1. Introduction: Labor Shortages and Reliance on Foreign Workers

Japan’s labor market is facing a severe shortage of workers. Particularly in regional areas, the outflow of young people to urban centers and the declining birthrate combined with an aging population have made securing human resources to support local industries an urgent issue.

In response, many companies are turning their attention to foreign workers. Since the establishment of the “Specified Skilled Worker” status of residence, the acceptance of foreign workers has progressed across a wide range of sectors, including manufacturing, construction, nursing care, and food service.

However, many cases have been reported where foreign workers leave their positions shortly after being hired. This results in significant losses for companies, as the costs invested in recruitment and training cannot be recovered.

To address this challenge, according to local reporting, Ichikikushikino City in Kagoshima Prefecture is developing a regional support model for foreign workers through collaboration among local businesses and educational institutions. This article introduces this pioneering initiative in detail and explores insights for successful employment and retention of foreign workers.

2. Overview of Ichikikushikino City’s Initiative

According to local reporting, Ichikikushikino City in Kagoshima Prefecture is developing a regional support system for foreign workers through collaboration among local businesses and educational institutions.

A general incorporated association is reportedly planned for establishment in the fall and is expected to provide integrated life support and Japanese-language education. The goal is to create a living environment where foreign workers can thrive and to promote their long-term retention.

At the center of this initiative is Taste Garden, a registered support organization involved in supporting foreign nationals under the Specified Skilled Worker framework. According to local reporting, the initiative involves Taste Garden, the restaurant operator Misono, Prima Meat Packers, and the Japanese Language Department of Kamimura Gakuen Vocational School as key participants.

This project, reportedly launched last fall, emerged from a sense of crisis: “Foreign workers are indispensable for maintaining regional industries,” and “early turnover is a significant loss.”

3. Why Early Turnover is Problematic: The Hidden Costs for Employers

Early turnover of foreign workers poses serious problems for companies. Let’s examine the specific reasons.

(1) Recruitment Costs

Recruiting workers from overseas involves substantial costs, including job advertising fees, placement agency fees, travel expenses, and the costs of status-of-residence application procedures.

(2) Training and Education Costs

After joining the company, significant time and effort are invested in job training, Japanese-language education, and life orientation. During this period, the time of supervising employees is also consumed.

(3) Loss of Productivity

It takes time for new hires to become productive members of the workforce. If turnover occurs early, the investment cannot be recouped.

(4) Re-recruitment Costs

When an employee leaves, the recruitment process must start over from scratch. This is a significant burden for companies.

(5) Impact on Workplace Morale

Frequent staff turnover negatively affects the morale of existing employees.

When these “hidden costs” accumulate, they can have a serious impact on business operations. For small and medium-sized enterprises (SMEs) in particular, such losses can threaten financial stability.

4. The Regional Collaboration Model: Participating Organizations and Roles

A key feature of Ichikikushikino City’s initiative is its “regional collaboration model.” Rather than relying on individual companies, multiple organizations work together to provide support that would be difficult for any single entity to offer.

Participating Organizations and Their Roles

【Taste Garden】 As a registered support organization, Taste Garden handles procedures related to status of residence and serves as a point of contact for life support. It is reportedly expected to play a central role in the newly planned general incorporated association.

【Misono】 As a restaurant operator in the city, Misono provides insights into field-level needs and challenges from the perspective of an employer actively hiring foreign workers.

【Prima Meat Packers】 As a major food manufacturer, Prima Meat Packers shares organizational know-how for foreign worker employment, contributing to the development of systems applicable to companies of all sizes.

【Kamimura Gakuen Vocational School Japanese Language Department】 As a specialized institution for Japanese-language education, this school is expected to provide ongoing Japanese-language training for foreign workers, covering everything from Japanese needed for daily life to practical workplace Japanese.

By bringing together organizations with diverse perspectives, a comprehensive support system for foreign workers is being developed.

5. Insights from the Workshop: Real Challenges and Voices

Local reporting states that a workshop held in February brought together 15 participants, including business representatives and local government officials. Active discussions reportedly took place regarding questions and challenges related to employing foreign workers.

Particularly striking, according to reports, was a comment from a man in his 60s working in the nursing care industry:

“The industry doesn’t offer high salaries. The challenge is how to enrich other aspects and create an environment where workers want to stay long-term.”

This statement succinctly captures the reality faced by many companies.

For industries and companies that cannot compete on salary alone, the key is to enhance “non-salary attractions.” Specifically, these may include:

  • Safe and comfortable housing
  • Opportunities for Japanese-language learning
  • Clear career advancement pathways
  • Connections with the local community
  • An approachable workplace atmosphere
  • Consideration for cultural and religious needs

Comprehensively improving these elements of “ease of work” and “ease of living” leads to the retention of foreign workers.

6. An Immigration Specialist’s Perspective: The Importance of Post-Arrival Support

As an administrative scrivener (gyoseishoshi), I work daily on status-of-residence applications. Through this work, I have come to strongly believe that “obtaining a visa is the starting point, not the goal.”

The Process of Obtaining Status of Residence

For foreign nationals to work in Japan, they need an appropriate status of residence. To obtain work-related statuses such as “Specified Skilled Worker” or “Engineer/Specialist in Humanities/International Services,” the following process is required:

  1. Conclusion of an employment contract
  2. Preparation of necessary documents (educational certificates, employment history, Japanese-language proficiency certificates, etc.)
  3. Application to the Regional Immigration Services Bureau
  4. Examination (several weeks to several months)
  5. Issuance of Certificate of Eligibility
  6. Visa issuance and entry into Japan

This process is complex, and incomplete documentation can result in a denial. Administrative scriveners provide specialized support for these procedures.

However, What Truly Matters is “What Comes After”

Even after obtaining status of residence and entering Japan, foreign workers will not stay long-term based solely on that. Rather, support after status-of-residence approval and entry into Japan is what truly matters.

From an administrative scrivener’s perspective, obtaining status of residence is only the beginning. What matters just as much is what happens after arrival—housing, daily-life support, Japanese-language learning, and a workplace environment where foreign workers can stay and grow.

Specific examples of essential post-arrival support include:

  • Securing housing and assistance with setting up life in Japan
  • Support with procedures such as opening bank accounts and signing mobile phone contracts
  • Explanation of Japanese lifestyle rules and manners
  • Introduction to local medical facilities and public services
  • Ongoing opportunities for Japanese-language learning
  • Support for workplace communication
  • Establishment of consultation services for concerns and anxieties

When these supports are insufficient, foreign workers become isolated, anxious, and eventually choose to leave.

The Ichikikushikino City initiative aims to provide precisely this post-arrival support on a regional, collaborative basis.

7. Life Support and Japanese Language Education as Keys to Retention

Two elements are particularly crucial for the retention of foreign workers: “life support” and “Japanese-language education.”

The Importance of Life Support

Living in Japan requires various procedures and knowledge. What may seem obvious to Japanese people can be significant hurdles for foreign nationals.

  • How to sort garbage
  • How to use public transportation
  • How to visit a hospital
  • What to do in the event of a disaster
  • How to engage with neighborhood associations and communities

Whether or not such life support is available makes a significant difference in the sense of security experienced by foreign workers.

Continuity of Japanese-Language Education

Japanese-language proficiency affects not only work but all aspects of daily life. As Japanese-language skills improve, workplace communication becomes smoother, and it becomes easier to make friends in the community.

However, many companies do not provide ongoing Japanese-language education opportunities beyond initial onboarding training.

In the Ichikikushikino City initiative, the participation of the Kamimura Gakuen Vocational School Japanese Language Department makes it possible to build a structure for ongoing Japanese-language education. This is a highly progressive approach.

8. “Workplace Improvement Benefits Japanese Employees Too”

According to local reporting, Masashi Hirayama, Representative Director of Taste Garden (age 57), stated:

“Workplace improvements benefit not only foreign workers but also Japanese employees. By leveraging the strength of foreign workers, we want to leave behind a vibrant community for the future.”

This statement captures the essence of foreign worker employment.

By accepting foreign workers, companies are compelled to make changes such as:

  • Systematization and visualization of operational manuals
  • Review of communication methods
  • Stricter management of working hours
  • Thorough prevention of harassment
  • Promotion of understanding of diversity

These improvements, in fact, also benefit Japanese employees.

Rather than “providing special consideration because they are foreign,” the key perspective is “creating a workplace where everyone can work comfortably.” As a result, an environment is realized where both foreign and Japanese employees can thrive.

9. The Road to Implementation and Future Prospects

According to local reporting, the realization of the Ichikikushikino City initiative is expected to take two to three years.

There is much to be done, including establishing the general incorporated association, building cooperative structures with related organizations, and developing support programs.

However, if this initiative succeeds, it will serve as a model case for regional cities nationwide.

Deployment is particularly anticipated in regions such as:

  • Areas with concentrations of manufacturing industries
  • Regions with thriving tourism and hospitality sectors
  • Areas where agriculture and fisheries are primary industries
  • Regions with many nursing care facilities

Systems to support foreign workers can be customized according to regional characteristics.

10. Five Key Points for Successful Employment and Retention of Foreign Workers

Here are five key points for successful employment and retention of foreign workers, derived from the Ichikikushikino City case study.

Point 1: Support Through Collaboration, Not Isolation

It is difficult for SMEs to establish comprehensive support systems on their own. Effective support becomes possible when local companies, educational institutions, and government agencies collaborate.

Point 2: Provide Continuous Life Support and Japanese-Language Education

Continuous support, not just initial onboarding training, is key to retention. Japanese-language education, in particular, must be provided over the long term.

Point 3: Enhance “Non-Salary Attractions”

Companies that cannot compete on salary should focus on enhancing overall appeal, such as ease of work, quality of life, and career prospects.

Point 4: View Foreign Worker Acceptance as Workplace Reform for All Employees

It is important to see the acceptance of foreign workers as an opportunity for organizational work-style reform.

Point 5: Collaborate with Specialists

By leveraging the expertise of administrative scriveners for status-of-residence applications and social insurance and labor consultants for labor management, appropriate and secure employment can be realized.

11. Conclusion: Sustainable Regional Development and Coexistence with Foreign Workers

Labor shortages are not a temporary phenomenon but a structural challenge. To address this challenge, coexistence with foreign workers is essential.

The initiative in Ichikikushikino City, Kagoshima Prefecture, demonstrates an approach of “building the region together with foreign workers” rather than merely “relying on foreign workers.”

Creating an environment where foreign workers can live, work, and grow with peace of mind contributes to the vitality of the entire region.

Moreover, the support systems and workplace environments developed in the process will also be comfortable for Japanese employees.

How Administrative Scriveners Can Support Foreign Worker Employment

As administrative scriveners, we specialize in status-of-residence applications and support the entry point of foreign worker employment. However, that alone is not sufficient.

We provide advice not only on the application process but also on building post-arrival support systems so that companies can employ foreign workers with confidence and foreign workers can continue working with peace of mind.

Do You Have Any of These Concerns?

  • You want to hire foreign workers but don’t know where to start
  • The types and requirements of status of residence are complex and difficult to understand
  • Your foreign employees are leaving early
  • You want to establish systems for life support and Japanese-language education
  • You want to learn about registered support organizations for Specified Skilled Workers

For consultations regarding status-of-residence applications and foreign worker employment, please feel free to contact us.

Referencing pioneering cases such as Ichikikushikino City in Kagoshima Prefecture, let us work together to find the optimal form of foreign worker employment for your region and company.

Building a vibrant community for the future together with foreign workers—we are here to help you take that first step.

Source article: https://news.yahoo.co.jp/articles/448ace524abd8e3c15b897957816b5a918d94709

60分無料相談お申し込みフォーム 60-min. Free Consulting Request Form