What Is the Employment for Skill Development System? How It Works from April 2027 and How Companies Should Prepare

Employment for Skill Development is a system designed to develop and secure foreign human resources. This article explains the background to its establishment and how it leads to Specified Skilled Worker (特定技能) status.

Point ① Effective Date and Relationship with Technical Intern Training (技能実習)

Employment for Skill Development is a status of residence established under the revised Immigration Control Act and other legislation enacted in June 2024. It will take effect on April 1, 2027 (Reiwa 9).

After it takes effect, the main system for accepting new workers will shift from Technical Intern Training to Employment for Skill Development. Transitional measures will apply to Technical Intern Training programs already underway and other cases, so the 2 systems will coexist for a certain period.

Point ② The Purpose Is to Develop and Secure Human Resources

Technical Intern Training was intended to make an international contribution through the transfer of skills. In practice, however, it served to secure workers to address labor shortages, and the gap between its stated purpose and reality was criticized both in Japan and abroad.

Employment for Skill Development is a system that addresses this gap. It expressly states that “developing human resources” and “securing human resources” are the purposes of the system.

Point ③ An Entry Route Leading to Specified Skilled Worker Status

In principle, workers will develop their skills and Japanese-language proficiency through 3 years of employment until they reach the level required for Specified Skilled Worker (i). Employment for Skill Development is designed as an entry route leading to Specified Skilled Worker status.

• Employment for Skill Development: Workers are developed through 3 years of employment in principle.
• Specified Skilled Worker (i): The total period of stay is generally limited to 5 years.
• Specified Skilled Worker (ii) (特定技能2号): Renewal is required, but there is no limit on the total period of stay.

However, career paths differ depending on the field and the individual. Some fields do not have Specified Skilled Worker (ii) status.

In the nursing care field, there is a route for transitioning to the “Nursing Care” status of residence. Under this route, workers obtain the certified care worker qualification.

Both systems have in common that they accept foreign human resources and employ them. Here, we explain the differences between the systems that affect companies.

Point 1: Differences in Purpose, Requirements, and Supervision

Point 2: Responding to Changes of Employer and Japanese-Language Requirements

The changes of employer and Japanese-language requirements will have a major impact on practical operations. Changes of employer will be permitted subject to conditions, and the Japanese-language proficiency requirements will also be raised.

A change of employer means changing the accepting organization where the person works. Companies will need to create workplaces where the people who join them will continue to choose to work.

Japanese-language levels A1 and A2 indicate levels of Japanese-language proficiency. A1 is equivalent to level N5 of the Japanese-Language Proficiency Test or a similar level, while A2 is equivalent to N4 or a similar level.

When considering accepting foreign workers, it is necessary to understand the covered fields and skill development period. You should also confirm the Employment-for-Skill-Development Plan that requires approval, as well as the supervision and support framework.

Point ①: 17 Covered Fields

The fields covered for acceptance are called the Employment-for-Skill-Development industrial fields. They were established in the field-specific operational policies approved by the Cabinet on January 23, 2026.

According to information published as of July 2026, all 17 fields are covered. Among the fields covered by the Specified Skilled Worker program, eligibility is limited to fields suitable for developing skills through employment.

The covered fields include nursing care, construction, agriculture, and food and beverage manufacturing. They also include food service, accommodation, industrial product manufacturing, shipbuilding and ship machinery industries, and other fields.

For your company's industry, please check the latest field-specific operational policy to confirm whether it is covered.

Point ②: The Skill Development Period Is 3 Years in Principle

The period of stay for Employment for Skill Development is 3 years in principle. During this period, workers systematically improve their skills and Japanese-language ability, aiming to reach the level required for Specified Skilled Worker (i).

Even if a worker does not pass the examination, the period of stay may be extended if certain requirements are met. The extension for retaking the examination is up to 1 year.

Step ③: Obtain Approval for the Employment-for-Skill-Development Plan

To accept foreign workers, a 3-year Employment-for-Skill-Development Plan must be prepared for each foreign worker. Approval from the newly established Employment-for-Skill-Development Organization is required.

The Employment-for-Skill-Development Plan is a plan that sets achievement targets for skills and Japanese-language ability. The framework is similar to a Technical Intern Training plan, but the achievement targets for skill development are incorporated more clearly.

Supervision and support are provided by a licensed Supervising and Support Organization. In preparation for accepting foreign workers, establish a system for preparing the plan and coordinating with the organization.

Under Employment for Skill Development, a change of employer, which was generally not permitted under Technical Intern Training, will become possible under certain conditions. As this concerns worker protection and employee retention at companies, we will review the types of change of employer and their requirements.

Point ① Circumstances in Which a Change of Employer Is Permitted

• Change of employer due to unavoidable circumstances: This applies in cases such as assault, harassment, serious or malicious violations of laws and regulations, or breaches of contract. It covers circumstances for which the worker is not responsible and is similar in concept to the exceptional changes of employer permitted under the previous system.
• Change of employer at the worker's request: The worker must have worked for the same accepting organization (受入れ機関) for at least a specified period and must meet the skill and Japanese-language proficiency levels required for the relevant field. Other requirements include that the new accepting organization must be an excellent accepting organization.

Important Note ② The Restriction Period for Changing Employers Varies by Field

For a change of employer at the worker's request, there is a restriction period for changing employers during which the worker must work for the same accepting organization. The period will be specified in the operational policy for each field within a range of 1 year to 2 years.

The specific period should be confirmed in the latest operational policy for the applicable field and work category. Even if a period longer than 1 year has been established, it may be shortened to 1 year at the discretion of the implementing organization for Employment for Skill Development (育成就労実施者).

A worker cannot freely change employers solely because they wish to do so. In addition to the employment period, be sure to confirm the skill, Japanese-language proficiency, and other requirements.

Point ③ Creating a Workplace That Continues to Be Chosen

Employment for Skill Development is a system designed to facilitate the transition to Specified Skilled Worker (i). Let us review the examination requirements, which differ from those under Technical Intern Training, and the subsequent career paths.

Important Point ① Abolition of the examination exemption route

The examination exemption route permitted under Technical Intern Training will be abolished under Employment for Skill Development. In principle, transitioning to Specified Skilled Worker (i) requires passing both the skills and Japanese language examinations.

Step ② Meet the skills and Japanese language requirements

1. Pass the skills examinationPass the skills examination specified for the relevant field, such as an examination equivalent to Grade 3 of the National Trade Skills Test or the Specified Skilled Worker (i) skills proficiency test.
2. Pass the Japanese language examinationBefore starting work, pass a Japanese language examination at level A1 or higher, such as one equivalent to the Japanese-Language Proficiency Test N5, or complete at least 100 hours of A1-level instruction in the “Employment” course at an accredited Japanese language educational institution (認定日本語教育機関). In principle, by the time Employment for Skill Development is completed, you must pass a Japanese language examination at level A2, such as one equivalent to N4.
3. Transition to Specified Skilled Worker (i)After passing both examinations, you can change your status to Specified Skilled Worker (i) and work for a total of up to 5 years.

Key Point ③ Career paths and study preparation after the transition

After gaining practical experience under Specified Skilled Worker (i) and passing a more advanced examination, the path to Specified Skilled Worker (ii) may also become available. Specified Skilled Worker (ii) has no limit on the total period of stay, but some fields are not covered.

When reviewing the differences between Specified Skilled Worker (i) and Specified Skilled Worker (ii), please also see “A Thorough Comparison of the Differences Between Specified Skilled Worker (i) and Specified Skilled Worker (ii)”.

Before the system takes effect on April 1, 2027, preparatory procedures will begin in stages. This section outlines the schedule announced as of July 2026, transitional measures, and preparations companies should make.

Step ① Check the application and implementation schedule

Important Point ② Transitional measures for Technical Intern Training (技能実習)

Technical Intern Training underway when the system takes effect on April 1, 2027, may continue in principle. This is permitted under transitional measures established for the changeover between the systems.

Transitional measures also apply to training for which an application for certification of a Technical Intern Training plan was submitted before the implementation date. These measures cover Technical Intern Training that begins after landing permission is granted within 3 months after implementation.

People who complete Technical Intern Training (i) after implementation may advance to Technical Intern Training (ii) if they meet certain conditions. To advance to Technical Intern Training (iii), they must, in principle, have participated in Technical Intern Training (ii) for at least 1 year as of the implementation date, among other requirements.

This cannot be determined solely by whether the person entered Japan by the end of March 2027. For existing technical intern trainees, check the applicable transitional measures individually.

Step ③ Establish systems for accepting and developing workers

• Eligible fields: Check whether your company's industry is included in the 17 fields covered by Employment for Skill Development (育成就労).
• Partner organization: Check whether the Supervising and Support Organization (formerly a supervising organization) has obtained permission.
• Employment-for-Skill-Development Plan: Establish a system for preparing a plan that includes targets for skills and Japanese-language proficiency.
• Environment for worker retention: In preparation for a change of employer (転籍), review wages, working conditions, and career support.
• Learning support: Provide an environment where workers can begin studying Japanese and occupational skills immediately after starting work.

Employment for Skill Development is a system that develops workers and helps them advance to Specified Skilled Worker (特定技能). In addition to procedures when accepting workers, consider their development and retention with a view toward 3 years and 8 years into the future.

Employment for Skill Development is a system designed to enable workers to advance to Specified Skilled Worker (i), with the aim of developing and securing human resources. Check the eligible fields, examination requirements, rules for changing employers, and transitional measures, and proceed with your preparations.

However, the appropriate approach varies depending on the field and the worker’s circumstances. It is important to compare the acceptance requirements with the target levels for Japanese-language proficiency and occupational skills.

If you are unsure how to plan training and learning, please consult us about preparations suited to your company’s circumstances.