■ Introduction ― The Arrival of the “100,000 Foreign IT Professionals” Era in Japan

A major shift is taking place in Japan’s IT industry in 2026. According to the latest survey released by Human Resocia, a major human resources company, the number of foreign nationals working in Japan’s IT sector has grown by 8.1% year-on-year to approximately 98,000, and is expected to surpass the 100,000 mark.

In 2016, the figure stood at just 44,000. In only ten years, it has expanded roughly 2.2 times. Considering that the overall workforce in Japan’s IT industry has grown by only about 1.5 times during the same period, the growing presence of foreign professionals is striking.

As an administrative scrivener (gyoseishoshi) specializing in visa and status of residence applications, I see the reality behind these numbers every day — the realities of recruitment on the ground, the personal aspirations of foreign workers, and the regulatory challenges that companies face. In this article, drawing on the latest data, I will share key insights for foreign nationals living in Japan as well as for business owners and HR professionals who employ them.

■ 1. Why Foreign IT Talent Is Growing ― “Engineer/Specialist in Humanities/International Services” Accounts for 67.3%

The most notable feature of this statistic is the breakdown by status of residence. According to the survey, 75.7% of foreign IT workers hold a status of residence in the “specialized and technical fields” category. Within that, 67.3% hold the “Engineer/Specialist in Humanities/International Services” status — commonly abbreviated as “Gijinkoku” in Japanese.

This status of residence is the primary work visa for white-collar professionals: IT engineers, systems developers, project managers, data scientists, interpreters and translators, international business specialists, and more.

Why is this status so popular?

  • Applicants must hold a bachelor’s degree or have equivalent professional experience
  • It allows a reasonable degree of flexibility for job changes
  • It permits dependents (spouse and children) to join via the “Dependent” visa
  • The period of stay can be up to five years

These benefits make it attractive for both foreign professionals and employers.

However, a common misconception is that this status permits unrestricted work activities. In fact, the alignment between the actual job duties and the applicant’s academic background or work experience is one of the most important points in immigration review. For example, a humanities graduate seeking employment as an IT engineer would generally need to demonstrate at least ten years of relevant work experience. Failing to address this point at the hiring stage may lead to denial at the renewal stage, so careful attention is essential.

■ 2. Is It True That “They Won’t Work Outside Tokyo”? ― 80% of Foreign IT Talent Concentrated in Tokyo

Another striking finding from the survey is the extent of concentration in Tokyo.

  • Approximately 80% of foreign IT workers are employed in Tokyo
  • The number of foreign IT professionals in Tokyo rose from 57,000 in 2021 to 78,000 in 2025
  • By comparison, only about 30% of the overall IT workforce (including Japanese nationals) works in Tokyo
  • Across all industries, the Tokyo concentration rate for foreign workers is 25.4%

In other words, the concentration of foreign IT engineers in Tokyo is significantly more pronounced than either Japanese IT professionals or foreign workers in other industries.

Why Tokyo? Based on the consultations I handle daily, the reasons include:

  1. Community networks ― Connections with fellow nationals, native-language shops, schools, and religious facilities
  2. Abundant job opportunities ― Broader career options
  3. Living infrastructure ― Multilingual government services, medical care, and real estate support
  4. Family lifestyle ― Employment opportunities for spouses, access to international schools
  5. Information access ― Availability of specialists in immigration, taxation, and social insurance

Together, these factors reinforce the perception that “Tokyo is the only viable option.”

■ 3. Regional Companies Can Compete Too ― Designing Recruitment with Immigration Rules in Mind

Does this mean that regional companies have no chance? Absolutely not. Regional areas have distinctive advantages:

  • Lower housing costs
  • Shorter commutes
  • Better work-life balance
  • Strong community ties

The real challenge is whether companies can communicate these advantages together with the legal and procedural support foreign professionals require.

From the perspective of an administrative scrivener, here are essential points for regional companies seeking to hire foreign IT engineers.

(1) Detailed Job Description
For the “Engineer/Specialist in Humanities/International Services” status, immigration authorities closely examine whether the job content falls within the permitted scope. Vague descriptions such as “general IT work” are insufficient. Specific descriptions — such as “backend development for our SaaS product using Python and Go” or “cloud infrastructure design on AWS” — are necessary.

(2) Appropriate Compensation Level
The applicant’s compensation must be “equal to or greater than what a Japanese national would receive for the same work.” Offering unusually low wages — even in regional locations — may increase the risk of denial.

(3) Well-Prepared Employment Contracts
Bilingual employment contracts (in the worker’s native language or English, alongside Japanese) can help prevent misunderstandings and disputes.

(4) Onboarding and Support Systems
Housing arrangements, assistance with bank account opening, life orientation, and mentor programs are key to long-term retention.

(5) Flexible Work Arrangements
Models such as “Tokyo-based employment with regional residence” or fully remote work can attract candidates who would otherwise insist on Tokyo.

■ 4. Common Pitfalls ― The “Notification Regarding the Contracting Organization”

One important procedure employers must understand is the “Notification Regarding the Contracting Organization”.

Foreign nationals holding the “Engineer/Specialist in Humanities/International Services” status are required by law to notify the Immigration Services Agency within 14 days of any change in employer, termination of employment, or change in the employer’s name. Failure to comply may negatively affect subsequent renewal applications.

In addition, employers themselves are required to submit a “Notification of Employment of Foreign Workers” under the Employment Countermeasures Act. Failure to file this notification with Hello Work may result in a fine of up to 300,000 yen.

These procedural details are easily overlooked, but they are extremely important. My office provides ongoing post-hiring compliance support as well.

■ 5. Family Sponsorship and Permanent Residence ― Planning for the Long Term

To retain talented foreign IT engineers, employers should also consider the long-term family planning of the employee:

  • Dependent visa ― For spouse and children
  • Change of status from “Dependent” to “Engineer/Specialist in Humanities/International Services” or “Designated Activities” ― To enable the spouse to work
  • Permanent Residence ― Generally requires ten years of residence, though this can be shortened to one to three years under the Highly Skilled Professional points system
  • Highly Skilled Professional Visa ― Offers significant benefits, including the ability to bring parents and domestic workers to Japan

The “Highly Skilled Professional” status is awarded based on a points-based assessment of factors such as annual income, education, work history, and age, with a minimum threshold of 70 points. Many highly skilled IT engineers qualify, and proactively suggesting this option from the employer’s side can improve both employee motivation and retention.

■ 6. The Future of Foreign IT Talent ― Becoming an “Employer of Choice”

As Human Resocia points out, “amid a continued shortage of IT engineers, the utilization of foreign IT professionals will remain a vital strategic option.” At the same time, foreign professionals are increasingly selective about their employers.

To become an “employer of choice,” companies should focus on:

  • Transparent recruitment processes
  • Fair evaluation systems
  • Clearly defined career paths
  • A culturally inclusive working environment
  • Reliable immigration and compliance support

Hiring foreign professionals is no longer an exclusive domain of large corporations. For small and mid-sized businesses across Japan, it has become a core business strategy. Properly understanding and applying immigration regulations is the essential first step.

■ Closing ― The Reassurance of Having a Trusted Administrative Scrivener

Throughout my career, I have supported numerous status-of-residence applications for IT engineers, advised companies on foreign-talent recruitment, and assisted with family sponsorship and permanent residence applications.

“We don’t fully understand the system, so we hesitate to hire.”
“We are anxious about post-hiring support.”
“We want to hire foreign workers at our regional office but don’t know where to start.”

My role is to be the trusted specialist working alongside clients facing these challenges. The foreign IT talent market has grown to nearly 100,000. If I can help your company — or you — take the next step in this rapidly growing field, I would be honored to assist.

Initial consultations are free of charge. Please feel free to contact us.

▼ Reference
Yahoo! News: “They Won’t Work Outside Tokyo” ― Foreign IT Workforce Reaches 100,000
https://news.yahoo.co.jp/articles/5667159a9ce2d88a0b17c3cc76f6edbb5f741255

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