japan within 14 days of the job-change date.
  • The new employer must conclude a Specified Skilled Worker employment contract, prepare a new support plan, file a notification with the Immigration Services Agency of Japan (within 15 days), and file a Hello Work notification.
  • Effective measures to improve retention include appropriate treatment, presenting a career path, robust living support, a multilingual consultation desk, and promoting cross-cultural understanding.

If you need help with hiring Specified Skilled Workers or handling job changes, please feel free to contact YourBright. As a Registered Support Organization (19-登-000992), we provide end-to-end support from hiring through post-hire retention. Initial and operating fees are ¥0. For phone inquiries, call 03-6908-6143 (hours: 9:00–18:00).