Hiring Foreign Nationals Residing in Japan/Japan Immigration Support for HR

1. Hiring International Students

This is the most common route for employing foreign nationals in Japan. Since students are already based in Japan, language barriers are minimal. Many companies hire them with a view to future leadership roles in overseas branches.

Most students hold a “Student” status of residence, so upon graduation they must change to a work-eligible status such as “Engineer/Specialist in Humanities/International Services.”

2. Mid-Career Recruitment

This refers to hiring foreign nationals already employed at another company in Japan. It is common for technical engineers, where candidates are expected to possess job-ready skills and deliver immediate results.

In many cases, they already hold a valid work status such as “Engineer/Specialist in Humanities/International Services.” In such cases, no status change is needed until the next renewal.

3. Spouse or Relative of a Japanese National

Those with statuses such as “Spouse or Child of Japanese National,” “Permanent Resident,” or “Long-Term Resident” have unrestricted work rights. They can legally work in jobs that are not normally permitted under general work visas (e.g., factory work, manual labor).

Special visa procedures are rarely required, and hiring is almost the same as for Japanese nationals.

1. Status of Residence

Employers must confirm the candidate’s current status of residence and period of stay. This determines the necessary visa procedures post-hire. Whenever possible, verify using both their residence card and passport.

Note: residence card information may not always be up to date, as some updates are the responsibility of the holder. Checking only the card may be insufficient, but requesting a passport review raises privacy concerns—handle with care.

2. Required Procedures

For international students, a change of status is almost always required after graduation.

For job changers, if they already hold a work-eligible status, no immediate action may be needed. However, if their period of stay is expiring, an extension must be filed. Even when validity remains, some employers obtain a Certificate of Authorized Employment to minimize risk at renewal.

3. Eligibility for the Status

With the exception of unrestricted categories such as “Spouse/Child of Japanese National,” job duties must meet the eligibility requirements for the intended status. If they do not, the application will be denied, and continued employment could be considered illegal.

Always confirm in advance that the offered duties meet the requirements for the targeted status of residence.

1. Change of Status of Residence

Used to change the type of visa held, for example from “Student” to “Engineer/Specialist in Humanities/International Services.” Each status has strict eligibility criteria, and applications will be denied if requirements are not met.

2. Extension of Period of Stay

All statuses except “Permanent Resident” have fixed periods of stay (usually 1, 3, or 5 years). To remain beyond that, an extension application must be submitted.

Extensions may be straightforward (no changes in employer/duties) or complex (significant changes, essentially treated like a new application).

3. Certificate of Authorized Employment

If an employee already holds a valid work status and duties remain unchanged, no application is needed until renewal. However, if renewal is later denied, employment must end immediately.

To mitigate this risk, employers can apply for a Certificate of Authorized Employment, which confirms in advance that renewal is likely to be approved.

1. Eligibility Criteria

Statuses such as “Engineer/Specialist in Humanities/International Services” have strict eligibility rules. Actual job duties must match the requirements. If they do not, applications may be denied. Confirm duty alignment before hiring.

2. Company Size

Required documentation depends on company size. Immigration categorizes companies from Category 1 to 4. Listed companies often enjoy reduced requirements, while small and mid-sized unlisted firms must submit more supporting documents.

3. Employment Conditions

Employment terms also matter. Direct hires rarely face issues, but dispatch, subcontracting, or contract-based arrangements require careful handling. In addition, salaries must generally be equivalent to those of Japanese nationals performing similar work; significant disparities may cause problems.

＊ACROSEED’s services are available nationwide.
＊Discounts apply for multiple applications. Contact us for details.

If you are considering long-term outsourcing, please see the page below for details on discounted rates.

Outsource Visa Applications and Status Management

From onboarding to resignation, ACROSEED supports HR managers with comprehensive expertise in hiring and managing foreign employees. Services are tailored to each company’s structure and compliance needs.