Introduction

Japan’s shrinking workforce and evolving economy have put a spotlight on foreign talent as a vital resource. In the 令和6年年次経済財政報告 — the 2024 Annual Economic and Fiscal Report — the Japanese government underscores the urgency of addressing labor shortages and the role that skilled immigrants can play in sustaining growth​

.For foreign companies eyeing the Japanese market or planning to staff their Japan operations, understanding work visa regulations is essential. This article breaks down key points about visa categories, application procedures, and recent policy shifts. Our goal is to explain what foreign employers need to know to hire and integrate overseas professionals in Japan successfully, drawing on insights from the 2024 Annual Economic and Fiscal Report as our main source.

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I. Japan’s Need for Global Talent

Japan faces well-documented demographic headwinds: a rapidly aging population, low birthrates, and a declining number of working-age citizens. These trends have created acute labor shortages across industries​. The 2024 Annual Economic and Fiscal Report makes clear that bolstering the workforce is critical for Japan’s sustained growth, whether through greater productivity, automation, or immigration​. In recent years, the government has gradually opened the door to more foreign workers to counter these shortages.

According to the report, the number of foreign workers in Japan has been steadily increasing, reaching over 2 million people (about 3.4% of all employees) as of the latest data​. This growth coincides with an expansion of Japan’s “acceptance system” for foreign labor – in other words, new visa pathways and programs to bring in overseas talent​.Historically, Japan maintained strict limits on immigration, especially for lower-skilled jobs. But labor market pressures have prompted policy shifts to attract skilled professionals and fill gaps in sectors like IT, manufacturing, healthcare, and agriculture.

For foreign businesses, this evolution means two things. First, Japan is more receptive than ever to highly skilled experts from abroad, particularly in fields prioritized for innovation and economic growth. The 2024 report indicates that Japan is “gradually opening its doors, particularly for specialized talent” aligned with key areas such as digital technology and advanced manufacturing. Second, even mid-skilled and entry-level workers from overseas are in demand under new programs addressing industries with staffing shortages. In short, hiring foreign talent is no longer unusual in Japan – it’s a growing trend backed by government policy.

Understanding Japan’s work visa framework is crucial to tap into this trend. The following sections explain the main work visa categories available, how the application process works, and recent changes that make hiring from overseas easier. Armed with this knowledge (and an appreciation of Japan’s talent needs), foreign companies can navigate recruitment and immigration procedures with confidence.

II. Understanding Work Visa Categories in Japan

Japan’s immigration system offers several work visa types, each defined by the job’s skill level and nature. It’s important for employers to identify the correct visa category for each foreign hire, as the visa must match the role the person will perform. Below is an overview of the primary work visa categories relevant to foreign companies:

A. Professional Skill Visas (“Engineer/Specialist in Humanities/International Services”)

The majority of foreign professionals in Japan hold a status known informally as the Engineer/Specialist in Humanities/International Services visa. This is a broad work visa category covering typical white-collar jobs in engineering, IT, finance, education, marketing, sales, and other specialized fields. In practice, it functions as the standard work visa for university-educated professionals or those with equivalent work experience.

Key features: This visa usually requires the foreign candidate to have a college degree or considerable professional experience in the relevant field. The hiring company in Japan must offer a job that fits one of the allowed professional categories (e.g. engineer, language instructor, business specialist) and pay a reasonable salary. The initial period of stay is often 1 or 3 years (sometimes 5 years for senior roles), and it can be renewed indefinitely as long as employment continues. Many foreign employees in multinational corporations, tech firms, consulting roles, and language-related positions use this visa. For foreign employers, it’s the go-to category when hiring skilled workers who don’t qualify as “highly skilled” under Japan’s point system (discussed next).

What employers should know: Ensure the job description and the candidate’s background align with one of the permitted sub-fields under this visa. For example, hiring an IT developer or a financial analyst would qualify under “Engineer” or “Specialist in Humanities,” but a purely manual labor position would not. The company will need to provide documentation of the job offer, the role’s duties, and the applicant’s qualifications during the application (more on the process later). This visa type does not inherently provide residency perks beyond work permission, but it is straightforward and widely used. Foreign employees can bring immediate family (spouse and children) under dependent visas, though dependents cannot work unless they get their own work authorization.

B. Highly Skilled Professional Visa (and J-Skip Program)

Japan has a Highly Skilled Professional (HSP) visa designed to attract top talent with advanced expertise or significant achievements. The government introduced a points-based system to evaluate candidates on criteria like educational level, work experience, salary, Japanese language ability, and academic or professional accolades. Those who score above a threshold are granted HSP status, which comes with extra benefits such as a 5-year length of stay, permission to engage in a broader range of activities, and a fast track to permanent residency (as short as one year in some cases). The 2024 Annual Economic and Fiscal Report emphasizes Japan’s interest in promoting top-tier talent through such schemes​.

J-Skip: In 2023, Japan launched a new initiative called “Japan System for Special Highly-Skilled Professionals” (J-Skip) to further entice elite talent. This program essentially streamlines the HSP visa process for individuals who meet certain exceptional criteria (for instance, a very high salary or graduating from a world-renowned university). According to Japan’s Immigration Services Agency, J-Skip was established specifically to encourage “top-tier talent” to come to Japan​. It allows qualifying applicants to obtain the Highly Skilled Professional status more easily, bypassing some of the detailed points calculation. The HSP visa under J-Skip still grants a 5-year stay and the same suite of benefits.

Key features for employers: If a foreign candidate has outstanding qualifications (e.g. an advanced degree plus many years of management experience, or is a researcher with noteworthy achievements), the HSP route can be highly advantageous. Employers benefit from the fact that HSP visa holders can start work quickly and are likely to obtain long durations of stay. Additionally, these professionals can sponsor their parents or housekeepers under certain conditions, which can be a selling point in convincing global talent to relocate. Foreign companies should identify if any hire might qualify for HSP status — it can make Japan a more attractive destination for the candidate. The government’s push via J-Skip signals that Japan is serious about competing for global experts in tech, science, finance, and other innovation-driven fields.

C. Specified Skilled Worker Program

Not all jobs require a college degree or managerial experience. To fill labor gaps in more hands-on or mid-skill industries, Japan created the Specified Skilled Worker (SSW) program in 2019. The SSW visa is aimed at specific sectors suffering chronic worker shortages, such as construction, nursing care, agriculture, food service, manufacturing, and others. Workers under this program need to pass skill tests and Japanese language exams relevant to their industry. This category has quickly become a significant channel for bringing in foreign talent: as of the end of 2023, over 200,000 foreign employees were working in Japan under the SSW framework​.

Two types of SSW visas:

• SSW Type 1: For workers with sufficient skills in one of the designated industries. It allows a stay of up to 5 years total. However, Type 1 visa holders cannot bring family dependents to Japan. They are essentially guest workers expected to fill immediate labor needs. Many SSW Type 1 holders are young workers coming from across Asia to work in factories, food processing, caregiving, and similar roles.
  
• SSW Type 2: For workers who have progressed to a higher skill level (often after completing Type 1). This status is more generous – it allows indefinite renewals (long-term residency) and permits the worker to bring their spouse and children. As of now, SSW Type 2 is limited to only a few industries and is still relatively new, but it provides a pathway for skilled laborers to settle in Japan permanently​.
  

Key features for employers: The SSW program is directly relevant if you operate in one of the designated sectors. For example, a foreign-invested food franchise in Japan can now hire overseas staff as cooks or service workers under SSW, or a manufacturing plant can recruit skilled machine operators from abroad. Employers must register with immigration authorities to accept SSW workers and must meet specific conditions (such as providing Japanese language support and cultural orientation to the employees). There are quotas and bilateral agreements involved in sourcing these workers, so hiring through SSW often goes hand-in-hand with government-facilitated programs.

Notably, Japan has been expanding the SSW program. In 2024, the government added four new industries (including automotive maintenance, aviation, forestry, and fisheries) to those eligible for SSW visas​. This expansion reflects the widening scope of sectors open to foreign workers. Foreign companies in such fields should stay alert to SSW opportunities as they evolve. While SSW hires might not be management-track professionals, they can be crucial for staffing operational roles that are hard to fill locally.

D. Other Visa Options (Intra-Company Transferees and Business Managers)

In addition to the above primary categories, there are a couple of other work-related visas that foreign businesses commonly use:

• Intra-Company Transferee: This visa is for employees of a multinational company who are being rotated or seconded from an overseas branch to the Japan office. For example, if your company is sending an experienced manager from headquarters to help launch the Japan branch, the employee can qualify as an intra-company transferee. The requirements are that the person has worked at least one year at a foreign office of the company and will be doing work in Japan that falls under the skilled categories (e.g. executive, engineering, administrative roles). The advantage is that a college degree is not strictly required (experience within the firm suffices), and the application process can be a bit simpler since it’s an internal transfer. The visa is usually granted for 1 or 3 or 5 years and can be renewed. Note that an intra-company transferee cannot take up a completely unrelated job outside the company; if they leave your firm, they would need to change their status.
  
• Business Manager: If a foreign company is establishing a presence in Japan, it may send over a senior employee or entrepreneur to run the business. The Business Manager visa is intended for foreign nationals who will start, direct, or invest in a business in Japan. To secure this visa, one typically needs to show a viable business plan, a physical office in Japan, and a certain level of capital (usually ¥5 million or more in investment). This visa is relevant if, for instance, you appoint a non-Japanese executive as the representative director of your Japanese subsidiary. It grants the holder the ability to manage company operations on the ground. The Business Manager status often comes in 1 or 3-year durations initially. It’s a more involved application (since it scrutinizes the company’s prospects as well as the individual), but it’s crucial for foreign enterprises that want an expatriate in charge during the market entry phase.
  

What employers should know: Both of these categories are specific to particular scenarios and are not the route for hiring new external talent in Japan’s job market. Instead, they facilitate internal mobility and entrepreneurship. Ensure that if you use these visas, the conditions are properly met – for example, the person on a Business Manager visa should indeed have a managerial role and not be performing purely technical tasks, otherwise immigration officials might question if the correct visa category is being used.

Japan also has other niche work visas (for example, cultural activities, academia, media, etc.), but those are less likely to be directly relevant to most private foreign companies’ hiring needs. In summary, most hires will fall under either the standard professional work visa, the highly skilled professional visa, or the specified skilled worker program. Choosing the right one will depend on the job function and the individual’s profile.

III. Work Visa Application Process for Employers

Hiring a foreign national in Japan involves navigating the immigration application steps. While the process is bureaucratic, it is fairly systematic. Companies should plan for the visa process in their hiring timeline, as it can take anywhere from one to three months (sometimes longer) from job offer to the employee starting work in Japan. Here’s a breakdown of the typical procedure:

A. Sponsorship and the Certificate of Eligibility:
In Japan, a company must sponsor the work visa for a foreign employee. The first major step is for the employer (or its representative in Japan) to apply for a Certificate of Eligibility (COE) from the Immigration Services Agency. The COE is an official document verifying that the foreign national meets the requirements for a given status of residence (visa category). Essentially, Japanese immigration authorities review the job offer, the company’s details, and the candidate’s qualifications before the visa is issued.

To obtain a COE, the employer prepares an application packet including:

• Company information: registration documents, financial statements or business plans (especially for newer companies), and a letter explaining the role and need for the foreign hire.
  
• Position details: a job offer letter or contract, a detailed description of duties, salary, and how the role fits the visa category criteria.
  
• Candidate information: the candidate’s resume, copies of diplomas or certificates, proof of relevant work experience, passport copy, and photographs.
  
• Supporting materials: For certain visas, additional items are required (e.g. Business Manager visas need a business plan and office lease; Highly Skilled Professional applications may need evidence to calculate points).
  

This COE application is submitted to the regional immigration bureau in Japan. There is no fee for the COE itself, and it usually takes several weeks for immigration officials to process. During this time they may ask for clarifications or additional documents. As the sponsoring employer, being responsive and thorough will help avoid delays. The 2024 report notes that Japan is working on streamlining administrative procedures, such as moving some applications online​, which should gradually make this process more efficient.

B. Visa Issuance:
Once the Certificate of Eligibility is approved, the Japanese authorities will issue the COE paper (original document). The employer sends this COE to the foreign hire in their home country. The candidate then takes the COE, along with their passport, visa application form, and photos, to the Japanese Embassy or Consulate in their country to apply for the actual work visa sticker in their passport. This step is usually straightforward: the COE essentially guarantees the visa issuance, as it indicates prior approval from immigration in Japan. The consulate may charge a small visa fee and will typically issue the visa within a few business days.

For foreign nationals already in Japan (for example, international students or those on a different visa switching status), it’s possible to skip the embassy step. They can take the COE to a local immigration office in Japan and apply for a Change of Status of Residence to activate their work visa without leaving the country.

C. Entry and Post-Arrival Registration:
After obtaining the visa, the employee can enter Japan. At the port of entry, immigration officials will exchange the visa/COE for a Residence Card (在留カード) if the stay is longer than 90 days. The Residence Card is an important ID that the foreign worker must carry in Japan; it notes their visa status and period of stay.

Within 14 days of settling into a residence, the new employee must register their address at the local city/ward office. Employers often assist with this, as well as help the individual enroll in the national health insurance and pension systems (which is mandatory for all residents, including foreigners). These are standard procedures and ensure the employee is legally compliant and has access to healthcare, etc.

D. Ongoing Compliance:
Work visas in Japan are tied to the job and employer. As long as the foreign employee continues to work for the sponsoring company in the same role, the visa remains valid until its expiration. Employers should be mindful of the visa’s expiration date (typically 1 or 3 years initially) and budget time to file for renewal (extension of period of stay) a few months before it expires. Renewal is generally simpler than the initial COE process, especially if the employee is continuing in the same position.

If the employee resigns or the company terminates their employment, both parties should notify immigration. The individual will have a limited time to find a new employer to sponsor a fresh work visa or else depart Japan. For the company, it’s important not to employ a foreign national beyond the scope or period of their permitted stay – doing so could violate immigration laws. Fortunately, Japan’s immigration authorities provide clear guidelines and notifications. As noted in the 2024 report, the government is making efforts to digitize and simplify such administrative tasks, which may soon include online filings for extensions and notifications​.

In summary, the application procedure involves:

1. Certificate of Eligibility application by the employer in Japan – the most critical step, where the case is vetted.
   
2. Visa issuance at a Japanese embassy/consulate – a formality once COE is in hand.
   
3. Entry to Japan and registration – obtaining the Residence Card and completing local registrations.
   
4. Continued compliance and renewals as needed.
   

By planning ahead and preparing thorough documentation, foreign companies can smoothly bring in talent. It is wise to start the COE process at least 2–3 months before the expected start date of the foreign employee. Many companies in Japan engage immigration specialists or legal scriveners (行政書士) to handle paperwork, which can be helpful especially for first-timers. Still, even with internal resources, companies can successfully navigate this process by following the official guidelines. Japan’s bureaucracy may be detail-oriented, but it is rule-based – if you meet the requirements and submit the right forms, approvals will come through.

IV. Recent Shifts in Japan’s Immigration Policy

Japan’s approach to hiring foreign workers is dynamic and has seen notable changes in the past few years. Policymakers are continuously adjusting rules to balance economic needs with societal considerations. For foreign businesses, staying informed about these shifts ensures you leverage new opportunities and remain compliant. Here are some recent developments and trends in visa regulations and policy:

A. Initiatives to Attract Highly Skilled Talent

To position itself as an attractive destination for global professionals, Japan has rolled out incentives beyond the standard Highly Skilled Professional visa. We discussed the J-Skip program earlier, which was introduced in 2023 to fast-track exceptionally qualified individuals into the HSP category​. In parallel, the government also launched a scheme informally known as “J-Find” (Future Creation Individual Visa)​. J-Find is a new visa that allows recent graduates from top-ranked foreign universities to live in Japan for up to two years while job-hunting or preparing to start a business. This is essentially a bridge visa to draw young talent and entrepreneurs who show promise, giving them time to integrate into the Japanese job market or launch startups.

Additionally, Japan has relaxed some criteria for highly skilled immigration. For example, the regular HSP points system has been refined to award additional points for applicants with degrees from prestigious institutions or those with very high incomes. The net effect is that it’s easier than before for elite professionals to qualify. Moreover, once in Japan, highly skilled visa holders are on a fast track to permanent residency (with some qualifying in as little as one year of residence, as opposed to the standard 10 years for others). The policy message is clear: Japan welcomes innovators, researchers, corporate leaders, and other experts and is willing to offer them a stable long-term horizon in the country.

Foreign companies can capitalize on these initiatives by recruiting top talent from abroad with the assurance that Japan will accommodate them. For instance, if you’re building a Japan R&D center and want to bring in a renowned scientist from overseas, the HSP framework will make it relatively straightforward to secure their status and even help them settle permanently if they wish. Keeping an eye on specific perks (like tax incentives or governmental support programs for high-tech talent) is also advisable, as Japan often pairs immigration policy with broader talent attraction programs.

B. Easing Paths for Mid-Skilled and Blue-Collar Workers

A significant policy shift in recent years is Japan’s acknowledgement that it needs not only highly educated professionals but also mid-skilled workers in trades and services. The Specified Skilled Worker (SSW) program, launched in 2019, was the first major avenue for blue-collar immigration in decades. Since then, Japan has been expanding and refining this program. As noted, new industries have been added to the SSW list as of 2024 (e.g. the railway industry, automotive maintenance, forestry, etc.)​, and discussions are ongoing to include more sectors if shortages persist.

Another major development is the reform of the older Technical Intern Training Program. The Technical Intern Training Program (TITP) has for years allowed companies to host foreign trainees to “learn skills” in Japan, many of whom in practice filled labor shortages. However, the program was often criticized as exploitative, with trainees having limited rights and pathways. In response, the Japanese government is in the process of overhauling this system. In May 2024, a bill was passed by Japan’s Lower House to replace the Technical Intern program with a new scheme that encourages long-term employment of foreign workers​. The envisioned new system will enable foreign trainees to transfer jobs within the same industry and ultimately transition into the Specified Skilled Worker status more easily​. In essence, rather than a short-term training stint, foreign workers would have a clearer route to continue working in Japan and even attain stable residency through SSW. The reform is expected to take effect in the next few years and aims to “nurture and secure foreign talent” for the aging society​.

For foreign businesses, especially those in manufacturing or sectors like hospitality and food production, these changes mean a larger and more reliable pool of foreign labor. It could become easier to retain good workers who started as trainees by shifting them to direct employment. The stigma around blue-collar immigration is also slowly fading, with the government explicitly recognizing that overseas workers are needed to sustain industries such as caregiving and construction. In practical terms, companies might find government support in training programs, matchmaking services, or subsidies when hiring through official channels like SSW. Keeping abreast of these reforms will help in workforce planning – for example, understanding that a trainee you host today might be allowed to stay on as a full employee in a year or two under the new rules.

C. Streamlining and Digitalizing Visa Procedures

Anyone who has dealt with Japanese paperwork knows it can be traditional (lots of stamps and physical documents). However, gradual improvements are underway. The 2024 Annual Economic and Fiscal Report highlights efforts to streamline administrative procedures for businesses​. In the immigration context, this includes moves toward digital applications and faster processing.

Japan’s Immigration Services Agency has begun implementing an online system for some types of applications, and the use of an electronic Certificate of Eligibility (eCOE) has been piloted. In fact, during the COVID-19 pandemic, Japan introduced the eCOE to email PDF certificates to entrants as a stopgap; this experience is steering them to make parts of the process paperless. As of 2024, employers can now submit some visa renewal applications online if they register in advance. Fully online new visa applications are likely on the horizon as well.

Additionally, Japan is trying to be more user-friendly for foreign nationals and their employers. More immigration information and forms are available in English. Some local governments have “one-stop centers” to assist foreign residents and companies (offering guidance on visa, taxes, and even housing). The goal is to reduce the bureaucratic burden and waiting times. While progress is slow and uneven, the trajectory is positive.

Implications for employers: In the near future, hiring a foreign worker in Japan might involve less time waiting in lines at immigration offices and more doing clicks online. Regulatory paperwork (for example, notifying immigration of a change in a worker’s job title or address) could become simpler. Companies should still be diligent in compliance, but they can look forward to a smoother experience. It’s also wise to engage with immigration authorities or legal advisors about any new electronic systems or pilot programs – early adopters often benefit from quicker turnaround.

In summary, Japan’s immigration policy is gradually but noticeably shifting from a restrictive stance to a more pragmatic one. High-skill visa routes are being enhanced, lower-skill worker programs are being normalized and improved, and the red tape is being trimmed. All these changes are geared toward one thing: making it more feasible for foreign talent to contribute to the Japanese economy.

V. Key Considerations for Foreign Employers

Bringing overseas talent into a Japanese workplace can be immensely rewarding, but it requires understanding both legal obligations and cultural norms. Here are some important considerations and best practices for foreign companies hiring in Japan:

• Choose the Right Visa Type: As outlined above, pick a visa category that accurately fits the role. Misclassification can lead to application denials or future legal troubles. For instance, don’t try to bring a factory line worker on an “Engineer/Specialist” visa, and conversely, don’t under-utilize a PhD researcher on a basic instructor visa when they might qualify for the HSP visa. Aligning the job and visa from the start sets a solid foundation.
  
• Plan for Lead Time: Start the immigration process early. It’s prudent to allow at least 2–3 months for the Certificate of Eligibility and visa issuance. In some cases, it may take longer if authorities request more information or if there’s a holiday season. Build this timeline into your recruitment strategy so the new hire’s start date accounts for visa processing. Rushing a hire without enough time for the visa can result in frustration or a delayed start.
  
• Ensure Compliance with Local Laws: Hiring a foreign worker means you must comply with Japanese labor laws just as you would for a local hire. Foreign employees are subject to the same regulations on working hours, overtime pay, benefits, and taxes. There is no special exemption for foreigners from things like social insurance enrollment – in fact, failing to enroll a foreign staff member in health insurance or pension is a legal violation that companies must avoid. Treat your international hires equitably in terms of contracts and protections. This not only keeps you compliant but also builds trust with the employee.
  
• Support Integration and Retention: Moving to a new country for work is a big step for any employee. Companies that provide support beyond the paperwork tend to have better retention of foreign talent. Consider assistance such as housing support or relocation services, language training (if the job requires Japanese proficiency over time), and cultural orientation. Even simple measures like assigning a mentor or buddy in the office can help a newcomer adjust to Japanese workplace etiquette and social norms. Remember that a happy, well-adjusted employee is more productive and likely to stay longer, which maximizes the return on the effort you spent bringing them in.
  
• Stay Updated on Policy Changes: As we saw in the section above, Japan’s visa rules are evolving. Make it a habit to stay informed through reliable channels – for example, the Immigration Services Agency website, announcements from the Ministry of Justice or Ministry of Foreign Affairs, and industry news. When in doubt, consult with immigration law experts. Being proactive will help you take advantage of new programs (such as J-Find for recruiting young talent) and avoid any compliance pitfalls if rules are modified. If the government introduces a new online system or a streamlined process, try it out. If new incentives for hiring foreign workers in certain sectors appear, evaluate if your company can benefit.
  
• Localization vs. Expat Hiring: Determine the right balance between hiring foreign staff and localizing positions. In some cases, hiring a foreign expert is the best way to fill a knowledge gap or bring international perspective. In other cases, it might be more efficient to hire a local who has the needed skills. Foreign companies should use the work visa system strategically — for example, sending a few experienced foreign managers to establish the Japan branch’s culture and operations, while also hiring and training Japanese team members for continuity. Over-reliance on expatriates can be costly and sometimes faces local resistance, so use foreign talent thoughtfully where it adds the most value.
  
• Leverage Government Resources: The Japanese government, recognizing the importance of foreign talent, has set up various resources. There are job placement services and databases connecting foreign job-seekers with Japanese employers, run by entities like JETRO or Hello Work (the national employment service). Some local governments have special programs to help foreign professionals find work or settle in their regions. Tapping into these can widen your recruiting pipeline and also demonstrate goodwill by working within public frameworks. Additionally, remember that the 2024 Annual Economic and Fiscal Report and other white papers often highlight areas of need — aligning your talent strategy to those areas (for example, digitalization or regional revitalization) might open doors to subsidies or partnership opportunities.
  

Hiring foreign workers in Japan comes with its challenges, from bureaucratic hoops to cultural integration. However, the landscape is improving and the need for global talent is clear. Companies that approach this proactively, empathetically, and informed by the latest policies will find that they can build a diverse and capable team in Japan. The payoff is a workforce that combines international expertise with local market understanding — a potent mix for success in the Japanese market.

VI. Conclusion

Japan’s work visa regulations are no longer the insurmountable barrier they might once have seemed. As detailed in The 2024 Annual Economic and Fiscal Report, the country is progressively adapting its policies to welcome overseas talent and address domestic labor gaps​. For foreign companies, this is an opportune moment to incorporate global expertise into their Japan operations. By understanding the available visa categories and following proper procedures, employers can smoothly bring in professionals who will drive innovation and growth.

It’s equally important to appreciate that successful hiring doesn’t end at the visa issuance. Providing an inclusive workplace and showing commitment to your foreign employees’ development will maximize the benefits of your international hires. With Japan’s government committed to making the environment friendlier for foreign professionals – from fast-tracking top-tier talent to reforming programs for trainees – the momentum is on the side of companies willing to go the extra mile in recruitment.

Whether you are opening a new office in Tokyo or expanding a factory in Osaka, having the right people is key. Work visa regulations, once properly understood, should be a facilitator rather than a hurdle to acquiring those people. One Step Beyond stands ready to assist companies in navigating these regulations and crafting strategies for hiring and retaining the best foreign talent. Our expertise, informed by reports like the 2024 Annual Economic and Fiscal Report and on-the-ground experience, ensures that you can meet all legal requirements while focusing on what matters most – growing your business with a strong, diverse team.

Contact One Step Beyond soon!