In August 2026, an investigation by the Nagoya Immigration Bureau revealed that five unqualified teachers had been conducting classes at a Japanese language school in a suburban area near Nagoya City. While this may appear to be an internal issue within the education sector, it holds significant implications for companies employing foreign nationals and for foreigners planning to work in Japan.
This article examines this case in depth, exploring the “hidden risks” in foreign employment and discussing measures that companies and individuals can take to address them.
- ■ What Happened? The Full Picture of the Unqualified Teacher Issue
- ■ Testimony from the Operating Company: “Shortage of Personnel is the Root Cause”
- ■ Violations Listed in the Directive
- ■ “Hidden Risks” for Companies Employing Foreign Nationals
- ■ What Foreign Residents and Their Families Should Know
- ■ Measures Companies Can Take
- ■ Future Legislative Reforms and Industry Trends
- ■ Conclusion: Foreign Employment Begins at the “Gateway”
■ What Happened? The Full Picture of the Unqualified Teacher Issue
A Japanese language school located in a bedroom community about ten kilometers from central Nagoya was accredited by the Ministry of Justice. However, it was discovered that five out of approximately a dozen teachers at the school did not possess the required qualifications to teach Japanese.
According to the Ministry of Justice’s “Notification Standards,” teachers at Japanese language schools must meet at least one of the following requirements:
- Completion of a Japanese language education curriculum at a university or graduate school
- Passing the Japanese Language Teaching Competency Test
- Other requirements recognized by the Agency for Cultural Affairs
Despite these requirements, unqualified staff members had been routinely teaching classes at this school for at least four years.
■ Testimony from the Operating Company: “Shortage of Personnel is the Root Cause”
The president of the operating company, when interviewed, acknowledged that “the shortage of personnel is the root cause of everything.”
“People quit, or we became short-staffed.” “Even when we recruited, no one came.” “We put out all kinds of advertisements, used paid employment agencies, and actively recruited personnel.” “Some candidates didn’t make it past the interview stage.”
Furthermore, when asked about the possibility of unqualified teachers at other schools, the president stated, “I think that’s entirely possible.”
This statement suggests that the problem is not limited to a single school but is a structural issue affecting the entire Japanese language education industry.
■ Violations Listed in the Directive
The “Directive” issued by the Nagoya Immigration Bureau listed the following violations:
- Classes exceeded the limit of 20 students at a time
- Teachers who did not meet qualification requirements conducted classes
- Violations had become routine
- Unqualified or unverified teachers handled more than one-fourth of the total classes
Even more serious was the fact that some qualified teachers who had been reported to the immigration authorities had “no confirmed attendance” or “zero teaching records.” In other words, it is suspected that the school had formally listed qualified teachers on paper while unqualified individuals actually conducted the classes.
■ “Hidden Risks” for Companies Employing Foreign Nationals
This issue reveals several important risks for companies that employ foreign nationals.
1. Risk of Insufficient Japanese Language Proficiency
Japanese language schools serve as the “gateway” for foreign nationals to work and live in Japan. If the quality of education is not guaranteed, the foreign employees hired by companies may not possess the expected level of Japanese proficiency.
This can result in the following costs:
- Additional in-house Japanese language training
- Delays in operations due to communication errors
- Incidents caused by insufficient understanding of safety training or work instructions
2. Risk at the Time of Status of Residence Renewal
When renewing a status of residence, Japanese language proficiency may be one of the factors considered during the review process. Foreign nationals who have not received adequate Japanese language education face a higher risk of denial of renewal.
3. Corporate Reputation Risk
If there are deficiencies in the residence management of foreign employees, the company itself may be subject to guidance from the immigration authorities. This is particularly true for statuses of residence such as “Engineer/Specialist in Humanities/International Services” or “Specified Skilled Worker,” where the accepting company’s management responsibility is scrutinized.
■ What Foreign Residents and Their Families Should Know
For foreigners planning to enroll in a Japanese language school, or for their families, we recommend confirming the following points.
1. Verify the School’s Accreditation Status
- Is the school accredited by the Ministry of Justice or the Ministry of Education, Culture, Sports, Science and Technology (MEXT)?
- Does it meet accreditation standards (number of teachers, facilities, curriculum, etc.)?
2. Confirm Teachers’ Qualifications
When visiting the school, confirm whether the teachers hold the appropriate qualifications. Schools that publish their teachers’ backgrounds on their websites tend to be more trustworthy.
3. Review Graduates’ Career Outcomes
- Admission rates to universities and vocational schools
- Employment records
- Success rates for changes in status of residence
Schools that do not disclose such information should be approached with caution.
4. Assess the Reasonableness of Tuition and Dormitory Fees
In the case examined here, the annual tuition was approximately 600,000 yen, with total costs including facility fees around 700,000 yen, and dormitory fees of 35,000 yen per month (including utilities). Whether this is reasonable should be determined by comparing with other schools.
■ Measures Companies Can Take
Companies employing foreign nationals can mitigate risks by implementing the following measures.
1. Objectively Assess Japanese Language Proficiency at the Time of Hiring
- Verify the level of the Japanese Language Proficiency Test (JLPT)
- Check actual conversational ability during interviews
- Confirm understanding of specialized terminology required for the job
2. Verify the Quality of the Applicant’s School
- Is it accredited by the Ministry of Justice or MEXT?
- Has it received any administrative sanctions in the past?
- What is the reputation among graduates?
3. Provide Continuous Japanese Language Education In-House
Rather than relying solely on external Japanese language schools, providing follow-up training in-house can help ensure that employees acquire the Japanese proficiency necessary for their duties.
4. Collaborate with Specialists in Status of Residence Matters
It is important to work with specialists such as administrative scriveners who are knowledgeable about visa applications and status of residence matters to ensure proper residence management.
■ Future Legislative Reforms and Industry Trends
In fiscal year 2024, the “Act on the Approval of Japanese Language Education Institutions” was enacted, and oversight of Japanese language schools is transitioning from the Ministry of Justice to the Ministry of Education, Culture, Sports, Science and Technology. This is expected to place greater emphasis on the quality of education.
However, even with improved regulations, if the shortage of personnel at the operational level is not resolved, similar problems are likely to recur.
The industry as a whole must undertake initiatives such as:
- Improving the treatment and compensation of Japanese language teachers
- Enhancing support for qualification acquisition
- Strengthening oversight of educational institutions
■ Conclusion: Foreign Employment Begins at the “Gateway”
The employment of foreign nationals does not end with obtaining a visa. Language education, living support, and career development must all work together to achieve sustainable employment.
The issue of unqualified teachers at Japanese language schools revealed in this case demonstrates that the quality of Japanese language education—the “gateway”—is being compromised. Both companies and individuals must recognize this issue not as someone else’s problem, but as a challenge that affects them directly.
As specialists in visa applications and status of residence matters, we are committed to supporting an environment where foreign nationals can live and work in Japan with peace of mind. If you have any concerns, please do not hesitate to contact us.
Source: https://digital.asahi.com/articles/ASV8P1VN9V8PUTIL02MM.html
