सीप विकासका लागि रोजगारी (育成就労): के बदलिन्छ

सीप विकासका लागि रोजगारी (育成就労) 2027-04-01 देखि सुरु हुन्छ र प्राविधिक प्रशिक्षणको ठाउँ लिन्छ। योजना बढीमा 3 वर्षको हुन्छ।

2026-10-26 मा समीक्षा गरिएको

यो के हो र कहिले सुरु हुन्छ?

सीप विकासका लागि रोजगारी (育成就労) 2027-04-01 देखि सञ्चालनमा आउँछ र क्रमशः अन्त्य गरिँदै गरेको प्राविधिक प्रशिक्षणको ठाउँ लिन्छ। पुरानो कार्यक्रमको उद्देश्य सीप हस्तान्तरणमार्फत अन्तर्राष्ट्रिय योगदान थियो; नयाँको उद्देश्य जनशक्ति अभाव भएका क्षेत्रमा कामदार विकास र सुनिश्चित गर्नु हो।

यो जापानमा 3 वर्ष काम गरेर विशिष्ट दक्ष कामदार (i) स्तरको सीप पुग्ने व्यक्ति तयार गर्न डिजाइन गरिएको हो। निरीक्षण तथा सहयोग संस्थाको अनुमति आवेदन 2026-04-15 देखि र योजना मान्यताको आवेदन 2026-09-01 देखि लिइँदै छ।

कुन क्षेत्र र कति अवधि?

सीप विकासका लागि रोजगारीमा 17 क्षेत्र छन्, विशिष्ट दक्ष कामदारमा 19। 2026-07 सम्म विशिष्ट दक्ष कामदारका क्षेत्रमध्ये यसको समकक्ष नभएका क्षेत्र मोटर यातायात र उड्डयन मात्र हुन्।

योजना 3 वर्ष वा कम अवधिको हुन्छ, प्रत्येक कामदारका लागि छुट्टै बनाइन्छ र काम सुरु हुनुअघि मान्यता दिइन्छ। 1 देखि 3 सम्मका चरण वर्ग हुँदैनन्। उचित कारण भए जम्मा 4 वर्षसम्म बढाउन सकिन्छ।

3 वर्षपछि विशिष्ट दक्ष कामदार (i) मा जान चाहिने परीक्षा नसके अध्यागमन सेवा एजेन्सी (ISA) ले थप 1 वर्षसम्म बस्न दिने योजना बनाएको छ। तुलनामा (i) को सीमा सिद्धान्ततः 5 वर्ष हो र (ii) को सीमा छैन।

कामदारले के पूरा गर्नुपर्छ?

काम सुरु गर्नुअघि कामदारले A1 स्तरको जापानी भाषा परीक्षा उत्तीर्ण गर्नुपर्छ वा प्रमाणित जापानी भाषा शिक्षा संस्थाको A1 पाठ्यक्रमको कम्तीमा 100 घण्टा पूरा गर्नुपर्छ। A1 परीक्षा उत्तीर्ण नगरेको व्यक्ति पनि जापान प्रवेश गरी आएपछि पाठ्यक्रम लिन सक्छ। कामदार कम्तीमा 18 वर्षको हुनुपर्छ।

अन्त्यसम्म लक्ष्य सीप परीक्षा, जस्तै राष्ट्रिय सीप परीक्षाको ग्रेड 3 वा विशिष्ट दक्ष कामदार (i) मूल्याङ्कन परीक्षा, र A2.2 को जापानी भाषा परीक्षा उत्तीर्ण गर्नु हो; केही क्षेत्रमा उच्च स्तर चाहिन्छ। विशिष्ट दक्ष कामदार (i) मा जान दुवै चाहिन्छ।

रोजगारदाता बदल्न मिल्छ?

प्राविधिक प्रशिक्षणभन्दा फरक, तोकिएका सर्तमा कामदारले आफ्नै इच्छाले रोजगारदाता (転籍) बदल्न सक्छ। स्वेच्छिक सरुवाअघिको प्रतिबन्ध अवधि 1 वर्ष लक्षित छ तर अहिलेलाई क्षेत्रअनुसार 1 देखि 2 वर्ष तोकिएको छ: 2026-01 सम्म 17 मध्ये 8 क्षेत्रमा 2 वर्ष र बाँकी 9 मा 1 वर्ष।

सर्तहरू: कामदारले त्यस क्षेत्रका लागि तोकिएको सीप र जापानी भाषाको स्तर पुगेको, सरुवाका लागि निजी रोजगार एजेन्सी प्रयोग नगरेको, र नयाँ रोजगारदाता उत्कृष्ट 育成就労 रोजगारदाताका रूपमा योग्य हुनुपर्छ। हिंसा वा उत्पीडनजस्ता अपरिहार्य कारणले सरुवा हुन सक्ने व्यवस्था रहन्छ।

कुन देशबाट, र कति शुल्क लिन सकिन्छ?

सिद्धान्ततः जापानसँग द्विपक्षीय सहकार्य सम्झौता ज्ञापनपत्र (MOC) गरेका देशका कामदार मात्र लिन सकिन्छ। 2026-10-23 सम्म ISA ले 6 देशसँग MOC सूचीबद्ध गरेको छ: उज्बेकिस्तान, श्रीलंका, थाइल्यान्ड, बंगलादेश, तिमोर-लेस्ते र लाओस।

प्राविधिक प्रशिक्षण संगठन (OTIT) को 2026-10-20 को सूची पृष्ठमा भियतनाम, इन्डोनेसिया, नेपाल, फिलिपिन्स, म्यानमार र कम्बोडियामा MOC को मिति छैन, अस्थायी पठाउने संस्थाको सूची मात्र छ।

कामदारले पठाउने संस्थालाई तिर्ने सबै शुल्क 2 महिनाको तलबभन्दा बढी हुनु हुँदैन; त्योभन्दा बढी खर्च रोजगारदाता वा निरीक्षण तथा सहयोग संस्थाले व्यहोर्छ। सिद्धान्ततः परिवारका सदस्य साथ आउन पाउँदैनन्।

अहिलेका प्रशिक्षार्थीको के हुन्छ?

2027-04-01 मा पहिल्यै जापानमा रहेका, वा योजनाको आवेदन 2027-03-31 सम्म दिइएको र प्रशिक्षण सिद्धान्ततः 2027-06-30 सम्म सुरु हुने प्रशिक्षार्थीले सुरुवातपछि पनि प्रशिक्षण जारी राख्न सक्छन्। जारी राख्नेहरू प्राविधिक प्रशिक्षणका नियममै रहन्छन् र 育成就労 मा बदल्न सक्दैनन्।

सुरुवातपछि नयाँ प्राविधिक प्रशिक्षण योजनाको आवेदन दिन मिल्दैन। ISA को पर्चाले 2030-03-31 लाई त्यसपछि 育成就労 मात्र बाँकी रहने लक्षित बिन्दुका रूपमा देखाएको छ। सुरुवातका बेला चरण 1 का प्रशिक्षार्थी पछि पनि चरण 2 मा जान सक्छन्।

सुरुवातपछि चरण 3 मा जान 2027-04-01 मा चरण 2 मा पहिल्यै कम्तीमा 1 वर्ष बिताएका प्रशिक्षार्थीलाई मात्र सम्भव छ। अहिलेलाई चरण 2 राम्ररी पूरा गरेको र नयाँ काम सम्बन्धित भएको प्रशिक्षार्थी विशिष्ट दक्ष कामदार (i) मा जान सक्छ।

आधिकारिक स्रोत

यस विषयका नियमावली प्रविष्टि

यो के हो

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.
育成就労制度の概要（令和８年７月改訂） · 2026-10-23 मा जाँचिएको · 2024-06-21 देखि लागू
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.
育成就労制度の概要（令和８年７月改訂） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q1 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q47 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q27 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q25 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू

थप 8 देखाउनुहोस्

The "monthly salary" used for the two-month cap is the scheduled monthly pay in the first year, excluding overtime.
育成就労制度の関係省令等について（概略図） 11 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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).
育成就労制度Q＆A（出入国在留管理庁） Q80 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度の関係省令等について（概略図） 8 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-23 मा जाँचिएको
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'.
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） · 2026-10-22 मा जाँचिएको
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.
育成就労制度の概要（令和８年７月改訂） p.4 注記 · 2026-10-22 मा जाँचिएको · 2024-06-21 देखि लागू
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.
育成就労制度運用要領（全体版）別紙７ · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
'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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू

को योग्य छ

Employees of overseas business partners can no longer be taken in the stand-alone form; they have to come through the supervised form.
育成就労制度Q＆A（出入国在留管理庁） Q26 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q66 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
A worker cannot work across different fields, for example agriculture in summer and fishery in winter.
育成就労制度Q＆A（出入国在留管理庁） Q15 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
Dispatch-type 育成就労 is allowed only in fields with seasonal work (agriculture and fishery), with a jointly prepared and accredited plan.
育成就労制度Q＆A（出入国在留管理庁） Q16 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q47 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
Condition for voluntary transfer: the worker must have reached the skill and Japanese levels set for the field.
育成就労制度Q＆A（出入国在留管理庁） Q47 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
Condition for voluntary transfer: the worker must not have used a private job placement agency for the move.
育成就労制度Q＆A（出入国在留管理庁） Q47 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
Condition for voluntary transfer: the new employer must qualify as an excellent 育成就労 employer.
育成就労制度Q＆A（出入国在留管理庁） Q47 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू

थप 50 देखाउनुहोस्

Transfers for unavoidable reasons, such as human rights violations like violence or harassment, remain possible as under the old system.
育成就労制度Q＆A（出入国在留管理庁） Q47 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q76 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
In principle workers can be accepted only from countries that have signed a bilateral Memorandum of Cooperation (MOC) with Japan.
育成就労制度Q＆A（出入国在留管理庁） Q69 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度の関係省令等について（概略図） 5 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
Family members cannot, in principle, accompany a 育成就労 worker.
育成就労制度Q＆A（出入国在留管理庁） Q58 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q60 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q39 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q32 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q74 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q75 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
Those who continue under the old system remain under technical intern training rules and cannot switch to 育成就労.
育成就労制度の概要（令和８年７月改訂） p.7 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
Stage 1 trainees at the launch can still move to stage 2 after the launch.
育成就労制度Q＆A（出入国在留管理庁） Q46 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q78 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q79 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2026-04-15 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2026-04-15 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第13 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q71 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第1（２）イ（イ） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第2（３）イ · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
A worker whose 育成就労 period has been extended beyond three years cannot make a voluntary transfer.
育成就労制度運用要領（全体版）第4章第3節第2（３）イ · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
A worker who has already made one voluntary transfer must again complete the restriction period with the new employer before a second voluntary transfer.
育成就労制度運用要領（全体版）第4章第3節第2（３）ア · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第10（10） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q51 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第2（３）ウ（ア） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第2（３）ウ（ウ） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第2（２） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第2（２）カ · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第2（２）キ · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第10（２） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第10（３） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第10（９） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第6（１） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q43 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第6（13） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第1節第3 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第6（12） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第10 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第5章第22節 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第2章第2節第2⑥ · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第4 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第5章第2節第5 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
In its answer on moving from technical intern training to type 1 after launch, the ISA Q&A allows a technical intern who completed stage 2 well, in a related job, to move to Specified Skilled Worker type 1 'for the time being' after the system launches, and the answer gives no end date or review point.
育成就労制度Q＆A（出入国在留管理庁） Q79 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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） · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q74 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
In its answer on moving partway through, the ISA Q&A says a 育成就労 worker may move to Specified Skilled Worker type 1 partway through only if, besides passing the skill and Japanese tests, the time worked at the current employer exceeds a certain period; the answer does not give that length.
育成就労制度Q＆A（出入国在留管理庁） Q75 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第5節（規則第35条） · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q10 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू

सङ्ख्या र परीक्षा

The host organization for Intra-company Transferee No. 2 must have at least 20 regular staff.
育成就労制度の関係省令等について（概略図） 7 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q12 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q12 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q55 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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).
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) · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q14 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
Safety and health work must take up at least one tenth of the time spent on the work.
育成就労制度の関係省令等について（概略図） 2 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
For nursing care, the Japanese level required for a voluntary transfer is A2.2 or higher, and the transfer restriction period is two years.
分野別運用方針別紙１（介護）３ · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू

थप 38 देखाउनुहोस्

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.
分野別運用方針別紙１１（鉄道）３(1) · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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).
育成就労制度Q＆A（出入国在留管理庁） Q53 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q53 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
All fees a worker pays to a sending organization may not exceed two months of salary.
育成就労制度Q＆A（出入国在留管理庁） Q73 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度の関係省令等について（概略図） 8 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度の関係省令等について（概略図） 8 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q33 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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).
育成就労制度運用要領（全体版）第4章第3節第2（３）ウ（イ） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第10（１） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第10（５） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第10（５） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第10（２） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第12 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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).
育成就労制度の関係省令等について（概略図） 8 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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).
育成就労制度の関係省令等について（概略図） 8 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第11 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度の関係省令等について（概略図） 8 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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).
育成就労制度の関係省令等について（概略図） 12 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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） · 2026-10-23 मा जाँचिएको
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.
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 · 2026-10-22 मा जाँचिएको

अवधि

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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q10 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
Short intra-company training of overseas staff is moved to a new "Intra-company Transferee No. 2" status, limited to one year in total.
育成就労制度の関係省令等について（概略図） 7 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度の関係省令等について（概略図） 4 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度の関係省令等について（概略図） 4 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q17 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q57 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू

थप 18 देखाउनुहोस्

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.
育成就労制度Q＆A（出入国在留管理庁） Q57 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
The restriction period before a voluntary transfer is aimed at one year but is, for now, set per field between one and two years.
育成就労制度Q＆A（出入国在留管理庁） Q49 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
In the nursing care field the transfer restriction period before a voluntary change of employer is set at two years.
分野別運用方針別紙１（介護）３(2) · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
In the construction field the transfer restriction period before a voluntary change of employer is set at two years.
分野別運用方針別紙５（建設）３(2) · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
In the industrial product manufacturing field the transfer restriction period before a voluntary change of employer is set at two years.
分野別運用方針別紙４（工業製品製造業）３(2) · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
In the shipbuilding and marine industry field the transfer restriction period before a voluntary change of employer is set at two years.
分野別運用方針別紙６（造船・舶用工業）３(2) · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
In the automobile maintenance field the transfer restriction period before a voluntary change of employer is set at two years.
分野別運用方針別紙７（自動車整備）３(2) · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
In the food and beverage manufacturing field the transfer restriction period before a voluntary change of employer is set at two years.
分野別運用方針別紙１５（飲食料品製造業）３(2) · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
In the food service field the transfer restriction period before a voluntary change of employer is set at two years.
分野別運用方針別紙１６（外食業）３(2) · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
In the resource recycling field the transfer restriction period before a voluntary change of employer is set at two years.
分野別運用方針別紙１９（資源循環）３(2) · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第5章第8節 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q9 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-23 मा जाँचिएको
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.
育成就労制度運用要領（全体版）第4章第2節第12 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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） · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको
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.
特定技能制度に関するＱ＆Ａ（出入国在留管理庁） Q51 · 2026-10-23 मा जाँचिएको
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.
育成就労制度運用要領（全体版）第4章第5節 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू

अन्तिम मिति

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'.
育成就労制度運用要領（全体版）第4章第3節第1（２）イ（ア） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第2（３）ウ（オ） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第5節 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第2章第2節第2⑥ · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-23 मा जाँचिएको · 2026-09-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2026-04-15 देखि लागू

थप 2 देखाउनुहोस्

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.
育成就労制度運用要領（全体版）第5章第16節第2（１） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第12節 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू

शुल्क

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).
育成就労制度の関係省令等について（概略図） 13 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
Any cost above the two-month cap is borne by the employer or the supervising and support organization, not by the worker.
育成就労制度Q＆A（出入国在留管理庁） Q73 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
Fee for accreditation of a 育成就労 plan: 6,100 yen per plan, paid to the organization by bank transfer.
育成就労制度運用要領（全体版）第4章 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
Supervising and support organization permit application fee paid to the State: 10,600 yen, plus 4,400 yen for each extra office.
育成就労制度運用要領（全体版）第5章 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
Supervising and support organization survey fee paid to the Organization: 81,000 yen, plus 57,600 yen for each extra office.
育成就労制度運用要領（全体版）第5章 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
技能検定受検の手続き（厚生労働省）受検手数料 · 2026-10-22 मा जाँचिएको
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.
育成就労制度運用要領（全体版）第4章第2節第10（１） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第2（３）ウ（オ） · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू

थप 7 देखाउनुहोस्

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.
育成就労制度Q＆A（出入国在留管理庁） Q54 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第2（３）ウ（オ） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第10（４） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第6（６） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
在留資格変更許可申請（出入国在留管理庁）手数料 · 2026-10-23 मा जाँचिएको · 2026-10-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第1節第5 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
Under the current rules the fee for accreditation of a technical intern training plan is 3,900 yen per plan.
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 · 2026-10-23 मा जाँचिएको

कसरी काम गर्छ

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).
育成就労制度に係る施行日前申請（出入国在留管理庁） · 2026-10-22 मा जाँचिएको · 2026-04-15 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-23 मा जाँचिएको
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.
育成就労制度に係る施行日前申請（出入国在留管理庁） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度の関係省令等について（概略図） 2 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q63 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度の関係省令等について（概略図） 4 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
In a field with a transfer restriction longer than one year, the employer may decide to shorten it to one year.
育成就労制度Q＆A（出入国在留管理庁） Q50 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू

थप 39 देखाउनुहोस्

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.
育成就労制度Q＆A（出入国在留管理庁） Q50 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q61 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q21 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
During a suspension, extensions of stay for people already in the status are in principle examined as usual because they do not raise headcount.
育成就労制度Q＆A（出入国在留管理庁） Q22 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q40 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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).
育成就労制度Q＆A（出入国在留管理庁） Q30 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
Employers and supervising organizations may not hold a worker's passport or residence card, and may not unreasonably restrict going out or private life.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
Supervising persons may not make contracts that fix a penalty or damages for breaking a 育成就労 contract.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको
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.
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 · 2026-10-22 मा जाँचिएको · 2026-09-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q72 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
分野別運用方針別紙11（鉄道）第三４（３）ア⑤・イ · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第1（１） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第1（１） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第1（２）イ（ウ） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第2（２） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第3（２） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第7章第2節 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第10（１） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第10（６） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
分野別運用方針別紙1（介護）第一３（３） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第2章第2節第2① · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第2章第2節第2④⑤ · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-23 मा जाँचिएको · 2026-09-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2026-09-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
The OTIT runs a native-language consultation service for technical intern trainees in which counsellors who speak the trainee's language take calls, emails and letters.
母国語相談（外国人技能実習機構）母国語相談窓口 · 2026-10-23 मा जाँचिएको
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.
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 · 2026-10-23 मा जाँचिएको
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.
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 · 2026-10-22 मा जाँचिएको
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.
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） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q59 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第15節第4 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू

दण्ड

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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第1（１）ア · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第2（３）イ · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第2（３）ウ（エ） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू

सूची र तालिका

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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
As of July 2026, the only Specified Skilled Worker fields with no 育成就労 counterpart are automobile transport and aviation.
育成就労制度の概要（令和８年７月改訂）注３ · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q29 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
Eight of the 17 fields set a two-year transfer restriction period and the other nine set one year.
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) · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
As of 23 October 2026 ISA lists MOCs with six countries: Uzbekistan, Sri Lanka, Thailand, Bangladesh, Timor-Leste and Laos.
育成就労に関する二国間の協力覚書（出入国在留管理庁） · 2026-10-23 मा जाँचिएको
Designated regional areas are all prefectures other than Tokyo, Kanagawa, Chiba, Saitama, Aichi, Osaka, Kyoto and Hyogo, plus depopulated parts of those eight.
育成就労制度Q＆A（出入国在留管理庁） Q41 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको

थप 43 देखाउनुहोस्

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.
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 · 2026-10-22 मा जाँचिएको
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.
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 · 2026-10-22 मा जाँचिएको
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.
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 · 2026-10-22 मा जाँचिएको
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.
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 · 2026-10-22 मा जाँचिएको
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.
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 · 2026-10-22 मा जाँचिएको
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.
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 · 2026-10-22 मा जाँचिएको
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.
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 · 2026-10-22 मा जाँचिएको
आंशिक पुष्टि: 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.
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） · 2026-10-23 मा जाँचिएको
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).
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 · 2026-10-22 मा जाँचिएको
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).
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 · 2026-10-22 मा जाँचिएको
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).
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 · 2026-10-22 मा जाँचिएको
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).
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 · 2026-10-22 मा जाँचिएको
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).
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 · 2026-10-22 मा जाँचिएको
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).
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 · 2026-10-22 मा जाँचिएको
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.
分野別運用方針別紙4（工業製品製造業）別表３ · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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).
分野別運用方針別紙5（建設）別表３ · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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).
分野別運用方針別紙6（造船・舶用工業）別表３ · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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).
分野別運用方針別紙7（自動車整備）別表３ · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
分野別運用方針別紙15（飲食料品製造業）別表３ · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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).
分野別運用方針別紙16（外食業）別表３ · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
分野別運用方針別紙13（農業）別表３ · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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).
分野別運用方針別紙14（漁業）別表３ · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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).
分野別運用方針別紙11（鉄道）別表２ · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度の概要（令和８年７月改訂） p.4 注記 · 2026-10-22 मा जाँचिएको · 2024-06-21 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q74 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第2（２） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第2（２）ア · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第2（２）イ・ウ · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第2（２）エ · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第3節第2（２）オ · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第10（２） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度Q＆A（出入国在留管理庁） Q44 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第12 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第2節第12 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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).
分野別運用方針の主要な記載事項 2 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
分野別運用方針の主要な記載事項 2 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第1節第3 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第1節第3 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2026-04-15 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको
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.
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 · 2026-10-22 मा जाँचिएको
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).
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） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度運用要領（全体版）第4章第5節 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू

हालका परिवर्तन

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.
育成就労制度Q＆A（出入国在留管理庁） Q3 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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 · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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） · 2026-10-22 मा जाँचिएको · 2026-01-23 देखि लागू
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).
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） · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
育成就労制度の概要（令和８年７月改訂） p.4 注記 · 2026-10-22 मा जाँचिएको · 2027-03-31 देखि लागू
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.
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 · 2026-10-22 मा जाँचिएको · 2027-04-01 देखि लागू
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.
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） · 2026-10-23 मा जाँचिएको · 2027-04-01 देखि लागू

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