Employment for Skill Development
284 entries · 279 confirmed · Rulebook checked on 2026-10-23.
Every statement on this site that states a rule traces to an entry here. Each entry cites an official document, quotes it, and shows when we checked it. Entries that are not confirmed are marked and are not used as fact.
What it is · 16Who qualifies · 58Numbers and tests · 46Periods · 26Deadlines · 10Fees · 15How it works · 47Penalties · 7Lists and tables · 51Recent changes · 7
What it is
- The Act amending the Immigration Control Act and the Technical Intern Training Act was promulgated on 21 June 2024; it creates the 育成就労 system by phasing out technical intern training.
Quote from the source
令和６年６月２１日、「出入国管理及び難民認定法及び外国人の技能実習の適正な実施及び技能実習生の保護に関する法律の一部を改正する法律」が公布されました。
Quote matched the source on 2026-10-23
育成就労制度の概要（令和８年７月改訂） · Checked on 2026-10-23 · In force from 2024-06-21 - Technical Intern Training is wound down in favour of Employment for Skill Development: the old program aimed at international contribution through skills transfer, while the new one aims at developing and securing workers in labour-short fields.
Quote from the source
技能移転による国際貢献を目的とする技能実習制度を発展的に解消し、我が国の人手不足分野における人材の育成・確保を目的とする育成就労制度が創設されました
Quote matched the source on 2026-10-23
育成就労制度の概要（令和８年７月改訂） · Checked on 2026-10-22 · In force from 2027-04-01 - The amended Act states its purpose as developing, through 育成就労, workers with considerable skill in the designated industrial fields while also securing manpower in those fields.
Quote from the source
もって育成就労産業分野に属する相当程度の知識又は経験を必要とする技能を有する人材を育成するとともに、育成就労産業分野における人材を確保することを目的とする
Quote matched the source on 2026-10-23
外国人の育成就労の適正な実施及び育成就労外国人の保護に関する法律（令和9年4月1日施行時点） 第一条 · Checked on 2026-10-22 · In force from 2027-04-01 - The program is designed to build, through three years of work in Japan, people whose skills reach the Specified Skilled Worker (type 1) level, and to secure workers for the field.
Quote from the source
我が国での３年間の就労を通じて特定技能１号水準の技能を有する人材を育成し、人材を確保する制度です
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q1 · Checked on 2026-10-22 · In force from 2027-04-01 - Within a field, work is organised by "business categories" (業務区分), and a worker may only change employers within the same business category.
Quote from the source
いずれの場合でも、転籍は同一の業務区分内に限られます。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q47 · Checked on 2026-10-22 · In force from 2027-04-01 - Unlike technical intern training, there are no stage classes 1 to 3; one plan covering a total of three years is prepared from the start and accredited by the organization.
Quote from the source
育成就労制度においては、技能実習制度における１号から３号までの区分はありません。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q27 · Checked on 2026-10-22 · In force from 2027-04-01 - There are two forms: "stand-alone" 育成就労 for staff of an overseas branch or subsidiary of the Japanese host, and "supervised" 育成就労 run with a supervising and support organization.
Quote from the source
外国の支店や子会社の社員等を育成就労外国人として受け入れる「単独型育成就労」と、監理支援機関が関与する「監理型育成就労」の２つの区分を設けています。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q25 · Checked on 2026-10-22 · In force from 2027-04-01 - ISA defines A2.2 as the level corresponding to A2 of the reference framework, and A2.1 as having reached A1 and being on the way to A2.2.
Quote from the source
「A2.2」:日本語教育の参照枠A2相当のレベル
Quote matched the source on 2026-10-23
育成就労制度の概要（令和８年７月改訂） 日本語能力水準について · Checked on 2026-10-23 · In force from 2027-04-01 - The "monthly salary" used for the two-month cap is the scheduled monthly pay in the first year, excluding overtime.
Quote from the source
「月給」は就労開始時（１年目）の所定内賃金月額とする
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 11 · Checked on 2026-10-23 · In force from 2027-04-01 - Unlike technical interns from some countries, 育成就労 workers are in principle not covered by tax-treaty exemptions on wages and are subject to income tax (and resident tax).
Quote from the source
育成就労外国人が支払を受ける給与については、技能実習生の場合と異なり、原則として、租税条約の免税規定の対象とはならず、所得税の課税対象となります。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q80 · Checked on 2026-10-22 · In force from 2027-04-01 - Regular staff counted for the limit exclude 育成就労 workers and technical interns but include foreign nationals in other statuses such as Specified Skilled Worker.
Quote from the source
常勤職員数に育成就労外国人及び技能実習生の数は含まない。なお、特定技能などほかの在留資格の外国人は含む。
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 8 · Checked on 2026-10-22 · In force from 2027-04-01 - Until the amending Act takes effect, technical intern training is still governed by the existing Act, which says it must not be used as a means of adjusting labour supply.
Quote from the source
技能実習は、労働力の需給の調整の手段として行われてはならない。
Quote matched the source on 2026-10-23
外国人の技能実習の適正な実施及び技能実習生の保護に関する法律（現行、令和8年10月22日時点） 第三条第二項 · Checked on 2026-10-23 - On the OTIT table a sending country's list is labelled 'certified' only after the country has signed the MOC and formally submitted its certified sending-organization list; before that it is labelled 'provisional'.
Quote from the source
二国間取決めを作成後、送出国から正式に認定送出機関リストが提出された場合には、「認定」と表記します。
Quote matched the source on 2026-10-23
外国政府認定送出機関一覧（育成就労制度）（外国人技能実習機構） 送出国一覧表（※２） · Checked on 2026-10-22 - The skill level required for a voluntary transfer is the same as the first-year (basic-level) test of the field, and the level required at the end of 育成就労 is the same as the SSW type 1 level in both skill and Japanese.
Quote from the source
※本人意向による転籍時に求められる技能水準は育成就労１年経過時と同等である。
Quote matched the source on 2026-10-23
育成就労制度の概要（令和８年７月改訂） p.4 注記 · Checked on 2026-10-22 · In force from 2024-06-21 - The operating manual's Annex 7 maps each technical intern stage-2 occupation and task to the 育成就労 field and business category that now covers it, which a worker who did technical intern training can use to see where they may continue.
Quote from the source
技能実習２号移行対象職種と育成就労における分野（業務区分）との関係性について
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 別紙７ · Checked on 2026-10-23 · In force from 2027-04-01 - 'Pay' for the equal-pay test means base pay, bonuses and allowances tied to attendance or duties; commuting and housing allowances that merely repay actual costs (unless taxable) are not counted.
Quote from the source
一般的に通勤手当、住宅手当等の実費弁償の性格を有するもの（課税対象となるものを除く。）は含まれません。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第10（１）用語の解説 · Checked on 2026-10-22 · In force from 2027-04-01
Who qualifies
- Employees of overseas business partners can no longer be taken in the stand-alone form; they have to come through the supervised form.
Quote from the source
取引先企業の社員等の受入れについては、「単独型育成就労」の形態での受入れは認めず、「監理型育成就労」の形態で受け入れることとなります。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q26 · Checked on 2026-10-22 · In force from 2027-04-01 - No skill or Japanese level is required to enter Japan: a worker who has not passed an A1 test can still enter and take the A1 course after arrival.
Quote from the source
日本語のＡ１相当試験に合格しなければ入国できないということはありません。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q66 · Checked on 2026-10-22 · In force from 2027-04-01 - A worker cannot work across different fields, for example agriculture in summer and fishery in winter.
Quote from the source
例えば「農業」と「漁業」のように分野をまたいで働くことはできません。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q15 · Checked on 2026-10-22 · In force from 2027-04-01 - Dispatch-type 育成就労 is allowed only in fields with seasonal work (agriculture and fishery), with a jointly prepared and accredited plan.
Quote from the source
季節性のある業務を含む分野（農業分野及び漁業分野）において、派遣元と派遣先が共同で育成就労計画を作成し、その認定を受けることで、派遣の形態で育成就労を実施することができます。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q16 · Checked on 2026-10-22 · In force from 2027-04-01 - Unlike technical intern training, a worker may change employers (転籍) of their own will under set conditions; transfers for unavoidable reasons such as violence or harassment remain allowed.
Quote from the source
新たに、一定の要件の下、本人の意向による転籍も認めることとしています。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q47 · Checked on 2026-10-22 · In force from 2027-04-01 - Condition for voluntary transfer: the worker must have reached the skill and Japanese levels set for the field.
Quote from the source
転籍を希望する育成就労外国人が分野ごとに分野別運用方針で定める一定水準の技能及び日本語の能力を修得していること。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q47 · Checked on 2026-10-22 · In force from 2027-04-01 - Condition for voluntary transfer: the worker must not have used a private job placement agency for the move.
Quote from the source
転籍に当たって、民間の職業紹介事業者による職業紹介等を受けていないこと。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q47 · Checked on 2026-10-22 · In force from 2027-04-01 - Condition for voluntary transfer: the new employer must qualify as an excellent 育成就労 employer.
Quote from the source
転籍先の育成就労実施者が優良な育成就労実施者であること。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q47 · Checked on 2026-10-22 · In force from 2027-04-01 - Transfers for unavoidable reasons, such as human rights violations like violence or harassment, remain possible as under the old system.
Quote from the source
暴力やパワーハラスメントなどの人権侵害を受けた場合等、やむを得ない事情がある場合の転籍を認める
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q47 · Checked on 2026-10-22 · In force from 2027-04-01 - Past technical intern training counts as 育成就労 time, so someone who did two or more years of it generally cannot return for 育成就労 in a field different from their technical intern training.
Quote from the source
過去に技能実習を行った期間は育成就労を行った期間とみなされ
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q76 · Checked on 2026-10-23 · In force from 2027-04-01 - In principle workers can be accepted only from countries that have signed a bilateral Memorandum of Cooperation (MOC) with Japan.
Quote from the source
原則として、二国間取決め（協力覚書（ＭＯＣ））を作成した国からのみ受入れることができます。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q69 · Checked on 2026-10-22 · In force from 2027-04-01 - Workers must be at least 18, and the former requirements of prior similar work experience and of returning to similar work at home have been dropped.
Quote from the source
１８歳以上であること。 前職要件・復職要件は廃止
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 5 · Checked on 2026-10-22 · In force from 2027-04-01 - Family members cannot, in principle, accompany a 育成就労 worker.
Quote from the source
原則として、家族の帯同を認めないこととしています。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q58 · Checked on 2026-10-22 · In force from 2027-04-01 - Someone who has already used up the maximum period as a Specified Skilled Worker type 1 and cannot move to SSW cannot become a 育成就労 worker.
Quote from the source
既に１号特定技能外国人としてその通算在留期間の上限まで在留しており、特定技能に移行する余地がない者などは育成就労外国人となることはできません。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q60 · Checked on 2026-10-22 · In force from 2027-04-01 - One of the newly added requirements for employers is that no worker went missing through the fault of the employer or supervising and support organization in the past year.
Quote from the source
過去１年以内に、育成就労実施者又は監理支援機関の責めに帰すべき事由により育成就労外国人の行方不明者を発生させていないこと。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q39 · Checked on 2026-10-22 · In force from 2027-04-01 - A supervising organization used for technical intern training must obtain a new permit as a supervising and support organization to act under 育成就労.
Quote from the source
監理団体が監理支援機関として育成就労制度に関わる業務を行うためには、新たに監理支援機関の許可を受ける必要があります。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q32 · Checked on 2026-10-22 · In force from 2027-04-01 - To move on to Specified Skilled Worker type 1, a 育成就労 worker must pass a skills test (trade test grade 3 or the SSW1 evaluation test) and a Japanese test at A2.2 or higher.
Quote from the source
技能に係る試験（技能検定試験３級等又は特定技能１号評価試験）及び日本語能力に係る試験（日本語能力Ａ２.２相当以上の試験（JFT-BasicのＡ２.２相当、JLPTのＮ４等））の合格が特定技能１号への移行の要件となります
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q74 · Checked on 2026-10-22 · In force from 2027-04-01 - Moving to Specified Skilled Worker type 1 partway through 育成就労 is planned to be allowed only after a certain length of service with the current employer, in addition to passing the tests.
Quote from the source
現に在籍している育成就労の受入れ機関における就労期間が一定の期間を超えている場合に限り、特定技能１号への移行を認める方針です。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q75 · Checked on 2026-10-23 · In force from 2027-04-01 - Those who continue under the old system remain under technical intern training rules and cannot switch to 育成就労.
Quote from the source
この場合には、技能実習制度のルールが適用され、技能実習から育成就労に移行することはできません。
Quote matched the source on 2026-10-23
育成就労制度の概要（令和８年７月改訂） p.7 · Checked on 2026-10-22 · In force from 2027-04-01 - Stage 1 trainees at the launch can still move to stage 2 after the launch.
Quote from the source
令和９年４月１日時点で技能実習を行っている１号技能実習生と令和９年３月３１日までに技能実習計画の認定の申請がなされ、施行日から起算して３か月を経過するまで（令和９年６月３０日まで）に技能実習を開始した１号技能実習生は、施行後も２号技能実習に移行することが可能です。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q46 · Checked on 2026-10-22 · In force from 2027-04-01 - Moving to stage 3 after the launch is only possible for stage 2 trainees who had already done at least one year of stage 2 on 1 April 2027.
Quote from the source
施行日時点に技能実習２号で在留している方のうち、令和９年４月１日の時点で、技能実習２号の活動を１年以上行っていることが必要です。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q78 · Checked on 2026-10-23 · In force from 2027-04-01 - Even after the launch, for the time being a technical intern who completed stage 2 well and whose new work is related to the stage 2 trade can move to Specified Skilled Worker type 1.
Quote from the source
当分の間は、技能実習２号を良好に修了しており、従事しようとする業務と技能実習２号の職種・作業に関連性が認められる場合、特定技能１号に移行することができます
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q79 · Checked on 2026-10-22 · In force from 2027-04-01 - A sending-organization recommendation letter issued by a public body of the sending country must be filed per worker, at application time including the pre-launch filing, for Indonesia, Cambodia, Kyrgyzstan, Vietnam and Laos.
Quote from the source
現在、「推薦状」を発行することとしている国は以下のとおりです。
Quote matched the source on 2026-10-23
育成就労制度に係る施行日前申請（出入国在留管理庁） 推薦状 · Checked on 2026-10-22 · In force from 2026-04-15 - The recommendation letter is not required for stand-alone 育成就労 or for supervised 育成就労 that takes staff of a closely linked overseas business partner's overseas office.
Quote from the source
監理型育成就労のうち、取引上密接な関係を有する外国の公私の機関の外国にある事業所の職員を受け入れる場合及び単独型育成就労の場合を除く
Quote matched the source on 2026-10-23
育成就労制度に係る施行日前申請（出入国在留管理庁） 推薦状 · Checked on 2026-10-22 · In force from 2026-04-15 - In supervised 育成就労 the worker must have been recommended by a public body of the home country; this is a worker requirement on top of the sending organization's own recommendation.
Quote from the source
（監理型の場合）本国の公的機関から推薦を受けた者であること。
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 5 育成就労外国人の要件 · Checked on 2026-10-22 · In force from 2027-04-01 - In principle 育成就労 workers can come only from MOC countries through a sending organization; stand-alone 育成就労 and supervised 育成就労 for staff of a closely linked foreign business partner are allowed from non-MOC countries because no sending organization is used.
Quote from the source
単独型育成就労及び取引上密接な関係を有する外国の公私の機関の外国にある事業所の職員である外国人を雇用する形態の監理型育成就労については
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第13 · Checked on 2026-10-22 · In force from 2027-04-01 - The ISA does not name countries it is negotiating an MOC with because the talks are between governments; it picks them from past technical-intern numbers and the sending countries' needs, and a provisional list from a negotiating country is published on the OTIT site.
Quote from the source
現在、協議を行っている具体的な国名につきましては、政府間の協議であることから差し控えさせていただきます
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q71 · Checked on 2026-10-22 · In force from 2027-04-01 - The transfer restriction period only has to be satisfied when the new employer's plan is accredited, so a worker can start looking for a new employer, and the supervising organization must help, before the restriction period has ended.
Quote from the source
転籍制限期間の要件（第２（３）ア参照）については、転籍先の育成就労実施者が作成する新たな育成就労計画の認定の時点で満たしていれば足りる
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第1（２）イ（イ） · Checked on 2026-10-22 · In force from 2027-04-01 - The skill test, Japanese test and restriction period for a voluntary transfer are checked when the new employer's plan is accredited; a worker who holds a test at a higher level than the one the field requires also meets the test requirement.
Quote from the source
分野別運用方針に定められている試験よりも高い水準の試験に合格している場合は、当然、転籍のための試験合格の要件を満たしているものと認められます。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（３）イ · Checked on 2026-10-22 · In force from 2027-04-01 - A worker whose 育成就労 period has been extended beyond three years cannot make a voluntary transfer.
Quote from the source
３年を超えて育成就労期間を延長している場合は、本人意向の転籍は認められません。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（３）イ · Checked on 2026-10-22 · In force from 2027-04-01 - A worker who has already made one voluntary transfer must again complete the restriction period with the new employer before a second voluntary transfer.
Quote from the source
１度転籍した後に再度、本人意向の転籍をしようとする場合は、転籍後の育成就労実施者の下で転籍制限期間を経過する必要があります。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（３）ア · Checked on 2026-10-22 · In force from 2027-04-01 - Where the sector policy sets a two-year restriction, an employer may choose one year in the plan, but must apply the same period to all its workers: giving different restriction periods to different workers is improper treatment.
Quote from the source
育成就労外国人ごとに異なる転籍制限期間を定めることは不当な取扱いに当たります。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第10（10） · Checked on 2026-10-22 · In force from 2027-04-01 - A worker who is above the restriction period can change business within the same business category to a different main skill, which is not recommended for training reasons but is allowed.
Quote from the source
転籍の前後で主たる技能を変更することは好ましくないものの、変更することは可能です。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q51 · Checked on 2026-10-22 · In force from 2027-04-01 - The new employer must already have 育成就労 workers who came in under normal plan accreditation, so an employer whose only 育成就労 workers are transferees cannot take a voluntary transferee.
Quote from the source
現に受け入れている育成就労外国人が転籍者等（法第８条の５第１項及び第８条の６第１項の認定を受けた育成就労計画に基づき受け入れている育成就労外国人）のみでない必要があります。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（３）ウ（ア） · Checked on 2026-10-22 · In force from 2027-04-01 - The receiving employer must qualify as an excellent 育成就労 employer both when it applies for the transferee's plan and when the plan's work starts; an employer already notified as excellent stays eligible until its excellence period ends unless its accreditation is revoked.
Quote from the source
本人意向転籍者に係る新たな育成就労計画の認定を申請する時点及び当該計画に基づく育成就労の開始時点のいずれにおいても
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（３）ウ（ウ） · Checked on 2026-10-22 · In force from 2027-04-01 - If an unavoidable reason is recognised, the new employer does not have to meet the voluntary-transfer conditions (restriction period, test passes, destination criteria); only the general plan standards apply.
Quote from the source
法第９条の２第１号から第３号までの基準を満たせば、第４号イからハまで（下記（３））の基準を満たす必要はありません。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（２） · Checked on 2026-10-22 · In force from 2027-04-01 - If the employer did not give the worker a contract and conditions document at signing or did not explain the conditions in the worker's own language, and this comes to light later, an unavoidable reason is recognised.
Quote from the source
これらの義務に違反していたことが事後的に発覚した場合は、やむを得ない事情があると認められます。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（２）カ · Checked on 2026-10-22 · In force from 2027-04-01 - A worker who, after starting, develops an allergy or illness to the materials handled at the workplace that makes continuing or daily life difficult can also change employers as an unavoidable reason.
Quote from the source
育成就労実施場所で取り扱う原材料に対するアレルギーや疾病を発症し、育成就労継続が困難になった場合
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（２）キ · Checked on 2026-10-22 · In force from 2027-04-01 - The employer or supervising organization must secure suitable housing (including during post-entry training), normally already under contract when the plan is filed; a worker may choose a different place at their own cost if it meets the standards, which requires a plan change notice.
Quote from the source
原則として、育成就労計画の認定申請時に、契約により確保されている必要があります
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第10（２） · Checked on 2026-10-22 · In force from 2027-04-01 - During post-entry training the employer must make sure the worker can concentrate on the training, and if the worker pays for meals or housing, a training allowance at least equal to those charges must be paid.
Quote from the source
これと同等以上の額の講習手当が支払われることが必要となります。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第10（３） · Checked on 2026-10-22 · In force from 2027-04-01 - The employer must let a worker take the paid leave needed for a visit home and must not disadvantage the worker for doing so; where a worker has used up all paid leave, extra paid or unpaid leave should be allowed where possible.
Quote from the source
育成就労外国人が一時帰国を希望した場合に、必要な有給休暇を取得させることとしていなければなりません。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第10（９） · Checked on 2026-10-22 · In force from 2027-04-01 - A 育成就労 plan requires three named staff at each workplace: a 育成就労 manager who can supervise the others and has completed the training course in the last three years, an instructor with at least five years' experience in the skill, and a living-support officer; all must be employees of the employer and not minors.
Quote from the source
従事させる業務において要する技能について五年以上の経験を有している者
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第6（１） · Checked on 2026-10-22 · In force from 2027-04-01 - The manager, instructor and living-support officer must each have completed the matching training course within three years, which under the technical intern system was only a plus point; for the time being the technical intern course is accepted instead.
Quote from the source
育成就労責任者と同様に、育成就労指導員と生活相談員についても、過去３年以内の養成講習の受講が義務とされました。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q43 · Checked on 2026-10-22 · In force from 2027-04-01 - Proof that the employer complies with labour, social insurance and tax law is required with the plan: payment records for the last 24 months of health and pension insurance, labour insurance payment certificates, and national and local tax certificates; for a sole proprietor, personal insurance and tax records.
Quote from the source
健康保険・厚生年金保険料領収証書の写し（申請日の属する月の前々月までの 24 か月分全て）
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第6（13） · Checked on 2026-10-22 · In force from 2027-04-01 - A corporate applicant must file its commercial registration, balance sheets and profit-and-loss statements for the last two business years, and officers' residence certificates, with the plan; a non-corporate applicant files a residence certificate and tax return.
Quote from the source
申請者の直近の二事業年度に係る貸借対照表及び損益計算書又は収支計算書
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第1節第3 · Checked on 2026-10-22 · In force from 2027-04-01 - In the year before filing the employer and the supervising organization must not have dismissed workers of the same kind of work against their will, except for retirement age, serious fault, non-renewal of a fixed-term contract on valid grounds, or resignation; even one involuntary departure fails the test, and one during employment can cancel the accreditation.
Quote from the source
過去一年以内に、申請に係る育成就労外国人に従事させる業務と同種の業務に従事していた労働者（次に掲げる者を除く。）を離職させていないこと。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第6（12） · Checked on 2026-10-22 · In force from 2027-04-01 - Before signing, the employer or supervising organization staff must explain pay and conditions directly to the worker in the worker's own language and make sure the worker understands, using an important-matters statement written with the worker's language beside the Japanese, and must hand over the contract and conditions document.
Quote from the source
育成就労外国人の母国語が併記された育成就労の期間中の待遇に関する重要事項説明書（参考様式第 1-13 号）を作成する必要があります。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第10 · Checked on 2026-10-22 · In force from 2027-04-01 - The employer and supervising organization must not take money, goods or lavish hospitality from sending organizations beyond what society accepts, and the employer must cooperate when a local government asks for help with coexistence measures and must keep track of workers' health and living conditions.
Quote from the source
育成就労外国人の健康の状況その他の生活の状況を把握するために必要な措置を講じていること。
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 6 業務の運営の基準 · Checked on 2026-10-22 · In force from 2027-04-01 - The criteria for an excellent supervising and support organization are not yet decided and applications are not accepted before launch or right after it, so the triple intake limit for regional excellent employers cannot be used at the start.
Quote from the source
施行日前申請及び制度施行直後の申請受付は行いません。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第5章第22節 · Checked on 2026-10-22 · In force from 2027-04-01 - A person already in Japan under another status can change to 育成就労 only after the OTIT accredits a plan within the person's current period of stay, then applying to the immigration bureau with the notice; accreditation does not guarantee the change will be granted.
Quote from the source
なお、育成就労計画の認定を受けていることをもって「育成就労」への在留資格の変更が許可されることが保証されるものではなく
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第2章第2節第2⑥ · Checked on 2026-10-22 · In force from 2027-04-01 - The period of stay on the residence card is separate from the accredited plan period: a worker may not keep working past the stay expiry even if the plan runs longer, and must apply for an extension at the immigration bureau.
Quote from the source
育成就労外国人が在留資格上の在留期間を過ぎて育成就労を行うことは認められません
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第4 · Checked on 2026-10-22 · In force from 2027-04-01 - A supervising organization needs an outside auditor who is a lawyer, labour and social security attorney, administrative scrivener or similar expert, has no close tie to the supervised employers or sending organizations, completed the auditor course in the last three years, and who checks the organization's work at least every three months at each office and accompanies one audit a year.
Quote from the source
監理支援事業を行う各事業所につき三月に一回以上の頻度で確認し、その結果を記載した書類を当該申請者に提出すること。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第5章第2節第5 · Checked on 2026-10-22 · In force from 2027-04-01 - Partly confirmed: The Q&A sets no end date or review date for the 'for the time being' arrangement that lets a technical intern who completed stage 2 well move to Specified Skilled Worker type 1 after the launch.
Quote from the source
育成就労制度の運用開始後であっても、当分の間は、技能実習２号を良好に修了しており
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q79 · Checked on 2026-10-23 · In force from 2027-04-01 - A person who completed the technical intern training status well before the technical intern law took effect (1 November 2017), or the designated-activities technical intern status that existed before the training status was created (1 July 2010), must pass both a skill test and a Japanese test to move to Specified Skilled Worker type 1 when permission is given on or after 1 April 2027, even with good completion.
Quote from the source
外国人が技能実習を良好に修了している場合であっても、技能試験及び日本語試験の両方に合格していることが必要
Quote matched the source on 2026-10-23
技能実習法施行以前の「技能実習」等を修了した者が「特定技能１号」に移行しようとする場合の取扱いについて（出入国在留管理庁） · Checked on 2026-10-23 · In force from 2027-04-01 - Moving from 育成就労 to Specified Skilled Worker type 1 requires passing a skill test (national skill test grade 3 or an SSW type 1 evaluation test) and a Japanese test at A2.2 or higher (for example JFT-Basic A2.2 or JLPT N4); unlike the current exemption for technical interns who completed stage 2 well, there is no exemption.
Quote from the source
育成就労制度では、技能に係る試験（技能検定試験３級等又は特定技能１号評価試験）及び日本語能力に係る試験
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q74 · Checked on 2026-10-23 · In force from 2027-04-01 - Partly confirmed: A 育成就労 worker may move to Specified Skilled Worker type 1 partway through only after working at the current employer for a certain length of time, but neither the Q&A nor the operating manual gives the required length, so it is not yet public.
Quote from the source
現に在籍している育成就労の受入れ機関における就労期間が一定の期間を超えている場合に限り、特定技能１号への移行を認める方針です。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q75 · Checked on 2026-10-23 · In force from 2027-04-01 - A 育成就労 plan may be extended past three years, up to four years in total, only when the worker could not reach the skill or Japanese target set in the plan by the end date, unless extension is inappropriate for proper implementation or the worker's protection.
Quote from the source
育成就労の終了日までに修得させる技能又は日本語の能力に係る育成就労の目標を達成することができない場合とする。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第5節（規則第35条） · Checked on 2026-10-23 · In force from 2027-04-01 - A worker in the extra year stays on the same 育成就労 plan, and a worker who passes the SSW type 1 conversion tests in that period can move on to SSW type 1 instead.
Quote from the source
特定技能１号への移行に必要な技能・日本語能力に係る試験に不合格となったときには、最長１年の範囲内で、一定の在留継続を認める方針としています。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q10 · Checked on 2026-10-22 · In force from 2027-04-01
Numbers and tests
- The host organization for Intra-company Transferee No. 2 must have at least 20 regular staff.
Quote from the source
受入れ機関の常勤職員数が２０人以上であること。
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 7 · Checked on 2026-10-23 · In force from 2027-04-01 - The skill goal for a 育成就労 worker is to pass a skills test such as Grade 3 of the national trade skill test or the Specified Skilled Worker type 1 evaluation test.
Quote from the source
技能については技能検定３級や特定技能１号評価試験などの技能試験への合格
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q12 · Checked on 2026-10-22 · In force from 2027-04-01 - The Japanese-language goal is to pass a test at level A2.2 of the Japanese language reference framework; some fields require a higher level.
Quote from the source
日本語能力については、日本語教育参照枠Ａ２.２相当の日本語能力の試験への合格
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q12 · Checked on 2026-10-22 · In force from 2027-04-01 - Before starting work a worker must either pass an A1-level Japanese test or complete at least 100 hours of an A1 course at a certified Japanese-language institution.
Quote from the source
日本語能力Ａ１相当以上の試験に合格すること又はこれに相当する認定日本語教育機関の「就労」課程のＡ１相当の講習を１００時間以上受講することを求めています
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q55 · Checked on 2026-10-22 · In force from 2027-04-01 - General benchmark ladder for Japanese: A1 at the one-year mark, A2.1 when changing employers at one's own wish, A2.2 at the end of 育成就労 and for Specified Skilled Worker type 1, and B1 for type 2 (some fields set higher levels).
Quote from the source
日本語能力水準 A１相当以上 A2.１相当以上 A２.２相当以上 B１相当以上
Quote matched the source on 2026-10-23
特定技能の在留資格に係る制度の運用に関する方針及び育成就労に係る制度の運用に関する方針（分野別運用方針）の主要な記載事項 3(1) · Checked on 2026-10-23 · In force from 2027-04-01 - At least one third of total working time must be spent on the "essential tasks" needed to acquire the main skill, down from one half under technical intern training.
Quote from the source
「主たる技能」を修得するために必要な「必須業務」に全体の就労時間の３分の１以上従事する
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q14 · Checked on 2026-10-22 · In force from 2027-04-01 - Safety and health work must take up at least one tenth of the time spent on the work.
Quote from the source
時間全体の１０分の１以上でなければならない。
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 2 · Checked on 2026-10-22 · In force from 2027-04-01 - For nursing care, the Japanese level required for a voluntary transfer is A2.2 or higher, and the transfer restriction period is two years.
Quote from the source
介護育成就労評価試験（初級） イ 日本語能力水準 「日本語教育の参照枠」のＡ２．２相当以上の水準と認められるもの （２）転籍制限期間及びその理由 転籍制限期間は２年とする。
Quote matched the source on 2026-10-23
分野別運用方針 別紙１（介護） ３ · Checked on 2026-10-23 · In force from 2027-04-01 - For railway, the Japanese level for a voluntary transfer is A2.1 in general but A2.2 or higher for the station and train staff (transport attendant) business category.
Quote from the source
運輸係員の業務区分については「日本語教育の参照枠」のＡ２．２相当以上の水準と認められるもの
Quote matched the source on 2026-10-23
分野別運用方針 別紙１１（鉄道） ３(1) · Checked on 2026-10-23 · In force from 2027-04-01 - Voluntary transferees may not exceed one third of the receiving employer's total 育成就労 workers (counting the incoming worker in both numerator and denominator).
Quote from the source
分母を転籍先の育成就労実施者の育成就労外国人の総数とし、分子を本人意向の転籍者の総数として計算した結果が３分の１を超えてはなりません。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q53 · Checked on 2026-10-22 · In force from 2027-04-01 - If the receiving employer is in a large-city area, transferees coming from designated regional areas may not exceed one sixth of its 育成就労 workers, except that a small employer with fewer than six workers (transferee included) may take one if the one-third rule is met.
Quote from the source
地方（指定区域内）から受け入れる本人意向の転籍者の数が育成就労外国人の総数に占める割合が６分の１を超えてはなりません
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q53 · Checked on 2026-10-22 · In force from 2027-04-01 - All fees a worker pays to a sending organization may not exceed two months of salary.
Quote from the source
送出機関が育成就労の対象となろうとする外国人から徴収できる費用の上限を月給の２か月分までとすることとしました。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q73 · Checked on 2026-10-22 · In force from 2027-04-01 - Sector-wide intake caps (expected acceptance numbers) are set for five-year periods; for the period to the end of March 2029 they total 805,700 Specified Skilled Worker type 1 and 426,200 育成就労 workers, 1,231,900 in all.
Quote from the source
特定技能１号 80万5,700人、育成就労 42万6,200人 計123万1,900人（令和11年３月末まで）
Quote matched the source on 2026-10-23
特定技能の在留資格に係る制度の運用に関する方針及び育成就労に係る制度の運用に関する方針（分野別運用方針）の主要な記載事項 2 · Checked on 2026-10-23 · In force from 2027-04-01 - For supervised-type employers with 301 or more regular staff, the intake limit is 15 percent of regular staff, doubled (30 percent) for excellent employers and 45 percent for excellent employers in designated regional areas using an excellent supervising organization; smaller employers follow a table with fixed numbers.
Quote from the source
総数の２０分の３（１５％） 総数の１０分の３（３０％） 総数の２０分の９（４５％）
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 8 · Checked on 2026-10-23 · In force from 2027-04-01 - The intake limit applies to the combined number of first-, second- and third-year workers, since the old stage categories are gone; transferees for unavoidable reasons and people on an extended period fall outside it.
Quote from the source
受入れ人数枠は１年目～３年目までの育成就労外国人の合計に対する上限となる
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 8 · Checked on 2026-10-22 · In force from 2027-04-01 - A supervising and support organization must have at least two full-time staff for the work and keep each staff member under 8 employers and under 40 workers.
Quote from the source
監理支援事業の実務に従事する常勤の役職員が２人以上であり、かつ、監理支援を行う受入れ機関（育成就労実施者）の数を８で割って得た数を当該役職員の数が超えており、監理支援を行う育成就労外国人の数を４０で割って得た数を当該役職員の数が超えていること。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q33 · Checked on 2026-10-22 · In force from 2027-04-01 - Nursing care (1 business category): Japanese A2.2 is required before starting; the first-year test is the Nursing Care 育成就労 Evaluation Test (basic level) with A2.2 plus a Japanese learning plan (waived at B1 or above); the end test is the Nursing Care evaluation test (specialist level) plus A2.2 and the SSW Nursing Care Japanese test; transfer needs the basic-level test and A2.2; transfer restriction is 2 years, and employers with a restriction over 1 year must hold the care-worker treatment-improvement allowance and make a career-support plan for each worker.
Quote from the source
介護育成就労評価試験（専門級）
Quote matched the source on 2026-10-23
分野別運用方針 別紙1（介護） 第三 育成就労制度に関する事項 · Checked on 2026-10-23 · In force from 2027-04-01 - Building cleaning (1 business category): entry needs an A1-level Japanese test or an A1 course; the first-year test is the Building Cleaning 育成就労 Evaluation Test (basic level); the end test is the Building Cleaning SSW1 evaluation test with Japanese A2.2; a voluntary transfer needs the basic-level test and A2.1; the transfer restriction is 1 year.
Quote from the source
ビルクリーニング分野特定技能１号評価試験
Quote matched the source on 2026-10-23
分野別運用方針 別紙2（ビルクリーニング） 第三 育成就労制度に関する事項 · Checked on 2026-10-22 · In force from 2027-04-01 - Linen supply (1 business category): entry needs an A1-level Japanese test or an A1 course; the first-year test is the Linen Supply 育成就労 Evaluation Test (basic level); the end test is the Linen Supply SSW1 evaluation test with Japanese A2.2; a voluntary transfer needs the basic-level test and A2.1; the transfer restriction is 1 year.
Quote from the source
リネンサプライ分野特定技能１号評価試験
Quote matched the source on 2026-10-23
分野別運用方針 別紙3（リネンサプライ） 第三 育成就労制度に関する事項 · Checked on 2026-10-22 · In force from 2027-04-01 - Industrial product manufacturing (17 business categories): the first-year and end-of-育成就労 skill tests are set per main skill in Annex Table 3 (columns c and d); Japanese is A1 for year one, A2.2 at the end and A2.1 for a voluntary transfer, whose skill test equals the first-year test; the transfer restriction is 2 years and employers with a restriction over 1 year must raise scheduled pay from year 1 to year 2 by the rate the sector council publishes from the all-company wage-rise rate.
Quote from the source
別表３のｄ．技能水準（育成就労終了まで）の欄に掲げるもの
Quote matched the source on 2026-10-23
分野別運用方針 別紙4（工業製品製造業） 第三 育成就労制度に関する事項 · Checked on 2026-10-23 · In force from 2027-04-01 - Construction (3 business categories: civil engineering, building, lifeline and equipment): skill tests are set per main skill in Annex Table 3; Japanese is A1 for year one, A2.2 at the end and A2.1 for a voluntary transfer; the transfer restriction is 2 years, and employers with a restriction over 1 year must raise scheduled pay from year 1 to year 2 by at least the annual rate the sector council announces from the previous year's construction wage rise.
Quote from the source
別表３のｄ．技能水準（育成就労終了まで）の欄に掲げるもの
Quote matched the source on 2026-10-23
分野別運用方針 別紙5（建設） 第三 育成就労制度に関する事項 · Checked on 2026-10-22 · In force from 2027-04-01 - Shipbuilding and marine industry (3 business categories: shipbuilding, marine machinery, marine electrical and electronic equipment): skill tests are set per main skill in Annex Table 3; Japanese is A1 for year one, A2.2 at the end and A2.1 for a voluntary transfer; the transfer restriction is 2 years, and employers with a restriction over 1 year must raise scheduled pay from year 1 to year 2 by the annual rate set from small-company wage rises in the field.
Quote from the source
転籍制限期間は２年とする。
Quote matched the source on 2026-10-23
分野別運用方針 別紙6（造船・舶用工業） 第三 育成就労制度に関する事項 · Checked on 2026-10-23 · In force from 2027-04-01 - Automobile maintenance (2 business categories: automobile maintenance, body repair): skill tests are the category-specific 育成就労 evaluation tests in Annex Table 3; Japanese is A1 for year one, A2.2 at the end and A2.1 for a voluntary transfer; the transfer restriction is 2 years, and employers with a restriction over 1 year must raise scheduled pay from year 1 to year 2 by the annual rate the council sets, taking the higher of the foreign-only and all-worker wage-rise rates.
Quote from the source
別表３のｄ．技能水準（育成就労終了まで）の欄に掲げるもの
Quote matched the source on 2026-10-23
分野別運用方針 別紙7（自動車整備） 第三 育成就労制度に関する事項 · Checked on 2026-10-22 · In force from 2027-04-01 - Accommodation (1 business category): entry needs an A1-level Japanese test or course; the first-year test is the Accommodation 育成就労 Evaluation Test (basic level); the end test is the Accommodation SSW1 evaluation test with Japanese A2.2; a voluntary transfer needs the basic-level test and A2.1; the transfer restriction is 1 year.
Quote from the source
宿泊分野特定技能１号評価試験
Quote matched the source on 2026-10-23
分野別運用方針 別紙9（宿泊） 第三 育成就労制度に関する事項 · Checked on 2026-10-22 · In force from 2027-04-01 - Railway (6 business categories: track maintenance, electrical equipment, rolling-stock maintenance, rolling-stock manufacturing, station and train staff, station and train cleaning): skill tests are set per category in Annex Table 2; the transfer restriction is 1 year; Japanese is A1 at year one, A2.2 at the end and A2.1 for a transfer, except station and train staff, who need A2.2 at entry and for a transfer and B1 at the end.
Quote from the source
ただし、運輸係員の業務区分については「日本語教育の参照枠」のＢ１相当以上の水準と認められるもの）
Quote matched the source on 2026-10-23
分野別運用方針 別紙11（鉄道） 第三 育成就労制度に関する事項 · Checked on 2026-10-23 · In force from 2027-04-01 - Logistics warehouse (1 business category): entry needs an A1-level Japanese test or course; the first-year test is the Logistics Warehouse 育成就労 Evaluation Test (basic level); the end test is the Logistics Warehouse SSW1 evaluation test with Japanese A2.2; a voluntary transfer needs the basic-level test and A2.1; the transfer restriction is 1 year.
Quote from the source
物流倉庫分野特定技能１号評価試験
Quote matched the source on 2026-10-23
分野別運用方針 別紙12（物流倉庫） 第三 育成就労制度に関する事項 · Checked on 2026-10-22 · In force from 2027-04-01 - Agriculture (2 business categories: crop farming, livestock): skill tests are set per main skill (greenhouse, rice and field crops, fruit; pigs, poultry, cattle) in Annex Table 3; Japanese is A1 for year one, A2.2 at the end and A2.1 for a voluntary transfer; the transfer restriction is 1 year.
Quote from the source
別表３のｄ．技能水準（育成就労終了まで）の欄に掲げるもの
Quote matched the source on 2026-10-23
分野別運用方針 別紙13（農業） 第三 育成就労制度に関する事項 · Checked on 2026-10-23 · In force from 2027-04-01 - Fisheries (2 business categories: capture fishing, aquaculture): skill tests are set per category in Annex Table 3; Japanese is A1 for year one, A2.2 at the end and A2.1 for a voluntary transfer; the transfer restriction is 1 year.
Quote from the source
別表３のｄ．技能水準（育成就労終了まで）の欄に掲げるもの
Quote matched the source on 2026-10-23
分野別運用方針 別紙14（漁業） 第三 育成就労制度に関する事項 · Checked on 2026-10-23 · In force from 2027-04-01 - Food and beverage manufacturing (2 business categories: food and beverage manufacturing, seafood processing): skill tests are set per main skill in Annex Table 3; Japanese is A1 for year one, A2.2 at the end and A2.1 for a voluntary transfer; the transfer restriction is 2 years, and employers with a restriction over 1 year must raise scheduled pay from year 1 to year 2 by the annual rate the council sets from the field's employer wage-rise rate.
Quote from the source
別表３のｄ．技能水準（育成就労終了まで）の欄に掲げるもの
Quote matched the source on 2026-10-23
分野別運用方針 別紙15（飲食料品製造業） 第三 育成就労制度に関する事項 · Checked on 2026-10-22 · In force from 2027-04-01 - Food service (1 business category, with a separate medical and welfare facility meal production skill): skill tests are set in Annex Table 3; Japanese is A1 for year one, A2.2 at the end and A2.1 for a voluntary transfer; the transfer restriction is 2 years, and employers with a restriction over 1 year must raise scheduled pay from year 1 to year 2 by the annual rate the council sets from the field's employer wage-rise rate.
Quote from the source
別表３のｄ．技能水準（育成就労終了まで）の欄に掲げるもの
Quote matched the source on 2026-10-23
分野別運用方針 別紙16（外食業） 第三 育成就労制度に関する事項 · Checked on 2026-10-22 · In force from 2027-04-01 - Forestry (1 business category): the first-year test is the skill test (forestry) basic level; the end test is the skill test (forestry) grade 3 with Japanese A2.2; a voluntary transfer needs the basic-level test and A2.1; the transfer restriction is 1 year.
Quote from the source
技能検定（林業職種）３級
Quote matched the source on 2026-10-23
分野別運用方針 別紙17（林業） 第三 育成就労制度に関する事項 · Checked on 2026-10-22 · In force from 2027-04-01 - Wood industry (1 business category): the first-year test is the Wood Industry 育成就労 Evaluation Test (basic level); the end test is the Wood Industry SSW1 evaluation test with Japanese A2.2; a voluntary transfer needs the basic-level test and A2.1; the transfer restriction is 1 year.
Quote from the source
木材産業特定技能１号評価試験
Quote matched the source on 2026-10-23
分野別運用方針 別紙18（木材産業） 第三 育成就労制度に関する事項 · Checked on 2026-10-22 · In force from 2027-04-01 - Resource recycling (1 business category: waste disposal, intermediate treatment): the first-year test is the Resource Recycling 育成就労 Evaluation Test (basic level); the end test is the Resource Recycling SSW1 evaluation test with Japanese A2.2; a voluntary transfer needs the basic-level test and A2.1; the transfer restriction is 2 years, and employers with a restriction over 1 year must raise scheduled pay from year 1 to year 2 by the annual rate the council sets from the field's employer wage-rise rate.
Quote from the source
資源循環分野特定技能１号評価試験
Quote matched the source on 2026-10-23
分野別運用方針 別紙19（資源循環） 第三 育成就労制度に関する事項 · Checked on 2026-10-22 · In force from 2027-04-01 - Voluntary transferees count toward the one-third and one-sixth limits: with 1 or 2 workers in total no voluntary transferee can be taken; with 3 to 5, 1; with 6 to 8, 2 (1 from regional areas to a metropolitan employer); with 9 to 11, 3; with 12 or 13, 4 (2 from regional areas).
Quote from the source
３人 １人 １人
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（３）ウ（イ） · Checked on 2026-10-22 · In force from 2027-04-01 - A 育成就労 worker's pay must be equal to or higher than a Japanese worker doing the same work, and may not be set low because the person is a foreign worker; if there is no comparable Japanese worker the employer proves equivalence from its pay rules or the closest comparable job.
Quote from the source
育成就労外国人に対する報酬の額については、育成就労外国人であるという理由で不当に低くなるということがあってはなりません。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第10（１） · Checked on 2026-10-22 · In force from 2027-04-01 - Regular charges to the worker such as meals, rent and utilities must be agreed in advance after the worker understands what is provided, and must be set at actual cost or another fair amount.
Quote from the source
当該費用の額が実費に相当する額その他の適正な額であること。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第10（５） · Checked on 2026-10-22 · In force from 2027-04-01 - Meal charges may not exceed the cost of the food bought, the staff-canteen price charged to other employees, or the cost of cooking divided by everyone served; rent for rented housing may not exceed regular rent, management fees and fire insurance divided by the number of residents, and deposits, key money, agent fees and renewal fees may not be charged; utilities are split among all occupants.
Quote from the source
借上げにより定期的に発生する費用（管理費、共益費、借上物件に対する損害保険・火災保険を含み、敷金・礼金・保証金、仲介手数料、賃貸契約の更新料、保証委託料等は含まない）を入居する育成就労外国人の人数で除した額以内の額
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第10（５） · Checked on 2026-10-22 · In force from 2027-04-01 - A worker's bedroom must give at least 4.5 square metres per person excluding alcoves and closets, a lockable private-belongings cabinet fixed in place, a window of at least one seventh of the room area, and heating and cooling; the plan must show this on the floor plan.
Quote from the source
寝室については、床の間・押入等、育成就労外国人が実際に使用できないスペースを除き、１人当たり４．５m2 以上を確保することとし
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第10（２） · Checked on 2026-10-22 · In force from 2027-04-01 - To be excellent an employer must score at least 70 percent of the points that apply to it: 40 of 56 with no or under one year of intake, 51 of 72 for one to under two years, 60 of 85 for two to under three years, and 70 of 100 for three years or more, with at least 60 percent in each section other than the violations section.
Quote from the source
下表の★印の基準を参照し、総得点 56 点の７割（40 点）以上
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第12 · Checked on 2026-10-22 · In force from 2027-04-01 - Supervised-type intake limits by staff size for larger employers: 201-300 staff, 45 workers (90 for excellent employers, 135 for excellent regional employers with an excellent supervising organization); 101-200 staff, 30 (60, 90); 51-100 staff, 18 (36, 54); 41-50 staff, 15 (30, 45); 31-40 staff, 12 (24, 36).
Quote from the source
２０１人以上３００人以下 ４５人 ９０人 １３５人
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 8 · Checked on 2026-10-22 · In force from 2027-04-01 - Supervised-type intake limits for small employers: 9-30 staff, 9 workers (18 excellent, 27 excellent regional); 8 staff, 9 (18, 24); 7 staff, 9 (18, 21); 6 staff, 9 (18, 19); 5 staff, 9 (15, 16); 4 staff, 9 (12, 13); 3 staff, 9 (10, 11); 2 staff, 6 (7, 8); 1 staff, 3 (4, 5).
Quote from the source
９人以上３０人以下 ９人 １８人 ２７人
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 8 · Checked on 2026-10-22 · In force from 2027-04-01 - Stand-alone type: the limit is 15 percent of regular staff (3/20), or 30 percent (3/10) for an excellent employer, with a fractional result under 3 counted as zero; an employer with a steady, stable structure can instead use the supervised-type table.
Quote from the source
申請者の常勤の職員（外国にある事業所に所属する常勤の職員及び育成就労外国人を除く。以下この条において同じ。）の総数に二十分の三を乗じて得た数（その数が三未満である場合には、零とする。）
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第11 · Checked on 2026-10-23 · In force from 2027-04-01 - Workers who changed employers for an unavoidable reason, workers whose period was extended past three years, and workers resuming after a pause such as pregnancy or childbirth do not count toward the employer's intake limit.
Quote from the source
やむを得ない事情により転籍した者、３年を超えて育成就労を延⾧している者
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 8 · Checked on 2026-10-22 · In force from 2027-04-01 - For a worker dispatched among several workplaces the intake limit is the smallest of the individual limits of the dispatching and receiving employers, and a dispatch-type plan can use at most three receiving workplaces (two if work is also done at the dispatcher's own site).
Quote from the source
受入れることのできる育成就労外国人の数について
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 12 · Checked on 2026-10-23 · In force from 2027-04-01 - Under the current technical intern rules, the stage 1 intake limit for a supervised-type host employer is 1/20 of regular staff for 301 or more, 15 for 201-300, 10 for 101-200, 6 for 51-100, 5 for 41-50, 4 for 31-40 and 3 for 30 or fewer, and the stage 2 limit is twice the stage 1 limit.
Quote from the source
３０１人以上 常勤職員総数の２０分の１
Quote matched the source on 2026-10-23
外国人技能実習制度について（令和8年8月14日改訂版） 別紙2 技能実習生の数（基本人数枠） · Checked on 2026-10-23 - Under the current ordinance, an excellent host employer with a general (excellent) supervising-organization permit may take twice the stage 1 figure, four times for stage 2 and six times for stage 3 of the table, capped by staff numbers.
Quote from the source
第三号技能実習生について同表の下欄に定める数に六を乗じて得た数
Quote matched the source on 2026-10-23
外国人の技能実習の適正な実施及び技能実習生の保護に関する法律施行規則（現行、令和8年10月22日時点） 第十六条第二項第二号 · Checked on 2026-10-22
Periods
- A 育成就労 plan must cover a period of three years or less; the plan is made per foreign worker and is accredited before work starts.
Quote from the source
育成就労の期間が三年以内であること。
Quote matched the source on 2026-10-23
外国人の育成就労の適正な実施及び育成就労外国人の保護に関する法律（令和9年4月1日施行時点） 第九条第一項第三号 · Checked on 2026-10-22 · In force from 2027-04-01 - Where the ministerial ordinance recognises a good reason, the 育成就労 period can be extended, up to a maximum of four years in total.
Quote from the source
育成就労の期間が、第八条の五第二項第五号の期間と通算して三年以内（第十一条第一項の規定により育成就労の期間が延長されている場合にあっては、四年以内）であること。
Quote matched the source on 2026-10-23
外国人の育成就労の適正な実施及び育成就労外国人の保護に関する法律（令和9年4月1日施行時点） 第九条の二第二号・第十一条第二項 · Checked on 2026-10-22 · In force from 2027-04-01 - If a worker fails the exams needed to move to Specified Skilled Worker type 1 after three years, ISA plans to allow staying on for up to one more year.
Quote from the source
最長１年の範囲内で、一定の在留継続を認める方針としています。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q10 · Checked on 2026-10-23 · In force from 2027-04-01 - Short intra-company training of overseas staff is moved to a new "Intra-company Transferee No. 2" status, limited to one year in total.
Quote from the source
企業内転勤２号の在留資格をもって在留できる期間は、通算で１年までであること。
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 7 · Checked on 2026-10-22 · In force from 2027-04-01 - Post-entry training is at least 320 hours for workers who have not passed an A1 test (pattern A), reduced to 160 hours if they took 160+ hours of pre-entry training within the last six months.
Quote from the source
【Aパターン】 ３２０時間以上
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 4 · Checked on 2026-10-23 · In force from 2027-04-01 - Post-entry training is at least 220 hours for workers who have already passed an A1 test (pattern B), or 110 hours if they had 110+ hours of pre-entry training within six months.
Quote from the source
【Bパターン】 ２２０時間以上
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 4 · Checked on 2026-10-23 · In force from 2027-04-01 - In agriculture and fishery, the plan can include an annual return home during the slack season of up to six months, which does not count toward the three years.
Quote from the source
一時帰国期間は最大６か月であり
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q17 · Checked on 2026-10-23 · In force from 2027-04-01 - A short trip home on one's own initiative during holidays with a re-entry permit still counts toward the 育成就労 period.
Quote from the source
帰国期間も育成就労の期間に含まれます。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q57 · Checked on 2026-10-22 · In force from 2027-04-01 - If a worker leaves for pregnancy or childbirth after the employer files a notice that continuing is difficult, the time abroad is not counted and resuming needs an amended plan.
Quote from the source
その帰国期間は育成就労期間には含まれません。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q57 · Checked on 2026-10-22 · In force from 2027-04-01 - The restriction period before a voluntary transfer is aimed at one year but is, for now, set per field between one and two years.
Quote from the source
１年とすることを目指しつつも、当分の間、人材育成や人材確保等の観点を踏まえ、分野ごとに１年から２年の間で定められます。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q49 · Checked on 2026-10-22 · In force from 2027-04-01 - In the nursing care field the transfer restriction period before a voluntary change of employer is set at two years.
Quote from the source
転籍制限期間は２年とする。
Quote matched the source on 2026-10-23
分野別運用方針 別紙１（介護） ３(2) · Checked on 2026-10-22 · In force from 2027-04-01 - In the construction field the transfer restriction period before a voluntary change of employer is set at two years.
Quote from the source
転籍制限期間は２年とする。
Quote matched the source on 2026-10-23
分野別運用方針 別紙５（建設） ３(2) · Checked on 2026-10-22 · In force from 2027-04-01 - In the industrial product manufacturing field the transfer restriction period before a voluntary change of employer is set at two years.
Quote from the source
転籍制限期間は２年とする。
Quote matched the source on 2026-10-23
分野別運用方針 別紙４（工業製品製造業） ３(2) · Checked on 2026-10-22 · In force from 2027-04-01 - In the shipbuilding and marine industry field the transfer restriction period before a voluntary change of employer is set at two years.
Quote from the source
転籍制限期間は２年とする。
Quote matched the source on 2026-10-23
分野別運用方針 別紙６（造船・舶用工業） ３(2) · Checked on 2026-10-22 · In force from 2027-04-01 - In the automobile maintenance field the transfer restriction period before a voluntary change of employer is set at two years.
Quote from the source
転籍制限期間は２年とする。
Quote matched the source on 2026-10-23
分野別運用方針 別紙７（自動車整備） ３(2) · Checked on 2026-10-22 · In force from 2027-04-01 - In the food and beverage manufacturing field the transfer restriction period before a voluntary change of employer is set at two years.
Quote from the source
転籍制限期間は２年とする。
Quote matched the source on 2026-10-23
分野別運用方針 別紙１５（飲食料品製造業） ３(2) · Checked on 2026-10-22 · In force from 2027-04-01 - In the food service field the transfer restriction period before a voluntary change of employer is set at two years.
Quote from the source
転籍制限期間は２年とする。
Quote matched the source on 2026-10-23
分野別運用方針 別紙１６（外食業） ３(2) · Checked on 2026-10-22 · In force from 2027-04-01 - In the resource recycling field the transfer restriction period before a voluntary change of employer is set at two years.
Quote from the source
転籍制限期間は２年とする。
Quote matched the source on 2026-10-23
分野別運用方針 別紙１９（資源循環） ３(2) · Checked on 2026-10-22 · In force from 2027-04-01 - A supervising and support organization permit lasts three years when first granted; at renewal it lasts five years if the organization received no improvement order or business-suspension order during the previous term, and three years otherwise.
Quote from the source
監理支援機関の許可の有効期間は、監理支援事業の実施に関する能力及び実績を勘案して３年以上で設定されます
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第5章第8節 · Checked on 2026-10-22 · In force from 2027-04-01 - ISA contrasts the periods: 育成就労 is capped at three years, Specified Skilled Worker type 1 at five years, and type 2 has no cap.
Quote from the source
育成就労制度は原則３年、特定技能１号は原則５年を上限とする在留が可能であり、特定技能２号については在留可能な期間の上限はありません。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q9 · Checked on 2026-10-22 · In force from 2027-04-01 - ISA's leaflet marks 31 March 2030, about three years after the launch, as the target point after which only the 育成就労 system remains; its timeline shows trainees who go on to stage 3 finishing before that mark too.
Quote from the source
施行から３年目途 ●技能実習２号まで （令和１２年３月３１日）
Quote matched the source on 2026-10-23
育成就労制度の施行に伴う技能実習の経過措置について 2 · Checked on 2026-10-23 - An employer notified as excellent keeps that status until 31 December of the fiscal year (April to March) following the fiscal year of the notification, and must file a declaration with its yearly report (April to May) to be rated again for a further period.
Quote from the source
当該通知を受けた日の属する年度の翌年度の 12 月 31 日までの間は優良な育成就労実施者として認められます。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第12 · Checked on 2026-10-22 · In force from 2027-04-01 - The permitted period of stay for the 育成就労 status is a period of up to two years set for each person by the Minister of Justice, so stays are granted and renewed in blocks of at most two years.
Quote from the source
二年を超えない範囲内で法務大臣が個々の外国人について指定する期間
Quote matched the source on 2026-10-23
出入国管理及び難民認定法施行規則（令和9年4月1日施行時点）別表第二 別表第二（第三条関係） · Checked on 2026-10-23 · In force from 2027-04-01 - Under the current Technical Intern Training Act the stage 1 plan runs up to one year and the stage 2 and stage 3 plans up to two years each.
Quote from the source
第一号企業単独型技能実習又は第一号団体監理型技能実習に係るものである場合は一年以内
Quote matched the source on 2026-10-23
外国人の技能実習の適正な実施及び技能実習生の保護に関する法律（現行、令和8年10月22日時点） 第九条第三号 · Checked on 2026-10-22 - The five-year cap on SSW type 1 stay is counted from the date SSW type 1 permission is granted, and time in the specified-activity status used to prepare for a move to SSW type 1 counts.
Quote from the source
通算在留期間は、「特定技能１号」の上陸許可や変更許可を受けた日から計算されます。
Quote matched the source on 2026-10-23
特定技能制度に関するＱ＆Ａ（出入国在留管理庁） Q51 · Checked on 2026-10-23 - The extension can be at most one year, it needs a plan-change accreditation applied for with the retest and result confirmation time in mind, and an extension that runs more than one month beyond the time needed for retest and confirmation is not allowed.
Quote from the source
３年を超えて育成就労の期間を延長することができるのは最大１年までです。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第5節 · Checked on 2026-10-22 · In force from 2027-04-01
Deadlines
- An employer or supervising organization that receives a transfer request must notify the OTIT without delay (using a set form) and give the worker a response notice at the same time; slow fact-finding is not a reason to delay, and items not yet known may be entered as 'to be reported'.
Quote from the source
機構への「②届出」は、「遅滞なく」行う必要があり、事実確認に時間を要することなどを理由に遅れることは許されません。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第1（２）イ（ア） · Checked on 2026-10-22 · In force from 2027-04-01 - The new employer pledges the reimbursement in its application and must send the OTIT proof of payment within six months after the new plan is accredited; failing to pay counts as a false application and can lead to revocation. No reimbursement is due if the former employer had no initial costs.
Quote from the source
新たな育成就労計画の認定後６か月以内に、機構に対して当該金額の支払いを証明する書類を提出してください。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（３）ウ（オ） · Checked on 2026-10-22 · In force from 2027-04-01 - A supervising and support organization must report a change to its permit particulars within one month, and tell the authorities at least one month before closing or suspending its business, with measures to keep supervised workers working.
Quote from the source
変更の日から一月以内に
Quote matched the source on 2026-10-23
外国人の育成就労の適正な実施及び育成就労外国人の保護に関する法律（令和9年4月1日施行時点） 第三十二条第一項・第三十四条第一項 · Checked on 2026-10-22 · In force from 2027-04-01 - An employer must notify the OTIT of a change to a minor item of the accredited plan within one month of the event, must file for approval before a normal change, and may not change the business category or the field; a change of the type (stand-alone or supervised) is not allowed.
Quote from the source
軽微な変更をしようとする場合は、変更に係る事由が発生した日から１か月以内に、機構の地方事務所・支所の認定課に育成就労計画軽微変更届出書（省令様式第７号）を提出しなければなりません。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第5節 · Checked on 2026-10-22 · In force from 2027-04-01 - An employer must file a difficulty-in-continuing notice when work cannot continue (before a worker's return home if the worker is leaving early) and the yearly implementation report between April and the end of May.
Quote from the source
毎年４月から５月末日まで
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第2章第2節第2⑥ · Checked on 2026-10-22 · In force from 2027-04-01 - An employer that becomes a 育成就労 employer must notify the authorities without delay after first starting 育成就労, stating the start date and other set items.
Quote from the source
その開始後遅滞なく、開始した日その他主務省令で定める事項を出入国在留管理庁長官及び厚生労働大臣に届け出なければならない。
Quote matched the source on 2026-10-23
外国人の育成就労の適正な実施及び育成就労外国人の保護に関する法律（令和9年4月1日施行時点） 第十七条第一項 · Checked on 2026-10-22 · In force from 2027-04-01 - Pre-launch plan applications may be filed from 1 September 2026, for work starting 7 to 5 months after filing; results are mailed from 1 April 2027, so a plan accredited in the pre-launch window cannot be used for entry before the system starts.
Quote from the source
審査の結果は、令和９年４月１日以降、順次郵送で通知します。
Quote matched the source on 2026-10-23
育成就労計画の施行日前申請のご案内リーフレット（外国人技能実習機構） 施行日前申請 · Checked on 2026-10-23 · In force from 2026-09-01 - Applications for a supervising and support organization permit have been accepted since 15 April 2026, and for the sectors with an add-on rule (nursing care, industrial product manufacturing, automobile maintenance, logistics warehouse, fisheries) the sector notice must be read first because extra documents are then required.
Quote from the source
介護分野・工業製品製造業分野・自動車整備分野・物流倉庫分野・漁業分野
Quote matched the source on 2026-10-23
育成就労制度に係る施行日前申請（出入国在留管理庁） 監理支援機関許可施行日前申請 · Checked on 2026-10-22 · In force from 2026-04-15 - A supervising organization must audit each employer on site at least once every three months, counted in three-month blocks from the month post-entry training starts, led by its supervision manager and not outsourced; during the first year of a worker's period it must also visit the employer at least once a month.
Quote from the source
監理支援責任者の指揮の下で、３か月に１回以上の頻度で、 育成就労実施者に対して適切に監査を行うことが必要です。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第5章第16節第2（１） · Checked on 2026-10-22 · In force from 2027-04-01 - A supervising organization must file the difficulty-in-continuing notice within two weeks of the cause, or by the day before a worker leaves for early return if that is sooner, and a worker who decides to go home early must first confirm in a written statement that the return is voluntary; failing to file can be fined up to 300,000 yen.
Quote from the source
育成就労外国人が途中帰国（※）することとなる場合：帰国日の前日又は困難にな った事由が発生してから２週間以内のどちらか早いときまで
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第12節 · Checked on 2026-10-22 · In force from 2027-04-01
Fees
- The new employer must reimburse the former employer for recruitment and training costs: a base amount set by notice multiplied by a pro-rata factor of 5/6 (under 1 year 6 months with the former employer), 2/3 (1 year 6 months to under 2 years), 1/2 (2 years to under 2 years 6 months) or 1/4 (2 years 6 months or more).
Quote from the source
臣が告示で定める額に、転籍元での就労期間に応じた按分率をかけた金額を転
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 13 · Checked on 2026-10-23 · In force from 2027-04-01 - Any cost above the two-month cap is borne by the employer or the supervising and support organization, not by the worker.
Quote from the source
当該上限を超える費用については、育成就労実施者又は監理支援機関が負担することとなります。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q73 · Checked on 2026-10-23 · In force from 2027-04-01 - Fee for accreditation of a 育成就労 plan: 6,100 yen per plan, paid to the organization by bank transfer.
Quote from the source
育成就労実施者は、育成就労計画の認定申請の手数料として、育成就労計画１件 につき６，１００円を機構に対し納付しなければなりません。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章 · Checked on 2026-10-22 · In force from 2027-04-01 - Supervising and support organization permit application fee paid to the State: 10,600 yen, plus 4,400 yen for each extra office.
Quote from the source
国 基本額 １件につき 10,600 円 （申請手数料） 加算額 事業所が２以上の場合 4,400 円×（事業所数－１）
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第5章 · Checked on 2026-10-22 · In force from 2027-04-01 - Supervising and support organization survey fee paid to the Organization: 81,000 yen, plus 57,600 yen for each extra office.
Quote from the source
機構 基本額 １件につき 81,000 円 （調査手数料） 加算額 事業所が２以上の場合 57,600 円×（事業所数－１）
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第5章 · Checked on 2026-10-22 · In force from 2027-04-01 - Where a national skill test is run by a prefectural vocational ability development association, the standard fee is 3,100 yen for the written part and 18,200 yen for the practical part, varying by prefecture; private test bodies set their own fees, and young examinees may get a practical-test discount.
Quote from the source
実技試験 受検手数料：18,200円
Quote matched the source on 2026-10-23
技能検定 受検の手続き（厚生労働省） 受検手数料 · Checked on 2026-10-22 - Taking the national skill test or a 育成就労 Evaluation Test cannot be used to lower a worker's pay: test fees and supervising-organization fees may not be charged by cutting the worker's compensation.
Quote from the source
技能検定等の受験料や監理支援機関に支払う監理支援費等の費用負担などを理由に、育成就労外国人の報酬の額を低くすることは許されません。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第10（１） · Checked on 2026-10-22 · In force from 2027-04-01 - When the worker's most recent plan was an ordinary accredited plan (not itself a transfer plan), the reimbursement a voluntary-transfer employer pays the former employer is the notified base amount times a factor set by how long the worker was with the former employer: 5/6 for 1 year to under 1 year 6 months, 2/3 for 1y6m to under 2 years, 1/2 for 2 years to under 2y6m, and 1/4 for 2y6m or more, rounded down to the nearest 1,000 yen.
Quote from the source
育成就労外国人の取次ぎ及び育成に係る費用として法務大臣及び厚生労働大臣が告示で定める額に
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（３）ウ（オ） · Checked on 2026-10-23 · In force from 2027-04-01 - The base amount of the reimbursement for a voluntary transfer is to be set by a Minister of Justice and Minister of Health, Labour and Welfare notice that the Q&A says is still to be enacted, so no yen figure is available yet.
Quote from the source
この告示は今後制定する予定です。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q54 · Checked on 2026-10-22 · In force from 2027-04-01 - For a worker's second voluntary transfer the reimbursement is the amount paid at the first transfer times 3/5, 3/10 or 3/8 depending on the time spent with the first and second employers.
Quote from the source
一年以上一年六月未満 二年以上二年六月未満 五分の三
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（３）ウ（オ） · Checked on 2026-10-22 · In force from 2027-04-01 - A supervising organization may charge employers only the actual cost of four kinds of supervision fee (job placement, training, audit and guidance, other costs) with purpose and amount stated in advance, and the worker may not bear any of it directly or indirectly; the manual sets no numeric cap.
Quote from the source
あらかじめ用途及び金額を明示した上で監理型育成就労実施者等からその実費のみを徴収するものをいう。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第10（４） · Checked on 2026-10-22 · In force from 2027-04-01 - The cost of the worker's trip home at the end of 育成就労, including airport transfers, is paid by the employer (stand-alone) or the supervising organization (supervised), which may pass it to the employer as a miscellaneous cost; the worker may not be charged, even for a cancelled ticket.
Quote from the source
も原則として育成就労外国人に負担させることはできません。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第6（６） · Checked on 2026-10-22 · In force from 2027-04-01 - At the counter, the fee for a status-change application depends on the period granted: 10,000 yen for up to 3 months, 18,000 for over 3 to 6 months, 25,000 for over 6 months to under 1 year, 33,000 for 1 year, 48,000 for over 1 year to under 3 years, 64,000 for 3 to under 5 years and 75,000 for 5 years or more; applications received through 30 September 2026 still pay the old 6,000 yen.
Quote from the source
３月以下 １０，０００円 ３月超６月以下 １８，０００円 ６月超１年未満 ２５，０００円 １年 ３３，０００円 １年超３年未満 ４８，０００円
Quote matched the source on 2026-10-23
在留資格変更許可申請（出入国在留管理庁） 手数料 · Checked on 2026-10-23 · In force from 2026-10-01 - The 6,100 yen accreditation fee also applies per application for a transfer plan, for a new plan after a cancelled accreditation, and for a plan change; it is paid by bank transfer to the OTIT and not refunded.
Quote from the source
法第八条第六項（法第八条の五第三項、第八条の六第三項及び第十一条第二項において準用する場合を含む。以下同じ。）の主務省令で定める額は、一件につき六千百円とする。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第1節第5 · Checked on 2026-10-22 · In force from 2027-04-01 - Under the current rules the fee for accreditation of a technical intern training plan is 3,900 yen per plan.
Quote from the source
一件につき三千九百円とする。
Quote matched the source on 2026-10-23
外国人の技能実習の適正な実施及び技能実習生の保護に関する法律施行規則（現行、令和8年10月22日時点） 第九条 · Checked on 2026-10-23
How it works
- Pre-launch filing: applications for supervising and support organization permits have been accepted since 15 April 2026 and applications for 育成就労 plan accreditation since 1 September 2026, both filed with the Organization for Technical Intern Training (OTIT).
Quote from the source
令和８年４月１５日から監理支援機関の許可、同年９月１日から育成就労計画の認定に係る施行日前申請を外国人技能実習機構で受け付けています。
Quote matched the source on 2026-10-23
育成就労制度に係る施行日前申請（出入国在留管理庁） · Checked on 2026-10-22 · In force from 2026-04-15 - The government must review the 育成就労 system about three years after entry into force, including how sending organizations and supervising and support organizations operate.
Quote from the source
政府は、この法律の施行後三年を目途として、外国の送出機関（育成就労法第九条第一項第十一号の送出機関をいう。）及び監理支援機関の事業活動の状況その他の育成就労制度の運用状況の検証を行い
Quote matched the source on 2026-10-23
外国人の育成就労の適正な実施及び育成就労外国人の保護に関する法律（令和9年4月1日施行時点） 附則（令和六年法律第六十号）検討 · Checked on 2026-10-22 · In force from 2027-04-01 - New sectors and business categories added by the January 2026 cabinet decision can accept workers only once the ministerial ordinances and notices are ready; ISA will announce when they are promulgated and in force.
Quote from the source
令和８年１月２３日閣議決定において新たに定められた特定産業分野及び業務区分については、省令等の準備が整い次第受入れが可能となります。
Quote matched the source on 2026-10-23
育成就労制度に係る制度の運用に関する基本方針・分野別運用方針（出入国在留管理庁） ※2 · Checked on 2026-10-23 - Employers must join the sector council for their 育成就労 field (for industrial product manufacturing, become a member of the designated registered corporation) and show proof of membership when applying.
Quote from the source
育成就労実施者は、各育成就労産業分野の分野別協議会に加入していること（工業製品製造業分野においては登録法人の構成員となること）が義務付けられている
Quote matched the source on 2026-10-23
育成就労制度に係る施行日前申請（出入国在留管理庁） · Checked on 2026-10-22 · In force from 2027-04-01 - The employer must have the worker sit the first-year test and the third-year test (unless already passed); failing the first-year test does not stop the 育成就労 from continuing.
Quote from the source
育成就労実施者は、育成就労外国人に１年目試験及び３年目試験を受験させる義務がある。
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 2 · Checked on 2026-10-22 · In force from 2027-04-01 - At least 100 hours of an A2-target course at a certified Japanese-language institution must be made available during the three years; in principle a worker who has already passed an A2.2 test does not need to take it again.
Quote from the source
育成就労実施者は、育成就労の期間である３年間の間に認定日本語教育機関の「就労」課程のＡ２相当の講習を１００時間以上受講する機会を提供する必要があります。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q63 · Checked on 2026-10-23 · In force from 2027-04-01 - For a transitional period after launch (aimed at about five years), courses by registered Japanese-language teachers meeting set conditions, such as classes of 20 or fewer, count as the A1 or A2 course.
Quote from the source
施行後当分の間（５年をメド）は、当該講習をA１相当講習又はA２目標講習であるものと認める。
Quote matched the source on 2026-10-23
育成就労制度の関係省令等について（概略図） 4 · Checked on 2026-10-23 · In force from 2027-04-01 - In a field with a transfer restriction longer than one year, the employer may decide to shorten it to one year.
Quote from the source
育成就労実施者の判断でその期間を1年とすることが可能です。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q50 · Checked on 2026-10-22 · In force from 2027-04-01 - Where the restriction period exceeds one year, the employer must carry out the pay-rise or other treatment improvements set in the field-specific policy.
Quote from the source
転籍制限期間が１年を超える場合は、分野別運用方針において定める育成就労外国人の待遇の向上措置を講ずる必要があります。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q50 · Checked on 2026-10-22 · In force from 2027-04-01 - A worker who wants to change employers may submit a written request saying so to the current employer, to the supervising and support organization (supervised form) or to the authorities.
Quote from the source
育成就労外国人は、育成就労実施者の変更を希望するときは、主務省令で定めるところにより、書面をもって
Quote matched the source on 2026-10-23
外国人の育成就労の適正な実施及び育成就労外国人の保護に関する法律（令和9年4月1日施行時点） 第八条の二第一項 · Checked on 2026-10-22 · In force from 2027-04-01 - People in other residence statuses may be able to change status to 育成就労, but need plan accreditation first within their current period of stay.
Quote from the source
他の在留資格から「育成就労」の在留資格への在留資格変更も認められる場合があります。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q61 · Checked on 2026-10-22 · In force from 2027-04-01 - When a field is expected to exceed its cap, new accreditation of 育成就労 plans in that field is temporarily suspended, even for employers that already have a contract with a worker.
Quote from the source
育成就労外国人にあっては育成就労計画の一時的な認定の停止措置を講じることとしています。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q21 · Checked on 2026-10-22 · In force from 2027-04-01 - During a suspension, extensions of stay for people already in the status are in principle examined as usual because they do not raise headcount.
Quote from the source
在留期間更新許可申請については、在留者数の増加要因とはならないことから、原則として通常どおりの審査を行うこととなります
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q22 · Checked on 2026-10-22 · In force from 2027-04-01 - Technical intern trainees (stage 1 and 2) who keep training after the launch count as 育成就労 workers when the employer's intake limit is calculated.
Quote from the source
経過措置として引き続き技能実習を行っている１号技能実習生と２号技能実習生の数も、育成就労外国人の数として数えます
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q40 · Checked on 2026-10-22 · In force from 2027-04-01 - Technical interns can keep training after launch if they are already in Japan on 1 April 2027, or if their plan application was filed by 31 March 2027 and training starts within three months (by 30 June 2027).
Quote from the source
令和９年４月１日時点で既に来日している技能実習生又は令和９年３月３１日までに技能実習計画の認定の申請がなされ、原則として施行日から起算して３か月を経過するまで（令和９年６月３０日まで）に技能実習を開始する技能実習生です。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q30 · Checked on 2026-10-22 · In force from 2027-04-01 - After the launch, no new technical intern plan applications can be filed; plans filed before the launch may be accredited afterwards if training starts by 30 June 2027.
Quote from the source
なお、施行日以降に技能実習計画の認定申請は行えません。
Quote matched the source on 2026-10-23
育成就労制度の施行に伴う技能実習の経過措置について 1 · Checked on 2026-10-23 · In force from 2027-04-01 - Trainees who continue can still have their stay extended or change status between technical intern stages after the launch, but once they switch to another status they cannot return to the technical intern status.
Quote from the source
施行日以降に「技能実習」以外の在留資格に変更した場合は、「技能実習」への在留資格変更の対象となりません
Quote matched the source on 2026-10-23
育成就労制度の施行に伴う技能実習の経過措置について 3 · Checked on 2026-10-22 · In force from 2027-04-01 - Employers and supervising organizations may not hold a worker's passport or residence card, and may not unreasonably restrict going out or private life.
Quote from the source
育成就労外国人等の旅券（入管法第二条第五号に規定する旅券をいう。第百十一条第五号において同じ。）又は在留カード（入管法第十九条の三に規定する在留カードをいう。同号において同じ。）を保管してはならない。
Quote matched the source on 2026-10-23
外国人の育成就労の適正な実施及び育成就労外国人の保護に関する法律（令和9年4月1日施行時点） 第四十八条 · Checked on 2026-10-22 · In force from 2027-04-01 - Supervising persons may not make contracts that fix a penalty or damages for breaking a 育成就労 contract.
Quote from the source
育成就労に係る契約の不履行について違約金を定め、又は損害賠償額を予定する契約をしてはならない
Quote matched the source on 2026-10-23
外国人の育成就労の適正な実施及び育成就労外国人の保護に関する法律（令和9年4月1日施行時点） 第四十七条第一項 · Checked on 2026-10-22 · In force from 2027-04-01 - The new status "育成就労" is added to Appended Table 1-2 of the Immigration Control Act: activities done under an accredited 育成就労 plan, receiving training and doing work in a 育成就労 field.
Quote from the source
育成就労法第十一条第一項に規定する認定育成就労計画に基づいて、講習を受け、及び育成就労法第二条第二号に規定する育成就労産業分野に属する技能を要する業務に従事する活動
Quote matched the source on 2026-10-23
出入国管理及び難民認定法（令和9年4月1日施行時点） 別表第一の二 · Checked on 2026-10-22 · In force from 2027-04-01 - A supervising and support organization permit is granted only after the MOC country has formally submitted its certified sending-organization list; if a provisional-list organization is not on the certified list, or no MOC is reached, that organization must be replaced before the permit can issue.
Quote from the source
なお、監理支援機関の許可は、二国間取決めを作成した国から正式に認定送出機関リストが提出された後になされることとなります。
Quote matched the source on 2026-10-23
外国政府認定送出機関一覧（育成就労制度）（外国人技能実習機構） 送出機関について · Checked on 2026-10-22 - For supervised 育成就労, an employer's plan can be filed naming a sending organization from the provisional list, but the plan is accredited only if that organization is on the certified list at the time, so the organization may have to be changed.
Quote from the source
取次送出機関として申請を行うことができます。ただし、育成就労計画の認定に 当たっては、申請時の取次送出機関が「認定送出機関リスト」に掲載されている必要がある
Quote matched the source on 2026-10-23
育成就労計画の施行日前申請のご案内リーフレット（外国人技能実習機構） 監理型の取次送出機関 · Checked on 2026-10-22 · In force from 2026-09-01 - A supervising and support organization may file its permit application before launch based on a provisional sending-organization list when its partner country is still negotiating the MOC.
Quote from the source
それに基づいて監理支援機関の許可に係る施行日前申請が可能です。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q72 · Checked on 2026-10-22 · In force from 2027-04-01 - Railway station and train staff (運輸係員) workers must have passed an A1-level Japanese test on entry, and their employer must provide at least 150 hours of Japanese at a certified institution, 50 hours more than the standard, unless the worker already proves B1.
Quote from the source
追加で 50 時間以上の授業時間数（合計して 150 時間以上の授業時間数。
Quote matched the source on 2026-10-23
分野別運用方針 別紙11（鉄道） 第三 ４（３）ア⑤・イ · Checked on 2026-10-22 · In force from 2027-04-01 - A voluntary-transfer request must be made in writing: a spoken wish to change employers does not count, and the employer or supervising organization must tell the worker to submit the form; the form can be handed to the employer, the supervising organization, or the OTIT, including by post or through the external auditor.
Quote from the source
口頭で転籍希望を伝達したとしても、法第８条の２第１項の申出とは認められません
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第1（１） · Checked on 2026-10-22 · In force from 2027-04-01 - The request form must state the worker's name, nationality and date of birth, the employer at the time of the request, and the reason for wanting to change; even if the request is made on a different format with those items, it must be accepted.
Quote from the source
申出の時点で育成就労を行わせている育成就労実施者の氏名又は名称
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第1（１） · Checked on 2026-10-22 · In force from 2027-04-01 - When a supervising organization learns that a worker wants to change employers, it must coordinate with other employers and supervising organizations, arrange job placement according to the worker's wishes, and may ask the OTIT for help when it cannot find a destination employer.
Quote from the source
育成就労外国人本人の希望に応じた職業紹介等の転籍支援を行わなければなりません。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第1（２）イ（ウ） · Checked on 2026-10-22 · In force from 2027-04-01 - When the OTIT is told of a transfer request it must give the worker advice, information and job placement help so that the worker can continue 育成就労 with another employer.
Quote from the source
必要な情報の提供、助言、職業紹介その他の援助を行わなければならない。
Quote matched the source on 2026-10-23
外国人の育成就労の適正な実施及び育成就労外国人の保護に関する法律（令和9年4月1日施行時点） 第八条の四第三項 · Checked on 2026-10-22 · In force from 2027-04-01 - When an unavoidable reason is recognised, the employer or supervising organization must file a difficulty-in-continuing notice and help the worker move smoothly to a new employer.
Quote from the source
育成就労実施困難時届出書を提出するとともに、育成就労外国人が円滑に転籍することができるように支援する必要があります。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（２） · Checked on 2026-10-22 · In force from 2027-04-01 - Time already spent in the same business category counts toward the remaining period: a worker whose accreditation was cancelled or who left the status can be accredited again for the same business category only for the remaining part of the three years, and a person who has already done three years cannot be accredited.
Quote from the source
既に３年間育成就労を行っている者は新たに育成就労計画の認定を受けることはできません。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第3（２） · Checked on 2026-10-22 · In force from 2027-04-01 - Before an employer or supervising organization files a notice that it cannot continue, or stops its business, it must arrange for workers who want to continue to move to other employers or organizations; this duty continues even after its accreditation or permit is revoked or its permit is not renewed.
Quote from the source
育成就労実施者や監理支援機関は、認定・許可の取消しを受けた場合や監理支援機関が許可の有効期間の更新を受けることができなかった場合であっても、他の育成就労実施者や監理支援機関等との連絡調整その他の必要な措置を講じることが求められます。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第7章第2節 · Checked on 2026-10-22 · In force from 2027-04-01 - When a worker's accreditation is revoked, the supervising organization must arrange for the worker to be taken on by another employer if the worker wants to continue, and the OTIT can advise.
Quote from the source
当該外国人が新たに育成就労の対象となることができるよう、他の育成就労実施者又は監理支援機関その他関係者との連絡調整その他の必要な措置を講じなければならない。
Quote matched the source on 2026-10-23
外国人の育成就労の適正な実施及び育成就労外国人の保護に関する法律（令和9年4月1日施行時点） 第五十一条第二項 · Checked on 2026-10-22 · In force from 2027-04-01 - Overtime must be paid with the legal premium and stay within the 45 hours a month and 360 hours a year limits, or at most 720 hours a year and under 100 hours in a month in special cases; the employer must also be able to guide the worker during overtime.
Quote from the source
育成就労外国人に時間外労働を行わせる場合は、適正に割増賃金を支払わなければなりません。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第10（１） · Checked on 2026-10-22 · In force from 2027-04-01 - Pay must be paid into the worker's chosen bank account or in a way that lets the amount actually received be confirmed, and the employer must keep proof such as transfer records or pay slips for inspection; the worker's consent is needed for bank transfer.
Quote from the source
育成就労外国人に現実に支払われた額を確認することができる方法によって支払うことを求めるものです。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第10（６） · Checked on 2026-10-22 · In force from 2027-04-01 - A field's accreditation is suspended when its sector ministry asks, on the basis of staffing indicators such as resident worker numbers, the job-opening ratio and the expected number of workers, once the cap is expected to be exceeded or enough workers are secured; the ministry later asks for resumption if workers are short again; the ISA says resident numbers for 育成就労 will be published on its site in future.
Quote from the source
上記２（４）ウに掲げた受入れ見込数を超えることが見込まれる場合その他必要とされる人材が確保されたと認められる場合には
Quote matched the source on 2026-10-23
分野別運用方針 別紙1（介護） 第一 ３（３） · Checked on 2026-10-22 · In force from 2027-04-01 - Under the Act, when a field's sector ministry asks, the main ministers must temporarily suspend 育成就労 plan accreditation for that field (except for workers already in the system and those whose accreditation was revoked), and they may resume it when the sector ministry says workers are short again.
Quote from the source
主務大臣は、前項の規定による求めがあったときは、分野別運用方針に基づき、一時的に同項の停止の措置をとるものとする。
Quote matched the source on 2026-10-23
外国人の育成就労の適正な実施及び育成就労外国人の保護に関する法律（令和9年4月1日施行時点） 第十二条の二 · Checked on 2026-10-22 · In force from 2027-04-01 - A normal plan application can be filed from six months before the planned start of 育成就労 and in principle must be filed by four months before; it is filed in person or by post with the accreditation section of the OTIT regional office or branch, and for post the arrival date is the filing date.
Quote from the source
育成就労計画の認定申請は、育成就労開始予定日の６か月前から可能です。また、 原則として、開始予定日の４か月前までに申請を行うことが必要です。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第2章第2節第2① · Checked on 2026-10-22 · In force from 2027-04-01 - The route to enter Japan has four steps: the employer files the plan with the OTIT, the OTIT issues a plan accreditation notice, the supervising organization (or employer for stand-alone) files a Certificate of Eligibility application with the immigration bureau attaching the notice, and the worker gets a visa abroad and shows the certificate at the airport.
Quote from the source
監理支援機関は、育成就労計画の認定通知書等を添付書類として、地方出入国在留管理局に在留資格認定証明書の交付申請を行います。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第2章第2節第2④⑤ · Checked on 2026-10-22 · In force from 2027-04-01 - Pre-launch applications are filed at the OTIT regional office covering the applicant's address (head office for a company), there are four ordinance form types to choose from, and the application should be based on the situation when work starts on or after 1 April 2027.
Quote from the source
施行日前申請は、育成就労を行わせようとする申請者（法人の場合は本店）の住所地を担当する機構の地方事務所・支所において受け付けます。
Quote matched the source on 2026-10-23
育成就労計画の施行日前申請のご案内リーフレット（外国人技能実習機構） 施行日前申請 · Checked on 2026-10-23 · In force from 2026-09-01 - For supervised 育成就労 at pre-launch, the supervising organization must already hold a technical-intern supervising organization permit and have filed for a 育成就労 supervising permit (a copy of the receipt is attached), because the plan cannot be accredited until the permit is granted.
Quote from the source
監理支援機関の許可がされなければ、育成就労計画も認定されません。
Quote matched the source on 2026-10-23
育成就労計画の施行日前申請のご案内リーフレット（外国人技能実習機構） 監理型 · Checked on 2026-10-22 · In force from 2026-09-01 - A 育成就労 worker may report to the Immigration Services Agency and the Ministry of Health, Labour and Welfare any violation of the 育成就労 law by the employer or supervising organization, and the employer may not stop the work or treat the worker worse for reporting; the agencies must also give advice and information to workers who consult them.
Quote from the source
育成就労外国人は、その事実を出入国在留管理庁長官及び厚生労働大臣に申告することができる。
Quote matched the source on 2026-10-23
外国人の育成就労の適正な実施及び育成就労外国人の保護に関する法律（令和9年4月1日施行時点） 第四十九条 · Checked on 2026-10-22 · In force from 2027-04-01 - Partly confirmed: The OTIT runs a native-language consultation service in which counsellors who speak the trainee's language take calls, emails and letters; the page is written for technical intern trainees and lists no 育成就労-specific line yet.
Quote from the source
機構では、技能実習生からの様々な相談（日本での生活に関することや技能実習に関することなど）に対して、母国語を話す相談員が応じています。
Quote matched the source on 2026-10-23
母国語相談（外国人技能実習機構） 母国語相談窓口 · Checked on 2026-10-23 - Under the current system a trainee who can no longer train because of an 'unavoidable reason' can change employers with the OTIT's help, and since 1 November 2024 the OTIT has explained how in plain Japanese and in nine languages with request forms.
Quote from the source
令和６年11月１日技能実習を行うことができなくなる「やむを得ない事情」がある場合の実習先の変え方がわかりやすくなりました。
Quote matched the source on 2026-10-23
やむをえない事情の転籍（外国人技能実習機構） やむをえない事情の転籍 · Checked on 2026-10-23 - Under the current Act an employer or supervising organization that files a difficulty-in-continuing notice must arrange for a trainee who wants to continue to move to another employer or organization.
Quote from the source
当該実習実施者及び当該監理団体に係る技能実習生であって引き続き技能実習を行うことを希望するものが技能実習を行うことができるよう、他の実習実施者又は監理団体その他関係者との連絡調整その他の必要な措置を講じ
Quote matched the source on 2026-10-23
外国人の技能実習の適正な実施及び技能実習生の保護に関する法律（現行、令和8年10月22日時点） 第五十一条 · Checked on 2026-10-22 - A registered support organization registered before 1 April 2027 whose registration ends by 31 July 2027 can renew on the old requirements if it files before the start date; any new registrant filing before the start date is judged on the old rules but must meet the new ones at renewal.
Quote from the source
令和９年７月３１日までに登録の期間が満了する場合は、施行日前に登録の更新の申請をしたときに限り、施行日前の要件に基づいて登録の更新を受けることができます。
Quote matched the source on 2026-10-23
１号特定技能外国人への支援体制に係る要件の改正について（令和９年４月１日施行）（出入国在留管理庁） · Checked on 2026-10-22 · In force from 2027-04-01 - If a worker's pregnancy or childbirth makes continuing difficult, the employer must file a difficulty-in-continuing notice and, with the supervising organization, explain the maternity-handbook, hospital and municipal procedures, that 育成就労 can resume after a break, the lump-sum childbirth benefit and leave, and keep written proof of a worker's wish to go home.
Quote from the source
妊娠・出産等により、育成就労を継続することが困難となった場合、育成就労実施者は、育成就労実施困難時届出書を提出する必要があります。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q59 · Checked on 2026-10-22 · In force from 2027-04-01 - To resume after a pause such as pregnancy, illness or family reasons with the same employer, the employer files a plan-change accreditation (with a statement or, for pregnancy, copies of the earlier notice and a declaration form), the new period is added to what was already done up to the legal maximum, and a new certificate of eligibility is needed if the worker left without a re-entry permit.
Quote from the source
中断した育成就労を再開する場合は、育成就労を中断した理由及び再開するに至った経緯等を記載した理由書（様式自由）を添付の上
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第15節第4 · Checked on 2026-10-22 · In force from 2027-04-01
Penalties
- Supervising and support organizations and their officers or staff who force a 育成就労 worker to work against their will by violence, threats, confinement or similar means face imprisonment of 1 to 10 years or a fine of 200,000 to 3,000,000 yen.
Quote from the source
第四十六条の規定に違反したときは、当該違反行為をした者は、一年以上十年以下の拘禁刑又は二十万円以上三百万円以下の罰金に処する。
Quote matched the source on 2026-10-23
外国人の育成就労の適正な実施及び育成就労外国人の保護に関する法律（令和9年4月1日施行時点） 第百八条 · Checked on 2026-10-22 · In force from 2027-04-01 - An employer or supervising organization that receives a transfer request must not dismiss the worker or otherwise treat the worker unfavourably because of it, must not obstruct the transfer, and must give copies of the plan and travel receipts if asked.
Quote from the source
転籍を希望する旨の申出を受けたことをもって育成就労外国人を解雇するなどの不利益な取扱いをすることは許されません。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第1（１）ア · Checked on 2026-10-22 · In force from 2027-04-01 - An employer that stops a worker from sitting the transfer-qualifying tests risks having its plan accreditation revoked, and the worker then has an unavoidable-reason ground to change employers; employers must also lend a place for a test held at their site unless that is clearly unworkable.
Quote from the source
転籍を妨害するためにこれらの試験を受けさせない、受験を妨害するなどの行為は、育成就労計画の認定の取消事由となり得ます
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（３）イ · Checked on 2026-10-22 · In force from 2027-04-01 - A voluntary transfer cannot be accredited if a private job broker or an online recruitment-information provider was used: help may come only from the supervising organization, the OTIT, Hello Work or the regional transport bureau.
Quote from the source
民間の職業紹介事業者等を利用している場合、本人意向の転籍による当該育成就労外国人の受入れは認められません。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（３）ウ（エ） · Checked on 2026-10-22 · In force from 2027-04-01 - Accreditation of a 育成就労 plan can be revoked if the employer does not follow the plan, no longer meets the standards, becomes disqualified, gives false reports or refuses inspection, or breaks an improvement order; the revocation is publicly announced.
Quote from the source
出入国在留管理庁長官及び厚生労働大臣は、次の各号のいずれかに該当するときは、育成就労認定を取り消すことができる。
Quote matched the source on 2026-10-23
外国人の育成就労の適正な実施及び育成就労外国人の保護に関する法律（令和9年4月1日施行時点） 第十六条 · Checked on 2026-10-22 · In force from 2027-04-01 - A supervising and support organization permit can be revoked if it no longer meets the standards, becomes disqualified, breaches a permit condition or breaks immigration or labour law, and the authorities can order a business suspension; revocation is made public.
Quote from the source
主務大臣は、監理支援機関が次の各号のいずれかに該当するときは、許可を取り消すことができる。
Quote matched the source on 2026-10-23
外国人の育成就労の適正な実施及び育成就労外国人の保護に関する法律（令和9年4月1日施行時点） 第三十七条 · Checked on 2026-10-22 · In force from 2027-04-01 - A person cannot be accredited for five years after a prison sentence ends, five years after a fine under specified immigration, labour or social-insurance laws, five years after improper or very unfair acts under immigration or labour law, or five years after a 育成就労 accreditation was revoked; a person who is bankrupt and not discharged, or linked to organised crime, is also barred.
Quote from the source
拘禁刑以上の刑に処せられ、その執行を終わり、又は執行を受けることがなくなった日から起算して五年を経過しない者
Quote matched the source on 2026-10-23
外国人の育成就労の適正な実施及び育成就労外国人の保護に関する法律（令和9年4月1日施行時点） 第十条 · Checked on 2026-10-22 · In force from 2027-04-01
Lists and tables
- There are 19 specified industrial fields for Specified Skilled Worker but only 17 for 育成就労; the difference is that automobile transport and aviation are SSW-only.
Quote from the source
※特定産業分野は１９分野、育成就労産業分野は１７分野である
Quote matched the source on 2026-10-23
特定技能の在留資格に係る制度の運用に関する方針及び育成就労に係る制度の運用に関する方針（分野別運用方針）の主要な記載事項 1 · Checked on 2026-10-22 · In force from 2027-04-01 - The 17 育成就労 fields are: nursing care, building cleaning, construction, industrial product manufacturing, linen supply, shipbuilding and marine industry, automobile maintenance, accommodation, logistics warehousing, agriculture, fishery, railway, resource recycling, food service, wood industry, forestry and food and beverage manufacturing.
Quote from the source
介護分野 ビルクリーニング分野 建設分野 工業製品製造業分野 リネンサプライ分野 造船・舶用工業分野 自動車整備分野 宿泊分野 航空分野 物流倉庫分野 自動車運送業分野 農業分野 漁業分野 鉄道分野 資源循環分野 外食業分野 木材産業分野 林業分野 飲食料品製造業分野
Quote matched the source on 2026-10-23
特定技能の在留資格に係る制度の運用に関する方針及び育成就労に係る制度の運用に関する方針（分野別運用方針）の主要な記載事項 1 · Checked on 2026-10-23 · In force from 2027-04-01 - As of July 2026, the only Specified Skilled Worker fields with no 育成就労 counterpart are automobile transport and aviation.
Quote from the source
令和８年７月時点で、特定技能産業分野１９分野のうち育成就労産業分野として設定がない分野は、自動車運送業分野、航空分野のみ。
Quote matched the source on 2026-10-23
育成就労制度の概要（令和８年７月改訂） 注３ · Checked on 2026-10-22 · In force from 2027-04-01 - General household cleaning, airport ground handling and boiler maintenance, which are trades eligible for the second stage of technical intern training, are not covered by 育成就労 fields.
Quote from the source
クリーニング職種（一般家庭用クリーニング作業）、空港グランドハンドリング職種及びボイラーメンテナンス職種（ボイラーメンテナンス作業）は令和８年１月２３日に閣議決定した分野別運用方針において、育成就労産業分野（業務区分）の対象としておりません。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q29 · Checked on 2026-10-23 · In force from 2027-04-01 - Eight of the 17 fields set a two-year transfer restriction period and the other nine set one year.
Quote from the source
２年 － ２年 ２年 ２年 － － － ２年 － － ２年 － ２年 － － ２年
Quote matched the source on 2026-10-23
特定技能の在留資格に係る制度の運用に関する方針及び育成就労に係る制度の運用に関する方針（分野別運用方針）の主要な記載事項 4(1) · Checked on 2026-10-23 · In force from 2027-04-01 - As of 23 October 2026 ISA lists MOCs with six countries: Uzbekistan, Sri Lanka, Thailand, Bangladesh, Timor-Leste and Laos.
Quote from the source
○ ウズベキスタンとの育成就労に関する協力覚書 英文(PDF) 和文（仮訳）(PDF) ○ スリランカとの育成就労に関する協力覚書 英文(PDF) 和文（仮訳）(PDF) ○ タイとの育成就労に関する協力覚書 英文(PDF) 和文（仮訳）(PDF) ○ バングラデシュとの育成就労に関する協力覚書 英文(PDF) 和文（仮訳）(PDF) ○ 東ティモールとの育成就労に関する協力覚書 英文(PDF) 和文（仮訳）(PDF) ○ ラオスとの育成就労に関する協力覚書 英文(PDF) 和文（仮訳）(PDF)
Quote matched the source on 2026-10-23
育成就労に関する二国間の協力覚書（出入国在留管理庁） · Checked on 2026-10-23 - Designated regional areas are all prefectures other than Tokyo, Kanagawa, Chiba, Saitama, Aichi, Osaka, Kyoto and Hyogo, plus depopulated parts of those eight.
Quote from the source
東京都、神奈川県、千葉県、埼玉県、愛知県、大阪府、京都府、兵庫県以外の道県と、この８都府県のうちの一部の地域を指定区域として地方とする
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q41 · Checked on 2026-10-22 · In force from 2027-04-01 - Indonesia has no 育成就労 MOC date on the Organization for Technical Intern Training (OTIT) list page; only a provisional sending-organization list from Indonesia (posted 2026-10-20) is on file.
Quote from the source
インドネシア 送出機関リスト 暫定 2026年10月20日
Quote matched the source on 2026-10-23
外国政府認定送出機関一覧（育成就労制度）（外国人技能実習機構） 送出国一覧表 · Checked on 2026-10-22 - Vietnam has no 育成就労 MOC date on the Organization for Technical Intern Training (OTIT) list page; only a provisional sending-organization list from Vietnam (posted 2026-10-13) is on file.
Quote from the source
ベトナム 送出機関リスト 暫定 2026年10月13日
Quote matched the source on 2026-10-23
外国政府認定送出機関一覧（育成就労制度）（外国人技能実習機構） 送出国一覧表 · Checked on 2026-10-22 - Nepal has no 育成就労 MOC date on the Organization for Technical Intern Training (OTIT) list page; only a provisional sending-organization list from Nepal (posted 2026-10-13) is on file.
Quote from the source
ネパール 送出機関リスト 暫定 2026年10月13日
Quote matched the source on 2026-10-23
外国政府認定送出機関一覧（育成就労制度）（外国人技能実習機構） 送出国一覧表 · Checked on 2026-10-22 - the Philippines has no 育成就労 MOC date on the Organization for Technical Intern Training (OTIT) list page; only a provisional sending-organization list from the Philippines (posted 2026-10-16) is on file.
Quote from the source
フィリピン 送出機関リスト 暫定 2026年10月16日
Quote matched the source on 2026-10-23
外国政府認定送出機関一覧（育成就労制度）（外国人技能実習機構） 送出国一覧表 · Checked on 2026-10-22 - Myanmar has no 育成就労 MOC date on the Organization for Technical Intern Training (OTIT) list page; only a provisional sending-organization list from Myanmar (posted 2026-10-06) is on file.
Quote from the source
ミャンマー 送出機関リスト 暫定 ２０２６年10月6日
Quote matched the source on 2026-10-23
外国政府認定送出機関一覧（育成就労制度）（外国人技能実習機構） 送出国一覧表 · Checked on 2026-10-22 - Cambodia has no 育成就労 MOC date on the Organization for Technical Intern Training (OTIT) list page; only a provisional sending-organization list from Cambodia (posted 2026-04-07) is on file.
Quote from the source
カンボジア 送出機関リスト 暫定 2026年４月７日
Quote matched the source on 2026-10-23
外国政府認定送出機関一覧（育成就労制度）（外国人技能実習機構） 送出国一覧表 · Checked on 2026-10-22 - Kyrgyzstan has no 育成就労 MOC date on the Organization for Technical Intern Training (OTIT) list page; only a provisional sending-organization list from Kyrgyzstan (posted 2026-09-07) is on file.
Quote from the source
キルギス 送出機関リスト 暫定 2026年９月７日
Quote matched the source on 2026-10-23
外国政府認定送出機関一覧（育成就労制度）（外国人技能実習機構） 送出国一覧表 · Checked on 2026-10-22 - Pakistan (24 July 2026), Tajikistan (24 July 2026) and Bhutan (28 July 2026) each have only a provisional sending-organization list on the OTIT page and no MOC date.
Quote from the source
パキスタン 送出機関リスト 暫定 2026年7月24日
Quote matched the source on 2026-10-23
外国政府認定送出機関一覧（育成就労制度）（外国人技能実習機構） 送出国一覧表 · Checked on 2026-10-22 - Partly confirmed: China does not appear on the ISA list of MOC countries or in the OTIT table of countries with a submitted sending-organization list, so no official 育成就労 MOC or list status is published for China on those pages.
Quote from the source
二国間取決めを作成した国又は送出機関リストの提出があった国について、順次追加いたします。
Quote matched the source on 2026-10-23
外国政府認定送出機関一覧（育成就労制度）（外国人技能実習機構） 送出国一覧表（※１） · Checked on 2026-10-23 - Uzbekistan has a signed 育成就労 MOC (created 2026-06-29 per the OTIT table), and its sending-organization list is marked 'certified' (posted 2026-08-18).
Quote from the source
ウズベキスタン 送出機関リスト 認定 2026年８月18日 2026年６月29日
Quote matched the source on 2026-10-23
外国政府認定送出機関一覧（育成就労制度）（外国人技能実習機構） 送出国一覧表 · Checked on 2026-10-22 - Sri Lanka has a signed 育成就労 MOC (created 2026-07-23 per the OTIT table), and its sending-organization list is marked 'certified' (posted 2026-09-17).
Quote from the source
スリランカ 送出機関リスト 認定 2026年９月17日 2026年７月23日
Quote matched the source on 2026-10-23
外国政府認定送出機関一覧（育成就労制度）（外国人技能実習機構） 送出国一覧表 · Checked on 2026-10-22 - Thailand has a signed 育成就労 MOC (created 2026-06-02 per the OTIT table), and its sending-organization list is marked 'certified' (posted 2026-10-09).
Quote from the source
タイ 送出機関リスト 認定 2026年10月9日 2026年６月2日
Quote matched the source on 2026-10-23
外国政府認定送出機関一覧（育成就労制度）（外国人技能実習機構） 送出国一覧表 · Checked on 2026-10-22 - Bangladesh has a signed 育成就労 MOC (created 2026-10-17 per the OTIT table), and its sending-organization list is marked 'provisional' (posted 2026-10-06).
Quote from the source
バングラデシュ 送出機関リスト 暫定 2026年10月6日 2026年１０月17日
Quote matched the source on 2026-10-23
外国政府認定送出機関一覧（育成就労制度）（外国人技能実習機構） 送出国一覧表 · Checked on 2026-10-22 - Timor-Leste has a signed 育成就労 MOC (created 2026-10-13 per the OTIT table), and its sending-organization list is marked 'provisional' (posted 2026-06-11).
Quote from the source
東ティモール 送出機関リスト 暫定 2026年6月11日 2026年１０月13日
Quote matched the source on 2026-10-23
外国政府認定送出機関一覧（育成就労制度）（外国人技能実習機構） 送出国一覧表 · Checked on 2026-10-22 - Laos has a signed 育成就労 MOC (created 2026-08-31 per the OTIT table), and its sending-organization list is marked 'certified' (posted 2026-09-02).
Quote from the source
ラオス 送出機関リスト 認定 2026年９月２日 2026年８月31日
Quote matched the source on 2026-10-23
外国政府認定送出機関一覧（育成就労制度）（外国人技能実習機構） 送出国一覧表 · Checked on 2026-10-22 - Industrial product manufacturing tests by main skill: the large metal-working, electrical assembly, metal surface treatment, box-making, printing and sewing groups (and prefab housing and furniture) use the national skill test basic level in the first year and grade 3 at the end; welding, plastics, concrete products, ceramics, cables and other niche skills use a 育成就労 Evaluation Test (beginner, then specialist); RPF manufacturing and ready-mixed concrete end with the SSW type 1 manufacturing test.
Quote from the source
別表３のｄ．技能水準（育成就労終了まで）の欄に掲げるもの
Quote matched the source on 2026-10-23
分野別運用方針 別紙4（工業製品製造業） 別表３ · Checked on 2026-10-23 · In force from 2027-04-01 - Construction tests by main skill: most trades (well drilling, formwork, rebar assembly, scaffolding, plastering, tiling, interior finishing and similar) use the national skill test basic level in the first year and grade 3 at the end; construction machinery operation, welding, pipe rehabilitation, rebar joints and electrical equipment installation use a 育成就労 Evaluation Test (beginner, then specialist).
Quote from the source
別表３のｄ．技能水準（育成就労終了まで）の欄に掲げるもの
Quote matched the source on 2026-10-23
分野別運用方針 別紙5（建設） 別表３ · Checked on 2026-10-23 · In force from 2027-04-01 - Shipbuilding and marine industry tests by main skill: painting, structural ironwork, scaffolding, piping, sheet metal, machining and similar skills use the national skill test basic level then grade 3, while hand welding and semi-automatic welding use the welding 育成就労 Evaluation Test (basic then specialist).
Quote from the source
別表３のｄ.技能水準（育成就労終了まで）の欄に掲げるもの
Quote matched the source on 2026-10-23
分野別運用方針 別紙6（造船・舶用工業） 別表３ · Checked on 2026-10-23 · In force from 2027-04-01 - Automobile maintenance tests: the automobile maintenance category uses the Automobile Maintenance 育成就労 Evaluation Test (basic then specialist) and the body repair category uses the Body Repair 育成就労 Evaluation Test (basic then specialist).
Quote from the source
別表３のｄ．技能水準（育成就労終了まで）の欄に掲げるもの
Quote matched the source on 2026-10-23
分野別運用方針 別紙7（自動車整備） 別表３ · Checked on 2026-10-23 · In force from 2027-04-01 - Food and beverage manufacturing tests: the general food and beverage manufacturing skill ends with the SSW1 food and beverage manufacturing test; canning, poultry processing, meat cutting, side dishes and pickles use their own 育成就労 Evaluation Tests (basic then specialist); ham, sausage, bacon, bread and fish paste use the national skill test basic level then grade 3; seafood processing uses the Seafood Processing 育成就労 Evaluation Test.
Quote from the source
別表３のｄ．技能水準（育成就労終了まで）の欄に掲げるもの
Quote matched the source on 2026-10-23
分野別運用方針 別紙15（飲食料品製造業） 別表３ · Checked on 2026-10-23 · In force from 2027-04-01 - Food service tests: the food service category uses the Food Service 育成就労 Evaluation Test (basic) then the SSW1 food service test, and the medical and welfare facility meal production skill uses its own 育成就労 Evaluation Test (basic then specialist).
Quote from the source
別表３のｄ．技能水準（育成就労終了まで）の欄に掲げるもの
Quote matched the source on 2026-10-23
分野別運用方針 別紙16（外食業） 別表３ · Checked on 2026-10-23 · In force from 2027-04-01 - Agriculture tests: every main skill (greenhouse horticulture, rice and field crops, fruit, pigs, poultry, cattle) uses its own 育成就労 Evaluation Test, beginner level in the first year and specialist level at the end.
Quote from the source
別表３のｄ．技能水準（育成就労終了まで）の欄に掲げるもの
Quote matched the source on 2026-10-23
分野別運用方針 別紙13（農業） 別表３ · Checked on 2026-10-23 · In force from 2027-04-01 - Fisheries tests: capture fishing uses the Fisheries 育成就労 Evaluation Test (basic) in year one and the SSW1 fisheries test (fishing) at the end; aquaculture uses the Aquaculture 育成就労 Evaluation Test (basic) and the SSW1 fisheries test (aquaculture).
Quote from the source
別表３のｄ．技能水準（育成就労終了まで）の欄に掲げるもの
Quote matched the source on 2026-10-23
分野別運用方針 別紙14（漁業） 別表３ · Checked on 2026-10-23 · In force from 2027-04-01 - Railway tests by category: all six categories use the Railway 育成就労 Evaluation Test (beginner) per category in the first year; track, electrical, rolling-stock maintenance, rolling-stock manufacturing and station and train cleaning end with the matching Railway SSW type 1 evaluation test, and transport staff (station staff work) end with the Railway 育成就労 Evaluation Test (specialist level).
Quote from the source
別表２のｄ．技能水準（育成就労終了まで）の欄に掲げるもの
Quote matched the source on 2026-10-23
分野別運用方針 別紙11（鉄道） 別表２ · Checked on 2026-10-23 · In force from 2027-04-01 - In industrial product manufacturing only the machinery and metal processing, electrical and electronic equipment assembly and metal surface treatment categories can lead on to Specified Skilled Worker type 2.
Quote from the source
※工業製品製造業分野においては、「機械金属加工区分」、「電気電子機器組立て区分」及び「金属表面処理区分」のみ特定技能２号へ移行可。
Quote matched the source on 2026-10-23
育成就労制度の概要（令和８年７月改訂） p.4 注記 · Checked on 2026-10-22 · In force from 2024-06-21 - Examples of tests accepted for the SSW type 1 Japanese requirement are JFT-Basic at A2.2 level and JLPT N4 or equivalent; passing both a skill test and a Japanese test is the condition for moving from 育成就労 to SSW type 1.
Quote from the source
日本語能力Ａ２.２相当以上の試験（JFT-BasicのＡ２.２相当、JLPTのＮ４等）
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q74 · Checked on 2026-10-22 · In force from 2027-04-01 - The ordinance lists five 'unavoidable reasons' for changing employers without meeting the voluntary-transfer conditions: continuation became hard for reasons other than the worker's; a serious breach of the employment contract; violence, threats, restriction of freedom or other rights violations; improper or very unfair acts under immigration or labour law; and other circumstances making continuation inappropriate.
Quote from the source
法第八条の五第一項の認定の申請に係る育成就労外国人の都合以外の理由で従前の育成就労計画に基づく育成就労の継続が困難となったこと。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（２） · Checked on 2026-10-22 · In force from 2027-04-01 - Violence, insults, discriminatory remarks by nationality, forced head-shaving or kneeling, sexual harassment and threatening dismissal over pregnancy are given as examples of rights violations by the employer that justify an unavoidable-reason transfer.
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育成就労実施者から暴行、暴言、各種ハラスメント等の人権侵害行為を受けたと認められる場合
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（２）ア · Checked on 2026-10-22 · In force from 2027-04-01 - A dismissal, closure, downsizing or business conversion by the employer, including a formally notified dismissal that is legally invalid, and an agreed contract cancellation after a breakdown of trust or one the employer pressured the worker to sign, all count as unavoidable reasons.
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典型的には、育成就労実施者の経営上・事業上の都合（倒産、廃業、事業縮小など）を理由とした整理解雇（雇い止め）が当たりますが、解雇の理由はこれに限られません。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（２）イ・ウ · Checked on 2026-10-22 · In force from 2027-04-01 - Serious unpaid wages (including leave allowance), illegal overtime, no paid leave without reason, taking away passports or phones, penalty clauses, forced savings, unsafe work at height and similar violations by the employer count as unavoidable reasons, and a repeat violation or one against a colleague can qualify.
Quote from the source
育成就労外国人に対する賃金不払い（※）の態様が重大悪質な場合には、下記オの是正申入れを待たずして、転籍が認められます。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（２）エ · Checked on 2026-10-22 · In force from 2027-04-01 - Pay, housing or other conditions that differ from the contract in a way that makes continuing hard count as an unavoidable reason once the worker, or the OTIT on the worker's behalf, has asked for correction and it has not been fixed; repeat cases need no request.
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育成就労外国人が育成就労実施者に是正を申し入れたが、是正されない場合をいいます。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第2（２）オ · Checked on 2026-10-22 · In force from 2027-04-01 - Housing must be a lawful building away from hazardous or noisy places, have escape stairs (one for under 15 residents above ground floor, two for 15 or more), fire extinguishers, separate bedrooms for different sleeping-hour groups, toilet, washroom, laundry and bath, and hygiene measures; dormitories also need labour-standards registration.
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通常時 15 人未満の者が２階以上の寝室に居住する建物には 1 箇所以上、通
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第10（２） · Checked on 2026-10-22 · In force from 2027-04-01 - An employer is rated excellent on six items: pass rates for skill and Japanese tests, training arrangements, treatment of workers, record of legal violations and missing workers, consultation and support, and community coexistence; the rating raises the intake limit and is needed to receive voluntary transferees.
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育成就労外国人と地域社会との共生に向けた取組の状況
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q44 · Checked on 2026-10-23 · In force from 2027-04-01 - The excellent-employer points are split into achievements in skill and Japanese (up to 50), structure, treatment and implementation (up to 40) and community coexistence (up to 10), with a separate section for violations and missing workers that can only subtract points.
Quote from the source
Ⅱ体制・待遇・実施状況【最大 40 点】
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第12 · Checked on 2026-10-22 · In force from 2027-04-01 - Examples of excellent-employer points: first-year test pass rate of 95 percent or more earns 7 points; zero cost to the worker from the sending organization earns 4; pay at 120 percent or more of the minimum wage earns 3; yearly raises of 8 percent or more earn 4; being supervised by an excellent supervising organization earns 6; an improvement order within 3 years or a missing worker caused by the employer rules the employer out.
Quote from the source
・95％以上：７点
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第2節第12 · Checked on 2026-10-22 · In force from 2027-04-01 - The five-year intake caps for the period to the end of March 2029 are, for 育成就労: nursing care 33,800; building cleaning 7,300; construction 123,500; shipbuilding and marine 13,500; automobile maintenance 9,900; accommodation 5,200; agriculture 26,300; fisheries 2,600; food service 5,300; forestry 500; wood industry 2,200; industrial product manufacturing 119,700; railway 1,100; food and beverage manufacturing 61,400; linen supply 3,400; logistics warehouse 6,900; resource recycling 3,600 (total 426,200).
Quote from the source
育成就労 33,800 7,300 123,500 13,500 9,900 5,200 26,300 2,600 5,300 500 2,200 119,700 1,100 61,400 3,400 6,900 3,600 426,200
Quote matched the source on 2026-10-23
分野別運用方針の主要な記載事項 2 · Checked on 2026-10-23 · In force from 2027-04-01 - The Specified Skilled Worker type 1 caps in the same table, per field, sum to 805,700; nursing care 126,900 and industrial product manufacturing 199,500 and food and beverage manufacturing 133,500 are the largest, and the 育成就労 and SSW caps together are 1,231,900.
Quote from the source
特定技能1号 126,900 32,200 76,000 23,400 9,400 14,800 22,100 73,300 14,800 50,000 900 4,500 199,500 4,900 2,900 133,500 4,300 11,400 900 805,700
Quote matched the source on 2026-10-23
分野別運用方針の主要な記載事項 2 · Checked on 2026-10-22 · In force from 2027-04-01 - The documents filed with a plan include the employment contract and conditions document, a statement that pay equals a Japanese worker's, the breakdown of meals and rent charged, the worker's passport copy and health proof, the manager, instructor and living-support officer's CVs and pledges, and for supervised plans the supervising organization contract and the sending organization's pledge, plus skill and Japanese proof for transferring workers.
Quote from the source
育成就労の対象となろうとする外国人との間で締結した雇用契約の契約書及び雇用条件書の写し
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第1節第3 · Checked on 2026-10-22 · In force from 2027-04-01 - Evidence required for a supervised plan also includes the recommendation letter where the country requires it, proof of the fees the worker paid the sending organization with the worker's confirmation they understood them, the housing check by the supervising organization, and a written pledge that no deposit or penalty contract exists.
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第十三条第二項第三号ト⑴に規定する推薦を受けたことを明らかにする推薦状
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第1節第3 · Checked on 2026-10-22 · In force from 2027-04-01 - A plan application must attach proof of membership in the field's sector council (or, for industrial product manufacturing, the registered corporation) and proof of meeting the field's add-on standards, and, for countries on the recommendation-letter list, a letter issued by a public body of the sending country for each worker.
Quote from the source
分野別協議会（又は登録法人）への加入を証明する書類
Quote matched the source on 2026-10-23
育成就労制度に係る施行日前申請（出入国在留管理庁） 留意事項 · Checked on 2026-10-22 · In force from 2026-04-15 - To move up under the current system the trainee's plan targets the basic-level national skill test (or equivalent) for stage 1, grade 3 for stage 2 and grade 2 for stage 3; a stage 2 plan must attach proof of passing the basic level and a stage 3 plan proof of passing the grade 3 practical test.
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習熟をさせる技能等に係る三級の技能検定又はこれに相当する技能実習評価試験の実技試験の合格を掲げるものであること。
Quote matched the source on 2026-10-23
外国人の技能実習の適正な実施及び技能実習生の保護に関する法律施行規則（現行、令和8年10月22日時点） 第十条第一項 · Checked on 2026-10-22 - Under the current rules a stage 2 application needs a certificate of passing the basic-level test and a stage 3 application a certificate of passing the grade 3 practical test.
Quote from the source
第二号技能実習に係るものである場合にあっては、基礎級の技能検定
Quote matched the source on 2026-10-23
外国人の技能実習の適正な実施及び技能実習生の保護に関する法律施行規則（現行、令和8年10月22日時点） 第八条第二十二号・第二十三号 · Checked on 2026-10-22 - From 1 April 2027 the SSW type 1 support structure must have a support manager and support staff chosen from full-time officers or employees at each office, only they may do the support work, support staff headcount must exceed the number of employers divided by 10 and the number of workers divided by 50, and the manager must take a training course (not required for the time being).
Quote from the source
支援業務に従事することができる者を支援責任者等に限定する。
Quote matched the source on 2026-10-23
１号特定技能外国人への支援体制に係る要件の改正について（令和９年４月１日施行）（出入国在留管理庁） · Checked on 2026-10-22 · In force from 2027-04-01 - Beyond three years, the manual allows an extension only where the worker failed the target test despite proper 育成就労 under the plan (other than where passing the SSW type 1 conversion tests allows a move to SSW type 1), or where illness or a disaster stopped the worker taking the target test in time.
Quote from the source
育成就労計画に基づく適正な育成就労を行っていたにもかかわらず、育成就労の目標として定められた試験に合格することができなかった場合
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第5節 · Checked on 2026-10-23 · In force from 2027-04-01
Recent changes
- The Employment for Skill Development (育成就労, ikusei shuro) system starts operating on 1 April 2027, the same date on which the amended Specified Skilled Worker rules take effect.
Quote from the source
育成就労制度の運用開始と特定技能制度の適正化等の施行日は令和９年４月１日です。
Quote matched the source on 2026-10-23
育成就労制度Q＆A（出入国在留管理庁） Q3 · Checked on 2026-10-22 · In force from 2027-04-01 - The Cabinet Order setting the entry-into-force date of the 2024 amending Act (Act No. 60 of Reiwa 6) fixes it as 1 April 2027.
Quote from the source
施行期日は、令和九年四月一日とする。
Quote matched the source on 2026-10-23
出入国管理及び難民認定法及び外国人の技能実習の適正な実施及び技能実習生の保護に関する法律の一部を改正する法律の施行期日を定める政令 · Checked on 2026-10-23 · In force from 2027-04-01 - The field-specific operation policies covering both the Specified Skilled Worker and 育成就労 systems were decided by the Cabinet on 23 January 2026, replacing the older SSW-only field policies.
Quote from the source
令和８年１月２３日に開催された「外国人の受入れ・秩序ある共生社会実現に関する関係閣僚会議」及び閣議において特定技能制度及び育成就労制度の分野別運用方針が決定されました。
Quote matched the source on 2026-10-23
育成就労制度に係る制度の運用に関する基本方針・分野別運用方針（出入国在留管理庁） · Checked on 2026-10-22 · In force from 2026-01-23 - The same Act provides for the Organization for Technical Intern Training to be dissolved when it takes effect, with all its rights and obligations passing to the new Employment for Skill Development Organization (外国人育成就労機構).
Quote from the source
外国人技能実習機構は、この法律の施行の時において解散するものとし、その一切の権利及び義務は、その時において、外国人育成就労機構が承継するものとする。
Quote matched the source on 2026-10-23
外国人の育成就労の適正な実施及び育成就労外国人の保護に関する法律（令和9年4月1日施行時点） 附則（令和六年法律第六十号） · Checked on 2026-10-22 · In force from 2027-04-01 - In automobile maintenance and food and beverage manufacturing, new business categories were split from the old ones, with a transition allowing the old categories until 31 March 2027.
Quote from the source
令和９年３月３１日まで従前の業務区分で受け入れる経過措置を設けることとしている
Quote matched the source on 2026-10-23
育成就労制度の概要（令和８年７月改訂） p.4 注記 · Checked on 2026-10-22 · In force from 2027-03-31 - The 2024 amending Act (effective 1 April 2027) also limits outsourcing of SSW type 1 support to registered support organizations, and raises the maximum penalty for promoting illegal work from 3 years or 3 million yen to 5 years or 5 million yen.
Quote from the source
委託する場合の委託先を、登録支援機関に限るものとする。
Quote matched the source on 2026-10-23
改正法の概要（育成就労制度の創設等）（出入国在留管理庁） 特定技能の適正化・不法就労助長罪の厳罰化 · Checked on 2026-10-22 · In force from 2027-04-01 - From 1 April 2027 the support set-up for Specified Skilled Worker type 1 must include a named support manager and support staff chosen from full-time officers or employees at each office that gives support, and only those people may do the support work.
Quote from the source
支援責任者及び支援担当者（以下「支援責任者等」という。）を、支援を行う事業所（登録支援機関の場合は支援業務を行う事務所）ごとにそれぞれ常勤の役員又は職員の中から
Quote matched the source on 2026-10-23
１号特定技能外国人への支援体制に係る要件の改正について（令和９年４月１日施行）（出入国在留管理庁） · Checked on 2026-10-23 · In force from 2027-04-01
Not confirmed (1)
- Not confirmed: The final rules on the worker's residence status, permitted activities and maximum stay while looking for a new employer after a transfer request are not set out in the August 2026 operating manual or the legislation read; the manual only covers notification, matching support and the new plan accreditation, so no stay period can be stated yet.
Quote from the source
育成就労外国人本人の希望に応じた職業紹介等の転籍支援を行わなければなりません。
Quote matched the source on 2026-10-23
育成就労制度運用要領（全体版） 第4章第3節第1（２） · Checked on 2026-10-23 · In force from 2027-04-01