Foreign Healthcare and Welfare Workers Surpass 146,000: Immigration Compliance in the Era of Specified Skilled Workers

Introduction: The Rapid Increase of Foreign Workers in Healthcare and Welfare Sectors

As of the end of October 2025, the number of foreign workers in Japan’s healthcare and welfare sectors reached 146,105, representing a significant increase of 25.6% compared to the same period in the previous year. This data, released by the Ministry of Health, Labour and Welfare on January 30, 2026, clearly demonstrates that Japan’s healthcare and nursing care sector can no longer function without foreign talent.

This article provides a detailed explanation from the perspective of a certified immigration administrative scrivener on what these statistics mean for both companies and foreign residents in Japan, as well as the importance of proper residence status management.

1. The Reality of Foreign Employment in Healthcare and Welfare Sectors as Seen from Statistical Data

1-1. Breakdown by Residence Status

According to data from the Ministry of Health, Labour and Welfare, the breakdown of foreign workers in the healthcare and welfare sectors by residence status is as follows:

“Engineer/Specialist in Humanities/International Services”: 69,100 people (the highest number)

• Of which “Specified Skilled Workers”: 55,733 people (80.7%)

“Status-based residence categories”: 31,471 people (permanent residents, spouses of Japanese nationals, etc.)

“Technical Intern Training”: 21,138 people

“Designated Activities”: 14,057 people

Particularly noteworthy is that workers under the “Specified Skilled Worker” status account for 80% of the professional and technical fields. This shows that the “Specified Skilled Worker” system, established in April 2019, has become a major source of personnel supply for nursing care and medical sites in just six years.

1-2. Regional Distribution

The distribution by prefecture is as follows:

1. Tokyo: 18,010 people
2. Osaka: 15,158 people
3. Aichi: 11,056 people
4. Kanagawa: 10,147 people

This distribution largely reflects the concentration of healthcare facilities and population density in major metropolitan areas.

1-3. Increase in Number of Employing Establishments

The number of establishments in the healthcare and welfare sectors employing foreign workers reached 26,076 nationwide, an increase of 7.6% from the same period in the previous year. This indicates that acceptance of foreign talent is progressing not only in large hospitals and nursing care facilities but also in small and medium-sized establishments.

2. Why Foreign Workers Are Rapidly Increasing in Healthcare and Welfare Sectors

2-1. Severe Labor Shortage

Japan’s healthcare and nursing care industries face a dual challenge of declining working-age population due to the declining birthrate and aging population, and increased demand due to the growing elderly population. According to estimates by the Ministry of Health, Labour and Welfare, approximately 320,000 nursing care workers will be in short supply by fiscal year 2025, making the acceptance of foreign talent not an “option” but a “necessity.”

2-2. Establishment of the Specified Skilled Worker System

The “Specified Skilled Worker” system established in 2019 differs significantly from previous systems in the following ways:

Purpose: Employment in fields where securing human resources is particularly difficult (whereas Technical Intern Training aims at skill transfer)

Freedom to change jobs: Job changes are possible within the same field

Period of stay: Type 1 allows a total of 5 years; Type 2 is renewable and provides a practical pathway toward permanent residency

Family accompaniment: Type 2 allows spouses and children to accompany

These features have become an attractive career path for foreign workers, leading to rapid adoption.

2-3. Development of a Supportive Environment for Foreign Workers

In conjunction with the establishment of the Specified Skilled Worker system, the government has also been developing the acceptance environment:

• Establishment of multilingual life consultation services
• Expansion of Japanese language education institutions
• Conclusion of bilateral agreements with sending countries

These initiatives have created an environment where foreign talent can work more easily in Japan.

3. Legal Obligations Companies Should Know About Foreign Employment

3-1. Obligation to Verify Residence Status

Companies employing foreign workers have an obligation to first confirm “whether that person has the right to work in Japan.” Specifically:

Verification of residence card: Expiration date, type of residence status, presence or absence of employment restrictions

Passport verification: Presence or absence of permission for activities outside designated status

Verification of the authenticity of the residence card: Can be verified on the Immigration Services Agency website

If illegal employment occurs, companies may be subject to the offense of facilitating illegal employment, with penalties of up to 3 years imprisonment or a fine of up to 3 million yen.

3-2. Support Obligations When Employing Specified Skilled Workers

Companies (accepting organizations) that directly employ specified skilled workers have the following support obligations:

(1) Pre-departure Guidance

After concluding the employment contract and before applying for a Certificate of Eligibility or Permission to Change Status of Residence, provide the following information face-to-face or via video conference:

• Working conditions
• Matters related to living in Japan
• Contact points for consultations and complaints

(2) Transportation for Entry and Departure

Transportation to and from airports during entry and return (or greeting when unavoidable)

(3) Housing Assistance and Support for Necessary Life Contracts

• Rental housing contracts
• Opening bank accounts
• Mobile phone contracts
• Utility contracts

(4) Life Orientation

Explanation of rules and manners in Japan, how to use public institutions, responses during disasters, etc.

(5) Provision of Japanese Language Learning Opportunities

Providing information on Japanese language classes and materials

(6) Consultation and Complaint Response

Establishing a consultation system in a language the foreign worker can fully understand

(7) Promotion of Interaction with Japanese People

Providing information about opportunities for interaction with local residents and local festivals and events

(8) Job Change Support (in cases of workforce reduction, etc.)

Support in finding new employment when terminating employment contracts at the accepting organization’s convenience

(9) Regular Interviews and Reporting to Administrative Agencies

Conducting interviews at least once every three months and reporting any violations of the Labor Standards Act

3-3. Notification Obligations to the Immigration Services Agency

Accepting organizations have obligations to notify the Immigration Services Agency of the following matters:

Quarterly regular notifications: Support implementation status, acceptance status

Ad-hoc notifications: When accepting specified skilled workers becomes difficult, when changing support plans, etc.

Failure to comply with these obligations may result in questioning of the accepting organization’s eligibility and suspension of new acceptances.

3-4. Utilization of Registered Support Organizations

Because the above support obligations impose a significant burden on companies, they can be delegated to “Registered Support Organizations.” Registered Support Organizations are specialized institutions registered with the Immigration Services Agency that perform support duties on behalf of companies.

Even when delegating, companies bear the following responsibilities:

• Selection of appropriate registered support organizations
• Supervision of support implementation status
• Payment of delegation fees

4. Key Points for Foreign Residents to Know About Residence Status Management

4-1. Residence Status Functions as Authorization for Specific Activities

Residence status functions as both permission to stay in Japan and authorization for specific activities. For example:

“Specified Skilled Worker (Nursing Care)”: Can only engage in work in the nursing care field

“Technical Intern Training”: Can only engage in work stipulated in the training plan

“Permanent Resident”: No employment restrictions

“Student”: In principle, employment is not permitted (up to 28 hours per week with permission for activities outside designated status)

Engaging in activities different from your residence status constitutes “activities outside designated status” and may result in cancellation of residence status or non-renewal.

4-2. Management of Period of Stay

Exceeding your period of stay by even one day constitutes an overstay and subjects you to deportation. Important points in managing your period of stay:

Timing of renewal application: Can apply from 3 months before expiration

Processing period: Usually 2 weeks to 1 month (longer during busy periods)

Apply before expiration: If you apply before expiration, you can legally stay during the “special exception period” during examination

4-3. Procedures When Changing Jobs

When a specified skilled worker changes jobs, the following procedures are required:

(1) When Changing Jobs Within the Same Field

• Conclusion of new employment contract
• Submission of “Notification of Change of Place of Employment” (within 14 days)
• Creation of support plan at new accepting organization

(2) When Changing to a Different Field

• Application for permission to change status of residence is required
• Condition: Must have passed the specified skilled worker examination for the new field

4-4. Transition from Technical Intern Training to Specified Skilled Worker

Foreign nationals who have completed technical intern training can transition to Specified Skilled Worker Type 1 if they meet the following requirements:

• Satisfactorily completed Technical Intern Training Type 2
• The destination field is related to the technical intern training occupation
• Passed Japanese language and skills tests for specified skilled workers (or exempted by passing skills tests in technical intern training)

Benefits of transitioning include:

• Ability to change jobs within the same field
• Ability to work for a total of 5 years (up to 8 years combined with technical intern training)
• If transitioning to Specified Skilled Worker Type 2, a practical pathway toward permanent residency

4-5. Transitioning to the “Nursing Care” Residence Status

Foreign nationals working as specified skilled workers (nursing care) can change to “Nursing Care” residence status if they obtain the national certification as a certified care worker. Benefits of “Nursing Care” residence status:

Period of stay: Renewable every 5 years, effectively indefinite

Family accompaniment: Ability to bring spouse and children to Japan

Freedom to change jobs: Free to change jobs within the nursing care field

Obtaining permanent residency: Can apply for permanent residency after 10 years of residence (including 5 or more years of employment)

5. Common Problems with Residence Status Applications and Solutions

5-1. Cases Where Renewal Applications Are Denied

Main reasons for denial of residence status renewal applications:

(1) Failure to Fulfill Tax Obligations

• Non-payment or delinquency of resident tax, income tax, social insurance premiums
• Solution: Establish an installment payment plan and obtain tax payment certificates before applying

(2) Activities Outside Designated Status

• Employment beyond permitted scope (such as students exceeding part-time work hours)
• Solution: Verify the scope of permission for activities outside designated status and manage not to exceed it

(3) Criminal Record

• Criminal convictions, accumulated traffic violations
• Solution: Honestly report even minor violations and show an attitude of remorse

(4) Mismatch Between Activity Status and Reality

• Actual activity content differs from the purpose of the residence status
• Solution: Engage only in activities permitted under the residence status or consider changing residence status

5-2. Cases Where Certificate of Eligibility Applications Are Denied

Reasons for denial of Certificate of Eligibility applications when calling foreign nationals from overseas:

(1) Deficient Requirements of Accepting Organization

• Insufficient support structure for specified skilled workers
• Unstable financial condition of the company
• Solution: Delegation to registered support organization, preparation of financial documents

(2) Deficient Requirements of Foreign National

• Educational/work history does not meet residence status requirements
• No proof of Japanese language ability or skills test passing
• Solution: Reconfirm requirements and obtain necessary qualifications before applying

(3) Incomplete or Missing Documents

• Missing required documents, contradictions in written content
• Solution: Request document preparation from specialists such as administrative scriveners

5-3. Risk of Residence Status Cancellation

If residence status is cancelled, you must leave Japan. Main grounds for cancellation:

• Obtained residence status through false application
• Not engaged in activities appropriate to residence status for 3 months or more without justifiable reason
• Received criminal conviction
• Engaged in activities outside designated status

Solutions:

• Prepare application documents accurately and truthfully
• Promptly notify or apply for changes if there are job changes or changes in activity content
• Thoroughly comply with laws and regulations

6. Practical Advice for Companies to Utilize Foreign Talent

6-1. Pre-Acceptance Preparation

Before accepting foreign talent, it is important to arrange the following preparations:

(1) Internal System Development

• Formulation of policy for accepting foreign talent
• Clarification of responsible departments and personnel
• Explanation to and promotion of understanding among existing employees

(2) Housing Arrangement

• Provision of company housing or arrangement of rental housing
• Preparation of furniture and appliances
• Building relationships with the local community

(3) Support System Construction

• Contract with registered support organization (when delegating)
• Establishment of interpretation and translation system
• Establishment of consultation services

6-2. Post-Acceptance Follow-up

Continuous follow-up is essential for foreign talent to settle into the workplace:

(1) Regular Interviews

• Interviews at least once every 3 months (legal obligation)
• Hearing about concerns related to work and life
• Confirmation of career plans

(2) Japanese Language Education Support

• Providing opportunities for Japanese language learning
• Education on technical terms used in work
• Support for qualification acquisition (such as certified care worker)

(3) Cultural Considerations

• Religious considerations (prayer times, dietary restrictions, etc.)
• Understanding of cultural differences
• Creating a multicultural workplace

6-3. Points for Trouble Prevention

Points to prevent trouble in foreign employment:

(1) Clear Statement of Working Conditions

• Employment contracts created in languages the foreign worker can understand
• Clear statement of salary, working hours, and holidays
• Always explain unclear points

(2) Ensuring Communication

• Establish opportunities for regular communication
• Verify true understanding even when they say “I understand”
• Utilize interpreters

(3) Thorough Legal Compliance

• Compliance with Labor Standards Act and Minimum Wage Act
• Enrollment in social insurance
• Management of residence status

7. Support Administrative Scriveners Can Provide

7-1. Support for Companies

(1) Application for Certificate of Eligibility

Proxy services for application procedures when calling foreign talent from overseas

(2) Acceptance System Construction Consulting

• Advice on establishing systems necessary for accepting specified skilled workers
• Support for creating support plans
• Introduction to registered support organizations

(3) Proxy for Regular Notifications

Proxy for quarterly regular notifications to the Immigration Services Agency

(4) Retainer Contracts for Foreign Employment Management

Continuous consultation response, provision of legal amendment information, support for various procedures

7-2. Support for Individuals

(1) Application for Renewal/Change of Residence Status

• Renewal application (extension of period of stay)
• Change application (changing residence status due to job change, marriage, etc.)
• Application for acquisition of residence status (for children born in Japan, etc.)

(2) Application for Permanent Residence Permission

Support for obtaining permanent residency for those with 10 or more years of residence history

(3) Application for Permission for Activities Outside Designated Status

Obtaining permission to engage in activities outside the original residence status, such as part-time work for students

(4) Naturalization Application

Support for naturalization applications for those wishing to obtain Japanese nationality

7-3. Benefits of Requesting an Administrative Scrivener

(1) Improved Approval Rate

Minimize denial risk through appropriate document preparation based on specialized knowledge

(2) Time and Effort Savings

Focus on core business by having complex procedures handled

(3) Provision of Latest Information

Provision of latest information on frequently changing immigration laws and regulations

(4) Trouble Response

Re-applications in case of denial, responses to residence status cancellation notices, etc.

8. The Future of Healthcare and Welfare Sectors and Foreign Talent

8-1. Further Increase in Foreign Workers Expected

The figure of 146,000 revealed in this data will certainly increase further. The reasons:

• Further progression of aging society
• Decrease in Japanese aspirants for nursing care positions
• Expansion of Specified Skilled Worker Type 2 target fields (nursing care field expansion also under consideration)
• Expansion of sending countries and increased talent supply

8-2. Trends in System Revisions

The government is continuously making system revisions to expand acceptance of foreign talent:

Expansion of Specified Skilled Worker Type 2: Target fields expanded in June 2023, nursing care field may also become eligible in the future

Creation of Training and Employment System: A new system to replace the Technical Intern Training system may be introduced as early as 2027

Review of Permanent Residence Permission Requirements: Revisions in the direction of making it easier to obtain are under consideration

It is important to constantly monitor these trends and reflect them in your company’s talent strategy.

8-3. Building a Truly Multicultural Society

The increase in foreign talent is not merely a supplement to the labor force but also an opportunity to enhance the diversity of Japanese society. Both companies and communities are required to have the following perspectives:

Promotion of Diversity: Organizational culture that respects differences in nationality and culture

Realization of Inclusion: Workplace environment where foreign talent do not feel alienated

Collaboration with Local Communities: Creating environments where foreign talent can live as members of the local community

Summary: Proper Residence Status Management is Key to Success

The rapid increase of foreign workers in the healthcare and welfare sectors is a manifestation of the structural issues Japan’s demographic structure faces. This trend will certainly accelerate in the future, and proper residence status management is becoming increasingly important for both companies and foreign talent.

To Companies: Accepting foreign talent is not merely about securing labor but an opportunity to enhance organizational diversity and incorporate global perspectives. By establishing appropriate acceptance systems and complying with laws and regulations, it becomes possible to secure and retain excellent talent.

To Foreign Residents in Japan: Working and living in Japan is a great challenge but also a great opportunity. Through proper management of residence status, improvement of Japanese language ability, and career advancement through qualification acquisition, long-term career development in Japan is possible.

Administrative scriveners are specialists who support both companies and foreign nationals from the acceptance of foreign talent to residence status management and career advancement. Please feel free to consult with us if you have any concerns regarding residence status.

Original article: https://news.yahoo.co.jp/articles/2562ba2b4d81f8dddbcced37831e0e339c89ea3f

[Contact Us] For consultations regarding residence status applications and foreign employment, please feel free to contact our office. Initial consultations are provided free of charge.

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