Table of Contents

  1. Introduction: The July 24, 2026 Ministerial Conference Decision
  2. Understanding Immigration Management DX: My Number Integration and Its Implications
  3. Stricter Screening for Residence Status Categories
  4. Permanent Residency and Naturalization Requirement Revisions
  5. The Zero Illegal Residents Plan and Corporate Risks
  6. Five Immediate Actions for Employers
  7. Conclusion: Turning Regulatory Change into Competitive Advantage

1. Introduction: The July 24, 2025 Ministerial Conference Decision

On July 24, 2026 (Reiwa 8), the third meeting of the Ministerial Conference on the Acceptance of Foreign Nationals and Realization of an Orderly Multicultural Society was convened. This conference reviewed the progress of the “Comprehensive Response Measures for the Acceptance of Foreign Nationals and Orderly Coexistence,” originally adopted on January 23, 2025, and outlined future policy directions.

This comprehensive policy framework represents the Japanese government’s dual commitment to expanding foreign workforce acceptance while maintaining rigorous immigration management standards.

Key Policy Pillars

  • Digital Transformation of Immigration Management (Immigration DX)
  • Stricter Residence Status Screening
  • Permanent Residency Requirement Revisions
  • Enhanced Measures Against Illegal Stay
  • Full Online Application Systems

These initiatives will be implemented in phases from FY2027 (Reiwa 9) through FY2029 (Reiwa 11).

For companies currently employing foreign nationals or planning to do so, these regulatory changes are not merely administrative updates—they represent a fundamental restructuring of Japan’s immigration compliance framework. This article provides an in-depth analysis from the perspective of a Certified Administrative Procedure Specialist (Gyoseishoshi) specializing in international affairs.

2. Understanding Immigration Management DX: My Number Integration and Its Implications

2-1. My Number and Residence Status Information Linkage

Beginning in March 2027 (Reiwa 9), the Immigration Services Agency of Japan will establish automated information exchange with various government agencies through the Public Service Mesh infrastructure.

Information to be Shared

  • National health insurance and pension premium payment records
  • Local tax assessment information
  • Medical insurance enrollment status
  • Entry/exit records
  • Residence status information

Additionally, national and local tax information will be utilized for residence status screening and payment reminder systems in the future.

2-2. Impact on Corporate Operations

Traditionally, residence status renewal applications required applicants to obtain and submit various certificates independently. Under the new system, government agencies will cross-reference information automatically, verifying the consistency between application content and actual records.

Benefits

  • Simplified application documentation
  • Expedited processing times
  • Reduced waiting times at immigration offices

Risks

  • Immediate detection of inaccurate or false information
  • Direct impact of social insurance non-enrollment or tax delinquency on residence status screening
  • Complete elimination of information gaps that previously allowed non-compliance

2-3. Specified Residence Cards (My Number Card Integration)

The government is promoting the mandatory adoption of “Specified Residence Cards,” which integrate residence cards with My Number Cards. System modifications for online issuance are underway, promising enhanced convenience.

However, this integration means that all social activities of foreign nationals—taxation, employment, healthcare, education—will be linked to their My Number. Corporate employment practices will become continuously visible to authorities.

3. Stricter Screening for Residence Status Categories

3-1. “Business Manager”

Changes

  • Stricter screening based on new approval criteria (implemented March 2026)
  • Q&A published regarding treatment of those residing under previous standards (June 2026)

Corporate Impact

  • Enhanced scrutiny of business viability, physical office existence, and business plan feasibility for foreign entrepreneurs and managers

3-2. “Engineer/Specialist in Humanities/International Services”

Changes

  • Strengthened screening for foreign workers in dispatch arrangements (March 2026~)
  • Enhanced screening for positions primarily utilizing Japanese language proficiency (April 2026~)

Corporate Impact

  • Thorough verification of actual job duties at dispatch destinations
  • Cases claiming “translation/interpretation” while assigning manual labor face high rejection risk
  • Positions emphasizing Japanese language skills (customer service, sales) must demonstrate genuine requirement for university-level specialized knowledge

3-3. “Student” (Part-time Work Permission)

Changes

  • Initiated collaboration between Japanese language institutions and immigration authorities for monitoring and guidance (April 2026~)

Corporate Impact

  • Strict monitoring of the 28-hour weekly limit for student part-time workers
  • Violations result in residence status revocation for students + risk of criminal charges for employers (facilitating illegal employment)
  • Business models dependent on student part-time labor become unsustainable

3-4. “Intra-company Transferee”

Changes

  • Application document revisions for stricter screening (April 2026~)

Corporate Impact

  • Enhanced scrutiny of transfers from overseas to Japanese offices
  • Detailed examination of transfer necessity, job content, and salary levels

4. Permanent Residency and Naturalization Requirement Revisions

4-1. Permanent Residency Guideline Revisions

Current Issues

  • Criticism that requirements are too lenient despite permanent residents having stronger social ties than other residence status categories
  • Review of transitional measures allowing those with “5-year” residence periods to qualify

Future Direction

  • Intensified scrutiny of tax payment records
  • Stricter verification of social insurance enrollment
  • Emphasis on criminal record checks

Corporate Impact

  • For companies wishing to retain foreign employees long-term, maintaining proper employment practices from the outset is essential
  • Consistent salary payment, social insurance enrollment, and tax compliance directly affect future permanent residency eligibility

4-2. Consistency with Naturalization Requirements

The inconsistency between permanent residency’s “10+ years” residence requirement and naturalization’s “5+ years” domicile requirement has been noted. Stricter naturalization requirements are anticipated.

5. The Zero Illegal Residents Plan and Corporate Risks

5-1. Enhanced Detection Through Digital Technology

From FY2027 (Reiwa 9), AI and big data analytics will be deployed to collect and analyze information on illegal residents, enabling proactive identification and efficient enforcement.

5-2. Corporate Exposure

Facilitating Illegal Employment

  • Even unknowing employment of illegal residents can result in criminal liability for companies
  • “We didn’t know” is not a valid defense

Countermeasures

  • Verify residence card numbers on the Immigration Services Agency website
  • Conduct periodic checks of residence status expiration dates post-employment
  • Monitor whether renewal applications are properly filed

6. Five Immediate Actions for Employers

6-1. Comprehensive Audit of All Foreign Employees’ Residence Status

Create a master list of all foreign employees with the following information:

Checklist

  • Full name
  • Residence status category
  • Expiration date
  • Part-time work permission (if applicable)
  • Employment start date
  • Current job duties

For employees whose residence status expires within three months, confirm renewal application schedules.

6-2. Verify Job Duties Align with Residence Status Categories

Confirm that actual job duties match the activities permitted under each employee’s residence status.

If misalignment exists, either modify job duties or file for residence status change.

6-3. Strengthen Social Insurance and Tax Compliance

Verification Points

  • Employment insurance, health insurance, and employees’ pension enrollment status
  • Withholding tax implementation
  • Proper execution of year-end tax adjustment
  • Resident tax special collection

With My Number integration, these factors directly impact residence status screening. Non-enrollment or non-payment immediately creates rejection risk.

6-4. Ensure Employment Contracts Match Actual Working Conditions

Verify consistency between employment contract terms and actual working conditions.

Checklist

  • Working hours (regular hours, overtime)
  • Holidays and leave
  • Wages (base salary, allowances, overtime pay)
  • Work location
  • Job duties

Discrepancies between contracts and reality risk being deemed false application during residence status screening.

6-5. Establish External Expert Partnership

Establish ongoing relationships with external specialists: Gyoseishoshi (Certified Administrative Procedure Specialists), Labor and Social Security Attorneys, Tax Accountants.

Benefits of Professional Partnership

  • Access to the latest regulatory change information
  • Case-specific appropriate guidance
  • Preventive measures before problems arise
  • Resource efficiency through delegation of application procedures to specialists

7. Conclusion: Turning Regulatory Change into Competitive Advantage

The policy direction presented at the July 24, 2025 Ministerial Conference represents a fundamental transformation of Japan’s immigration management system.

Key Takeaways

  1. My Number integration makes all employment practices visible
  2. Stricter residence status screening eliminates information gaps
  3. 28-hour limit for student part-time workers will be rigorously enforced
  4. Social insurance and tax compliance directly affects residence status screening
  5. Risk of charges for facilitating illegal employment increases

While these changes may initially appear to increase corporate burden, I view this trajectory positively.

Why? Because this creates an environment where compliant companies are properly rewarded.

Previously, companies circumventing social insurance, ignoring labor laws, and treating foreign workers as disposable could still employ foreign nationals without apparent consequences. Such companies and those maintaining rigorous compliance competed on the same playing field.

However, going forward, circumvention becomes impossible. Digitalization makes everything visible. Non-compliant companies will face residence status renewal rejections and lose access to talent.

Conversely, properly managed companies can consistently secure foreign talent. Employees work with confidence, improving retention and driving corporate growth.

Employment of foreign nationals is not merely a labor shortage countermeasure—it is a process of accompanying individuals’ lives, supporting their growth, and achieving goals together.

When companies approach foreign nationals with this mindset, employees bring high motivation and meaningful organizational contributions.

Preparation should begin now. As systems change incrementally through FY2027 and FY2028, establishing frameworks, building trust with employees, and ensuring thorough compliance in advance will determine competitive positioning years hence.

As a Certified Administrative Procedure Specialist specializing in international affairs, I am committed to accompanying this process. I offer comprehensive support for foreign employment—not only residence status application representation but also employment management framework development, compliance audits, and regular information updates.

Together, let us move forward with confidence.

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