What Are the Rules for Changing Employers under Employment for Skill Development? Conditions for Approval and Preparations for Companies

First, we will explain what a change of employer means and the 2 situations in which a change of employer is permitted.

Point ① A change of employer means changing the accepting company

A change of employer means changing the implementing organization for Employment for Skill Development (育成就労実施者) (accepting company).

The Basic Policy states that it is desirable to develop skills at the same company for 3 years. However, a change of employer is permitted in certain cases.

Point ② The 2 situations in which a change of employer is permitted

• Change of employer due to unavoidable circumstances: A change of employer when there has been assault, harassment, a serious and malicious violation of laws and regulations, a breach of contract, or similar circumstances
• Change of employer at the worker’s request: A change of employer when requirements such as the required period and passing an examination have been met and the worker wishes to change employers
• Main skill: The skill that is the main focus of development. It is considered desirable not to change this skill before and after changing employers

Both types of change of employer are limited to the same work category (Immigration Services Agency of Japan). A work category is a group of jobs defined within a field.

Point ③ The system will begin in April 2027

The Employment for Skill Development System is scheduled to begin in April 2027 (Immigration Services Agency of Japan). Detailed procedures for changing employers are expected to be announced in the future (as of October 2026).

Remember that there are 2 situations in which a change of employer is permitted and that both are limited to the same work category.

To change employers at your own request, you must meet the following 3 main requirements (Immigration Services Agency of Japan Q&A).

Requirement ① The restriction period for changing employers has passed

The restriction period for changing employers is the period during which you are required to work for your current company before changing employers. It is set between 1 and 2 years for each field.

Under the field-specific operational policies approved by the Cabinet on January 23, 2026, the periods are 2 years for nursing care, construction, and food service, and 1 year for agriculture. Check the field-specific operational policy to confirm the period for your field.

If you change employers again at your own request, the restriction period for changing employers must also have passed (Immigration Services Agency of Japan Q&A).

Requirement ② Pass the skills and Japanese-language examinations

Under the Basic Policy, you are required to pass the Basic Grade of the National Trade Skill Test or an equivalent Employment for Skill Development assessment test for skills.

For Japanese-language proficiency, a level generally equivalent to A2.1 or higher is required (main provisions of the field-specific operational policies). Some fields, such as nursing care, require a level equivalent to A2.2 or higher.

The meaning of Japanese-language levels such as A1 and A2 is explained in Japanese-Language Requirements for Employment for Skill Development | What Do Levels Equivalent to A1 and A2 Mean?.

Requirement ③ Do not use a private employment placement service

When changing employers, you must not have received a referral from a private employment placement service provider. A Supervising and Support Organization (監理支援機関) will take the lead in supporting the change of employer.

Make sure to check the 3 worker-side requirements: the required period, the examinations, and the referral method.

Companies accepting workers who change employers must also meet the following requirements (Immigration Services Agency of Japan Q&A).

Point 1: Main requirements for the new employer

• Excellent implementing organization: It must be recognized as excellent based on factors such as examination pass rates and compliance with laws and regulations.
• Same work category: The worker must be assigned work in the same work category as at the previous employer.
• Worker limit: The number of workers accepted must not exceed the permitted limit.
• Proportion of workers who changed employers: Workers who changed employers at their own request must not exceed 1/3 of the total number of foreign nationals under Employment for Skill Development.

Whether an implementing organization is excellent is determined based on factors such as examination pass rates and compliance with laws and regulations. Specific criteria are expected to be announced in the future (as of October 2026).

Point 2: The maximum proportion is lower in major metropolitan areas

For new employers in major metropolitan areas, workers accepted from regional areas through a change of employer may account for no more than 1/6 of the total. Different treatment applies to small-scale implementing organizations.

Point 3: Bearing part of the initial costs

The new employer must bear part of the initial costs incurred by the previous employer in accepting the worker (Immigration Services Agency of Japan Q&A).

The amount is calculated by multiplying the amount specified in a public notice by a proportion based on the worker’s period of employment (proration rate). The public notice is expected to be established in the future (as of October 2026).

Point 4: The procedure begins with certification of the plan

1. Request: A foreign national under Employment for Skill Development states that they wish to change employers at their own request.
2. Preparation of the plan: The new employer prepares an Employment-for-Skill-Development Plan (育成就労計画) for the foreign national.
3. Application for certification: The new employer applies to the Employment-for-Skill-Development Organization (外国人育成就労機構) for certification of the plan.

The Employment-for-Skill-Development Organization is the organization to which applications for certification of Employment-for-Skill-Development Plans are submitted. Specific procedures are expected to be announced once they have been decided.

Receiving employers should confirm the following 3 points in advance: the criteria for being recognized as excellent, the applicable proportions, and the sharing of costs.

Companies sending workers to other employers also have rules and obligations that they must follow.

Important Point ① Obstructing a Change of Employer Is Prohibited

The Basic Policy prohibits obstructing a worker from taking an examination required for a change of employer and similar actions as unjust restrictions.

It is also prohibited to dismiss a worker or otherwise treat the worker unfavorably because the worker requested a change of employer.

Important Point ② Improve Employment Conditions If the Period Exceeds 1 Year

A company that chooses a restriction period for a change of employer exceeding 1 year must improve the worker's employment conditions 1 year after the worker starts working.

The improvements must meet the standards established for each field, such as a pay raise (Basic Policy). Even in a field with a 2-year period, a company may choose a 1-year period at its discretion.

Key Point ③ Coordination with the Supervising and Support Organization

When the worker makes a request, the Supervising and Support Organization coordinates communications with the relevant organizations (Immigration Services Agency of Japan Q&A). The Employment-for-Skill-Development Organization and Harowaku also work together by providing information about prospective new employers and through other measures.

For a detailed explanation of the role of a Supervising and Support Organization, see What Is a Supervising and Support Organization? Licensing Requirements and Differences from Supervising Organizations under Technical Intern Training (技能実習).

The former employer should keep 3 points in mind: do not obstruct the change of employer, do not treat the worker unfavorably, and improve the worker's employment conditions.

A change of employer is an option available to workers who meet the requirements. Companies should prepare by creating a workplace where employees want to continue working.

Point ① Explain prospects for pay raises

The Basic Policy requires remuneration equal to or greater than that of Japanese workers, as well as pay raises based on the length of employment and other factors.

It is important to clearly explain the timing and criteria for pay raises from the time an employee joins the company.

Point ② Support Japanese-language and skills learning

Passing the examinations is both a requirement for a change of employer and a development goal.

Supporting learning also provides an opportunity to show that the company is committed to helping the worker grow.

Point ③ Create an environment where workers can easily seek advice

The Basic Policy requires the Supervising and Support Organization to respond to consultations in workers’ native languages.

Workers will also feel more secure if the company designates someone they can speak to about their concerns.

Point ④ Support housing and daily life

The Basic Policy requires the provision of a comfortable living environment and a system for offering advice on diet and medical care.

After understanding the rules for a change of employer, companies should improve the workplace in 4 areas: working conditions, learning, consultation, and daily life.

A change of employer at the worker's request under Employment for Skill Development is permitted when the requirements concerning the period, examinations, and new employer are met. The former employer is also subject to obligations such as the prohibition of unreasonable restrictions and the requirement to improve working conditions.

However, the appropriate preparations differ depending on the field, the number of workers accepted, and the workplace situation.

If you are unsure how to provide Japanese-language learning support or conduct training, please feel free to contact us.