- Introduction: The “New Reality” Supporting Japan’s Economy
- 1. The Reality of “Dependence on Foreign Talent” Revealed at the Kansai Business Seminar
- 2. Business Leaders Discuss the Necessity of “Accepting Immigrants”
- 3. Corporate Management Challenges: Mismatch Between Japanese Employment Systems and Foreign Talent
- 4. Discussion of Foreign Policy in the House of Representatives Election and the Economic Community’s Stance
- 5. Basic Knowledge of Visas and Status of Residence That Foreign Residents in Japan Should Know
- 6. Key Points for Companies Employing Foreign Nationals
- 7. Future Outlook: Toward a Society of Coexistence with Foreign Talent
- 8. Conclusion: An Era When Visa Applications and Status of Residence Procedures Become Increasingly Important
Introduction: The “New Reality” Supporting Japan’s Economy
On February 5, 2026, the 64th Kansai Business Seminar was held in Kyoto. At this seminar, hosted by the Kansai Economic Federation and the Kansai Association of Corporate Executives, business leaders from Japan’s most prominent companies expressed a shared view that “without foreign talent, Japanese companies can no longer function.”
While the Japanese House of Representatives election (voting on February 8) saw foreign policy become a major point of contention, with some parties advocating for stricter residence management and total volume regulations, the perspective of business executives on the economic frontlines was entirely different. This article provides a detailed explanation from an Administrative Scrivener’s perspective on the real concerns of Japanese companies revealed at the Kansai Business Seminar, and the key points of visa applications and Status of Residence procedures that will become increasingly important for foreign residents in Japan and companies employing foreign workers.
1. The Reality of “Dependence on Foreign Talent” Revealed at the Kansai Business Seminar
1-1. Kansai International Airport: 13% of Employees Are Foreign Nationals
Satoru Miura, Managing Executive Officer of Kansai Airports, clearly stated at the seminar: “Without the active participation of foreign nationals, we cannot operate effectively without foreign workers to support airport operations.”
Of the approximately 18,000 employees working at Kansai International Airport, about 2,300 are foreign workers. This accounts for approximately 13% of the total workforce. The gateway to Japan is literally supported by multinational talent.
The aviation industry is a sector that operates 24 hours a day, 365 days a year, requiring personnel in diverse occupations such as ground staff, cleaning, logistics, food service, and retail. It is impossible to meet this enormous personnel demand with Japanese workers alone, and airport operations heavily rely on foreign workers.
1-2. Construction Industry: “Cannot Function Without Foreign Workers”
Kazuo Raita, Executive Officer of Takenaka Corporation, stated that construction sites are in a situation where they are structurally dependent on foreign workers, and that foreign workers are rapidly increasing.
Japan’s construction industry faces a severe labor shortage. The background includes a decrease in skilled workers due to aging, and young people leaving the construction industry. In 2024, statistics showed that approximately one in four construction industry workers was 65 years or older.
Under these circumstances, foreign technical intern trainees and specified skilled workers have become important forces supporting construction sites. Not only site workers, but foreign engineers are also beginning to stand out in construction management and design fields.
1-3. Railway Industry: Full-Scale Foreign Employment in Maintenance Sector
Makiko Tada, Director of JR West Japan, revealed that a group company has started hiring foreign employees in the railway vehicle maintenance sector, stating, “We emphasize training them as future leaders.”
Railways are an industry that supports the foundation of Japan’s social infrastructure. However, even in highly technical positions such as vehicle maintenance, labor shortages are becoming serious, making the recruitment and training of foreign talent an urgent issue.
The fact that major companies like JR West Japan have begun seriously investing in long-term training of foreign talent symbolizes a major shift in Japan’s employment environment.
2. Business Leaders Discuss the Necessity of “Accepting Immigrants”
2-1. MUFG Bank Special Advisor: “Without Accepting 10–15% Immigrants, There Will Be No Growth”
Takamune Okihara, Special Advisor to Mitsubishi UFJ Bank, made a bold statement at the seminar:
“Looking at the birth rate and population dynamics, I feel that without accepting 10–15% immigrants, Japan will not achieve growth.”
Japan’s birth rate reached a record low of 1.20 in 2023, and the declining birthrate and aging population is an urgent situation. With the working-age population continuing to decline, the recognition that accepting foreign talent is essential to maintain economic growth is shared even among financial industry leaders.
2-2. Osaka Gas: Educational Environment Development for Children of Excellent Foreign Nationals
Atsuko Kadowaki, Executive Officer of Osaka Gas, pointed out that “international schools and other facilities are needed so that children of excellent foreign nationals can study.”
For foreign talent to work long-term in Japan and settle down, not only the employment environment for the individual but also the living environment for the family is important. Education for children is particularly one of the factors that foreign talent value most when deciding to work in Japan.
There is a demand for comprehensive educational infrastructure, including environments where children can receive education in English or other languages, learning opportunities aligned with their home country’s educational curriculum, and support for university admission.
3. Corporate Management Challenges: Mismatch Between Japanese Employment Systems and Foreign Talent
3-1. Sumitomo Mitsui Trust Group: “The System Where Salaries Drop at 55 Is Incomprehensible”
Toru Takakura, President of Sumitomo Mitsui Trust Group, revealed that foreign workers in the group have voiced that “the (Japanese personnel) system where salaries drop at 55 or 60 years old is completely incomprehensible.”
Many Japanese companies adopt a seniority-based wage system, and it is common for salaries to drop significantly when reaching a certain age through mandatory retirement age systems or re-employment programs. However, in many countries, including Western nations, the mainstream is “job-based employment,” where compensation is determined based on job content and performance rather than age.
The issue raised was that in order to genuinely accept and retain global talent, it is necessary to review the employment practices of Japanese companies themselves.
3-2. “Fair and Transparent Evaluation Systems” Sought by Foreign Talent
Many foreign workers seek the following employment environments:
- Systems evaluated based on ability and performance rather than age or years of service
- Personnel systems with clear and transparent criteria for promotion and salary increases
- Work styles that respect work-life balance
- Environments where career advancement opportunities are provided equally
As long as there is a gap between these expectations and the current situation in Japanese companies, it will be difficult to retain excellent foreign talent.
4. Discussion of Foreign Policy in the House of Representatives Election and the Economic Community’s Stance
4-1. Political Debate: Tightening and Total Volume Regulation
In the Japanese House of Representatives election held on February 8, 2025, foreign policy became one of the major issues.
- Liberal Democratic Party: Advocates stricter residence management
- Some parties: Propose “total volume regulation” setting upper limits on acceptance numbers and population ratios
- Some parties: Include “correction of immigration policy” in their platforms
Among the public, there are persistent concerns about friction in local communities due to rapid foreign acceptance, concerns about public safety, and impacts on social security systems.
4-2. Economic Community Stance: Balancing Acceptance Expansion and Environmental Development
On the other hand, the stance of the economic community shown at the Kansai Business Seminar was clear.
“Accepting foreign talent is essential. However, we should simultaneously promote environmental development so they can adapt to Japanese society.”
In other words, rather than limiting acceptance numbers, the important thing is to create mechanisms that allow accepted foreigners to blend into Japanese society and coexist with local communities.
To balance economic growth and social stability, it is necessary for politics, the economic community, and civil society to cooperate in constructing sustainable foreign acceptance policies.
5. Basic Knowledge of Visas and Status of Residence That Foreign Residents in Japan Should Know
5-1. Types of Status of Residence and Permissible Work Scope
Foreign nationals working in Japan must obtain an appropriate Status of Residence. Major Status of Residence categories include:
Status of Residence Without Work Restrictions
- Permanent Resident
- Spouse or Child of Japanese National
- Spouse or Child of Permanent Resident
- Long-Term Resident
Status of Residence Permitting Work (with restrictions on scope of activities)
- Engineer/Specialist in Humanities/International Services (so-called “work visa”)
- Skilled Labor
- Specified Skilled Worker (Types 1 and 2)
- Technical Intern Training
Status of Residence Where Work Is Not Principally Permitted
- Student
- Dependent
※ Part-time work up to 28 hours per week is possible with Permission to Engage in Activity Other Than That Permitted
5-2. Renewal and Change of Status of Residence
Status of Residence has an expiration date, and renewal procedures are necessary to continue staying in Japan. Missing the renewal period results in illegal stay and may lead to deportation.
Additionally, if due to job change or changes in job duties your current Status of Residence no longer applies, an application to change Status of Residence is necessary.
5-3. Benefits of Consulting an Administrative Scrivener
Visa applications and Status of Residence procedures are complex, with extensive required documentation. If there are deficiencies in documents or inconsistencies in application content, there is a risk of non-approval.
By consulting an Administrative Scrivener, you gain the following benefits:
- Accurate applications based on the latest Immigration Control Act
- Support with document preparation and translation
- Pre-assessment of non-approval risks
- Representation in communications with the Immigration Bureau
- Re-application support in case of non-approval
6. Key Points for Companies Employing Foreign Nationals
6-1. Pre-Employment Verification Items
When employing foreign nationals, be sure to verify the following:
- Verification of residence card (Status of Residence, period of stay, presence of work restrictions)
- Consistency between permissible work content and actual job duties
- Passport verification
If you have employees engage in work that does not match their Status of Residence, the company may also be charged with illegal employment facilitation.
6-2. Post-Employment Notification Obligations
When employing foreign nationals, companies have an obligation to submit a “Foreign Employment Status Report” to Hello Work. Additionally, depending on the Status of Residence, notification to the Immigration Bureau may also be required.
6-3. Support for Status of Residence Change and Renewal
When an employee’s Status of Residence approaches renewal time, providing company support enhances employee security and retention rates.
- Management of renewal timing
- Issuance of required documents (employment certificate, salary certificate, etc.)
- Coordination with Administrative Scriveners
6-4. Creating a Workplace Environment That Promotes Foreign Talent Retention
As pointed out at the Kansai Business Seminar, employment system and workplace environment development are essential for foreign talent retention.
- Clarification and transparency of evaluation criteria
- Presentation of career paths
- Support for Japanese language education and cultural understanding
- Fostering a corporate culture that respects diversity
7. Future Outlook: Toward a Society of Coexistence with Foreign Talent
7-1. Policy Direction
The government established the “Specified Skilled Worker” system in 2019 and has been expanding the acceptance of foreign talent. Further expansion of acceptance in sectors facing serious labor shortages is expected in the future.
However, it is also necessary to simultaneously advance the development of acceptance systems, including coexistence in local communities, improvement of social security systems, and enhancement of educational environments.
7-2. Transformation Required of Companies
As the discussions at the Kansai Business Seminar show, Japanese companies are required to adopt the perspective of training foreign talent not as “temporary labor” but as “future leaders.”
- Introduction of personnel systems corresponding to global standards
- Promotion of diversity and inclusion
- Appointment of foreign managers
- Development of multilingual internal environments
7-3. Roles Expected of Foreign Residents in Japan
Foreign residents in Japan are expected to fulfill the following roles as members of Japanese society:
- Understanding and compliance with Japanese laws and social rules
- Active participation in local communities
- Improvement of Japanese language proficiency
- Activity as a bridge between their home country and Japan
8. Conclusion: An Era When Visa Applications and Status of Residence Procedures Become Increasingly Important
What the Kansai Business Seminar revealed was the undeniable reality that “Japanese companies cannot function without foreign talent.” Supporting Japan’s core industries such as airports, construction, and railways are multinational personnel.
While stricter foreign policies are being debated in the political arena, the recognition of business executives on the economic frontlines is clear. Accepting foreign talent and developing environments where they can work with peace of mind are essential for the sustainable growth of the Japanese economy.
To Foreign Residents in Japan
To stabilize employment and life in Japan, proper acquisition and management of visas and Status of Residence is of paramount importance. Forgetting to renew Status of Residence or mismatches between job duties and Status of Residence carry risks of illegal stay and deportation.
If you have any concerns or questions, we recommend consulting a specialist Administrative Scrivener.
To Company Executives and HR Personnel Employing Foreign Nationals
Hiring foreign talent is not merely a solution to labor shortages, but an important management strategy to enhance corporate international competitiveness and generate innovation.
Creating an environment where foreign talent can work with peace of mind and be active long-term through appropriate visa and Status of Residence management, workplace environment development, and career support leads to sustainable corporate growth.
We, as Administrative Scriveners, are specialists in visa applications and Status of Residence, and we fully support foreign residents in Japan and companies employing foreign nationals. Please feel free to contact us for consultations.
Japan is now making a major shift toward a society of coexistence with foreign talent. Let us view this change not as a “threat” but as a “growth opportunity,” and create the future together.
【Reference Article】
“Cannot Function Without Foreign Talent” — Unanimous Voice at Kansai Business Seminar, Pro-Immigration Acceptance Faction Also Present
https://news.yahoo.co.jp/articles/e17d2c926e55e3f747830f9e398fa028155cc9e3
