- Introduction: Growing Foreign Workforce and Overlooked Human Rights Issues
- Reality of Isolated Childbirth: Why Can’t They Consult Anyone?
- Legal Framework: Pregnancy Is Not Illegal
- Risks and Responsibilities Companies Face
- Success Story: When Support Systems Are in Place
- Administrative Initiatives: Creating Safe Reporting Channels
- Specific Actions Companies Should Take Immediately
- Message to Foreign Workers
- What Certified Immigration Administrative Scriveners Can Do
- Conclusion: To Eliminate Isolated Childbirth
Introduction: Growing Foreign Workforce and Overlooked Human Rights Issues
About 3.96 million foreign nationals are employed in Japan, reaching a record high in 2025.
Convenience stores, restaurants, nursing care facilities, factories—our daily lives are supported by many foreign workers. Japan’s economy and essential services increasingly rely on them.
However, a serious human rights issue lurks in the shadows.
Cases of foreign women technical intern trainees and international students experiencing isolated childbirth—giving birth alone without telling anyone about their pregnancy—and subsequently facing criminal charges for stillbirth or abandonment continue to be reported.
In November 2025, the Fukuoka High Court handed down a suspended sentence to a Vietnamese technical intern trainee who disposed of a stillborn baby in a trash bin. During the trial, the woman testified, “If I got pregnant, I would be sent home. I was so afraid that I couldn’t consult anyone.”
As a certified immigration administrative scrivener, I handle daily consultations regarding residence status for foreign nationals. What I see repeatedly in my practice is the existence of foreign women suffering in the gaps of the system and the lack of legal knowledge on the employer side.
In this article, I will explain the realities behind isolated birth cases, the legal framework, and specific actions that both companies and foreign workers themselves should take.
Reality of Isolated Childbirth: Why Can’t They Consult Anyone?
Ongoing Cases of Isolated Birth Leading to Criminal Charges
Cases of giving birth alone by technical intern trainees and international students have been reported throughout Japan.
Major Recent Cases
- 2021: Vietnamese technical intern trainee in Kumamoto Prefecture disposed of a stillborn baby (convicted of abandoning a corpse)
- 2022: Vietnamese technical intern trainee in Kagoshima City killed newborn (convicted of murder)
- 2024: Vietnamese technical intern trainee in Fukuoka Prefecture disposed of a stillborn baby (suspended sentence for abandoning a corpse)
These incidents have common elements:
- Did not consult anyone about pregnancy
- Did not go to the hospital
- Gave birth alone
- Fear that “if I get pregnant, I’ll be sent home”
The Invisible “No-Pregnancy” Rules
Many technical intern trainees are told by sending organizations in their home countries or by accepting companies in Japan that they “must not get pregnant.” “The sending organization in Vietnam told me I must not get pregnant” (Technical intern trainee in Kagoshima Prefecture)
Such informal “no-pregnancy” restrictions are actually illegal. However, trainees in vulnerable positions feel unable to challenge them and have no choice but to hide their pregnancies.
Structural Factors Leading to Isolated Childbirth
Multiple factors intertwine in the background of isolated childbirth.
1. Systemic Factors
- Job change restrictions in the technical intern training system (cannot move to another company)
- Economic pressure: returning home = inability to repay debt
- Time constraints: end of training period = return home
2. Social Factors
- Language barriers
- Lack of knowledge about consultation services
- Lack of understanding of Japan’s medical and welfare systems
- Isolated living environments
3. Psychological Factors
- Indoctrination that “pregnancy means return home”
- Sense of shame
- Fear that remittances to family and home country will stop
- Feeling that they must handle everything alone
Legal Framework: Pregnancy Is Not Illegal
Dismissal Due to Pregnancy or Childbirth Is Clearly Illegal
Here is the most important legal fact:
Dismissal or disadvantageous treatment based on pregnancy or childbirth is clearly prohibited by Article 9 of the Act on Equal Employment Opportunity for Men and Women. This applies to foreign nationals regardless of nationality.
Act on Equal Employment Opportunity for Men and Women, Article 9 (excerpt):
- Prohibition of dismissal based on pregnancy
- Prohibition of dismissal based on childbirth
- Prohibition of dismissal based on request for transfer to lighter work during pregnancy
Companies that violate this face:
- Report collection, advice, guidance, and recommendations from the Minister of Health, Labour and Welfare
- Public disclosure of company name if recommendations are not followed
- Risk of damage compensation claims based on tort
Also Prohibited Under the Technical Intern Training Act
For technical intern trainees, additional protections exist under the Act on Securing Proper Technical Intern Training and Protection of Technical Intern Trainees.
Article 46 (Prohibited Acts):
Implementing organizations must not:
- Force technical intern training against the trainee’s will
- Force technical intern training against the trainee’s will through assault, intimidation, confinement, or other means that unreasonably restrict physical or mental freedom
Forced repatriation due to pregnancy likely constitutes this prohibited act.
Penalties include:
- Up to 6 months imprisonment or fine up to 300,000 yen
- Cancellation of technical intern training plan certification
- Suspension of acceptance of new technical intern trainees
Pregnancy Is Not Grounds for Revocation of Residence Status
There is also widespread misunderstanding that “pregnancy will result in revocation of residence status,” but pregnancy is not such grounds.
Grounds for revocation of residence status defined in the Immigration Control and Refugee Recognition Act Article 22-4 do not include pregnancy or childbirth.
However, the following points require attention:
- If pregnancy results in a prolonged inability to continue training, changes to the technical intern training plan may be necessary
- When renewing residence status after childbirth, proof of intent and ability to continue training is required
With proper procedures, it is possible to continue working in Japan after pregnancy and childbirth.
Foreign Nationals Are Also Entitled to Maternity Leave
Under Labor Standards Act Article 65, all female workers (including foreign nationals) are entitled to maternity leave before and after childbirth.
Pre-childbirth Leave
- From 6 weeks before expected delivery date (14 weeks for multiple births)
- Upon request by the individual
Post-childbirth Leave
- 8 weeks from day after delivery
- With individual’s request and doctor’s permission, work is possible from 6 weeks after delivery
This is the right of all female workers, including technical intern trainees and international students.
Risks and Responsibilities Companies Face
Legal Risks
When companies employing foreign nationals respond inappropriately due to pregnancy, they face the following risks:
1. Violation of Equal Employment Opportunity Act
- Subject to administrative guidance
- Risk of company name disclosure
- Damage compensation claims
2. Violation of Labor Standards Act
- Violation of dismissal restrictions (prohibition of dismissal during maternity leave and 30 days thereafter)
- Penalties include: Up to 6 months imprisonment or fine up to 300,000 yen
3. Violation of the Act on Securing Proper Technical Intern Training (for technical intern trainees)
- Cancellation of technical intern training plan certification
- Suspension of new acceptances
- Criminal penalties
4. Damage Compensation for Tort
- Consolation money for mental anguish
- Lost earnings (equivalent to salary if dismissed)
5. Reputational Risk
- Decline in corporate image due to media coverage
- Loss of trust from business partners
- Negative impact on new recruitment
Social Responsibility
It’s not just legal risks. Companies also have social responsibilities.
CSR/ESG Management Perspective
- Respect for human rights is a company’s fundamental responsibility
- Human rights due diligence in supply chains
- Evaluation by investors and business partners
In recent years, corporate human rights responses have become directly linked to investment decisions and transaction conditions. Companies that neglect the human rights of foreign workers face long-term risk of being eliminated from the market.
Impact on Talent Acquisition
Inappropriate responses to pregnancy-related issues also adversely affect talent acquisition:
- Spread of negative reputation on social media
- Deterioration of reputation within foreign communities
- Difficulty recruiting excellent talent
- Resignation of existing staff
Conversely, companies that respond appropriately:
- Gain reputation as a “comfortable workplace”
- Attract excellent talent
- Improve retention rates of existing staff
- Enhance corporate image
Success Story: When Support Systems Are in Place
The Case of Iwato Farm in Kagoshima Prefecture
RKB Mainichi Broadcasting’s report also introduced a positive example.
A Vietnamese woman (referred to here as Efun, a pseudonym) working at a pig farm in Makurazaki City, Kagoshima Prefecture, married another trainee and gave birth to a boy three years ago.
Efun’s Testimony
“When I got pregnant, I was scared. I thought about whether to return to Vietnam or quit my job.”
“The sending organization in Vietnam told me I must not get pregnant.”
Nevertheless, Efun immediately consulted her workplace about her pregnancy.
Workplace Response
- Accepted the pregnancy
- Supported delivery at an obstetrics and gynecology clinic
- Continued employment after childbirth
- Supported enrollment in nursery school
- Colleagues substituted for difficult tasks
Comment from Workplace Staff Member
“I think it’s wonderful that she can continue working with us at the same workplace. There’s nothing to refuse.”
Efun’s Current Situation
“Colleagues helped me by taking over difficult tasks.”
“Currently, I’m being prescribed and taking oral contraceptives at a gynecology clinic.”
What this example shows is that isolated childbirth can be prevented when a workplace culture exists where employees can seek help early.
Key Success Points
Iwato Farm’s success has several key points:
1. Workplace Culture That Doesn’t Make Pregnancy “Taboo”
Shared recognition that pregnancy is neither shameful nor illegal
2. Relationships That Allow Immediate Consultation
Daily communication
3. Concrete Support
- Work adjustments
- Introduction to medical institutions
- Support for nursery school enrollment
4. Long-term Perspective
Temporary personnel arrangement adjustments for long-term talent retention
5. Information Provision
Information provision to prevent unexpected pregnancy, such as contraceptive methods
Administrative Initiatives: Creating Safe Reporting Channels
Fukuoka Immigration Services Agency Initiatives
In 2025, the Fukuoka Immigration Services Agency began a groundbreaking initiative.
At a liaison meeting gathering administrative staff from Kyushu prefectures who mainly respond to foreign nationals’ consultations, “pregnancy and childbirth of foreign nationals” was taken up as a theme for the first time.
Lecturer’s Comment (Professor Yuri Takamukai, Nishi-Nippon Junior College)
“Troubles from unplanned pregnancy tend to be seen as individual problems, but there may actually be problems on the Japanese receiving side.”
At the liaison meeting:
- Sharing the reality of pregnancy and childbirth among foreign nationals
- Examining response methods when receiving consultations
- Presenting options for giving birth in Japan or returning home temporarily
- Importance of continuous monitoring
Comment from Kyosuke Aida, Chief Immigration Inspector, Fukuoka Immigration Services Agency
“Consultations regarding daily life from foreign nationals have increased significantly. As the number of people experiencing difficulties in future life is increasing, liaison meetings are essential for prompt responses.”
Voices of Participating Administrative Staff
Fukuoka Prefecture Administrative Staff
“As a counselor myself, I often receive consultations about pregnancy and childbirth, so I’m glad I gained practical knowledge.”
Kagoshima Prefecture Administrative Staff
“Foreign nationals are troubled because things differ from their own countries.”
Even at the municipal level, awareness of the importance of pregnancy and childbirth support for foreign nationals is beginning to emerge.
Expert Recommendations
Professor Masako Tanaka of Sophia University continues research on issues related to migrant women’s sexuality.
Professor Tanaka’s Recommendations
“If we think about what we can do to help them do what Japanese people do, it’s not so difficult.”
“Rather than covering up what should not happen, I’d like you to appeal that they can consult with me, assuming it will happen.”
What’s important:
- Not treating pregnancy as “something that should not happen”
- Communicating the message “It’s okay to consult”
- Respecting individual intentions
- Providing accurate information
Specific Actions Companies Should Take Immediately
Step 1: Clarify Internal Policies
First, it’s important for companies to establish clear policies.
Content to Specify in Internal Regulations
- Prohibition of dismissal or disadvantageous treatment based on pregnancy or childbirth
- Encouragement to consult if pregnant
- Right to take maternity leave before and after childbirth
- Establishment of consultation services
Create these not only in Japanese but also in the native languages of employed foreign nationals, and explain during onboarding.
Step 2: Enhance Information Provision
Provide the following information to foreign employees in multiple languages:
Information to Provide
Information on Contraception
- Contraceptive methods available in Japan
- How to visit gynecology clinics
- Prescription of oral contraceptives (pills)
- Existence of emergency contraceptives (morning-after pills)
Response in Case of Pregnancy
- Who to consult first
- How to visit obstetrics and gynecology clinics
- Health insurance coverage
- Childbirth costs (existence of lump-sum allowance for childbirth and childcare)
Impact on Status of Residence
- Pregnancy is not grounds for revocation of residence status
- Status of residence is maintained during maternity leave
- Necessary procedures (points to note when renewing residence status)
Japanese Systems
- Maternity leave before and after childbirth
- Childcare leave
- Nursery school system
- Various allowances
Step 3: Establish Consultation System
Internal Consultation Services
- Assignment of dedicated staff
- Multilingual support (use of interpreters)
- Privacy protection
- Creating a consultation-friendly atmosphere
Collaboration with External Organizations
- Medical institutions (obstetrics and gynecology clinics with multilingual support)
- Municipal foreign national consultation services
- International exchange associations
- Specialists such as certified immigration administrative scriveners
Regular Interviews
- Individual interviews 1-2 times per year
- Confirming if there are any concerns
- Building trust relationships
Step 4: Prepare Workplace Environment
Consideration During Pregnancy
- Exemption from tasks involving heavy lifting
- Restrictions on long-term standing work
- Work schedule adjustments
- Securing time for hospital visits
Support After Childbirth
- Support for nursery school enrollment
- Flexible work schedule arrangements
- Promotion of childcare leave
- Follow-up after returning to work
Step 5: Education and Awareness
Education for Managers and Colleagues
- Promoting understanding of pregnancy and childbirth among foreign nationals
- Cultivating workplace culture that respects diversity
- Prohibition of discriminatory language and behavior
- Dissemination of support systems
Training for Foreign Employees
- Explanation of Japan’s pregnancy and childbirth systems
- Introduction to consultation services
- Awareness of rights
Step 6: Collaboration with Specialists
Utilizing Certified Immigration Administrative Scriveners
- Explanation of impact on residence status
- Support for procedures related to pregnancy and childbirth
- Change procedures to spouse visa (if married)
- Response when troubles occur
Utilizing Social Insurance and Labor Consultants
- Procedures for maternity leave before and after childbirth
- Application for childcare leave benefits
- Social insurance continuation procedures
Collaboration with Medical Institutions
- Securing obstetrics and gynecology clinics with multilingual support
- Support for prenatal checkups
- Response during delivery
Message to Foreign Workers
Pregnancy Is Not Bad
First, I want to convey this to foreign nationals working in Japan:
Pregnancy is not bad. It is not illegal.
Even if you’ve been told “you must not get pregnant,” that is incorrect information.
Due to pregnancy:
- Dismissal is illegal
- Forced repatriation is illegal
- Your residence status will not be revoked
These are rights protected by Japanese law.
If You Become Pregnant
Consult Immediately
Consultation services:
- Supervisor or HR staff at workplace
- Organization for Technical Intern Training (for technical intern trainees)
- Municipal foreign national consultation services
- Medical institutions (obstetrics and gynecology)
- Specialists such as certified immigration administrative scriveners
Don’t worry alone. If you consult, there are always people who will help you.
Go to the Hospital
If you become pregnant, be sure to visit an obstetrics and gynecology clinic.
- Health insurance can be used
- If cost is a concern, installment payments may be possible through consultation
- Some municipalities have medical expense subsidy systems for foreign nationals
Giving birth alone is extremely dangerous. There are risks to both the mother and baby.
Regarding Status of Residence
It is possible to continue working in Japan after pregnancy and childbirth.
- Residence status can be maintained with proper procedures
- Residence status remains valid during maternity leave
- Certified immigration administrative scriveners support necessary procedures
To Prevent Unexpected Pregnancy
Have Knowledge About Contraception
Check contraceptive methods available in Japan, and by visiting a gynecology clinic, you can consult about the contraceptive method that suits you.
Discussion with Partner
Contraception is something to think about together with your partner.
- Discuss each other’s future plans
- Choose contraceptive methods together
- Share responsibility
When in Trouble
24-Hour Consultation Services Are Available
- Foreign Residents Support Center (FRESC): 0120-76-2029
- Yorisoi Hotline: 0120-279-338 (foreign language support available)
- Women’s support centers in each prefecture
Anonymous consultation is possible. Privacy is protected.
What Certified Immigration Administrative Scriveners Can Do
As Specialists in Status of Residence
We certified immigration administrative scriveners are specialists in residence status for foreign nationals. Regarding pregnancy and childbirth, we provide the following support:
Support for Foreign Workers
- Explanation of impact of pregnancy on residence status
- Procedures for maintaining residence status during maternity leave
- Procedures for renewing residence status after childbirth
- Procedures for changing to spouse visa (if married)
- Procedures for obtaining residence status for children
Support for Companies
- Advice on responses when foreign employees become pregnant
- Compliance checking
- Support for internal regulation development
- Response when troubles occur
Consultation Services
- Multilingual consultation
- Privacy consideration
- Free initial consultation
Early Consultation Is Important
If pregnancy is confirmed, please consult as soon as possible.
By consulting early:
- Proper procedures can be systematically advanced
- Anxieties can be resolved
- Troubles can be prevented
- Options can be expanded
Even small concerns like “Is it okay to consult about this?” are fine. As specialists, we will provide solid support.
Conclusion: To Eliminate Isolated Childbirth
The Essence of the Problem
The isolated childbirth issue among foreign technical intern trainees is not an individual problem.
- Structural problems in the system
- Lack of awareness on the receiving side
- Insufficient information provision
- Environments that make consultation difficult
This is a social problem arising from these factors intertwining in complex ways.
Keys to Resolution
To eliminate isolated childbirth:
1. Corporate Awareness Reform
Accept pregnancy as “something that can be consulted” rather than “taboo”
2. Accurate Information Provision
Correctly communicate Japanese systems and rights to foreign nationals
3. Safe Reporting and Consultation Channels
Multilingual consultation services, building trust relationships
4. Thorough Legal Compliance
Dissemination that dismissal or forced repatriation due to pregnancy is illegal
5. Collaboration with Specialists
Cooperative systems with certified immigration administrative scriveners, social insurance and labor consultants, medical institutions
Toward a Society Where Everyone Can Work with Peace of Mind
Approximately 3.96 million foreign nationals work in Japan. Without them, Japanese society can no longer function.
What is now required is the fundamentals: not viewing foreign workers solely as “labor” but respecting them as “human beings living in the same society.”
Pregnancy and childbirth are important life events. People should not lose their jobs or face criminal charges because of them.
Companies, government, specialists, and entire local communities must cooperate to create a society where everyone can work and live with peace of mind.
Together With Us
At the Niseko Visa Application Support Center, we protect the human rights of foreign nationals and support appropriate foreign employment by companies.
- Consultation on residence status related to pregnancy and childbirth
- Advice on corporate foreign employment management
- Response when troubles occur
- Multilingual consultation support
Please feel free to consult us about any concerns, no matter how small. Initial consultations are free.
News Source: https://news.yahoo.co.jp/articles/de3f176f4576d358953d0fe7490e89b3032e9168
[Contact Us]
We provide consultations regarding residence status related to pregnancy and childbirth for foreign nationals, and corporate foreign employment management. Initial consultations are free of charge.
