What Are the Japanese Language Requirements for Employment for Skill Development? The Meaning of A1 Level and 100 Hours of Japanese Language Education

Employment for Skill Development provides a framework for developing Japanese language proficiency in stages. Let us review how it differs from Technical Intern Training (技能実習) and the purpose of the Japanese language requirements.

Point 1: Clarification of Japanese Language Requirements

The Employment for Skill Development System (育成就労制度), which will take effect in April 2027, is a new status of residence that will replace the Technical Intern Training system. Under Technical Intern Training, requirements for Japanese language proficiency at the time of entry into Japan applied only in limited cases.

Under Employment for Skill Development, Japanese language proficiency requirements will be clearly incorporated into the system.As a general rule, phased Japanese language proficiency targets will be established for all covered fields.

Point 2: Transition to Specified Skilled Worker (i)

The system aims to develop and secure human resources. Japanese language proficiency will be improved so that workers can smoothly transition to Specified Skilled Worker (i) after 3 years of skill development.

For the changes to the system as a whole, please also see the differences between Employment for Skill Development and Technical Intern Training.

A1-equivalent and A2-equivalent are guidelines for the situations and activities that a person can handle in Japanese. This section explains what these levels mean and gives an idea of the Japanese used in the workplace.

Point ① Japanese Language Education Reference Framework (日本語教育の参照枠)

Referring to the CEFR (Common European Framework of Reference for Languages), Bunka-cho established the Japanese Language Education Reference Framework. A1-equivalent and A2-equivalent are levels in this reference framework.

As a person progresses through A1, A2, and B1, the range of situations and language activities they can handle expands.

Point ② What a Person Can Do in Daily Life and the Workplace

A1 is a guideline for the level at which a person can exchange greetings and have simple conversations, while A2 is a guideline for the level at which basic reporting, communication, and consultation are possible.

Employment for Skill Development is designed to improve Japanese-language ability from A1 to A2 over 3 years.Everyone involved should share not only an understanding of the entry level but also the goal to be achieved after the development period.

Japanese language requirements are established for each stage of employment. This article explains the requirements from before starting employment through the transition stage, as well as the points to check when changing employers.

Step ① Check the 3 Basic Stages

Preparation is required at each stage, from before starting employment until the transition to Specified Skilled Worker (i).Meeting the requirements once does not mean that all requirements have been completed.

1. Before starting employment: Equivalent to A1Before starting employment, you must either have passed a Japanese language test at the A1 level or higher, or have completed at least 100 hours of A1-level Japanese language instruction provided by an accredited Japanese language educational institution (認定日本語教育機関) or another eligible institution during post-entry training (入国後講習).
2. Within 1 year of starting: Take an A1-level testTaking an A1-level Japanese language test within 1 year after starting Employment for Skill Development is positioned as an interim assessment. However, you do not need to take the test if you have already passed an applicable test. People who entered Japan through the training route will also have their level of achievement assessed at this stage.
3. At the end of Employment for Skill Development (when transitioning to Specified Skilled Worker (i)): Equivalent to A2When transitioning to Specified Skilled Worker (i) after 3 years of skill development, you must pass a Japanese language test at the A2 level or higher, such as the Japanese-Language Proficiency Test N4. The system is designed so that you cannot make the transition if your Japanese language ability does not reach A2.

Point ② Change of Employer at the Worker’s Request

A change of employer means changing the accepting organization where you work. In addition to the 3 basic stages, your Japanese language ability may also need to be checked when changing employers at your own request.

The main tests are the Nihongo Noryoku Shiken (JLPT) and Kokusai Koryu Kikin Nihongo Kiso Test (JFT-Basic). This article explains how they correspond to the levels defined under the systems and the points to note when reviewing test results.

Point ① Correspondence Between Levels and Tests

The following correspondence is based on information published as of August 2026. Please check the system guidelines and the operational guidelines for each field for details of the applicable tests.

Point ② JFT-Basic Assessment

From August 2026, JFT-Basic assesses A1 and A2.1 in addition to the existing A2 level. It can be used to confirm the required levels under both the Specified Skilled Worker (特定技能) system and the Employment for Skill Development System.

Scores range from 10 to 250 points. Based on information published by Kokusai Koryu Kikin, the assessment benchmarks are as follows.

• A1: 145 to 174 points.
• A2.1: 175 to 199 points.
• A2.2 (A2): 200 points or higher.

Note ③ Scope Measured by the JLPT

The JLPT has begun providing CEFR levels for reference. However, it does not directly measure speaking or writing skills.

When reviewing test results, be mindful of the scope of the abilities measured.It is important to consider Japanese-language proficiency separately from the communication tasks a person can perform in the workplace.

Point ④ Outlook After Transition

Be sure to review the Japanese-language requirements for Specified Skilled Worker status with the transition in mind. For the path to Specified Skilled Worker (ii) (特定技能2号), the article on the differences between (i) and (ii) is also helpful.

Reading the procedure for transitioning from (i) to (ii) as well will help you understand the career path from Employment for Skill Development.

One way to meet the requirements before starting work is to receive the prescribed Japanese language training. Let us review the difference between the training required before starting work and the learning support required during Employment for Skill Development.

Point ① Meeting the pre-employment requirement through training

Even if you have not passed the test, you can meet the requirement before starting work by completing the prescribed post-entry training. You must receive at least 100 hours of A1-equivalent Japanese language training from an accredited Japanese language educational institution or equivalent organization.

In some cases, part of the training may be permitted to take place in your home country. Depending on the individual’s circumstances, discuss how to proceed with the relevant organizations.

Important Point ② Providing ongoing training opportunities during skill development

During Employment for Skill Development, the accepting organization is also required to provide at least 100 hours of opportunities for A2-equivalent training. However, this is not required if the target Japanese language proficiency has already been achieved. A system for improving Japanese language skills while working must be planned, not only training before starting work.

In addition to completing the required training hours, learning must proceed with the goal of reaching A2.Consider both participation in the training and the target level of Japanese language proficiency together.

Meeting the Japanese language requirements also affects the operations and development plans of accepting companies. With the transition from Technical Intern Training in mind, this article explains the matters that should be coordinated with the relevant organizations.

Step 1: Organize the requirements, plan, and roles

• Requirements before starting: Confirm with the sending organization and the Supervising and Support Organization whether passing an examination or taking a course is required.
• Development plan: Prepare a learning schedule aimed at reaching A2 within 3 years. Unless the Japanese language proficiency target has already been achieved, also determine how to provide at least 100 hours of course opportunities.
• Work backward from the transition: As a general rule, passing an examination equivalent to A2 is required to transition to Specified Skilled Worker (i). A higher level may be required in some fields. Work backward from the examination schedule to ensure opportunities to take the examination.
• Costs and division of roles: Determine how learning materials, examination fees, and study time will be handled, together with the employment conditions.

Point 2: Connect this to a long-term human resources strategy

If workers cannot transition to Specified Skilled Worker (i), this will also affect investment in development and securing personnel. It is important to establish a system that continuously supports Japanese language learning.

Plan Japanese language education as a long-term human resources strategy.Please also refer to Advantages and disadvantages of accepting Specified Skilled Workers.

Under Employment for Skill Development, preparation in Japanese is required from before employment begins until the transition to Specified Skilled Worker (i). Plan opportunities to take examinations and training with the goal of progressing from the A1 level to the A2 level.

However, the appropriate approach varies depending on the individual's Japanese proficiency and the nature of the work. It is important to check the requirements for the relevant field and clarify the roles of the organizations involved.

If you are unsure how to prepare within your company, please feel free to consult us about how to proceed with Japanese language learning and examination preparation.