I’m the representative of Kisaragi Immigration Support Office.
In my twenties, I lived in several countries, working in agriculture and the tourism industry, and had many opportunities to connect with people from diverse backgrounds. These experiences inspired me to support foreign nationals taking on new challenges in Japan, which led me to become a certified immigration legal specialist (Gyoseishoshi).
I am a registered member of the Aichi Prefecture Administrative Scriveners Association (Registration No. 22200630).
As the shortage of workers in care facilities becomes increasingly severe, more companies and institutions are considering utilizing foreign talent. Among the various options, the Specified Skilled Worker “Care Work” visa status has gained particular attention.
However, many aspects of this system remain poorly understood, including the program overview, scope of permissible work duties, and requirements for acceptance. Proceeding with hiring without proper knowledge can lead to unexpected complications and talent mismatches.
This article provides a comprehensive explanation of the Specified Skilled Worker “Care Work” system, covering its structure, qualification requirements, assigned job responsibilities, and the standards that receiving organizations must meet. We also address key considerations for utilizing the system and perspectives for selecting suitable staffing partners, providing information that allows even first-time employers of foreign care workers to make confident decisions.
Table of Contents
What is the Specified Skilled Worker System?
The Specified Skilled Worker system is a residency status program designed to accept foreign workers who can serve as immediate assets in sectors where chronic labor shortages persist despite domestic efforts to secure personnel and improve operational efficiency.
Established in 2019, the program currently limits acceptance to 16 industrial sectors where labor shortages are particularly severe as of September 2025.
The system consists of two categories: Specified Skilled Worker Category 1, which requires a considerable level of skills, and Specified Skilled Worker Category 2, which demands more advanced and specialized expertise.
While detailed standards vary by industry, obtaining Category 1 permission requires verification of Japanese language proficiency and skill levels, with residency permits granted only to personnel who meet established standards.
For the care work sector, only Specified Skilled Worker Category 1 is recognized, with a maximum total residency period of 5 years. The initial residency period is determined as either 1 year, 6 months, or 4 months at the time of approval, with periodic renewals required.
To continue working beyond 5 years, individuals must obtain the national certification as a Certified Care Worker and transition to the “Care Work” residency status.
Job Responsibilities for Specified Skilled Worker “Care Work”
Under the Specified Skilled Worker “Care Work” visa, workers handle a wide range of duties in care settings, primarily focusing on physical care and daily living support for clients. With recent expansions to the system, home-visit services that were previously excluded are now available for qualified workers, further broadening opportunities for contribution.
Below, we provide detailed explanations of the specific duties that can be performed under the Specified Skilled Worker “Care Work” status.
Permissible Job Duties
Under the Specified Skilled Worker “Care Work” visa, workers primarily engage in physical care activities for daily living such as bathing, meal assistance, and toileting, directly supporting clients’ lives. This includes mobility assistance and help with dressing, providing daily living support tailored to each client’s condition.
Additionally, workers can participate in related duties aimed at maintaining and restoring physical and mental vitality, such as planning and conducting recreational activities and assisting with functional training. These responsibilities directly enhance the quality of care services and improve clients’ quality of life.
However, even within care facilities, workers are not permitted to perform tasks that do not qualify as care work, such as business management, medical procedures, or administrative processing. The scope of work is strictly limited to duties that fall under “care work,” and workers are expected to fulfill their roles within this framework.
Additional Requirements for Home-Visit Care Services
To engage in home-visit care services under the Specified Skilled Worker “Care Work” visa, workers must either have at least one year of practical experience at a designated long-term care insurance service provider or have passed the Japanese Language Proficiency Test N2 or higher. Additionally, they must complete the Care Worker Basic Training, just like Japanese care staff.
Furthermore, the following additional requirements must be met:
Complete training on fundamental aspects of home-visit care services
Conduct supervised visits with supervisors or other responsible staff for a specified period
Create career development plans tailored to home-visit care duties while confirming the individual’s preferences
Establish consultation services to prevent harassment
Introduce necessary equipment such as information and communication devices to enable emergency response
These requirements are established to ensure safety and service quality in home-visit care, requiring receiving organizations to maintain systematic staff development and continuous operational frameworks.
Employment Types and Acceptance Numbers for Specified Skilled Worker “Care Work”
When hiring foreign workers through the Specified Skilled Worker “Care Work” system, there are clear standards regarding employment contracts and the number of workers that can be accepted.
Below, we will explain the acceptance rules that must be understood in advance for personnel recruitment.
Full-Time Direct Employment Contract Required
When working under the Specified Skilled Worker “Care Work” visa status, employment contracts are limited to direct employment with care service providers. Temporary staffing arrangements or part-time work are not permitted, with full-time employment being the standard requirement.
Additionally, employment contract terms must ensure treatment equal to or better than that provided to Japanese staff. This includes not only compensation and working hours, but also benefits such as social insurance and paid leave, with discriminatory treatment being strictly prohibited.
These standards are established to protect the stable living foundation of foreign care workers while ensuring fairness with Japanese staff. Proper contract arrangements and condition establishment directly contribute to long-term personnel retention.
The maximum number of Specified Skilled Worker “Care Work” personnel that can be accepted is within the range that does not exceed the “total number of full-time care staff at each facility.”
Full-time care staff here refers to employees whose primary duties involve care work, and does not include administrative staff, employment support personnel, or nurses. However, nursing assistants at medical institutions who primarily perform duties similar to physical care, and nurses who provide guidance to these assistants, are counted as exceptions in the full-time care staff total.
Additionally, while this full-time care staff count includes foreign care workers with permanent resident, long-term resident, or “Care Work” visa status, it does not count care workers under Specified Skilled Worker Category 1, Technical Intern Training, or student visa status.
When determining the actual number of workers that can be accepted, it is necessary to accurately verify the job responsibilities and individual circumstances of each staff member.
To work under the Specified Skilled Worker “Care Work” visa, foreign nationals must meet specific eligibility standards, including passing examinations for Japanese language proficiency and care skills.
Below, we explain the residency permit requirements that foreign nationals must fulfill.
Common Requirements for All Specified Skilled Worker Fields
The common eligibility standards for all Specified Skilled Worker fields are established to ensure proper acceptance of foreign workers and protect the rights of foreign nationals themselves.
The main requirements are as follows:
Be 18 years of age or older
Have a health condition that does not interfere with work performance
Possess a valid passport
Have not reached a cumulative total of 5 years under Specified Skilled Worker Category 1 status
Have not been subjected to rights violations such as security deposit collection or improper financial management
Understand and consent to the content of fees and other charges to be paid in their home country
Enter Japan through proper procedures via authorized sending organizations in their home country
Have living expenses such as food and housing costs at appropriate levels, with the foreign national understanding and agreeing to these terms
Care Work Field-Specific Requirements
To obtain Specified Skilled Worker Category 1 status in the care work field, individuals must pass examinations that demonstrate the knowledge and skills necessary for care work, as well as the ability to communicate effectively in workplace settings.
The required examinations for passing are as follows:
Care Work Skills Evaluation Test
Care Work Japanese Language Evaluation Test
Japanese Language Proficiency Test (JLPT) N4 or higher, or Japan Foundation Test for Basic Japanese (JFT-Basic) passing score
By passing all three of these examinations, individuals are deemed to have met the skill and Japanese language proficiency levels required for Specified Skilled Worker Category 1 in the care work field.
Technical Intern Training Program Graduates Have Examination Exemptions
Individuals who have successfully completed Technical Intern Training Category 2 in “Care Work Occupation and Tasks” are eligible for examination exemptions when transitioning to Specified Skilled Worker “Care Work” status. In this case, all examinations are waived, including the Care Work Skills Evaluation Test, Japanese language tests (Japanese Language Proficiency Test N4 or higher, or JFT-Basic), and the Care Work Japanese Language Evaluation Test.
On the other hand, individuals who have successfully completed Technical Intern Training Category 2 in fields other than care work are only exempt from Japanese language tests (JLPT N4 equivalent or JFT-Basic), and must still take the Care Work Skills Evaluation Test and Care Work Japanese Language Evaluation Test.
To hire Specified Skilled Worker “Care Work” personnel, receiving organizations must also meet eligibility standards established by law.
Below, we will explain the various requirements that receiving companies must fulfill.
Mandatory Membership in the Specified Skilled Worker Council
When hiring care workers through the Specified Skilled Worker program, receiving companies must join the Specified Skilled Worker Council for the care work field before filing the residency status application for their first employee.
Additionally, within 4 months of the hired foreign national beginning work, companies must complete procedures to register information about that individual in the council’s system.
When changes occur to registered information, prompt change registration is required each time.
Failure to complete these procedures may result in difficulties maintaining or renewing receiving qualifications.
Employers hiring foreign nationals under Specified Skilled Worker Category 1 must create a support plan and properly implement support services based on that plan. Additionally, the completed support plan document must be submitted to the Immigration Services Agency when applying for residency status.
The content included in support plans consists of legally mandated “mandatory support” and “voluntary support” that companies can implement at their discretion.
The mandatory support content that must be included in the plan is as follows:
Conduct pre-arrival guidance before entry to Japan
Provide transportation assistance for arrival and departure
Support housing arrangements and essential living contracts
Implement daily life orientation
Provide information on official procedures and accompany to government offices
Offer Japanese language learning opportunities
Establish consultation and complaint response services
Promote interaction with local residents and Japanese people
Provide job change support in cases such as workforce reductions
Conduct regular interviews and report to government agencies when necessary
These support measures play an important role in creating an environment where foreign nationals can work and live with confidence, promoting workplace retention.
Establishing Proper Employment Contracts
To obtain Specified Skilled Worker status, the employment contract between the receiving company and foreign worker must contain appropriate terms that comply with laws and regulations.
The standards for proper employment contracts include the following requirements:
Assign duties within the tasks designated for each field
Working hours must be equivalent to standard prescribed working hours
Compensation levels must be equal to or higher than Japanese workers performing the same duties
No discriminatory treatment in vocational training, benefits, or compensation
Enable necessary paid leave when temporary return to home country is desired
Company bears repatriation costs if the individual cannot afford them after contract termination
Implement necessary measures to monitor health and living conditions
Meeting these conditions creates an environment where foreign nationals can work with confidence, while ensuring that employers maintain systems that comply with regulations.
Companies accepting foreign nationals through the Specified Skilled Worker program must not have any disqualifying circumstances as a prerequisite.
Major disqualifying circumstances include failing to comply with labor, social insurance, and tax laws; having involuntary separations in the same type of work (including Japanese workers) within the past year; and having foreign nationals go missing during the same period.
Additional conditions include not having received imprisonment or more severe penalties within the past 5 years, not having received fines or more severe penalties under labor-related laws or the Technical Intern Training Act, and not having engaged in fraudulent or significantly improper conduct regarding immigration or labor laws.
Fraudulent and improper conduct includes confiscating passports, imposing unwarranted restrictions on movement, making threats, and violating human rights. Such actions can result in suspension of acceptance privileges regardless of whether criminal penalties were imposed.
Obtaining residency status requires progressing through necessary preparations and application procedures in stages.
Below, we will review the step-by-step process to understand the overall framework.
Hiring Personnel from Overseas
When hiring personnel from overseas, after both the company and foreign national reach agreement, they conclude an employment contract and the company applies for a Certificate of Eligibility as the foreign national’s representative at the regional Immigration Services Bureau.
After the certificate is issued, it is sent to the foreign national, who then applies for visa issuance at the local Japanese embassy or consulate.
The foreign national who receives visa issuance travels to Japan and undergoes immigration inspection at the airport or other port of entry. If permission is granted, residency status and period of stay are granted on the spot.
Hiring Personnel Currently Residing in Japan
When hiring international students or other foreign nationals currently residing in Japan, after concluding an employment contract, the foreign national applies for a change of residency status at the regional Immigration Services Bureau.
Since the application includes documents prepared by the receiving company for affiliated organizations, companies are required to cooperate with the application process by preparing necessary documents and providing information.
Obligations of Receiving Companies After Employment Begins
Receiving companies that employ Specified Skilled Worker foreign nationals are subject to multiple legally mandated obligations even after employment begins.
Below, we will explain the specific details of these obligations in sequence.
Regular Reports and Ad Hoc Reports
Companies employing Specified Skilled Worker foreign nationals have obligations to submit regular reports and ad hoc reports.
Regular reports are conducted annually, covering employment and support status from April 1st to March 31st of the following year, and must be submitted between April 1st and May 31st of the following fiscal year.
Ad hoc reports are procedures conducted when changes occur in the employment status of Specified Skilled Worker foreign nationals, such as missing persons, changes to employment contract terms, or modifications to support plans. These must be submitted within 14 days of the occurrence.
Failure to submit reports or reporting false information may result in penalties such as fines or suspension of Specified Skilled Worker foreign national acceptance. Therefore, it is important for companies to maintain proper management systems.
Proper Residency Management
The maximum residency period granted at one time for Specified Skilled Worker “Care Work” status applications is one year, requiring multiple renewal procedures for the maximum 5-year employment period.
While renewal applications are generally submitted by the foreign national themselves, employers may face charges for aiding illegal employment if they allow continued work when procedures are forgotten or when applications are denied.
Therefore, it is important for receiving companies to accurately track residence card expiration dates and establish support systems to help employees properly complete procedures, including preparing necessary documents and providing guidance on application methods during renewal periods.
Fulfillment of Support Obligations
Companies that hire Specified Skilled Worker foreign nationals have an obligation to continuously implement the support plan content submitted to the Immigration Services Agency when applying for residency status.
Support includes both daily living and professional aspects, and must be properly fulfilled as long as Specified Skilled Worker Category 1 foreign nationals are employed.
Failure to fulfill these obligations may result in improvement guidance and recommendations, as well as potential suspension of Specified Skilled Worker foreign national acceptance. Therefore, support obligations must be reliably implemented.
Support Services Can Be Delegated to Registered Support Organizations
Companies hiring Specified Skilled Worker foreign nationals can delegate support services to external registered support organizations.
Registered support organizations are specialized foreign national support agencies registered in the Immigration Services Agency directory. While they cost approximately 20,000 to 30,000 yen per month, they serve as an effective option when companies want to focus on their core business guidance responsibilities.
However, delegation is limited to support services only, and companies cannot transfer all legal responsibilities such as reporting obligations to these organizations.
Therefore, selecting trustworthy support organizations and clearly defining the scope of delegation between both parties before operating the business is important for minimizing the risk of complications.
For Employment Longer Than 5 Years, Aim for Certified Care Worker Qualification
The Specified Skilled Worker “Care Work” status limits the total residency period to 5 years, with no renewals permitted thereafter.
Therefore, to have foreign workers serve as long-term assets, pursuing the national Certified Care Worker qualification is an effective approach.
Obtaining the Certified Care Worker qualification eliminates the upper limit on residency period renewals, enabling continued employment.
Since taking this qualification exam requires at least 3 years of practical experience and completion of the Certified Care Worker Practical Training program, improving Japanese language skills and beginning exam preparation early in the first or second year is the most direct path to success.
This article has explained employment conditions, acceptance standards, residency status acquisition procedures, post-employment obligations, and Certified Care Worker qualification acquisition for long-term employment under the Specified Skilled Worker “Care Work” program. We have organized information from system overview to practical considerations, highlighting key points for creating an environment where both receiving companies and foreign nationals can work with confidence.
For those considering hiring or utilizing foreign care workers in the future, it is important to prepare early for establishing internal acceptance systems and joining the council.
Since system requirements and procedures are detailed and specific, it is essential to verify the latest information while collaborating with reliable support organizations and specialists to proceed systematically with the hiring process.
Expert Commentary
As of the end of fiscal year 2024, 44,367 foreign nationals under Specified Skilled Worker Category 1 in the care work field are employed in Japan. Moving forward, an increase is expected in foreign nationals who pass the national Certified Care Worker qualification and transition to “Care Work” residency status, with foreign care workers active nationwide anticipated to develop increasingly advanced skills.
Accepting personnel with skilled expertise brings significant benefits to Japanese society. Foreign nationals hoping for long-term employment should work hard to pursue the Certified Care Worker qualification.
Additionally, since foreign workers obtaining Certified Care Worker qualifications provides major advantages for receiving companies, we recommend actively supporting foreign personnel who wish to pursue this certification.
Primary Sources Referenced in Article Creation
The primary sources referenced when creating this article are as follows:
The Specified Skilled Worker system is a residency status program designed to accept foreign workers who can serve as immediate assets in sectors where chronic labor shortages persist despite domestic efforts to secure personnel and improve operational efficiency.
Under the Specified Skilled Worker “Care Work” visa, workers handle a wide range of duties in care settings, primarily focusing on physical care and daily living support for clients. With recent expansions to the system, home-visit services that were previously excluded are now available for qualified workers, further broadening opportunities for contribution.
When hiring foreign workers through the Specified Skilled Worker “Care Work” system, there are clear standards regarding employment contracts and the number of workers that can be accepted.
To work under the Specified Skilled Worker “Care Work” visa, foreign nationals must meet specific eligibility standards, including passing examinations for Japanese language proficiency and care skills.
To hire Specified Skilled Worker “Care Work” personnel, receiving organizations must also meet eligibility standards established by law.
Obtaining residency status requires progressing through necessary preparations and application procedures in stages.
Receiving companies that employ Specified Skilled Worker foreign nationals are subject to multiple legally mandated obligations even after employment begins.
The Specified Skilled Worker “Care Work” status limits the total residency period to 5 years, with no renewals permitted thereafter.
