Kagoshima District Court Ruling Highlights Critical Issues in Technical Intern Training Program: Legal Obligations of Supervising Organizations and Host Companies

Introduction: Why This Ruling Matters

On March 3, 2026, the Kagoshima District Court issued a significant ruling concerning foreign technical intern trainees. According to news reports, in this case four Filipino women who worked as technical intern trainees at a dried bonito factory in Makurazaki City from 2018 to 2023 sued the supervising organization for being forced to work and live in substandard conditions. The court ordered the supervising organization to pay approximately ¥1.2 million in damages.

This ruling carries profound implications not only for supervising organizations and host companies currently accepting foreign workers, but also for businesses considering future acceptance of foreign employees. The decision goes beyond mere compensation issues to clarify the fundamental challenges within the technical intern training system and the legal obligations that receiving parties are expected to fulfill.

As an administrative scrivener (gyoseishoshi) specializing in visa applications and status of residence procedures, this article provides a detailed analysis of the court’s decision based on available news reports and explains key points that foreign residents in Japan, as well as business executives and human resources managers employing foreign workers, should understand.

Case Overview: What Were the Issues?

Basic Facts Based on News Reports

The plaintiffs in this lawsuit were four Filipino women who worked as technical intern trainees at a dried bonito factory in Makurazaki City between 2018 and 2023. According to news reports, they claimed they were forced to work in substandard conditions and sued the City Fisheries Products Promotion Cooperative, which served as the supervising organization, seeking approximately ¥9.7 million in damages.

Presiding Judge Toshihide Kubota of the Kagoshima District Court partially recognized the plaintiffs’ claims and ordered the cooperative and others to pay approximately ¥1.2 million. While there is a significant gap between the claimed amount and the awarded amount, the substantive content of the judgment holds great significance.

News reports also indicate that this supervising organization had previously received improvement orders from the Ministry of Health, Labour and Welfare, suggesting that organizational management deficiencies may have been left unaddressed over an extended period.

Specific Problems Identified by the Court

Based on news reports, the judgment highlighted the following primary issues:

1. Substandard Living Conditions

The most serious problem identified was the living environment provided to the trainees. According to the court’s findings as reported in the media, one room was designed to accommodate up to 16 people. News reports indicate that this arrangement fell significantly below the government-mandated standard of 4.5 square meters per person. The court explicitly noted the risk of infectious disease transmission.

Furthermore, the sleeping areas were separated only by curtains, providing virtually no privacy. Additionally, since the trainees worked different shifts, situations where some people were sleeping while others were awake and active became normalized. The court recognized the risk of sleep disturbance and determined that such conditions could “hardly be called a space for physical rest.”

2. Provision of Incorrect Information

Another critical issue was the provision of inaccurate information. The supervising organization incorrectly informed one trainee who wished to transition to the Specified Skilled Worker (SSW Type 1) status that a temporary return to her home country was necessary. The court severely criticized this as a failure to fulfill the duty of care incumbent upon the supervising organization, as this information directly affected the trainee’s career plans.

3. Other Management Issues

According to news reports, trainees were subject to curfews, and those who violated curfews were required to write written apologies. Such excessive control could potentially be seen as an undue restriction on trainees’ freedom.

Obligations of Supervising Organizations Under the Technical Intern Training Act

Basic Principles of the Technical Intern Training System

The Act on Proper Technical Intern Training and Protection of Technical Intern Trainees (commonly referred to as the Technical Intern Training Act) clearly states in its basic principles that “it is necessary to establish an environment where trainees can concentrate on skill acquisition, and the system should not be used as a means of adjusting labor supply and demand.”

In other words, the technical intern training system aims to contribute internationally through the transfer of skills to developing countries and should not be exploited merely as a means of securing inexpensive labor. This fundamental principle forms the cornerstone of the system, and both supervising organizations (which oversee and support the training process) and training implementing organizations (the actual host companies) must constantly return to this foundational concept.

Duty of Care Expected of Supervising Organizations

The Technical Intern Training Act and its enforcement regulations establish various duties of care for supervising organizations to prevent violations of trainees’ rights as workers.

Provision of Appropriate Living Conditions

Providing technical intern trainees with living conditions that enable healthy and comfortable living is one of the crucial obligations expected of supervising organizations. This does not simply mean providing “a place with a roof,” but rather establishing an environment where privacy is maintained and adequate rest can be obtained.

According to government guidelines referenced in news reports, accommodation facilities are generally expected to provide at least 4.5 square meters of living space per person. This standard is based on guidance from the Ministry of Land, Infrastructure, Transport and Tourism regarding accommodation facilities for technical intern trainees.

In this ruling, the court explicitly rejected the practice of accommodating up to 16 people in one room, which fell significantly below the 4.5 square meters per person benchmark. This serves as a serious warning to other supervising organizations and companies accepting trainees under similar conditions.

Provision of Accurate Information

Accurate information is essential for technical intern trainees to make appropriate career choices. Information regarding changes or renewals of status of residence is particularly critical as it directly impacts trainees’ futures.

In this case, incorrect information was provided regarding the transition to Specified Skilled Worker (Type 1) status. While the actual requirements for transitioning from technical intern training to SSW status vary depending on individual circumstances, a temporary return to one’s home country is not universally mandatory. This misinformation was recognized as serious negligence affecting the trainee’s life planning.

Continuous Supervision and Guidance

The role of supervising organizations does not end simply by accepting trainees and placing them with companies. Organizations are expected to conduct continuous supervision and guidance throughout the training period and verify that training is being conducted appropriately.

This includes regular site visits, interviews with trainees, and verification of working conditions. This ruling implicitly suggests that such continuous supervision was insufficient.

According to news reports, the fact that this supervising organization had previously received improvement orders but the problems persisted indicates fundamental deficiencies in the supervisory system.

What Training Implementing Organizations (Host Companies) Need to Know

Legal Responsibilities of Companies

Companies accepting technical intern trainees (training implementing organizations) also bear legal responsibilities similar to those of supervising organizations. Companies are required to implement training appropriately according to the technical intern training plan and properly manage trainees’ working conditions and living environment.

Compliance with Labor-Related Laws

Technical intern trainees, as workers in Japan, are protected by labor-related laws including the Labor Standards Act. Treatment equal to or better than that of Japanese workers must be ensured in all working conditions, including minimum wage, working hours, days off, and occupational safety and health.

This is based on the principle of “equal pay for equal work,” and it is not permissible to employ technical intern trainees at lower wages simply because of their status.

Establishment of Appropriate Training Systems

Technical intern training is not mere labor but aims at “skill acquisition.” Therefore, companies are expected to establish appropriate training systems to enable trainees to acquire skills systematically.

Companies are required to reliably implement the content described in the technical intern training plan and periodically evaluate trainees’ skill levels.

Responding to Compliance Risks

This ruling clearly demonstrates that accepting technical intern trainees entails compliance risks. Inappropriate acceptance not only creates risks of damage claims but can also significantly harm a company’s reputation.

Adequate Preparation in Advance

Before accepting technical intern trainees, it is important to thoroughly understand legal requirements and establish necessary systems. Preparing living conditions, establishing training systems, and verifying working conditions in advance helps prevent future troubles.

Regarding living conditions in particular, it is necessary not only to meet the standard of at least 4.5 square meters per person but also to establish an environment where privacy is ensured and sound sleep is possible.

Utilizing Expert Support

The technical intern training system is complex, involving numerous related laws and regulations. By obtaining support from experts such as administrative scriveners (gyoseishoshi), companies can work toward ensuring legal compliance and minimizing risks.

Rights That Foreign Residents Should Know

Protection of Fundamental Human Rights

What the court emphasized in this ruling, according to news reports, was the protection of the fundamental right to “lead a healthy and comfortable life.” This is a basic human right guaranteed to all foreign residents in Japan.

Even technical intern trainees have dignity as human beings and the right to live in appropriate living conditions. There is no need to endure substandard conditions, and if problems arise, trainees can consult appropriate agencies or experts.

Utilizing Consultation Services

If you experience problems with your working or living environment, you can utilize consultation services such as:

• Organization for Technical Intern Training (OTIT): The primary government agency overseeing the technical intern training program
• Labor Standards Inspection Office: Handles labor law violations
• Immigration Services Agency: Manages status of residence and immigration matters
• Japan Legal Support Center (Houterasu): Provides legal assistance
• Licensed experts such as administrative scriveners (gyoseishoshi): Specialists in immigration and visa procedures

Even with language barriers, many organizations offer multilingual support. Rather than suffering alone, it is important to consult early.

Accurate Information on Status of Residence Changes

In this ruling, the provision of incorrect information regarding status of residence was problematized. Changes in status of residence, such as transitioning from technical intern training to Specified Skilled Worker status, involve various requirements, and obtaining accurate information is extremely important.

The specific requirements for transitioning from technical intern training to SSW status include passing designated skills tests and meeting Japanese language proficiency requirements. While procedures and requirements vary depending on individual circumstances, a temporary return to one’s home country is not automatically required in all cases.

Rather than relying solely on information from supervising organizations or training implementing organizations, we recommend directly confirming with immigration authorities or licensed experts when necessary. Since these are important decisions affecting your future, it is essential to carefully gather accurate information.

Current Status and Future Outlook for Foreign Workers

Continuously Increasing Foreign Workers

According to the Kagoshima Labor Bureau, the number of foreign workers in Kagoshima Prefecture reached 16,562 as of late October 2025, marking a record high. This figure represents only Kagoshima Prefecture; on a national scale, foreign workers have become indispensable in Japan’s labor market.

Foreign workers are active in various fields including manufacturing, agriculture, construction, and nursing care, and this trend is expected to continue. In Japan, where the declining birthrate and aging population continue to advance, accepting foreign workers is an unavoidable challenge.

Movements Toward System Reform

Various problems have been pointed out regarding the technical intern training system, and discussions on system reform are progressing. In 2024, a policy was announced to abolish the technical intern training system and create a new “Training Employment System” (Ikusei Shuro Seido).

The new system aims to accept foreign workers in a manner more aligned with actual conditions and ensure appropriate working environments. Specific details of the reform are still being finalized, but the fundamental direction is toward strengthening protections for foreign workers while maintaining the contribution to international skill transfer.

It will be necessary to monitor these system reform movements closely as they develop.

Toward Realization of a Multicultural Society

Accepting foreign workers is not merely a matter of securing labor. It is a challenge for society as a whole: how to realize a “multicultural society” (tabunka kyosei shakai) where people with different cultures and values live together.

This ruling demonstrates the importance of respecting foreign workers not merely as “labor” but as “human beings” with fundamental human rights. This is also a fundamental attitude for realizing a multicultural society.

Practical Checkpoints

Checklist for Supervising Organizations and Training Implementing Organizations

Based on this ruling and general legal requirements, here are points that supervising organizations and training implementing organizations should verify:

Living Environment Check
□ Is living space per person adequate? (Benchmark: 4.5 square meters or more per person based on government guidelines)
□ Is privacy ensured?
□ Is an environment conducive to sound sleep established?
□ Are infection prevention measures adequate?
□ Is the environment clean and sanitary?
□ Are separate sleeping areas properly partitioned (not merely with curtains)?
□ Are facilities appropriate for the number of residents?

Information Provision Check
□ Is information regarding status of residence accurate?
□ Is explanation of working conditions adequate?
□ Is explanation provided in the trainee’s native language or a language they understand?
□ Are written records maintained?
□ Are procedures for transitioning to other status of residence (such as SSW) explained correctly?
□ Have you verified the accuracy of information with official sources?

Working Environment Check
□ Are labor-related laws being complied with?
□ Is training being conducted according to the technical intern training plan?
□ Is an appropriate training system established?
□ Are regular interviews being conducted?
□ Are wages at least equal to the minimum wage and comparable to Japanese workers?
□ Are working hours and rest periods appropriate?

Management and Supervision Check
□ Are regular site visits being conducted?
□ Is there a system for trainees to report concerns confidentially?
□ Have past improvement orders or guidance been addressed?
□ Are records of supervision activities properly maintained?

Responding When Troubles Occur

If trainees raise complaints or concerns about working or living conditions, it is crucial to respond promptly and sincerely.

Key Points for Initial Response

1. Listen carefully to what the trainee says
2. Accurately ascertain the facts
3. If problems exist, take steps to improve them promptly
4. Consult experts when necessary
5. Maintain detailed records of all communications and actions taken
6. Do not retaliate against trainees for raising concerns
7. Report to relevant authorities as required

Neglecting or attempting to conceal problems only worsens the situation. Facing issues sincerely and responding appropriately ultimately builds trust in the company or supervising organization and helps prevent legal liability.

Importance of Expert Support

What Administrative Scriveners (Gyoseishoshi) Can Do

Work related to accepting technical intern trainees and managing status of residence requires specialized knowledge. Administrative scriveners (gyoseishoshi) possess expertise in the Immigration Control and Refugee Recognition Act and the Technical Intern Training Act, and can provide support such as:

Preparation Stage for Acceptance

• Support in creating technical intern training plans
• Preparation of necessary documents and application procedures
• Advice for legal compliance
• Review of accommodation facilities and working conditions
• Guidance on meeting legal standards

After Acceptance

• Renewal and change procedures for status of residence
• Compliance checks of working environment
• Support in responding to troubles
• Liaison with immigration authorities and other government agencies
• Regular compliance audits

Support for Foreign Individuals

• Consultation regarding status of residence
• Representation for various application procedures
• Provision of information regarding rights
• Assistance with transitions to other visa categories (such as SSW)
• Translation and explanation of legal requirements

For Supervising Organizations and Companies

• Training on legal requirements and best practices
• Internal compliance system development
• Response to government inspections or improvement orders
• Crisis management when problems arise

Early Consultation is Important

Once problems become serious, resolution often becomes difficult and costly. Whether you are considering accepting technical intern trainees or have already accepted them, if you have any concerns or questions, we recommend consulting a licensed expert early.

Preventive measures ultimately reduce costs and prevent troubles before they occur. Early consultation with an administrative scrivener or other licensed professional can help ensure that your organization meets all legal requirements from the outset.

Background Context: The Broader Regulatory Environment

Previous Improvement Orders

According to news reports, the supervising organization in this case had previously received improvement orders from government authorities. This background is significant because it demonstrates that regulatory agencies had already identified problems with the organization’s management practices.

The fact that problems persisted despite previous administrative guidance suggests systemic issues that required judicial intervention to address. This underscores the importance of taking government guidance seriously and implementing thorough corrective measures when deficiencies are identified.

Increasing Regulatory Scrutiny

In recent years, Japanese authorities have increased scrutiny of the technical intern training program in response to numerous reports of abuse and exploitation. The Organization for Technical Intern Training (OTIT), established in 2017, conducts regular inspections and can impose penalties including revocation of supervisory authority.

Companies and supervising organizations should be aware that the regulatory environment is becoming stricter, and past practices that may have been overlooked are now more likely to result in enforcement actions.

Financial Thresholds and Realistic Benchmarks

While this case involved a court award of approximately ¥1.2 million, the potential costs of non-compliance extend far beyond direct damages. Companies may face:

• Loss of permission to accept future trainees
• Reputational damage affecting business relationships
• Additional government penalties and fines
• Costs of implementing corrective measures
• Legal fees and litigation costs

The benchmark of 4.5 square meters per person for living space, while referenced in government guidelines, should be viewed as a minimum standard. Best practice would be to provide more generous accommodation to ensure trainee well-being and reduce legal risks.

International Human Rights Standards

Japan’s International Obligations

Japan is a signatory to various international human rights conventions, including the International Covenant on Economic, Social and Cultural Rights and the International Covenant on Civil and Political Rights. These treaties recognize the right to adequate housing and living standards.

While the technical intern training program is a domestic policy, it operates within the framework of Japan’s international human rights obligations. Courts and regulatory agencies increasingly reference these international standards when evaluating whether treatment of foreign workers meets acceptable standards.

Comparative Perspectives

Other developed countries with similar foreign worker programs have faced criticism and implemented reforms. Japan’s technical intern training program has been subject to scrutiny by international organizations, including the United Nations and the International Labour Organization.

This international context is important for understanding the direction of future reforms and the standards that Japanese organizations are expected to meet.

Sector-Specific Considerations

Manufacturing and Food Processing

The case involving the dried bonito factory is illustrative of challenges common in food processing and manufacturing sectors. These industries often:

• Operate multiple shifts requiring 24-hour staffing
• Have seasonal variations in labor demand
• Face intense cost pressures
• Are located in rural areas with limited housing options

However, these business challenges do not excuse non-compliance with legal requirements. Organizations in these sectors should proactively plan for adequate accommodation and working conditions rather than treating them as afterthoughts.

Agriculture and Fisheries

Agriculture and fisheries sectors account for a significant portion of technical intern trainees in Japan. These sectors face unique challenges including:

• Remote locations
• Seasonal work patterns
• Small business operators with limited resources
• Traditional practices that may not align with modern labor standards

Organizations in these sectors should seek specialized guidance on meeting legal requirements while maintaining business viability.

Practical Guidance for Different Stakeholders

For Technical Intern Trainees Currently in Japan

If you are currently working as a technical intern trainee and experiencing similar problems to those described in this case:

Immediate Steps

1. Document everything: Keep records of your living conditions, work hours, payments, and any problems
2. Take photos if possible (of your accommodation, work conditions, etc.)
3. Keep copies of all contracts and documents
4. Contact OTIT’s multilingual consultation service
5. Consider consulting with a support organization or legal expert

Know Your Rights

• You have the right to adequate living conditions
• You have the right to accurate information about your status of residence
• You have the right to change employers in certain circumstances (with proper procedures)
• You cannot be punished for raising legitimate concerns
• You have access to Japan’s labor law protections

Resources Available

• OTIT consultation hotline (available in multiple languages)
• Labor Standards Inspection Office
• Legal aid organizations specializing in foreign worker issues
• Administrative scriveners who can explain your options

For Companies Considering Accepting Trainees

Before accepting technical intern trainees, companies should:

Conduct Thorough Self-Assessment

• Evaluate whether your organization has the resources and commitment to meet legal requirements
• Calculate the true costs including adequate accommodation, training, and supervision
• Assess whether your business model depends on exploitative labor practices
• Consider alternative approaches to addressing labor shortages

Prepare Adequate Systems

• Budget for proper accommodation that exceeds minimum standards
• Develop comprehensive training programs aligned with the stated purpose of skill transfer
• Establish internal monitoring and complaint mechanisms
• Engage qualified supervising organizations with good track records
• Retain legal and administrative experts to ensure ongoing compliance

Cultural and Language Considerations

• Prepare multilingual materials for all important information
• Train supervisors in cross-cultural communication
• Create welcoming environment that respects trainees’ dignity
• Plan for trainees’ integration into local community

For Supervising Organizations

Supervising organizations bear significant responsibilities and should:

Strengthen Organizational Capacity

• Employ qualified staff with expertise in labor law and immigration
• Implement robust monitoring systems
• Conduct regular unannounced site visits
• Establish confidential channels for trainee complaints
• Maintain detailed records of all supervisory activities

Prioritize Trainee Welfare

• View trainees as individuals with rights, not merely as revenue sources
• Screen potential training implementing organizations carefully
• Refuse to work with companies that cannot meet standards
• Provide ongoing support and information to trainees
• Facilitate trainees’ successful transitions to other visa categories if desired

Learn from This Case

• Review all accommodation facilities to ensure they meet legal standards
• Verify that all information provided to trainees is accurate
• Update internal policies and training based on lessons from this ruling
• Seek external audits of your practices
• Take any government guidance or improvement orders extremely seriously

Economic and Social Implications

Cost of Compliance vs. Cost of Non-Compliance

Some organizations may view proper accommodation and working conditions as expensive. However, this case demonstrates that the costs of non-compliance can be substantial:

Direct Costs of Non-Compliance

• Legal damages (¥1.2 million in this case, but potentially much higher)
• Legal fees
• Government penalties
• Loss of permission to operate

Indirect Costs

• Reputational damage
• Difficulty recruiting workers (both foreign and Japanese)
• Loss of business relationships
• Decreased productivity from poor worker morale
• Management time spent on crisis response

In contrast, the cost of providing adequate accommodation and proper management is a predictable business expense that can be planned for and that contributes to better outcomes for all stakeholders.

Demographic Reality and Labor Needs

Japan faces severe demographic challenges with a rapidly aging population and low birth rate. Foreign workers, including technical intern trainees, have become essential to maintaining many industries.

This reality means that the technical intern training program (or its successor systems) will likely continue and potentially expand. Organizations that develop strong, compliant, ethical practices now will be better positioned for the future.

Conversely, organizations that continue exploitative practices face increasing risks as regulatory scrutiny intensifies and social awareness grows.

Conclusion: Lessons from the Ruling and Path Forward

The Kagoshima District Court ruling, as reported in news media, provides important lessons for all stakeholders in Japan’s technical intern training system.

Key Takeaways

Respect for Fundamental Human Rights
Foreign workers, like Japanese nationals, are human beings with fundamental human rights. The right to “lead a healthy and comfortable life” is non-negotiable and must be protected regardless of visa status or economic pressures.

Legal Compliance is Non-Optional
Compliance with the Technical Intern Training Act and labor-related laws is not merely a formal obligation or a cost center to be minimized. It is a substantive obligation to protect trainees’ rights and realize the stated purpose of international skill transfer.

Adequate Living Conditions Are Required
The benchmark of 4.5 square meters per person represents a minimum standard. Accommodation with 16 people in one room, separated only by curtains, is unacceptable and will result in legal liability. Privacy, rest, and health must be ensured.

Accurate Information is Essential
Providing incorrect information about status of residence and career options is a serious breach of duty. Organizations must ensure that all information provided to trainees is accurate and verified, or explicitly acknowledge uncertainty and direct trainees to authoritative sources.

Continuous Supervision is Required
The responsibilities of supervising organizations extend throughout the entire training period. Regular monitoring, responsiveness to concerns, and willingness to intervene when problems arise are essential.

Past Problems Must Be Addressed
Organizations that have received improvement orders or other government guidance must take corrective action seriously. Continuing problematic practices after being put on notice significantly increases legal exposure.

Looking Forward

Japan stands at a crossroads regarding foreign worker policy. The technical intern training system has been criticized domestically and internationally for enabling exploitation while ostensibly serving a skill-transfer purpose.

The proposed reforms toward a “Training Employment System” represent an opportunity to align policy with reality—acknowledging that Japan needs foreign workers while ensuring that they are treated with dignity and in accordance with legal requirements.

Organizations that embrace this direction, prioritizing compliance and humane treatment, will be better positioned for the future. Those that resist change and cling to exploitative practices face increasing legal, reputational, and operational risks.

Call to Action

For Organizations Currently Accepting Trainees

• Conduct immediate review of all accommodation facilities
• Verify that living space meets the 4.5 square meters per person benchmark at minimum
• Review all information provided to trainees for accuracy
• Strengthen supervision and monitoring systems
• Consult with legal experts to ensure full compliance

For Trainees Experiencing Problems

• Know that you have rights that are protected by law
• Document problems and seek help from OTIT, labor authorities, or legal experts
• Do not suffer in silence—resources and support are available

For Policy Makers and Advocates

• Continue pushing for reforms that protect workers while meeting labor needs
• Strengthen enforcement of existing requirements
• Increase transparency and accountability in the system
• Learn from international best practices

Final Thoughts

This ruling is not merely about one case or one supervising organization. It represents a judicial statement about the values that should govern Japan’s treatment of foreign workers and the legal obligations that cannot be compromised in the name of economic efficiency.

As Japan becomes increasingly reliant on foreign workers and increasingly diverse as a society, the principles articulated in this ruling—respect for human dignity, adequate living conditions, accurate information, and effective supervision—must become the foundation of practice, not merely aspirational ideals.

Organizations that take this ruling seriously and implement robust compliance systems will not only reduce legal risks but will also contribute to a more just and sustainable approach to international labor mobility. This benefits individual workers, responsible businesses, and Japanese society as a whole.

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Reference Article (News Report)
Up to 16 People Expected to Live in One Room, Risk of Infectious Disease Spread… Kagoshima District Court Orders Compensation, Urging Supervising Organization of Foreign Technical Intern Trainees to Be Aware of Management Responsibilities

Source: Yahoo! Japan News (Minami-Nihon Shimbun)
Published: March 4, 2026
https://news.yahoo.co.jp/articles/060393591e9345cc3c3d41e25c34f6ff61ae1795

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Disclaimer
This article is based on news reports of a court ruling and general legal principles. It is provided for informational purposes only and does not constitute legal advice. Specific situations may involve different facts and legal considerations. Individuals and organizations seeking guidance on technical intern training, status of residence, or related matters should consult with qualified legal professionals, including licensed administrative scriveners (gyoseishoshi) or attorneys specializing in immigration law.

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About Administrative Scriveners (Gyoseishoshi)
Administrative scriveners are licensed professionals in Japan authorized to prepare and file applications related to immigration, visas, and status of residence with the Immigration Services Agency. We also provide guidance on compliance with the Technical Intern Training Act and related regulations. Our role is to help both foreign residents and Japanese organizations navigate the complex legal requirements of Japan’s immigration system.

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Contact Information
For consultations regarding foreign employment, technical intern training compliance, or status of residence matters, please contact a licensed administrative scrivener who specializes in immigration procedures. We support foreign residents in Japan as well as business executives and human resources managers of companies employing foreign workers.

Professional consultations are available in multiple languages, and we can assist with:

• Status of residence applications, renewals, and changes
• Technical intern training plan preparation and compliance review
• Transition from technical intern training to other visa categories
• Legal compliance audits for organizations accepting foreign workers
• Response to government inspections or improvement orders
• General immigration and visa guidance

Early consultation helps prevent problems and ensures that your organization or personal situation remains in compliance with Japanese immigration law.