■ Introduction: Globalization Reaches Japan’s Care Sector

In April 2026, eleven Vietnamese university students began internships at seven long-term care facilities in Kawasaki City, Kanagawa Prefecture. This marks the third cohort of Kawasaki’s flagship foreign talent initiative. Notably, 12 out of 21 previous participants have already returned to Japan under the “Specified Skilled Worker” (tokutei ginō) status of residence and are now working at local care facilities.

As a certified administrative scrivener (gyōseishoshi) specializing in immigration and status-of-residence procedures, I see Kawasaki’s program as a blueprint for any organization considering foreign talent recruitment. This article unpacks the news from a practitioner’s perspective, offering guidance for both foreign nationals already in Japan and for executives and HR managers planning to hire them.

■ Chapter 1: Three Reasons Kawasaki’s Program Stands Out

  1. Exceptional Retention
    Approximately 57% of previous participants (12 of 21) returned to Japan under Specified Skilled Worker status. Given the early-turnover rates common in foreign hiring, this figure is remarkable.
  2. A Clearly Designed Career Pathway
    The model progresses from “internship experience” to “completion of studies at home” to “employment as a Specified Skilled Worker.” Both candidates and employers enter full employment having already built mutual understanding.
  3. A Tri-Sector Partnership
    Kawasaki City coordinates Vietnamese universities and local care providers in a public-academic-private partnership — a framework that would be difficult for any single employer to build alone.

■ Chapter 2: Status-of-Residence Options in the Care Sector

Four main residence statuses apply when hiring foreign nationals in the care industry.

[1] Specified Skilled Worker (i) — Care

  • Maximum stay: Up to 5 years cumulative
  • Scope of work: Physical care, recreational support, rehabilitation assistance, etc.
  • Language requirement: JLPT N4 or equivalent plus the Nursing Care Japanese Language Evaluation Test
  • Family accompaniment: Not permitted
  • Advantages: Immediate workforce deployment; relatively transparent procedures

[2] Technical Intern Training — Care

  • Maximum stay: Up to 5 years
  • Purpose: Skills transfer (international cooperation)
  • Advantages: Suited for training younger talent
  • Note: Requires coordination with a supervising organization and careful labor management

[3] Status of Residence “Nursing Care” (kaigo)

  • Stay duration: No statutory cap on renewals (effectively long-term)
  • Requirement: Certified Care Worker (kaigo fukushishi) national qualification
  • Family accompaniment: Permitted
  • Advantages: Supports long-term career development and retention of skilled staff

[4] EPA Certified Care Worker Candidates

  • Source countries: Indonesia, the Philippines, Vietnam
  • Purpose: Reception under Economic Partnership Agreements
  • Key feature: Designed around passing the national licensing examination

Kawasaki’s program primarily uses [1] Specified Skilled Worker, while keeping the pathway to [3] in view for the long term.

■ Chapter 3: The Practical Side — What Employers Must Know About Specified Skilled Worker Reception

Companies hosting Specified Skilled Workers (known as “accepting organizations”) bear specific legal obligations.

◆ The Ten Mandatory Support Measures

  1. Pre-arrival guidance
  2. Pickup and send-off at immigration points
  3. Assistance securing housing and essential contracts
  4. Orientation on daily life in Japan
  5. Accompaniment for public procedures
  6. Opportunities to study Japanese
  7. Handling of grievances and consultations
  8. Facilitation of interaction with Japanese nationals
  9. Support for job transition (in cases of workforce reduction, etc.)
  10. Regular interviews and reporting to the relevant authorities

Employers may implement these in-house or outsource them to a Registered Support Organization (tōroku shien kikan). In practice, roughly 70% of first-time hosts opt for outsourcing.

◆ Notification Duties to the Immigration Services Agency

  • When employment contracts are amended or terminated
  • When support plans are amended
  • Quarterly reports on reception status
  • Quarterly reports on support implementation

Non-compliance can, in the worst case, result in suspension of future reception privileges.

■ Chapter 4: A Career Roadmap for Foreign Nationals in Japan

For Vietnamese nationals and other foreign workers considering a career in Japanese long-term care, Japan offers substantial opportunity.

[Step 1] Begin working under Specified Skilled Worker (i) — up to 5 years
Gain hands-on experience while improving Japanese and care-related skills. By law, compensation must be equal to or better than that of Japanese employees in comparable positions, offering a stable baseline.

[Step 2] Pass the Certified Care Worker national examination
Eligibility requires at least three years of practical experience plus completion of the Practical Skills Training Course. Passing enables a change of status to “Nursing Care.”

[Step 3] Change status to “Nursing Care”
There is no cap on renewal periods, and family members may join the worker in Japan. Over time, this pathway can lead to eligibility for permanent residence.

The words of one Kawasaki intern — “I want to gain experience in Japan so that I can one day take good care of my parents” — capture the human meaning of this career pathway.

■ Chapter 5: Three Rules for Hiring Foreign Talent Successfully

Having advised many clients, I have observed clear differences between companies that succeed and those that struggle.

◆ Rule 1: Invest Time in Mutual Understanding Before Hiring
Decisions based solely on paper screening and brief interviews increase mismatch risk. Structured internships like Kawasaki’s, or thorough pre-departure training, substantially improve long-term retention.

◆ Rule 2: Do Not Underestimate Post-Arrival Life Support
Housing, bank accounts, municipal procedures, healthcare access, and community relationships may appear to be “outside of work,” yet they directly influence job performance. Stable lives produce focused workers.

◆ Rule 3: Communicate Career Pathways Clearly
Workers who cannot see what comes after five years lose motivation. Support for Certified Care Worker certification, pay adjustments after qualification, and procedural assistance for status changes should all be laid out concretely.

■ Chapter 6: Why Work with an Administrative Scrivener

Immigration and employment procedures for foreign nationals are among the core practice areas of administrative scriveners (gyōseishoshi). While self-filing is legally possible, engaging a specialist offers the following benefits:

  • Timely adaptation to amendments of the Immigration Control Act, which are frequent
  • Reduced risk of refusal due to document deficiencies
  • Strategic advice on selecting the optimal status of residence
  • Continuous support if the firm is a Registered Support Organization
  • Coordination with labor and social insurance considerations

Companies hiring foreign nationals for the first time, and individuals filing their first application, are especially encouraged to consult early.

■ Chapter 7: Foreign Talent Trends Beyond 2026

With Japan’s demographic decline accelerating, foreign talent is no longer optional — it is essential. The Ministry of Health, Labour and Welfare estimates a shortage of approximately 690,000 care workers by 2040. The sector cannot function without international staff.

Key trends to watch include:

  1. Expansion of Specified Skilled Worker (ii)
    Discussions are underway to extend the care sector to Specified Skilled Worker (ii), which has no cap on renewal.
  2. Diversification of Source Countries
    Beyond Vietnam, Indonesia, and the Philippines, countries such as Myanmar, Nepal, and Mongolia are emerging as key partners.
  3. Municipality-Led Reception Models
    Kawasaki’s model of municipal leadership may well spread nationwide.

■ Conclusion: Designing a System Based on Coexistence

Kawasaki’s Vietnamese internship program is not merely a response to labor shortages. It is the product of aligned intentions: motivated young people eager to learn Japanese care practices, providers committed to delivering high-quality services, and a municipal government determined to build a community that supports its members together.

For executives, HR professionals, and foreign nationals alike, understanding the legal framework and using it strategically is the first step toward success. Our office provides end-to-end support — from initial consultation through application filing to post-arrival assistance. Even if you are still at the “I don’t know where to begin” stage, please feel free to reach out. We will design a pathway tailored to each individual and each organization.

▼ Source article (Japanese)
https://news.yahoo.co.jp/articles/1cf77a240f5550c24a21ea383e863774595f65e8

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