On August 20, 2026, it was reported that an agricultural corporation in Kyogoku Town, Hokkaido, is suspected of habitually committing violence and harassment against foreign employees working under the “Tokutei Gino” (Specified Skilled Worker) residence status. The Sapporo Regional Immigration Services Bureau has already begun investigating the case, and potential administrative penalties and criminal charges are drawing attention.
This case is not just another news story for companies employing foreign workers. In this article, we will examine the details of this case, explain the legal responsibilities that companies bear, and discuss key points for proper employment management of foreign workers.
Overview of the Case
According to media reports, four female employees from Myanmar who had been working at an agricultural corporation in Kyogoku Town, Hokkaido, since May 2026, were subjected to the following acts of violence and harassment:
- Being struck on the back with a metal rod when they could not understand Japanese during work
- Being yelled at for “not working seriously” and hit on the head
- Having harvested vegetables thrown at their stomachs
- Being accused of mistakes they did not make and subjected to remarks encouraging them to return to Myanmar
The women were protected by the Sapporo Regional Labor Union in July and testified that they “came to hate Japanese people.” Additionally, there is testimony suggesting that other employees besides these four were also subjected to violence, indicating that violence and harassment against foreign employees may have been systematically normalized within the organization.
More notably, a company at the same address as this agricultural corporation had already received administrative sanctions in March 2022 from the Ministry of Health, Labour and Welfare for “acts that seriously violated the human rights of technical intern trainees,” resulting in the revocation of their technical intern training plan certification. This indicates a deeply rooted organizational culture that disregards the human rights of foreign workers.
Legal Responsibilities Companies Bear
Violence and harassment against foreign workers constitute serious violations of multiple laws. Companies and individuals involved may face the following legal consequences:
1. Criminal Liability
- Assault and Battery (Criminal Code): Physical violence is a criminal offense. If victims file a complaint, perpetrators may be arrested, prosecuted, and face imprisonment or fines.
- Coercion (Criminal Code): Statements forcing workers to return home or making unreasonable demands may constitute coercion.
2. Civil Liability
- Compensation Claims: Victimized employees can claim damages not only from individual perpetrators but also from the employing company (Article 715 of the Civil Code – employer liability).
- Consolation Money: Compensation for mental suffering may also be claimed.
3. Administrative Sanctions
- Revocation of Residence Status / Suspension of Acceptance: Under the Immigration Control Act, companies engaging in improper employment management may be prohibited from accepting Specified Skilled Workers.
- Revocation of Technical Intern Training Plan Certification: If the company accepts technical intern trainees, their plan certification may be revoked (in this case, sanctions were already imposed in 2022).
- Correction Orders and Criminal Referrals by Labor Standards Inspection Offices: Violations of the Labor Standards Act may result in correction orders or criminal referrals.
4. Social Responsibility
- Damage to Corporate Image: If the company name is disclosed in media reports, social credibility will be significantly damaged.
- Difficulty in Securing Human Resources: The company will be avoided not only by foreign workers but also by Japanese workers, making recruitment difficult.
What is the Specified Skilled Worker System?
The Specified Skilled Worker system is a residence status program established in April 2019 to accept foreign workers with immediate skills in specific industrial sectors (14 sectors including nursing care, construction, agriculture, accommodation, and food service) facing serious labor shortages.
The system includes “Specified Skilled Worker (i)” and “Specified Skilled Worker (ii).” Type (i) allows a maximum stay of five years, while Type (ii) has no upper limit on the period of stay and permits family accompaniment.
Differences Between Specified Skilled Workers and Technical Intern Trainees
| Item | Specified Skilled Worker | Technical Intern Training |
|---|---|---|
| Purpose | Address labor shortages | International contribution / skill transfer |
| Job changes | Permitted within the same field | Generally not permitted |
| Family accompaniment | Permitted for Type (ii) | Not permitted |
| Accepting organizations | Direct employment | Through supervising organizations |
Unlike technical intern training, the Specified Skilled Worker system more clearly guarantees workers’ rights and allows freedom to change jobs. Therefore, companies must treat foreign workers as “equal partners.”
Obligations Companies Must Comply With
Companies employing Specified Skilled Workers (accepting organizations) are subject to the following obligations:
1. Conclusion of Proper Employment Contracts
- Remuneration equal to or higher than Japanese workers
- Clear indication of working conditions (Article 15 of the Labor Standards Act)
- Preparation and delivery of employment contracts
2. Implementation of Support Plans (for Type (i) Specified Skilled Workers)
- Pre-arrival guidance
- Transportation support for entry and departure
- Securing housing and life orientation
- Providing Japanese language learning opportunities
- Consultation and complaint handling
- Promoting interaction with Japanese nationals
3. Regular Reporting Obligations
- Reporting employment status
- Reporting implementation status of support plans
- Various notifications to immigration authorities
4. Harassment Prevention Measures
- Establishment of consultation services
- Implementation of training
- Building a rapid response system
Failure to fulfill these obligations may result in administrative sanctions such as revocation of residence status certification or suspension of new acceptance.
Issues in This Case
1. Normalization of Physical Violence
Acts such as striking with a metal rod and throwing vegetables clearly constitute assault. If such violence occurred routinely, it can only be described as systematic criminal conduct.
2. Lack of Language Support
Failing to provide appropriate guidance and support to employees who “cannot understand Japanese” and instead responding with violence constitutes a violation of support obligations.
3. Psychological Harassment
Remarks encouraging return to their home country and unreasonable scolding constitute psychological harassment.
4. History of Administrative Sanctions
The fact that no improvement was seen despite the revocation of technical intern training plan certification in 2022 is extremely serious.
What Companies Should Do Immediately
1. Review Current Situation
- Is the treatment of foreign employees appropriate?
- Is the harassment prevention system functioning?
- Confirm compliance status
2. Implement Training
- Compliance training for managers and site supervisors
- Cross-cultural understanding and communication training
- Harassment prevention training
3. Establish Consultation Services
- Consultation services available in foreign languages
- Anonymous consultation acceptance
- Cooperation with third-party organizations
4. Consult Specialists
- Consultation with immigration lawyers and attorneys
- Review of labor management by social insurance and labor consultants
- External audits
5. Strengthen Support Systems
- Enhancement of Japanese language education
- Strengthening life support
- Regular interviews and hearings
For Foreign Workers
If you experience any of the following in your workplace, do not suffer alone—seek help immediately:
- Being subjected to violence
- Not being paid wages or being paid differently than promised
- Having your passport or residence card confiscated
- Being forced to return to your home country
- Being subjected to unreasonable scolding or harassment
Where to Seek Help
- Labor Unions: Organizations such as the Sapporo Regional Labor Union support foreign workers
- Regional Immigration Services Bureau: Consultation regarding residence status
- Labor Standards Inspection Office: Consultation regarding unpaid wages and working conditions
- Foreign Residents Support Center (FRESC): Comprehensive consultation service
- Japan Legal Support Center (Houterasu): Free legal consultation
Japanese law protects the rights of all workers, regardless of nationality. It is important to speak up without fear.
Conclusion
The Hokkaido case is a tragedy caused by a corporate attitude that views foreign workers merely as “cheap labor.”
The Specified Skilled Worker system is designed to accept valuable human resources who support Japanese industry, and companies are required to demonstrate high ethical standards and compliance awareness.
Respecting the human rights of foreign workers and providing appropriate working conditions is not only a legal obligation for companies but also the foundation for sustainable management.
We urge HR personnel and business managers to once again review their company’s foreign employment systems and work toward becoming an “employer of choice.”
And for foreign workers, we sincerely hope you will create an environment where you can say, “I’m glad I worked in Japan,” and when in trouble, always consult with specialists.
Reference News: https://news.yahoo.co.jp/articles/434356735ce81f373e1f05853ecac89d7d6a0c64
