Learn more about sponsoring visas for employees to work in Japan from some of these frequently asked questions.
Table of contents
Work visa and permits
Are all employees required to present their employment contract to apply for a working visa?
Not all, only those that fall under these categories are required to do so:
- Instructor
- Researcher
- Engineer/Specialist in humanities/International services (EHI)
- Nursing care
- Skilled labor
- Specified skilled worker (SSW)
- Technical intern training (TIT)
- Highly skilled professional (HSP)
More categories can be found here.
What is the maximum period of stay that the working visa provides?
For most categories, 3 to 5 years. Only TIT is allowed a maximum of 1 year.
Can family members of foreign employees be allowed to stay with a dependent visa status?
Yes except for technical interns and SSW category employees.
What is the process to obtain a working visa?
A Certificate of Eligibility (COE) needs to be obtained by the employer at the relevant regional immigration bureau by the Immigration Services Agency of Japan (ISA Japan). The COE review process usually takes 2 to 8 weeks.
Upon obtaining the COE, the employee can apply for a working visa from the employee’s local Japanese embassy or consulate. If the employee is already in Japan at this time, a temporary visitor status may be granted by some regional immigration offices. The visa review process usually takes 3 to 7 days.
Note: Obtaining the visa is not guaranteed even with the COE.
Are there any procedures upon the employee’s arrival in Japan?
A landing examination is required at Japanese international airports. Upon success, a residence card and landing permission will be issued. The employee then needs to register at the closest municipal office of their residence.
Employers too need to notify the local public employment security office and Ministry of Health, Labour and Welfare (MHLW) about the foreign employee’s arrival and employment start date.
Labor market regulation
Are there any conditions to be fulfilled for the work visa?
Each category has specific conditions however they all share the conditions below:
| Condition | Requirement | Justification |
| Does the foreign employee have tertiary education, certain years of work experience, and other qualifications? | Yes | Prevent the employment of cheap foreign workers affecting the Japanese labour market and work conditions |
| Prevent the employment of cheap foreign workers affecting the Japanese labor market and work conditions | Yes | Prevent the employment of underskilled foreign workers |
| Prevent the employment of cheap foreign workers affecting the Japanese labor market and work conditions | Yes | Prevent foreign workers from being discharged for financial reasons soon after their arrival. |
Rights and duties of sponsored employees
Are employees allowed to be hired for other roles outside their job scope?
Unless a special permit is granted or residence status is changed, it is only if the work is within the scope of the held visa category.
Can a sponsored employee resign? What happens after that?
Yes, they can. The individual is required to inform immigration authorities as well.
Their visa is still valid for the rest of its term. However, their status may be revoked if they fail to secure a similar job opportunity while residing in Japan within 3 months or so.
If a different job opportunity is found, the individual is encouraged to apply for a Certificate of Authorized Employment, where authorities will check if the new job is within the scope of the incumbent visa category. If yes, the certificate is issued.
