- Introduction: The Current Situation of Foreign Workers and “March in March 2026”
- The Current Challenges Facing Foreign Workers: Rising Discrimination and Xenophobia
- Rights of Foreign Workers: Legal Protections and Employer Obligations
- Residence Status and Employment: Key Points for Employers to Understand
- What Companies Should Do to Create a Welcoming Environment for Foreign Workers
- Support That Immigration Administrative Scriveners (Gyoseishoshi) Can Provide for Foreign Employment and Status of Residence
- Toward an Inclusive Society: Companies and Foreign Workers Walking Together
- Conclusion: Protecting the Rights of Foreign Workers and Growing Together
Introduction: The Current Situation of Foreign Workers and “March in March 2026”
According to media reports, a demonstration called “March in March 2026” was held around Ueno Park in Tokyo on March 15, 2026, bringing together foreign workers and supporters to protest discrimination and xenophobia and to call for a more inclusive society. Approximately 350 participants, mainly foreign workers employed in Japan, gathered to raise their voices.
The “March in March” movement itself dates back to 1993, when it began as a spring labor campaign by migrant and foreign workers. This historic movement has brought together workers from diverse backgrounds to collectively declare: “We are here,” advocating for improved working conditions and fundamental labor rights.
This article examines the current challenges faced by foreign workers as highlighted by the demonstration, the legal obligations that employers must understand, and how administrative scriveners (gyoseishoshi) specializing in immigration procedures can provide effective support.
The Current Challenges Facing Foreign Workers: Rising Discrimination and Xenophobia
Issues That Have Become Apparent Since Last Year’s Upper House Election
According to Yumiko Nakajima, chairperson of the National General Workers’ Union Keinanbu, consultations from foreign union members have increased significantly since last year’s Upper House election. These consultations include complaints such as “I feel cold stares on trains” and “I am treated discriminatorily at my workplace.”
Nakajima, who has been working on foreign worker issues for 30 years, expressed concern: “I feel a sense of crisis about the spread of hate.” This suggests a deterioration in the environment surrounding foreign workers in recent years.
The “Invisible Workers” Highlighted by the Demonstration
During the demonstration, participants held up placards with messages such as “I am the one making bento boxes at convenience stores” and “I am the one ironing clothes at the dry cleaners.” These messages underscore how our daily lives are supported by the contributions of foreign workers who often remain unseen and unacknowledged.
One foreign male worker declared: “I work in this country, pay taxes, and contribute to society. Migration is not a crime, and living is not a crime.” These words reflect the strong determination of foreign workers who continue to contribute to Japanese society despite facing discrimination and prejudice.
Rights of Foreign Workers: Legal Protections and Employer Obligations
The Labor Standards Act Applies Regardless of Nationality
Japan’s Labor Standards Act applies equally to foreign workers and Japanese workers. This means that all provisions related to working conditions—including wages, working hours, holidays, and occupational safety and health—are guaranteed to foreign workers without discrimination.
However, in reality, language barriers, cultural differences, and anxieties about visa status often make it difficult for foreign workers to speak up when they are treated unfairly or face violations of their rights.
Obligation to Report the Employment Status of Foreign Workers
When employing foreign nationals, employers are generally required to file a report on the employment status of foreign workers with Hello Work (Public Employment Security Office). This system aims to ensure proper employment management and to facilitate support for foreign workers.
Failure to file this report, or filing a false report, may result in a fine of up to 300,000 yen.
Prohibition of Discrimination and Obligation to Consider the Workplace Environment
Under Article 3 of Japan’s Labor Standards Act, employers must not engage in discriminatory treatment with respect to wages, working hours, or other working conditions on the grounds of nationality, creed, or social status.
Additionally, measures to prevent workplace harassment are mandatory under various employment-related laws. Employers should also take appropriate steps to prevent harassment and discriminatory conduct in the workplace, including hostile remarks directed at foreign workers.
Residence Status and Employment: Key Points for Employers to Understand
Employment Restrictions Based on Residence Status
For foreign nationals to work in Japan, they must hold a status of residence that permits employment. The main categories of work-authorized statuses of residence include:
- Engineer/Specialist in Humanities/International Services: For professional and white-collar work requiring technical knowledge, humanities knowledge, or international business skills
- Specified Skilled Worker: For employment in labor-shortage sectors such as nursing care, construction, agriculture, and food service
- Technical Intern Training: A training-based framework, although broader institutional reform has been under discussion in recent years
- Permanent Resident, Long-Term Resident, Spouse or Child of Japanese National, etc.: Generally no restrictions on the type of employment
Since the types of work permitted vary depending on the status of residence, employers must always verify the residence card before hiring and confirm that the job duties fall within the scope authorized by the individual’s status of residence.
Risk of Criminal Liability for Facilitating Unauthorized Employment
If a company employs a foreign worker in duties not permitted under their status of residence, the company may face criminal liability for facilitating unauthorized employment. This can result in up to three years of imprisonment or a fine of up to 3 million yen. Therefore, strict compliance and careful verification are essential.
Management of Period of Stay
Each status of residence has an expiration date and requires renewal procedures. Employers should keep track of their employees’ period of stay and provide appropriate support for renewal applications to ensure continuous legal employment.
What Companies Should Do to Create a Welcoming Environment for Foreign Workers
Establish Language Support Systems
Language support is crucial for creating an inclusive workplace. This includes providing Japanese language education opportunities, creating multilingual work manuals and safety instructions, and ensuring access to interpreters when needed. Lack of effective communication can lead not only to work-related mistakes and safety risks but also to feelings of isolation and marginalization.
Consideration for Cultural and Religious Differences
Employers should demonstrate understanding and consideration for diverse cultural and religious backgrounds. This may include accommodating dietary needs (such as halal-compliant meals), providing time and appropriate spaces for prayer, allowing flexibility in dress codes where reasonable, and respecting cultural holidays and observances.
Establish Consultation Desks and Support Systems
By establishing an internal consultation desk where foreign workers can seek help when facing difficulties, companies can detect and resolve issues at an early stage. Coordination with external specialists—such as administrative scriveners specializing in immigration, social insurance and labor consultants, and attorneys—is also highly effective.
Conduct Diversity and Inclusion Training
It is also important to conduct training for all employees to foster awareness of respecting diversity and to address unconscious bias. Creating a workplace where everyone feels valued and respected not only enhances the working environment but also strengthens the company’s competitiveness, innovation capacity, and employer brand.
Support That Immigration Administrative Scriveners (Gyoseishoshi) Can Provide for Foreign Employment and Status of Residence
Representation and Support for Status of Residence Applications
Administrative scriveners specializing in immigration procedures can handle applications for status of residence (new applications, changes of status, extensions, and renewals) on behalf of foreign nationals or employing companies. By managing complex paperwork, preparing supporting documents, and liaising with the Immigration Services Agency of Japan, we facilitate smooth and timely procedures.
Support for Obtaining Certificate of Authorized Employment
A Certificate of Authorized Employment is an official certificate indicating whether a foreign national may engage in specific work activities under their current status of residence. Obtaining this certificate when changing jobs or when job duties are modified can help prevent future misunderstandings and legal complications.
Corporate Consulting on Foreign Employment Compliance
We provide a wide range of consulting services, including advice on legal compliance in foreign employment, review and drafting of employment contracts, development of internal regulations and policies, and establishment of comprehensive foreign employment management systems that meet regulatory requirements.
Initial Response and Coordination in Case of Trouble
We provide timely support for initial responses when issues arise, such as risk of status of residence revocation, concerns regarding unauthorized employment, or deportation proceedings. When necessary, we coordinate closely with attorneys, social insurance and labor consultants, and other professionals to provide comprehensive legal support.
Toward an Inclusive Society: Companies and Foreign Workers Walking Together
Foreign Workers Are Not “Costs” but “Colleagues”
It is essential not to view foreign workers merely as labor resources or a temporary solution to labor shortages, but to respect them as valued colleagues working alongside us. They contribute meaningfully to Japanese society, pay taxes, support local economies, and enrich workplaces with diverse perspectives and experiences.
Diversity Enhances Corporate Competitiveness
Bringing together people with diverse backgrounds, experiences, and perspectives facilitates the generation of new ideas, creative problem-solving, and innovation. Furthermore, creating an environment where foreign workers can work with dignity and peace of mind enhances the company’s reputation, brand value, and ability to attract top talent from around the world.
“Inclusion” Is Not Something Given, but Created Together
An inclusive society is not something that one group unilaterally grants to another; it is something that all people create together on the basis of mutual respect and equal dignity. By genuinely listening to the voices of foreign workers and creating workplaces where they feel “I’m glad I work here,” companies and society as a whole generate significant social and economic value.
Conclusion: Protecting the Rights of Foreign Workers and Growing Together
The voices of foreign workers expressed in “March in March 2026” pose important questions to all of us. What is needed is not discrimination, exclusion, or xenophobia, but rather a genuine spirit of inclusion, mutual respect, and shared humanity.
Companies have both a legal obligation and a moral responsibility to comply with labor and immigration laws and to create environments where foreign workers can work safely, fairly, and with dignity. As administrative scriveners specializing in immigration procedures, we support lawful foreign employment, status-of-residence applications, and workplace compliance, and we serve as a bridge between employers and foreign workers.
If you have any concerns or questions about status of residence applications, employment management consulting, compliance issues, or responses to legal challenges related to foreign employment, please feel free to contact us at any time. Let us work together to create better workplaces, stronger companies, and a more inclusive society.
Reference Article: “March for Foreign Workers’ Spring Offensive” Protest Against Discrimination, Ueno, Tokyo (Mainichi Shimbun / Yahoo! News Japan) https://news.yahoo.co.jp/articles/bd3a4b56cf448a95be619436d243454dd05e7d8b
Keywords: Foreign workers in Japan, status of residence, visa application, foreign employment, administrative scrivener, gyoseishoshi, inclusive society, diversity and inclusion, March in March, workers’ rights, prevention of unauthorized employment, foreign employment management, certificate of authorized employment, status of residence renewal, Engineer/Specialist in Humanities/International Services, Specified Skilled Worker, labor rights, workplace discrimination
