- Introduction: A New Era in Foreign Talent Acceptance
- Complete Overview of Kagawa Prefecture’s Certification System
- Why This System Is Needed Now
- Impact on Visa and Status of Residence Applications
- Specific Actions Companies Should Take
- Meaning for Foreign Residents in Japan
- Future Prospects and Ripple Effects to Other Regions
- Advice from Specialists
- Conclusion
Introduction: A New Era in Foreign Talent Acceptance
In July 2024, Kagawa Prefecture announced the launch of an “Excellent Foreign Talent Accepting Business Certification System” aimed at improving the environment for foreign workers. This system allows companies employing foreign nationals to receive official certification upon meeting specific requirements.
This article examines what this new system means for foreign residents in Japan, their families, and business owners and HR managers who employ foreign talent, with particular focus on its impact on visa applications and status of residence procedures.
Complete Overview of Kagawa Prefecture’s Certification System
2-1. Basic Structure
Target: Business establishments in Kagawa Prefecture employing foreign nationals
Certification Standard: Meeting 17 or more out of 25 evaluation criteria
Certification Process: Document review + on-site inspection
Validity Period: 3 years from certification date
Application Deadline: October 30, 2024
2-2. The 25 Certification Criteria
According to publicly available information, the certification criteria include:
[Education and Training]
- Implementation of workplace culture education programs
- Japanese business etiquette training
- Job-specific skill training
- Japanese language learning support
[Safety and Health]
- Multilingual display of accident prevention signage
- Creation of safety manuals in native languages
- Multilingual emergency response procedures
- Regular safety education sessions
[Life Support]
- Employee dormitory or housing support
- Life orientation programs
- Administrative procedure assistance
- Healthcare access support
[Working Conditions]
- Proper working hours management
- Appropriate wage payment
- Promotion of paid leave usage
- Labor contracts in native languages
[Communication]
- Multilingual consultation service
- Regular interview sessions
- Culturally considerate workplace environment
- Cross-cultural understanding training for Japanese employees
2-3. Certification Process
- Prepare application documents (by October 30)
- Submit application to prefectural government
- Document screening
- Schedule on-site inspection
- Conduct field investigation
- Evaluation and judgment
- Issuance of certification and certification mark
The on-site inspection verifies not only documented information but actual implementation. This system emphasizes substantive rather than merely formal compliance.
Why This System Is Needed Now
3-1. The Reality of Declining Working-Age Population
Japan’s working-age population (ages 15-64) has been declining since peaking at approximately 87 million in 1995, dropping to about 74 million in 2024. Kagawa Prefecture faces the same challenge, making foreign talent acceptance essential for maintaining the regional economy.
3-2. From “Accepting” to “Working Together”
Japan’s foreign worker policy has historically emphasized “temporary labor supplementation.” However, with population decline becoming a structural issue, foreign talent must now be positioned not as “temporary supplements” but as “colleagues we work with.”
This certification system represents an important step in promoting this mindset shift.
3-3. The Challenge of Improving Retention Rates
According to Ministry of Health, Labour and Welfare surveys, foreign workers have higher turnover rates than Japanese workers. Main reasons include:
- Communication difficulties due to language barriers
- Difficulty adapting to workplace culture
- Insufficient life support
- Unclear career paths
- Dissatisfaction with wages and working conditions
The 25 certification criteria address these challenges comprehensively.
Impact on Visa and Status of Residence Applications
4-1. “Accepting Organization Eligibility” in Immigration Review
In status of residence applications, the Immigration Services Agency evaluates not only individual applicants but also the eligibility of accepting organizations (employers).
Specific examination points include:
- Whether appropriate working conditions are provided
- Whether a stable living environment exists
- Whether compliance systems are in place
- Whether continuous employment is expected
4-2. Positive Effects of Certification on Status of Residence Applications
Obtaining excellent accepting business certification can provide these benefits:
[New Work Visa Applications]
- Objective proof of established acceptance systems
- Expected shorter processing times
- Reduced likelihood of additional document requests
[Status of Residence Renewal Applications]
- Demonstrates continued stable employment environment
- Increased likelihood of longer periods (3 or 5 years) being granted
[Status of Residence Change Applications]
- Advantages when changing from “Technical Intern Training” to “Specified Skilled Worker,” for example
- Proves company credibility
[Highly Skilled Professional Points System]
- May qualify for points related to accepting organization
- Positive factor for permanent residence applications
4-3. Position Within Technical Intern Training and Specified Skilled Worker Systems
Technical Intern Training and Specified Skilled Worker systems have strict requirements for accepting organizations. The prefectural certification system aims for standards exceeding these requirements and will be evaluated as aligned with the systems’ purposes.
Specific Actions Companies Should Take
5-1. Current Situation Analysis: Check Your Company’s Acceptance System
Start by objectively evaluating your company’s current status against the 25 certification criteria.
Example Checklist:
□ Is there orientation for foreign employees at hiring?
□ Are safety signs displayed in multiple languages?
□ Are labor contracts available in native languages?
□ Is a consultation service established?
□ Is there housing support?
□ Is cross-cultural training provided for Japanese employees?
5-2. Prioritized Improvement Plan
Perfecting all criteria at once is difficult. We recommend approaching improvements in this priority order:
[First Priority: Legal Compliance]
- Clear indication of working conditions
- Appropriate wage payment
- Working hours management
- Occupational safety and health management
[Second Priority: Communication Infrastructure]
- Creation of multilingual materials
- Establishment of consultation service
- Regular interview systems
[Third Priority: Life and Integration Support]
- Housing support
- Life orientation
- Japanese language education support
[Fourth Priority: Career Development]
- Training systems
- Evaluation systems
- Career path clarification
5-3. Utilizing External Resources
You don’t need to do everything in-house. Leverage resources such as:
- Administrative scriveners: Visa application and legal procedure support
- Labor and social security attorneys: Labor management and work regulation preparation
- Translation companies: Multilingual material creation
- Japanese language schools: Japanese education programs
- Municipal foreign resident support services: Life information provision
5-4. Certification Application Preparation
Toward the October 30 application deadline, proceed with:
- List required documents
- Organize evidence materials (photos, manuals, implementation records)
- Promptly address deficient criteria
- Prepare application documents
- Build internal information sharing and cooperation systems
Meaning for Foreign Residents in Japan
6-1. New Indicator for Choosing Employment
Previously, it was difficult for foreigners to know a company’s foreign worker acceptance systems before joining. This certification makes “foreigner-friendly companies” visible.
If job listings display the certification mark, you can expect:
- Workplace communication support
- Consultation services in native languages
- Life support
- Safe working environment
- Career development opportunities
6-2. Improved Status of Residence Stability
Working at a certified company provides advantages in status of residence renewal and change applications. Being in a stable employment environment is proven, making longer-term residence more likely to be granted.
6-3. Family Peace of Mind
Many foreigners working in Japan want to bring family members or live comfortably with family. Certified companies make it easier to demonstrate stable living foundations when applying for dependent visas.
Future Prospects and Ripple Effects to Other Regions
7-1. Potential Nationwide Expansion
Kagawa Prefecture’s initiative may spread to other municipalities. Similar systems are already under consideration in some regions and could potentially become nationwide standards.
7-2. Coordination with National Systems
The government promotes “realization of a society of harmonious coexistence with foreign nationals” through various support measures. Municipal-level certification systems coordinating with national systems could create more effective mechanisms.
7-3. Response to Corporate Globalization
This certification system can be positioned not merely as foreign worker countermeasures but as part of corporate globalization and diversity promotion. Companies properly accepting foreign talent will have strengths in international business development.
Advice from Specialists
8-1. Substance Over Form
Obtaining certification should not become the goal itself. Creating genuinely comfortable working and living environments for foreign talent is paramount.
8-2. Continuous Improvement
While certification is valid for three years, continuous improvement during this period is essential. Sincerely receive feedback from foreign employees and keep building better environments.
8-3. Early Consultation with Specialists
Foreign employment requires specialized knowledge in visa applications, status of residence, and labor management. For unclear points, we recommend early consultation with specialists such as administrative scriveners and labor attorneys.
Conclusion
Kagawa Prefecture’s “Excellent Foreign Talent Accepting Business Certification System” represents an important step toward true harmonious coexistence with foreign talent.
For foreign residents in Japan, standards for choosing safe workplaces are now available. For companies, mechanisms to secure and retain excellent talent are established.
Amid the unavoidable reality of declining working-age population, companies growing together with foreign talent will prosper in future Japanese society.
For questions regarding visa applications, status of residence, or foreign talent acceptance systems, please feel free to consult specialists. Let us build a better harmonious society together.
Reference: https://news.yahoo.co.jp/articles/e2c559def915ee938c2c001406f711be731dbfba
