FAQ

The operational guidelines will confirm requirements such as passing field-specific exams and completing Technical Intern Training No. 2, as well as age, residence history, conduct, etc. Please obtain and keep copies of the supporting documents.

It is effective to verify the authenticity of the certificate of passing the specific skills examination by checking the issue number, name, and date of birth, and by checking the official website of the examination organization. We also check for unnatural formatting and signs of alteration.Japan Immigration Topics

Check whether the work is covered by the notification and incorporate it into your job description. If necessary, check with an administrative scrivener or other professional.

The working conditions will be clearly stated using the Immigration Bureau Reference Form (Employment Contract/Terms of Employment) or the government form of Notice of Working Conditions.List of application and notification forms for specific skills

The employee must be paid the same or higher wage as the employee and must comply with the minimum wage. The breakdown of allowances and deductions must be clearly stated in the notice of working conditions.

When providing support for specific skills in-house, it is easier to build relationships with foreigners and understand their situation, and the quality of support can be tailored to your company's policies. On the other hand, when outsourcing to a registered support organization, specialized knowledge and multilingual support are readily available, reducing the burden. It is best to decide based on whether your company has a system for dealing with foreigners and language-savvy personnel, and the size of the workforce.

Please use the Immigration Services Agency's Support Plan for Type 1 Specified Skilled Foreign Workers reference form (Excel) and sample information.List of application and notification forms for Specified Skilled Worker

Reasonable expenses may be borne based on the individual's wishes, but this must be clearly stipulated in the contract and limited to a reasonable amount. The explanation and consent must be recorded in the Support Plan for Specified Skilled Workers No.1.Q&A regarding the Specified Skilled Worker System (Q81)

Japan International Trainee & Skilled Worker Cooperation Organization (JITCO) offers a group insurance contract called JITCO Insurance, which covers technical intern trainees and foreign nationals with specified skills in Japan in the event of illness or injury outside of working hours.JITCO's support services(Japanese only)

When recruiting, you should clearly state that the candidate must have passed the Japanese Language Proficiency Test N4 or above, but it is also desirable that the subsequent employment contract, support plan, Japanese language support system before and after entry into Japan, etc. be commensurate with this. Including in the job posting that Japanese language support will be available after employment will also give applicants a sense of security.

Prepare work rules, consultation desks, and training implementation policies, and explain them at the pre-entry orientation.Guidebooks for Daily Life and Work　P.19

The company is not necessarily required to rent and completely provide the housing itself, but it is obligated to provide support in securing housing, which may include finding a property, assistance with signing contracts, and providing guarantors.Q&A regarding the Specified Skilled Worker System (Q89,90,91)

The names and contact information of the support manager and support staff will be included in the support plan and made known to foreigners.

Companies are required to provide employment training in accordance with the Industrial Safety and Health Act, and are required to take into consideration the employee's understanding of Japanese and keep records.Safety and health management for foreign workers

In many fields, there is no clear upper limit on the number of people that can be accepted by each company or business establishment, but in the two fields of construction and nursing care, there is a limit on the number of specified skilled workers that can be accepted at each business establishment, based on the number of full-time Japanese and other employees.Q&A regarding the Specified Skilled Worker System (Q33)

Employers should refer to the Ministry of Health, Labor and Welfare's Points to Note Regarding the Acceptance of Specified Skilled Foreign Human Resources, and when entrusting overseas brokers with introducing workers, they should clearly state in the contract and conduct audits to prevent unauthorized placement, the collection of fees from job seekers, and the imposition of penalty fees.

The advance guidance for specified skilled workers is required to explain working conditions, job content, remuneration, support details, etc. in a language that the worker can understand before entering the country.Q&A regarding the Specified Skilled Worker System (Q84,85)

Obtain and use the latest form from the Immigration Services Agency's List of Application and Notification Forms for Specified Skilled Workers.List of application and notification forms for Specified Skilled Worker

Foreign nationals coming to Japan with specific skills will have their accepting organization apply for a Certificate of Eligibility before entering the country, and after the issuance, they will apply for a visa at the Japanese diplomatic mission. After entering the country, they will receive a residence card and can apply for an extension of their period of stay or a change of organization as necessary.Specific skill system

Foreigners already in Japan who wish to work as a specific skilled worker must apply for permission to change their residence status and submit documents such as passing a certification exam and an employment contract. Specific skill system

When hiring a specific skilled foreign worker, it is mandatory to issue a Notice of Working Conditions (Employment Conditions Document) when concluding an employment contract. In accordance with Article 15 of the Labor Standards Act, it is necessary to clearly state conditions such as wages, working hours, and holidays.

When employing a specified skilled foreign worker, the company must submit a notification of eligibility for health insurance and employee pension insurance to the pension office within five days of the date of employment, and also process employment insurance at the Hello Work office.Employees' Pension Insurance System and Employees' Health Insurance System

When employing a specified skilled foreign worker, the company must submit an Employment Insurance Insured Person Qualification Acquisition Notification to Hello Work within 10 days of the start date of employment.Employment Insurance Insured Person Qualification Acquisition Notification(Japanese Only)

To help foreign nationals with specific skills open bank accounts to receive their salaries, support managers will accompany them to financial institutions, assist them in filling out paperwork, and provide interpretation services.Guidebooks for Daily Life and Work　P.140

To ensure that foreign nationals with specific skills can move in smoothly, the accepting organization will secure housing or assist with the contract. If necessary, they will also arrange for an interpreter and a guarantor.Apartment Search Guidebook (for foreigners looking for homes in Japan)

Under the Specified Skilled Worker System, arranging air tickets is not an obligation, but you are required to provide necessary guidance and arrangements to ensure the person's safe arrival in Japan as travel support before coming to Japan.

Although there is no legal obligation to conduct a pre-employment medical examination under the Specified Skilled Worker System, a medical examination is required at the time of employment if the worker is to be employed as a permanent employee under the Industrial Safety and Health Act. The medical certificate required at the time of residence application is a document to confirm the worker's health status so that they can work as a Specified Skilled Worker, and is an administrative operational requirement separate from the legal medical examination obligation.Overview of health examinations based on the Industrial Safety and Health Act(Japanese Only)

When accepting specific skilled workers, the company will provide them with information about local hospitals, city hall, shopping, transportation, banks, consultation centers, and other living information in a language they can understand, so that they can live independently.Life orientation video

To ensure that foreigners can seek advice without anxiety, companies will set up consultation desks that are independent of their superiors, provide support in their native language, and have an interpreting system in place, and make it clear in advance that there will be no disadvantages for seeking advice.

To ensure that specific skilled foreign workers can contact the company immediately in the event of an accident or illness, a person who can be contacted 24 hours a day will be designated, and an emergency contact network with native language support and an interpreting system will be made known to the workers in advance in writing.

Regardless of whether the employees are foreign nationals with specific skills or not, companies with 10 or more employees are required to create and submit work rules.

The SSW system is based on the premise of immediate work readiness, and on-the-job training and Japanese language learning are not mandatory. However, it is recommended that a step-by-step training plan and Japanese language learning support be provided within the workplace to help employees settle in and understand the job.

Although this is not an obligation specific to the Specified Skilled Worker System, the Act on the Protection of Personal Information requires that personal information of foreigners be collected and used appropriately, so it is advisable to clearly state the purpose of use and obtain the individual's consent form in advance.

Yes, residence procedures can be outsourced to an administrative scrivener (application agent), etc. However, parts of the employment contract that the receiving organization is responsible for, such as explaining the contents of the employment contract and ensuring appropriate working conditions, cannot be outsourced.

It is very convenient as it can handle all notifications made by specific skills affiliation organizations or registered support organizations that accept foreigners with the residence status of "specific skills." Prior registration is required to use this service.What is the Immigration Services Agency's Electronic Notification System?

If a foreigner enters the country with a specific skill, some airports, such as Narita, Haneda, Chubu, and Kansai, will issue a residence card upon entry. At other airports, the card will be mailed after entry and resident registration. If the foreigner changes their residence status within the country, they can choose to either collect it at the counter or have it mailed after permission is granted.

Present your passport, visa, and Certificate of Eligibility at the landing inspection. If you are arriving at an airport that issues residence cards, you can register as a resident within 14 days of receiving your residence card, and begin working after registering your address.

Providing furniture and appliances is optional, not mandatory. However, it is desirable to provide a livable environment immediately after moving in, and it is common for a refrigerator, washing machine, lighting, bedding, curtains, etc. to be provided.

Although a mobile phone or SIM contract is not mandatory, it is desirable to help secure the means of communication necessary for daily life, and there are many examples of support such as accompanying customers to stores and providing contract support.

For advance payments and out-of-pocket expenses, the amount, purpose, and repayment method must be clearly stated, and after obtaining the individual's written consent, they must be recorded and managed in a ledger or similar. If deducting from salary, a labor-management agreement or the individual's consent is required, and care must be taken to ensure that the deduction amount does not place a strain on the individual's life. Repayments must be made in reasonable installments, and opaque "deductions" and large payments are prohibited. It is important to provide explanations in a language the individual can understand and to keep records.

The company provides information necessary for daily life, such as local hospitals, government offices, transportation, shopping, garbage disposal rules, and emergency contact information, along with maps, in easy-to-understand Japanese or the foreigner's native language.

An orientation session will be held promptly after joining the company. The company will explain working conditions, hospitals, administrative procedures, transportation, garbage disposal, disaster prevention, etc., confirm understanding, and keep a record of the explanation.Life orientation video

While an interpreter is not required, the company has an obligation to explain the content in a language that the employee can understand. The company must provide support as needed, such as an interpreter, easy Japanese, or translation tools.

Accompaniment from the airport to the residence is a required support in the support plan. This can be done by the company or outsourced to a registered support organization. Guidance and accompaniment are also required when using public transportation.

The goal of the first day is for foreigners to be able to "start working with peace of mind." Upon arriving at work, there should be a greeting and an introduction to the company, an explanation of working conditions, work rules, and payroll deductions, and information on safety and health training and disaster evacuation procedures. After the lunch break, uniforms should be distributed, employees can tour the workplace, experience simple tasks, and be introduced to senior employees. Finally, there should be time for questions and follow-up interviews. Using simple Japanese and native language support will help deepen understanding.

Under the Specified Skilled Worker System, collecting security deposits from foreign workers, entering into contracts that stipulate penalties for breach of labor contracts, and lending unreasonably large amounts of money are prohibited by law. This is to prevent foreign workers from being bound by unfavorable conditions and to ensure an appropriate working environment.

With Specified Skills No. 1, foreigners cannot bring their family members to Japan. However, if they become accustomed to the work, improve their skills, and are granted Specified Skills No. 2, they may be able to live in Japan with their family.

It should be clearly explained in advance in a language that specific skilled foreign workers can understand that a shift system means different working hours, breaks, and days off depending on the day. It should also specifically state the scheduled weekly working hours, the possibility of late-night or early-morning work, when the shift will be confirmed (e.g., one to two weeks' notice), how to contact workers in the event of changes, and whether or not allowances will be provided. If possible, actual shift examples should be provided and time set aside for questions to prevent misunderstandings and anxiety.

Foreigners are granted paid leave in the same way as Japanese people, and taking it is a worker's right. The number of days granted, how to take it, and application procedures are explained to employees at the time of joining the company, and they cannot be prevented from taking it.Key points for labor management in workplaces with foreign employees(Japanese Only) p.35

The cost of company housing and cafeterias must be clearly stated at the actual cost, and if they are to be deducted from salaries, a consent form must be obtained and the amount deducted must not be unreasonably high. Explain and record the cost so that the burden of living expenses is not excessive.

It is necessary to explain evacuation sites in the event of a disaster, how to contact the police and fire department, etc. in people's native language or easy Japanese, and to share local disaster prevention information.

As a general rule, the accepting company or registration support organization will accompany the person when registering as a resident (notifying a move-in). Specific skilled workers are required to undergo "life orientation" and "support for public procedures," and will support the person in filling out paperwork at the city/ward/town/village office, confirming their address, and receiving their My Number notification. It is important that the accompanying person can explain things in Japanese and that a system is in place to allow the person to complete the procedures without anxiety.

You can check the validity of your residence card by entering the number and date of birth into the "Residence Card Number Expiration Information Enquiry System" (Immigration Services Agency). Another effective method is to use an IC chip-compatible card reader to check that the information on the card matches the electronic information. Furthermore, you can visually check the anti-counterfeiting features, such as the font, hologram, and texture.Japan Immigration Topics

Regarding social insurance (health insurance and employee pension insurance), companies must submit a "Qualification Acquisition Notification" to the pension office within five days of the start date of employment (the start date of the employment contract). Delays in this process will result in retroactive procedures and guidance, so once the start date is decided, you should prepare this as soon as possible.

The "Notification of Qualification Acquisition" for Employment Insurance must be submitted to the Hello Work office in the jurisdiction of the workplace within 10 days of becoming an insured person (the date of employment). Specified skilled foreign nationals are subject to the same application as other workers, and delays will result in the hassle of guidance and procedures, so it is important to prepare at the same time as the employment procedures. This also serves as a notification of the employment status of foreign nationals.

For specific skills workers, any changes to working conditions must be clearly stated (in writing). When the contents of the employment contract (wages, working hours, job content, work location, etc.) change, a new notice of working conditions must be provided to the worker in accordance with the Labor Standards Act, explaining the changes. In addition, the "Specified Skilled Worker Employment Contract" and "Support Plan" must also be revised depending on the changes.Notice of Employment

For safety and health training, the date and time, location, content, instructor's name, and participant names are kept in written or digital form as "training implementation records." Participants' signatures or seals are obtained, and training materials (handouts and slides) are also stored. In accordance with the Industrial Safety and Health Act, these records are kept for a certain period of time even after employees leave the company, in preparation for audits and guidance.

For specific skills workers, assistance with opening a bank account and signing a mobile phone contract is mandatory. Registered support organizations or accepting companies will accompany the worker through the procedures and provide necessary explanations in a language the worker can understand so that the worker can live in Japan. However, please note that the final decision on the contract is up to the worker.

While the Life Orientation itself is mandatory, submitting the "Life Orientation Confirmation Form" is not. However, in preparation for review and guidance by the Immigration Services Agency, it is required to record the date and time of the orientation, the content, the language used, the person who gave the explanation, and the individual's level of understanding, and to keep it signed by the individual. Creating and storing this document is essential in practice for audit purposes as proof of implementation based on the support plan.

Under the Specified Skilled Worker System, it is necessary to publicize reporting and consultation hotlines so that foreigners can safely seek advice in the event of trouble. Specifically, contact information for the Immigration Bureau's "Foreign Residents General Information Center," which can provide support in their native language, the Labor Standards Inspection Office, and local government consultation hotlines should be shared in work regulations, lifestyle orientation materials, notices in dormitories, LINE groups, etc. It is important to explain things in a language that the person can understand, based on a support plan.

Under the Specified Skilled Worker System, upon joining the company, the employee is required to be provided with an explanation of their commuter route and transportation expenses in a language they can understand. Specifically, this includes the recommended route from home to work, how to use public transportation, the conditions for purchasing a commuter pass and receiving transportation expenses, the maximum amount, how to settle the payment, and what to do in the event of a delay. Providing maps, photos, and accompanying the employee on-site are also effective.

There is no problem with creating work rules in Japanese, but it is advisable to explain them using simple language, illustrations, and supplementary materials in the employee's native language so that foreigners can understand the content.The Model Rules of Employment

A small amount of tax and social insurance is deducted from your salary every month. This is the same for everyone working in Japan. Health insurance reduces hospital costs, and pensions are a system that will give you money back in the future or after you return to your home country. It will be easier to understand if you briefly explain, while looking at your pay slip together, that "this is for when you're sick" and "this is for the future."

Employers must clearly and easily communicate to specific skilled workers where to evacuate in the event of a disaster through "orientation upon entry" and "regular disaster prevention drills." Specifically, they must thoroughly inform workers of the nearest designated emergency evacuation site, evacuation routes, and contact methods using maps and multilingual materials. This is an important point that should also be included in support plans.

Explain to foreign employees in detail, using work schedules and examples, the start and end times, break times, and how to contact the company if they will be late or leaving early, and make it clear that they must contact the company in advance.

Under the Specified Skilled Worker System, interviews are conducted at least once every three months to check the living and working conditions of the individual. Records of the details, issues, and responses are kept and can be presented to the immigration authorities if necessary.

Companies should provide information on Japanese language study times and materials, and introduce local classrooms and online learning options. They should also carefully teach employees the language they will use at work.

Accompanying the person to the local government office for moving-in procedures, social insurance, and initial hospital visits is an obligation under the support plan. This can be done by the affiliated organization or outsourced to a registered support organization.

When a complaint of bullying or discrimination is made, the company must first carefully listen to the situation from the person involved and confirm the facts. After that, the company will work with the relevant departments to take necessary measures to improve the work environment, such as reassignment or guidance. The content of the complaint and the progress of the response will be recorded, and the person will be informed that there is a consultation service available where they can feel safe. It is also important to connect the person to local government, legal support centers, or multilingual consultation services as needed.

For specified skills workers, if they need to relocate, employers provide advice on finding housing, explain points to note when signing a rental contract, and provide support for filing moving-in and moving-out notifications and guiding them through procedures for servicing essential utilities such as water and electricity. They also accompany foreign workers to government offices and real estate agencies if they have language concerns. It is important to organize the procedure and necessary documents in advance and provide support so that the foreign worker can continue on their own.

If the employee continues to be absent due to illness, the company should first carefully check with the employee regarding their physical condition and treatment status, and encourage them to visit a hospital if necessary. The company should explain how paid leave and absences are handled in accordance with the workplace's rules of employment, and also provide interpretation support to avoid any misunderstandings. If the absence is expected to be prolonged, adjustments to work content and shifts, as well as a target date for returning to work, should be discussed and a record must be kept. It is also important to clarify contact methods to prevent unauthorized absences, and to connect employees to local governments or multilingual consultation centers if physical or mental illness is the underlying cause.

When a workplace accident occurs, the first priority is to provide medical care to the injured person and have them examined by a medical institution. After that, the facts are confirmed and the "workers' compensation claim procedure" for workers' compensation insurance is carried out. If time off work is required, the employee will be explained about the compensation benefits for time off work, and the explanation will be given in simple Japanese or a language that the employee can understand so as not to put the employee at a disadvantage. It is important to record the circumstances of the accident and measures to prevent recurrence and use this information to promote workplace safety education and improvements.What to do if a foreign worker becomes sick or injured due to work?

Yes, it is possible. However, under the Specified Skilled Worker System, even if the status of residence and specified industry field remain the same, if the employer changes, an application for permission to change the status of residence is required.

The Specified Skilled Worker System requires direct employment by an employer as a general rule, and does not allow Haken. However, there are two exceptions: "agriculture" and "fishery." Due to the nature of the business (such as seasonality and fluctuations in workload due to weather), temporary employment is permitted if certain requirements are met.

Under the Specified Skilled Worker System, it is possible to deduct dormitory fees, water, electricity, and gas costs, etc. from wages, but this must be equivalent to the actual cost and must be agreed to in writing by both labor and management. Excessive deductions or amounts set above the market rate are considered improper deductions, so care must be taken to avoid falling below the minimum wage. An agreement regarding wage deductions (Article 24 of the Labor Standards Act) must be concluded between labor and management, and the agreement must be explained to the employee in their native language.

Under the Specified Skilled Worker (SSW) system, employers are required, pursuant to the Industrial Safety and Health Act, to provide occupational safety and health training to foreign workers. When conducting such training, it is strongly recommended that employers use clear and comprehensible methods—such as providing instruction in the worker's native language or using audiovisual materials—to ensure proper understanding by foreign workers who do not have sufficient Japanese language proficiency.These requirements are explicitly stated in guidelines issued by the Ministry of Health, Labour and Welfare as well as in the 14th Occupational Accident Prevention Plan, and they constitute an important duty of care aimed at preventing industrial accidents involving foreign workers. While multilingualization itself is not an independent statutory obligation, it is regarded as an essential consideration in fulfilling the employer's obligation to ensure that workers fully understand safety instructions. Failure to take such measures may be deemed a violation of the employer’s duty to ensure workplace safety.

As a general rule, unnecessary calls and excessive contact at night or on holidays should be avoided. The scope of contact that only needs to be made in emergencies (disasters, accidents, sudden illness, etc.) should be clearly defined, and the rule that normal contact should be made during working hours should be explained in the work regulations and lifestyle orientation. When using chat groups, it is expected that private time should be respected, such as not forcing employees to read messages or reply immediately.

Foreigners who are salaried workers are also subject to year-end tax adjustments. The required documents vary depending on whether or not they have dependents and whether they are deemed non-residents, so you will need to confirm the foreigner's residence status and where their family resides before providing details.

FRESC (Foreign Residents Support Center) is a public one-stop support center for foreigners and the companies that accept them, operated in collaboration with multiple organizations, including the Ministry of Justice and the Immigration Bureau. It provides free consultations in multiple languages ​​regarding residence status, labor, daily life, trouble consultations, and administrative procedures. It is recommended that organizations affiliated with specific skilled workers publicize the FRESC consultation service in their native language during their daily life orientation, and utilize it as a third-party point of contact when problems arise.Foreign Resident Support Center

Under the Specified Skilled Worker System, companies are required to make efforts to consider the culture, religion, and special occasions of foreign workers. Specifically, this includes taking time off for family events such as funerals and weddings, understanding prayer times and dietary restrictions (Halal, etc.), and consulting about religious holidays. However, it is important to respond flexibly in accordance with work regulations and work adjustment rules, as long as it does not interfere with work. To avoid discriminatory treatment, all employees will be made aware of this and the system will be implemented fairly.

Under the Specified Skilled Worker System, employers should not unilaterally prohibit the management of information such as posting on social media, but should clearly explain confidentiality obligations and privacy protections while respecting the individual's freedom of expression. Work regulations and lifestyle orientations should inform employees in multiple languages ​​about areas where photography is prohibited, how to handle customer information and internal documents, and how to obtain consent before posting photos of colleagues. In the event of a problem, the first course of action should be education and consultation, rather than disciplinary action.

If a specific skilled foreign worker becomes pregnant, the employer must not dismiss her, terminate her contract, or force her to return to her home country on the grounds of pregnancy. First, the employer must carefully confirm the worker's wishes, determine whether she can continue working, taking safety into consideration, and, if necessary, transfer her to a new position or reduce her workload. They must also provide information on maternity leave, childcare leave, and other systems similar to those available to Japanese workers, and provide support with medical checkups and administrative procedures. Working with registered support organizations to create an environment where it is easy to seek advice in multiple languages ​​will help prevent isolation and trouble.Japan Immigration Topics

Even under the Specified Skilled Worker System, overtime work exceeding the upper limit set by the Article 36 Agreement is not permitted. If the upper limit is exceeded, the conclusion and notification of the Article 36 Agreement with special clauses is required. However, this is limited to temporary or extraordinary reasons, and it is illegal to make it a regular occurrence. Excessive overtime work can also lead to an evaluation of violation of the Labor Standards Act during the continued residence review, so it is important to keep records of work performance and adjust workloads.

The following items are mainly included. Please note that this notification is now required to be submitted once a year (until March 2025, it was submitted on a quarterly basis).　--1. Notification regarding acceptance, activities, and implementation of support--　 This document reports the status of acceptance of Specified Skilled Workers and the details of the support being provided.　--2. Copies of wage ledgers--　 Copies of the wage ledger of the Specified Skilled Worker concerned, as well as copies of the wage ledger of a Japanese employee used for comparison.　--3. Records of support implementation-- These are not required if support services are outsourced to a Registered Support Organization. However, if the employer provides support directly, records such as periodic interview records (for the foreign worker and for the supervisor) and consultation records must be submitted.All of the above documents must be compiled and submitted for the relevant period (from April 1 to March 31 of the following year) during the submission window of April 1 to May 31 of the following fiscal year. Notification by specific skills affiliation organization/registered support organization (documents to be submitted)

In the Specified Skilled Worker (SSW) system, a wide range of documents is required when applying for an extension of the period of stay. These documents are broadly divided into those related to the foreign national and those related to the accepting organization (Specified Skilled Worker accepting organization). Documents related to the foreign national mainly include the application for permission to extend the period of stay (the prescribed form), a photograph measuring 4 cm by 3 cm, and the presentation of the passport and residence card. In addition, documents proving income and tax payment status, such as a resident tax certificate of taxation and a tax payment certificate, are required. The documents required from the accepting organization are more extensive. These include an outline of the Specified Skilled Worker accepting organization, a certificate of registered matters (for corporations), copies of residence certificates of officers and written pledges, copies of the employment contract and documents describing employment conditions, and copies of the most recent financial statements and the statutory report summary (法定調書合計表). Furthermore, various documents demonstrating appropriate employment management are indispensable, such as materials proving the payment status of social insurance premiums and documents showing the payment of wages. It is important to check the latest forms and requirements on the website of the Immigration Services Agency of Japan and to prepare all documents accurately and without deficiencies.Residence status "Specified Skilled Worker"

Whether a notification is required depends on the nature of the changes made to the support plan.In principle, notification is required: for significant changes that affect the core of the plan—such as changes to the support content or implementation methods, or a change in the registered support organization—a "Notification of Change to the Support Plan" must be submitted without delay. Minor changes do not require notification: certain minor changes, such as a change in the person in charge of interviews, or a delay in the start date of employment from the original schedule where the duration of the employment contract itself is not shortened, may not require notification. If a significant change occurs, a notification must be submitted to the competent regional immigration office within 14 days from the date the change arises. Failure to submit the required notification may result in penalties (administrative fines), so caution is required.Notification by specific skills affiliation organization/registered support organization (documents to be submitted)

Yes, in principle, notification is required. Change of workplace:If the place of employment (such as the business establishment or dispatch destination) changes, a "Notification of Change to the Specified Skilled Worker Employment Contract" must be submitted to the Immigration Services Agency of Japan within 14 days from the date the change occurs. Change in wages: If there is a change that is favorable to the foreign worker, such as an increase in the base salary, notification is no longer required. However, if there is a change that is unfavorable to the foreign worker, such as a reduction in the base salary or the abolition of allowances, notification is still required as before. Failure to submit the required notification may result in administrative guidance or penalties, so it is important to complete the procedures properly.Notification by specific skills affiliation organization/registered support organization (documents to be submitted)

When an employee resigns or is dismissed, the employer must first submit a notification of loss of eligibility for employment insurance and a notice of separation from employment to Hello Work, and a notification of loss of eligibility for social insurance to the pension office. The employer must collect the employee's health insurance card. After retirement, resident taxes will be switched from being deducted from the payroll to being paid by the employee, so the employer must confirm this with the city, ward, town, or village as necessary. The employer must also issue the employee a tax withholding slip. Foreign nationals, including those with specific skills, must notify the immigration bureau within 14 days of the end of their employment contract.Notification by specific skills affiliation organization/registered support organization (documents to be submitted)

The Specified Skilled Worker No. 1 visa requires assistance with securing housing and accompanying the worker in completing various contracts. Therefore, when changing addresses due to relocation, if there are difficulties with contracts and procedures, assistance is required as needed. Specifically, this includes advice on finding a new home, witnessing rental contracts, filing moving-in/moving-out notices at the local government office, and assistance with procedures for accessing utilities such as electricity and gas. The support provided will be adjusted according to the individual's situation, taking into consideration their independence.

If you change the support manager for a Specified Skilled Worker (i) status, you must notify the Immigration Bureau. You must submit a "Notification of Support Plan (Form No. 4)" within 14 days of the change. The same applies if you have outsourced support to a registered support organization; you must demonstrate that the support system continues to be appropriate. Failure to notify may result in your status being deemed to be non-compliant.Notification by specific skills affiliation organization/registered support organization (documents to be submitted)

As a general rule, Specified Skilled Worker No. 1 does not allow family members to accompany the worker. To live in Japan with family members, the worker must be transferred to Specified Skilled Worker No. 2. However, if family members obtain a different residence status (study abroad, short-term visitor, work, etc.), they must go through the immigration procedures separately. If an employee wishes to accompany their family, it is important to prepare early on a plan for future transfer to No. 2 and a skills evaluation plan at the workplace.

When a specific skilled foreign national requests a transfer, the company should first carefully investigate the reasons and circumstances and consider whether improvements can be made within the workplace. If a transfer is still appropriate, the foreign national must find a new place to work, and the current organization must notify the immigration authorities of the termination of the contract. If there is a registered support organization, they will assist with the procedures and provide information related to the transfer.

Since specific skilled foreigners are required to work full-time, they are not permitted to engage in activities outside of their status of residence.

If a Specified Skilled Worker renews their passport, no special notification to the Immigration Services Agency of Japan is required. However, for future immigration procedures—such as an application for extension of the period of stay—both the old and the new passports must be presented and submitted. It is important to keep the newly issued passport carefully and ensure that it can be presented at any time when required for immigration procedures. In addition, a change in the passport number does not affect the information recorded on the residence card, so no notification of change to the residence card details is necessary.

When a specific skilled worker resigns, they must settle unpaid wages, overtime pay, night work allowances, etc. in accordance with the Labor Standards Act, just like Japanese nationals. Unused paid leave is not required to be purchased, but it must be paid in accordance with the company's rules and regulations. Social insurance and employment insurance qualifications will be terminated, and if there are housing expenses or company advances (rent, entry expenses, etc.), these will be clearly settled based on receipts, etc. It is advisable to inform the individual about how their residence status will be handled after they resign.

When a specific skilled foreign worker resigns, if requested by the individual, the employer is obligated to issue a "Certificate of Resignation" (Article 22 of the Labor Standards Act). Items to be included are limited to those requested by the individual, such as period of employment, job content, and wages. In addition, when changing jobs or applying for a change of residence status, it may be necessary to submit a "Certificate of Employment" or "Certificate of Affiliated Institution, etc." There are no specific format requirements, but it is important to clearly state the company name, representative name, and seal, and to prepare it accurately and based on the facts.

Specified Skilled Workers are required to enroll in Japan’s public pension system. When they withdraw from this pension system, they may receive a Lump-sum Withdrawal Payment. By submitting an application within two years from the date they cease to have a registered address in Japan (the date of departure), they can receive a refund of part of the pension premiums paid, based on their total period of coverage. However, the lump-sum withdrawal payment is subject to taxation. Therefore, it is necessary to appoint a tax representative before leaving Japan and to pay the applicable withholding income tax. In addition, for nationals of countries that have a social security agreement with Japan, the payment may not be available depending on the terms of the agreement, so advance confirmation is required.

When a Specified Skilled Worker resigns partway through the year, the tax procedures are the same as those for Japanese employees. First, the employer must issue a withholding tax statement (certificate of earnings and tax withheld) to the employee within one month of the resignation date. This document is required if the individual undergoes a year-end tax adjustment at a new employer or files a final income tax return on their own. Regarding resident tax, the handling differs depending on the timing of the resignation. If the resignation occurs between January 1 and May 31, the remaining annual resident tax must be collected in a lump sum from the final salary or severance pay. If the resignation occurs between June 1 and December 31, the individual may switch to ordinary collection, under which they pay the tax themselves, or, with the individual’s consent, the employer may collect the remaining amount in a lump sum. In all cases, the employer must submit a “Notification of Change for a Salary Income Earner (Payroll Report / Special Collection)” to the relevant municipal office to complete the procedures. As a general rule, year-end tax adjustment is not conducted by the employer because the employee does not remain employed through the end of the year. If the individual does not work at another workplace during the same year, or has multiple employers, they can settle their income tax and receive any refund by filing a final tax return. Furthermore, if the individual leaves Japan after resignation and no longer has a registered address in Japan, they must appoint a tax representative in order to pay resident tax and other taxes.