Introduction: A New Chapter for Regional Transportation

Will Nguyen Hoang Quang (28), a Vietnamese national, will begin working next month as a school bus driver in Nakanojo Town, Gunma Prefecture, under the Specified Skilled Worker system. This marks one of the earliest cases since the road transportation sector was newly added to the Specified Skilled Worker framework in April 2024.

Will’s journey to becoming a school bus driver in rural Japan represents more than just an individual success story. It illustrates a fundamental shift in how Japan addresses structural labor shortages caused by demographic decline and an aging workforce, particularly in regional transportation services.

As an administrative scrivener (gyoseishoshi) who has supported numerous companies and foreign nationals with status of residence applications, I find this case profoundly significant. This article analyzes this case from a regulatory and practical perspective, examining the Specified Skilled Worker system in the road transportation sector, requirements for companies and foreign workers, and practical guidance for successful foreign worker integration.

Will’s Story: From Technical Intern to Specified Skilled Worker

Will came to Japan in 2019 as a technical intern trainee in the automobile parts manufacturing sector in Shizuoka Prefecture. During his three years in Japan, he developed a strong interest in Japan’s transportation infrastructure and service culture.

After returning to Vietnam in 2022, Will obtained a Japanese Class II large vehicle driver’s license with the goal of returning to Japan as a professional driver. He also continued studying Japanese, achieving JLPT N3 level proficiency.

When the road transportation sector was added to the Specified Skilled Worker system in April 2024, Will saw an opportunity to realize his goal. He successfully passed the Specified Skilled Worker skills test for automobile transportation and began his application process.

Will was hired by Nakanojo Kanko Bus Company in Gunma Prefecture, which operates school bus services in the mountainous regions of Nakanojo Town. He arrived in Japan in February 2025 and has been undergoing company training, including learning local routes, safety procedures, and communication with schoolchildren and parents.

“I’m confident and will do my best,” Will said in an interview. “I want to ensure children’s safety and contribute to the local community.”

His story demonstrates the successful pathway from Technical Intern Training to Specialized Skilled Worker—a transition that Japan’s immigration policy increasingly encourages.

Why Regional Transportation Needs Foreign Workers: The Crisis in Rural Bus Services

The case of Nakanojo Town is not unique. Rural transportation services across Japan face existential challenges driven by several interconnected factors.

1. Severe Driver Shortage
Japan’s bus industry faces an acute shortage of licensed drivers. According to industry data, the average age of bus drivers continues to rise, with many drivers approaching retirement age. Young Japanese workers increasingly avoid the bus driving profession due to irregular hours, relatively modest compensation, and the demanding nature of the work.

2. Impact on Rural Communities
In rural areas, the driver shortage directly threatens essential services. School bus routes, community bus services, and public transportation links risk reduction or elimination. For students, elderly residents, and those without private vehicles, these services are lifelines to education, healthcare, and daily necessities.

3. Economic and Social Consequences
Transportation service reductions accelerate rural depopulation. Without reliable transportation, families with children relocate to urban areas, schools close due to declining enrollment, and local economies contract further.

Nakanojo Town, where Will will work, faces these exact challenges. The town’s population has been declining, and maintaining school bus services has become increasingly difficult.

Yasuhiro Kanai, President of Nakanojo Kanko Bus Company, stated: “This is a very significant opportunity for us. We face serious driver shortages, and foreign workers like Will are essential to maintaining our services.”

This case illustrates how foreign employment is shifting from an emergency measure to a strategic workforce policy.

Understanding the Specified Skilled Worker System: Road Transportation Sector

The road transportation sector was added to the Specified Skilled Worker system in April 2024, making it one of the newest designated sectors. Let me explain the key features and requirements of this system.

What is the Specified Skilled Worker System?

The Specified Skilled Worker system was established in April 2019 to address labor shortages in specific industries. The system currently covers 16 designated industrial sectors facing labor shortages, including nursing care, construction, manufacturing, agriculture, and now road transportation.

Unlike the Technical Intern Training program, which focuses on skills transfer as international contribution, the Specified Skilled Worker system explicitly aims to secure workforce capacity by accepting foreign nationals as practice-ready professionals.

Specified Skilled Worker Categories

The system has two categories:

  • Category 1 (SSW1): For workers with considerable skill and knowledge in designated sectors. Maximum cumulative stay of five years. Family accompaniment generally not permitted.
  • Category 2 (SSW2): For workers with advanced skills and experience. Renewable without fixed upper limit. Family accompaniment permitted.

Currently, the road transportation sector is available only under SSW1.

Scope of Work in Road Transportation

In the road transportation sector under the Specified Skilled Worker system, foreign workers may engage in:

  • Passenger transportation services (bus, taxi)
  • Freight transportation services (truck)

All work requires appropriate Japanese driver’s licenses and compliance with Road Transport Act regulations.

Requirements for Foreign Workers

To qualify for Specified Skilled Worker status in road transportation, foreign nationals must meet the following requirements:

  1. Skills Test: Pass the designated skills test for the automobile transportation sector, which assesses practical driving ability, safety knowledge, customer service skills, and understanding of Japanese traffic regulations.
  2. Japanese Language Ability: Demonstrate Japanese language proficiency through JLPT N4 or the Japan Foundation Test for Basic Japanese (JFT-Basic). However, given the communication demands of passenger transportation, many companies prefer N3 or higher.
  3. Driver’s License: Possess a valid Japanese driver’s license appropriate to the vehicle type (Class II license for large passenger vehicles like buses, Class I license for regular passenger vehicles like taxis).
  4. Health and Character: Meet health standards for professional drivers and have no disqualifying criminal history or immigration violations.

Exemptions for Technical Intern Training Graduates

Foreign nationals who have satisfactorily completed Technical Intern Training Category 2 in a related field may be exempt from certain test requirements, facilitating their transition to Specified Skilled Worker status.

Will’s case is slightly different—he completed Technical Intern Training in automobile parts manufacturing, not transportation, so he took the full examination. However, his prior Japanese work experience and language skills gained through Technical Intern Training significantly aided his transition.

Expected Acceptance Numbers

The Japanese government has set acceptance targets for each Specified Skilled Worker sector. For the road transportation sector, the government projects accepting up to 24,500 workers over the five-year period from April 2024 to March 2029, reflecting the severity of driver shortages.

Requirements for Companies: What Employers Must Know

Companies wishing to hire Specified Skilled Workers in the road transportation sector must meet specific requirements. Here are the key points employers need to understand.

1. Business License and Compliance

Companies must hold appropriate business licenses under the Road Transport Act and demonstrate compliance with all relevant transportation, labor, and safety regulations. Any history of serious violations may disqualify a company from accepting Specified Skilled Workers.

2. Employment Contracts

Employment contracts must meet the following standards:

  • Equal or Better Compensation: Wages and benefits must be equal to or exceed those of Japanese workers performing comparable work. This “equal treatment principle” is fundamental to the Specified Skilled Worker system.
  • Full-Time Employment: Specified Skilled Worker status requires full-time employment with stable working conditions.
  • Clear Job Descriptions: Contracts must clearly specify job duties, working hours, compensation, and other employment terms.

3. Support Plan (SSW1)

For Specified Skilled Worker Category 1, employers must implement a comprehensive support plan covering:

  • Pre-Arrival Support: Providing information about the job, living conditions, and procedures before the worker arrives in Japan.
  • Airport Reception: Meeting the worker at the airport and assisting with transportation to their residence.
  • Housing Assistance: Helping secure appropriate housing, which may include company housing or assistance finding rental accommodation.
  • Life Orientation: Providing orientation on daily life in Japan, including banking, utilities, waste disposal, transportation, and local rules.
  • Japanese Language Learning: Offering opportunities for continued Japanese language study.
  • Consultation and Complaint Response: Establishing a system for workers to consult about work or daily life concerns and respond appropriately.
  • Encouraging Community Interaction: Facilitating interaction with Japanese colleagues and local community members.
  • Regular Interaction: Conducting regular face-to-face meetings to identify and address any issues.

Companies may implement support plans directly or delegate support to registered support organizations. Many small and medium enterprises find delegation practical and cost-effective.

4. Registered Support Organizations

Registered support organizations are entities officially registered with the Immigration Services Agency to provide support services on behalf of employers. These organizations must meet specific standards and are subject to government oversight.

Using a registered support organization does not eliminate the employer’s responsibility for proper employment conditions, but it can significantly reduce the administrative burden of implementing support plans.

5. Documentation and Application Process

Applying for Specified Skilled Worker status involves extensive documentation, including:

  • Detailed employment contracts
  • Company financial statements and tax records
  • Business license documentation
  • Support plan documents
  • Worker’s test certificates and educational background
  • Housing arrangements
  • Proof of equal or better compensation

Applications are filed with the Regional Immigration Services Bureau. Processing typically takes one to three months, though complex cases may take longer.

Given the complexity and volume of required documentation, many companies engage administrative scriveners specializing in immigration procedures. Professional support significantly reduces application risk and processing time, particularly in newly added sectors such as road transportation where proper understanding of regulatory requirements is essential.

Will’s Integration: What Makes This Case Successful

Will’s case offers valuable lessons for companies considering hiring Specified Skilled Workers. Several factors contribute to the likely success of his integration:

1. Prior Japanese Experience

Will’s three years as a technical intern provided him with foundational understanding of Japanese workplace culture, communication norms, and daily life. This prior experience significantly eases his transition to a new role in a different sector.

2. Strong Japanese Language Ability

At JLPT N3 level, Will can handle daily conversations and understand most workplace instructions. For passenger transportation, where communication with passengers and colleagues is essential, strong Japanese ability is crucial. Companies should carefully assess language requirements based on actual job duties.

3. Relevant Licensing and Preparation

Will obtained his Japanese Class II large vehicle driver’s license before applying, demonstrating commitment and readiness. This preparation reduced the employer’s training burden and accelerated his path to independent work.

4. Employer Commitment to Support

Nakanojo Kanko Bus Company has demonstrated commitment to Will’s success by providing thorough training, assigning an experienced driver mentor, and involving him in company activities. President Kanai stated: “He has demonstrated solid technical ability and is very easy to communicate with. We’re confident he will do well.”

5. Community Context

Nakanojo Town’s need for transportation services creates a context where Will’s contribution is genuinely valued. When foreign workers fill critical community needs, integration tends to be smoother, with greater acceptance and appreciation from residents.

Challenges and Considerations: What Companies Should Anticipate

While Will’s case is promising, companies should be realistic about challenges that may arise when hiring foreign workers in the transportation sector.

1. Language and Communication

Even with N3-level Japanese, Will may encounter communication challenges, particularly with regional dialects, elderly passengers, or emergency situations. Companies should provide ongoing language support and establish clear communication protocols.

2. Cultural Differences

Japanese customer service culture has specific expectations regarding politeness, attentiveness, and service manner. Foreign workers may need explicit training in these cultural norms, which Japanese workers often absorb implicitly.

3. Driving Environment Differences

Japan’s roads, traffic patterns, and driving etiquette differ from those in other countries. Even licensed drivers need time to adapt, particularly to narrow rural roads, Japanese traffic flow, and seasonal conditions like snow.

4. Social Integration

Rural communities can be insular, and foreign residents may initially feel isolated. Employers can facilitate integration by encouraging participation in community events, introducing workers to local residents, and creating opportunities for interaction.

5. Retention and Career Development

Specified Skilled Worker Category 1 permits job changes within the same sector. Companies should consider retention strategies, including fair compensation, opportunities for skill development, and paths to long-term employment or advancement to Category 2 status when available.

Implications for Other Sectors: Lessons from Road Transportation

The road transportation case offers insights applicable to other sectors under the Specified Skilled Worker system.

Manufacturing

Manufacturing sectors under Specified Skilled Worker have more established acceptance practices, but the principles remain consistent: clear job requirements, comprehensive support, and integration into company culture are essential.

Construction

Construction faces severe labor shortages similar to transportation. The success factors from Will’s case—prior Japanese experience, strong language ability, proper licensing, and employer commitment—apply equally to construction sector acceptance.

Nursing Care

Nursing care may be the sector with the most urgent need for foreign workers. Communication ability is even more critical in nursing care than in transportation, as workers interact constantly with elderly care recipients and must understand subtle verbal and non-verbal cues. Companies should prioritize language support and cultural training.

Agriculture

Agricultural sectors often operate in rural areas with limited international exposure. Employers in agriculture can learn from the transportation case about the importance of community integration and creating supportive environments for foreign workers.

Common across all sectors is the recognition that successful foreign worker acceptance requires genuine commitment beyond mere compliance with legal requirements. Foreign workers are not simply labor units but individuals who need support, integration, and opportunities for growth.

The Role of Administrative Scriveners: Professional Support for Immigration Procedures

Administrative scriveners specializing in immigration law play a crucial role in facilitating foreign worker acceptance. Let me explain the support we provide.

For Companies:

  • System Guidance: Advising companies on which immigration status best suits their hiring needs and explaining detailed requirements.
  • Application Preparation: Preparing comprehensive application packages, including all required documentation, with accuracy and completeness that minimize processing delays and rejection risk.
  • Regulatory Compliance: Ensuring companies meet all legal requirements for accepting foreign workers, including labor law, social insurance, and immigration compliance.
  • Support Plan Development: Assisting companies in developing comprehensive support plans for SSW1 workers, or connecting companies with registered support organizations.
  • Ongoing Consultation: Providing ongoing advice as issues arise, including visa renewals, job changes, and family matters.

For Foreign Workers:

  • Status Assessment: Evaluating current immigration status and advising on eligibility for status changes or extensions.
  • Application Assistance: Preparing and filing applications for status changes (e.g., from Technical Intern Training to Specified Skilled Worker), period extensions, or other immigration benefits.
  • Document Preparation: Ensuring all personal documentation meets immigration requirements and is properly translated and certified when necessary.
  • Rights and Obligations Counseling: Explaining foreign workers’ legal rights and obligations under Japanese law.
  • Long-Term Planning: Advising on pathways to long-term or permanent residence for those considering extended stays in Japan.

Particularly in newly added sectors such as road transportation, where precedents are limited and requirements still evolving, professional immigration support significantly reduces risk and increases success rates.

Looking Forward: The Future of Foreign Workers in Regional Japan

Will’s story represents an important development in Japan’s approach to immigration and workforce policy. Several trends are worth noting:

1. From Urban to Rural

Early foreign worker acceptance concentrated in urban manufacturing centers. Now, foreign workers are increasingly filling critical roles in rural areas—transportation, agriculture, nursing care—where labor shortages are most acute and population decline most severe.

2. From Low-Skill to Specialized

The Specified Skilled Worker system represents a policy shift toward accepting foreign workers in roles requiring specialized skills and licensing, such as professional drivers, rather than only manual labor positions.

3. From Temporary to Longer-Term

While Specified Skilled Worker Category 1 limits stays to five years, the trajectory of Japanese immigration policy suggests gradual expansion of pathways to long-term residence. Category 2, which permits indefinite stay, may expand to additional sectors over time.

4. From Tolerance to Integration

Japanese society is gradually shifting from merely tolerating foreign workers as temporary labor to recognizing the need for genuine integration. Companies and communities that proactively support integration will have competitive advantages in attracting and retaining foreign talent.

For regional communities like Nakanojo Town, foreign workers may become essential not just for filling labor gaps but for maintaining community viability. As Will drives his school bus through mountain roads, he is not merely providing a service; he is helping sustain a community.

Practical Guidance: Steps for Companies Considering Foreign Workers

If your company is considering hiring Specified Skilled Workers, here are practical steps to follow:

Step 1: Assess Your Needs and Eligibility

  • Determine whether your industry is covered under the Specified Skilled Worker system
  • Evaluate your actual labor needs and whether foreign workers are a sustainable solution
  • Confirm your company meets requirements for accepting foreign workers

Step 2: Understand the Requirements

  • Research specific requirements for your industry sector
  • Understand your obligations regarding support plans and employment conditions
  • Calculate the costs involved, including recruitment, application fees, support services, and ongoing compliance

Step 3: Develop Recruitment Strategy

  • Decide whether to recruit directly, use recruitment agencies, or work with overseas training institutions
  • Consider whether candidates with prior Japanese experience (e.g., former technical interns) might be preferable
  • Determine language ability requirements based on actual job duties

Step 4: Prepare Your Organization

  • Develop internal systems for foreign worker support and integration
  • Train supervisors and Japanese employees on working with foreign colleagues
  • Prepare housing, equipment, and workplace materials (consider bilingual signage, translated documents, etc.)
  • Decide whether to handle support in-house or use registered support organizations

Step 5: Engage Professional Support

  • Consult with an administrative scrivener specializing in immigration to ensure proper understanding of requirements
  • Engage professional support for application preparation to minimize risk of errors or delays

Step 6: Implement and Monitor

  • Once workers arrive, implement support plans fully and consistently
  • Monitor integration and address issues proactively
  • Maintain open communication with workers about their needs and concerns
  • Keep thorough records for immigration compliance and future renewals

Conclusion: Embracing Diversity as Necessity and Opportunity

Will Nguyen Hoang Quang’s journey from technical intern in Shizuoka to bus driver in Nakanojo represents more than one individual’s career path. It symbolizes a broader transformation in Japanese society.

Japan faces demographic realities that make foreign workers not a choice but a necessity. The question is not whether to accept foreign workers but how to accept them in ways that benefit workers, employers, communities, and Japanese society as a whole.

The Specified Skilled Worker system, for all its complexity, represents a framework for accepting foreign workers as genuine professionals, with proper compensation, legal protections, and pathways to longer-term residence. When implemented with genuine commitment—as Nakanojo Kanko Bus Company is doing with Will—it can be a foundation for successful integration.

For companies, foreign workers offer solutions to critical labor shortages. But beyond mere labor, they bring diverse perspectives, international connections, and the potential to revitalize aging workplaces and communities.

For foreign workers, Japan offers opportunities for professional development, stable employment, and the experience of living in a unique culture. When foreign workers are treated fairly and supported properly, they contribute not just their labor but their commitment and creativity.

For communities, especially in rural areas, foreign workers may be essential to maintaining schools, transportation, healthcare, and other vital services. Integration of foreign residents brings challenges but also cultural enrichment and renewed vitality.

As administrative scriveners, our role is to facilitate these connections—ensuring that legal requirements are met, rights are protected, and processes flow smoothly. We serve as bridges between foreign workers seeking opportunities and Japanese companies and communities seeking to address labor challenges while building more diverse, sustainable societies.

If you are a company considering hiring foreign workers, or a foreign national exploring opportunities in Japan, professional guidance can make the difference between success and frustration. Status of residence procedures are complex, requirements are specific, and errors can be costly.

Please feel free to contact us for consultation. Together, we can navigate the requirements, avoid pitfalls, and build pathways to successful outcomes.

Will’s story is just beginning. As he continues to develop his skills steadily and becomes a familiar presence on Nakanojo’s mountain roads, he will demonstrate what many foreign workers are proving across Japan: that with proper support, clear requirements, and mutual commitment, foreign workers can be valuable, long-term contributors to Japanese society.

The future of Japan will be more diverse. Companies and communities that embrace this reality proactively, with proper systems and genuine commitment to integration, will thrive. Those that resist or approach foreign workers half-heartedly will struggle.

The choice is clear. The pathway is established. The question is: Are you ready to take the first step?

Reference Article:
“Vietnamese Bus Driver to Debut in Gunma Under New Visa System”
The Yomiuri Shimbun, March 18, 2025

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