Japan Strengthens Work Visa Compliance with Tougher Screening and Japanese Language Requirements

The Japanese government has announced a series of immigration policy reforms affecting key work-related visa categories. These measures reflect a broader policy direction under the Takachi Sanae administration to strengthen oversight, prevent misuse, and ensure that foreign nationals meet clearly defined eligibility and compliance standards.

1. Stricter Screening for Intra-Company Transferees

The Immigration Services Agency has revised the operational framework for the “Intra-Company Transferee” status of residence as of April 2026. This visa category applies primarily to foreign employees of multinational companies assigned to Japan.

Under the revised framework, applicants must now submit more extensive documentation to verify both their employment history and the legitimacy of the sending and receiving entities. Newly required materials include:

• Proof of enrollment in social insurance in the home country

• Corporate registration and tax compliance records of the overseas entity

• Registration documents and photographs of the Japanese office

  
  

While applicants were already required to submit standard application materials, the revised framework significantly expands the scope of documentation, particularly regarding overseas employment history and corporate compliance.

Increased Focus on Tax Compliance

Authorities will also intensify scrutiny of tax practices. Cases have been identified where foreign employees claimed to be paid overseas in order to avoid Japanese tax obligations. Under the new approach, individuals found to have engaged in improper tax procedures may, in principle, be denied visa renewal.

Review of Period of Stay

Periods of stay, typically granted for 3 months, 1 year, 3 years, or 5 years, will be subject to stricter review. Extensions beyond five years will require clear justification, reflecting the temporary nature of intra-company transfers.

2. Japanese Language Requirement for “Gijinkoku” Visa

   
   

In parallel, the government is introducing a new requirement for the “Engineer/Specialist in Humanities/International Services” (Gijinkoku) visa, one of Japan’s most widely used professional work visas.

Under revised guidelines expected to take effect in mid-April 2026, applicants will, in principle, be required to demonstrate Japanese language proficiency where their job duties involve the use of Japanese.

Acceptable proof will include:

• CEFR level B2, or

• JLPT N2

  
  

This marks a notable change. While current eligibility criteria focus on academic background and professional experience, no formal Japanese language requirement has previously been imposed.

Scope and Exceptions

The requirement will apply to new entrants applying for roles involving Japanese language use. It is expected that international students already residing in Japan and applying for a change of status to Gijinkoku will be excluded from this requirement.

Addressing Misuse of Visa Category

The reform responds to concerns that some individuals entered Japan under the Gijinkoku visa but engaged in unskilled labor, which is not permitted. By linking language ability to job functions, the government aims to better align visa eligibility with actual work activities.

Strengthened Employer Compliance

Additional measures target employer compliance. Companies that have been suspended for five years from accepting foreign workers under programs such as the Technical Intern Training Program or the Specified Skilled Worker system, due to violations including abuse or unpaid wages, will not be allowed to accept workers under the Gijinkoku visa until the suspension period ends.

Policy Direction and Practical Implications

These reforms are part of a broader review of Japan’s immigration system. Recent initiatives include:

• Introduction of Japanese language requirements for permanent residency

• A significant increase in capital requirements for the Business Manager visa, implemented in 2025

Collectively, these measures indicate a clear policy direction: stricter screening and compliance enforcement, coupled with continued openness to qualified and highly skilled foreign professionals.

For businesses, the practical implications include:

• Preparing more comprehensive documentation for intra-company transfers

• Ensuring tax and labor compliance across jurisdictions

• Assessing language requirements for roles in advance and supporting candidates in meeting them

  
  

For foreign professionals, early preparation, particularly with respect to documentation and language certification, will be essential for a smooth application process.

While regulatory scrutiny is increasing, the government continues to emphasize its intention to attract and retain talent that meets heightened standards of compliance and qualification.