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[Complete Guide]
What is the "Specified Skilled Worker System" for foreign workers?
[2024 Update] What is the Specified Skilled Worker System? A Simple Overview
[2024 Update] What is the Specified Skilled Worker System? A Simple Overview
"We're facing a serious labor shortage and are considering hiring foreign talent, but I don't know which system to use." "I've heard the term 'Specified Skilled Worker,' but how does it differ from technical intern training?"
This document provides a clear overview of the Specified Skilled Worker System for business representatives with such questions.
1. Purpose of the Specified Skilled Worker System (Why was this system established?)
The Specified Skilled Worker System is a residence status established in April 2019 to address Japan's serious labor shortage. The underlying cause is the decline in Japan's working-age population. Labor shortages are particularly severe among small and medium-sized enterprises and small businesses, often affecting business continuity. To address this situation, the system aims to accept foreign talent who can immediately contribute to specific industries.
The key point of this system is that it targets foreign talent with skills that require a considerable degree of knowledge or experience, rather than simply supplementing the labor force. Therefore, the fields eligible for acceptance are limited to 16 designated industries that have been identified as experiencing particularly severe labor shortages.
<The 16 fields eligible for Specified Skills Category 1>
Nursing care
Building cleaning
Materials, industrial machinery, and electrical, electronic, and information-related manufacturing
Construction
Shipbuilding and marine equipment
Automobile maintenance
Aviation
Accommodation
Agriculture
Fishing
Food and beverage manufacturing
Restaurant industry
Automobile transportation
Railway
Forestry
Wood industry
2. Differences from Technical Intern Training (Most Common Point of Confusion)
The program most commonly confused with Specified Skills is the "Technical Intern Training" program. However, the two programs have fundamentally different objectives.
[Explanation]
The Technical Intern Training Program is an "international contribution" program aimed at transferring Japanese technology and knowledge to developing countries. As a result, trainees are both "workers" and "learners," and as a general rule, they are not allowed to change jobs.
On the other hand, the Specified Skilled Worker Program is a program specifically designed to accept foreign talent as "workers." Therefore, trainees are required to possess certain skills and Japanese language proficiency, and their worker rights are guaranteed. Individuals are free to change jobs of their own volition within the same industry.
It is important to understand that the fundamental positioning of the Specified Skilled Worker Program, which aims to "secure labor," and the Technical Intern Training Program, which aims to "transfer skills," is fundamentally different.
3. Benefits of the Specified Skilled Worker Program (Advantages for Companies)
Utilizing the Specified Skilled Worker Program offers many benefits for companies struggling with labor shortages.
Securing Work-Ready Talent: Specified skilled foreign workers have the necessary skills and have passed the Japanese Language Proficiency Test, meaning they can contribute immediately to the workplace. This eliminates the need for training from scratch, significantly reducing training costs and time.
Full-time direct employment: Companies enter into employment contracts directly with foreign talent. They can be hired as full-time, permanent employees, just like Japanese nationals, and can be expected to have a stable, long-term workforce.
Settling into the workforce through long-term employment: The maximum period of stay for "Specified Skills 1" is five years. Furthermore, if they can transition to "Specified Skills 2," which requires highly skilled skills, there is no limit on the period of stay renewal, and permanent employment is possible. They have the potential to settle in and play an active role as core personnel who will lead the company's future.
Acceptance of Technical Intern Training Graduates: Foreigners who successfully complete Technical Intern Training 2 are exempt from the skills test and Japanese language test for Specified Skills 1. Since they are already accustomed to Japanese culture and the work environment, their acceptance is extremely smooth.
Engagement in a wide range of tasks: Under the Technical Intern Training Program, trainees cannot be engaged in tasks other than those specified in their training plan. On the other hand, with the Specified Skilled Worker system, in addition to their main job, they can be flexibly engaged in related ancillary tasks (e.g., transporting raw materials or cleaning in the manufacturing industry), allowing for a wider range of potential activities.
The above is an overview of the Specified Skilled Worker system. Please make sure you understand the purpose of the system, how it differs from technical intern training, and the benefits to companies, and consider accepting foreign Specified Skilled Workers as part of your company's human resources strategy.
Leave the recruitment of "specific skilled foreign nationals" to the experts!
Recruitment process and full support from administrative scriveners
Recruitment process and full support from administrative scriveners
Have you ever thought, "I want to hire a foreign national with specified skills, but I don't know where to start," or "I'm worried because the procedures seem complicated?"
Hiring a foreign national with specified skills requires strict procedures based on the Immigration Control Act (Immigration Act), as well as ongoing support that continues even after hiring. This process involves the preparation of many specialized documents and applications, and it would be a huge burden for companies to do everything on their own.
As experts in immigration procedures, we, administrative scriveners, provide full support throughout this complex process, creating an environment where companies can focus on their core business with peace of mind.
The process for hiring specific skilled foreign workers [Complete guide]
The process for hiring specific skilled foreign workers [Complete guide]
The recruitment process is broken down into five main steps. Find out how we can help you at each step.
STEP 1
Securing Talent and Confirming Requirements
[What Companies Do]
First, search for foreign talent you want to hire. You can use a recruitment agency or contact former trainees who have completed Technical Intern Training Program No. 2. Once you find a candidate, confirm whether they meet the requirements for the Specified Skilled Worker (e.g., passing a skills test and Japanese language test).
✅[Support from an Administrative Scrivener]
Accurate Advice on Requirements Confirmation: We will accurately determine from an expert perspective whether the candidate meets the qualification requirements for the Specified Skilled Worker.
Collaboration with Recruitment Agencies: We can also provide information on selecting a reliable recruitment agency, if necessary.
Recruitment Plan Proposal: We will propose the optimal recruitment plan tailored to your company's situation.
STEP 2
Concluding an Employment Contract and Developing a Support Plan
[Company Responsibilities]
Enter into an employment contract with the candidate. This contract must meet legally mandated standards, including compensation equal to or greater than that of Japanese nationals.
At the same time, a "Type 1 Specified Skilled Worker Support Plan" will be prepared to support the foreign worker after hiring.
✅[Support from an Administrative Scrivener]
Support for the Preparation of a Legal Employment Contract: We support or review the preparation of a flawless employment contract that complies with immigration and labor-related laws. This prevents future problems.
Complete "Support Plan" Preparation: We will prepare a support plan covering the 10 legally mandated support items (pre-registration guidance, transportation, housing, assistance with official procedures, etc.). This is one of the most important documents in the specified skills application process.
STEP 3
Apply to the Immigration Bureau
[Company Tasks]
Gather all the necessary documents and submit an application for a Certificate of Eligibility (if bringing someone from overseas) or a Change of Status of Residence (if hiring someone in Japan) to the Immigration Bureau in your jurisdiction.
✅[Support from an Administrative Scrivener]
Preparation of Complete Application Documents and Submission on Your Behalf: We will expertly and accurately prepare a comprehensive and complex set of application documents.
Submission by an Administrative Scrivener: Your company representative does not need to visit the immigration bureau. A qualified administrative scrivener will handle everything from application to receipt of the results.
Handling Inquiries from the Immigration Bureau: If the immigration bureau has additional questions or requests for documents after the application, we will act as a liaison and handle them smoothly.
STEP 4
Visa Issuance and Entry
[Company Actions]
(If bringing someone from overseas) Once the Immigration Bureau issues a Certificate of Eligibility, send it to the person. The person will then obtain a visa at the local Japanese embassy or consulate and enter Japan.
✅[Support from an Administrative Scrivener]
Procedures for the overseas person: We provide clear guidance on everything from sending the Certificate of Eligibility to the process at the local Japanese embassy, supporting a smooth arrival in Japan.
STEP 5
Start of Employment and Post-Hiring Obligations
[Company Responsibilities]
The foreign talent will begin working. After hiring, companies are required to provide support in accordance with the support plan they have formulated and submit reports to the Immigration Bureau every three months regarding the status of their support.
✅[Administrative Scrivener Support]
Preparation and Submission of Regular Notifications: We handle the annual notifications and other notifications that typically require a company's attention, ensuring compliance.
Renewal of Period of Stay: Of course, we can also handle renewal procedures before the expiration of the period of stay.
Continued Consultation on Labor and Living Issues: We provide ongoing advisory support for various questions and issues that arise after hiring.
Key point: If it is difficult to set up a support system in-house, you can also outsource the support to a registered support organization. Our office can introduce you to registered support organizations and assist you with the contract procedures.
Please feel free to contact us first.
When recruiting foreign nationals with specific skills, choosing a trustworthy partner is the key to success. We don't just handle the paperwork; we provide long-term support to help both companies and foreign talent build a secure and positive relationship.
The first consultation is free. It's okay even if you're not sure where to start. Please feel free to contact us first.
Q. Is there a consultation fee?
A. Your first phone or online consultation is free. First, please tell us in detail about your situation. We will then present you with the optimal plan and a clear estimate. There are no fees until you sign a contract, so please feel free to consult us.
Q. How long does it take from when we decide to hire someone until he/she start working?
A. The standard is 4 to 6 months if you are bringing someone over from overseas, and 2 to 3 months if you are hiring someone who lives in Japan. However, this will vary depending on the immigration bureau's screening process and the candidate's circumstances. Our office will begin preparing the application as soon as possible after receiving your request, so that you can start working as soon as possible.
Q. We are a local company. Can we make a request?
A. Yes, we can provide support nationwide. Currently, online consultations are the norm, so we can provide support of the same quality as face-to-face consultations, even to companies located in local areas. Please rest assured that our office will submit the application to the immigration bureau in your area.
Q. If a foreigner I hire quits soon after, will I get a refund?
A. Unfortunately, as the work is completed once the application to the Immigration Bureau is approved, we are unable to offer refunds as a general rule. However, our firm focuses on consulting at the recruitment stage and support for settling into the position to prevent mismatches. In the unlikely event that an emergency occurs, we will be happy to provide support for your next recruitment and other consultations.
Q. What is a registration support organization? Can you introduce me to one?
A. A registered support organization is an organization registered by the government (Immigration Services Agency) that implements support plans for foreign human resources on behalf of companies. If it is difficult for your company to provide support, you will need to outsource it to this organization. Yes, our office can introduce you to a reliable registered support organization that suits your industry and region. （Please refer to this URL of "Immigration Services Agency" https://www.moj.go.jp/isa/applications/ssw/nyuukokukanri07_00205.html?hl=en)
Q. When should I pay the fee?
A. As a general rule, half of the amount is paid as an initial fee when you sign the contract, and the remaining amount is paid when your application is approved and you receive your certificate of residence status. We will explain the details when we provide you with a quote.
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