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育成就劳（育成就労）：有什么变化

育成就劳（育成就労）自 2027-04-01 起实施，取代技能实习。计划期间为 3 年以内。

审阅于 2026-10-26

这是什么？何时开始？

育成就劳（育成就労）自 2027-04-01 起运行，取代正在逐步取消的技能实习。旧制度的目的是通过技能转移作国际贡献；新制度的目的是在缺人的领域培养并保障劳动力。

其设计是通过在日本 3 年的工作，培养技能达到特定技能（i）水平的人才。监理支援机构许可申请自 2026-04-15 起受理，育成就劳计划认定申请自 2026-09-01 起受理。

哪些领域？期限多长？

育成就劳有 17 个领域，特定技能有 19 个。截至 2026-07，没有对应育成就劳领域的特定技能领域只有汽车运输业和航空。

计划期间为 3 年以内，按每名劳动者分别制定，须在开始工作前获得认定。不再有 1 至 3 号的阶段划分。有正当理由时，可延长至合计最长 4 年。

如果 3 年后未通过转入特定技能（i）所需的考试，出入国在留管理厅（ISA）计划允许再多停留最长 1 年。相比之下，（i）原则上上限为 5 年，（ii）没有上限。

劳动者需要满足什么条件？

开始工作前，劳动者须通过 A1 水平的日语考试，或在认定日语教育机构完成至少 100 小时的 A1 课程。尚未通过 A1 考试的人也可以入境，入境后再上课。须年满 18 岁。

最终目标是通过技能考试（如国家技能检定 3 级或特定技能（i）评价考试）和 A2.2 水平的日语考试；部分领域要求更高水平。转入特定技能（i）需要两者都通过。

可以更换雇主吗？

与技能实习不同，在规定条件下劳动者可以自己的意愿更换雇主（転籍）。自愿转换前的限制期间目标为 1 年，但目前按领域定为 1 至 2 年：截至 2026-01，17 个领域中 8 个定为 2 年，其余 9 个定为 1 年。

条件是：劳动者已达到该领域规定的技能和日语水平，转换时没有通过民间职业介绍机构，且新雇主属于优良的育成就劳雇主。因暴力、骚扰等不得已原因转换仍然可以。

可以来自哪些国家？能收取哪些费用？

原则上只能接收与日本签署了双边合作备忘录（MOC）的国家的人员。截至 2026-10-23，ISA 列出已签署 MOC 的有 6 个国家：乌兹别克斯坦、斯里兰卡、泰国、孟加拉国、东帝汶和老挝。

在外国人技能实习机构（OTIT）2026-10-20 的名单页面上，越南、印度尼西亚、尼泊尔、菲律宾、缅甸和柬埔寨没有 MOC 日期，只有临时的派遣机构名单。

劳动者向派遣机构支付的全部费用合计不得超过 2 个月的工资；超出部分由雇主或监理支援机构承担。原则上家属不能同行。

现有的技能实习生会怎样？

在 2027-04-01 已在日本，或计划申请不晚于 2027-03-31 提出且原则上不晚于 2027-06-30 开始实习的技能实习生，在新制度启动后仍可继续实习。继续的人仍适用技能实习的规则，不能改为育成就劳。

新制度启动后，不能再提交新的技能实习计划申请。ISA 的宣传册把 2030-03-31 标为此后只剩育成就劳的目标时点。启动时处于第 1 阶段的实习生，之后仍可进入第 2 阶段。

启动后要进入第 3 阶段，只有在 2027-04-01 时已完成第 2 阶段至少 1 年的实习生才行。目前，良好结业第 2 阶段且新工作与之相关的实习生，可以转入特定技能（i）。

官方来源

该主题的规则库条目

是什么

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谁符合

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数值与标准

再显示 38 项
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对
  • 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 核对

期间

再显示 18 项

期限

再显示 2 项
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行

费用

  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对
  • 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 核对 · 自 2027-04-01 起施行
  • 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 核对 · 自 2027-04-01 起施行
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