- Introduction: A New Era of Foreign Talent Recruitment Begins in Hokkaido
- Why Foreign Talent Utilization Is Accelerating Now: The Reality of Labor Shortages
- The Hokkaido Global Community Initiative: A Model Case for SSW Reception
- New Trends in the Construction Industry: Highly Skilled Foreign Talent
- Types of Status of Residence and How to Choose: A Comprehensive Comparison
- Reception Systems Companies Must Establish
- For Foreign Nationals Residing in Japan: Status Changes and Family Considerations
- Common Troubles and How to Prevent Them
- The Role of Gyoseishoshi: Specialized Expertise in Foreign Employment
- Looking Ahead: Preparing for the 2027 Training and Employment System
- Conclusion: The Future of Foreign Talent in Hokkaido
Introduction: A New Era of Foreign Talent Recruitment Begins in Hokkaido
In May 2026, significant developments were reported in Hokkaido regarding the expanded employment of foreign workers. Against the backdrop of a serious labor shortage, seven companies in the prefecture jointly established the “Hokkaido Global Community” and held a seminar for companies considering hiring foreign nationals under the Specified Skilled Worker (SSW) program. Furthermore, Hokkaido Kyoso Partners, a subsidiary of Hokuyo Bank, has launched a dispatch service supplying construction site supervisors from Indonesia, each with an average of more than five years of practical experience.
As a Gyoseishoshi (Certified Administrative Procedures Legal Specialist) handling daily consultations regarding status-of-residence applications and foreign employment, I would like to provide an accessible explanation of the background, the legal points companies should understand, and the key perspectives foreign nationals living in Japan should understand.
Why Foreign Talent Utilization Is Accelerating Now: The Reality of Labor Shortages
Japan’s working-age population continues to decline. Labor shortages in regional areas are particularly severe, and Hokkaido is no exception. In industries such as nursing care, construction, logistics, and food service, many positions remain unfilled, and turnover is high.
In response, the Japanese government established the Specified Skilled Worker (SSW) program in 2019 and has gradually expanded the eligible industries. In 2024, the program was expanded to cover 16 fields, including the newly added automobile transportation and railway sectors. Furthermore, in 2027, the new “Training and Employment (Ikusei Shuro)” program will replace the existing Technical Intern Training Program, establishing a framework that supports long-term career development and retention of foreign workers.
The Hokkaido Global Community Initiative: A Model Case for SSW Reception
According to news reports, the Hokkaido Global Community consists of seven companies across diverse industries, including nursing care, construction, logistics, and food service. The seminar hosted by this organization introduced current conditions and challenges in nursing care settings where foreign workers are already active, as well as case studies on how local communities can support their daily lives.
Participating companies expressed appreciation, noting that “hearing about the challenges faced by pioneering companies was extremely valuable” and that “daily-life support matters more than I realized.”
Mr. Yoshinobu Okada, President of SOUSHIN Holdings, one of the host companies, stated: “Foreign workers must see Japan as an attractive option. And among Japan, they must choose Hokkaido. We must build a reception system that involves the entire community.”
This statement captures the essence of today’s competition for foreign talent. Skilled foreign workers can choose from options around the world, seeking better working conditions and quality of life. For Japan, and specifically Hokkaido, to be chosen, individual corporate efforts alone are insufficient; community-wide support systems are essential.
New Trends in the Construction Industry: Highly Skilled Foreign Talent
Another significant development is the construction supervisor dispatch service launched by Hokkaido Kyoso Partners. Indonesian nationals with an average of more than five years of practical experience are being dispatched to construction sites across Hokkaido.
President Shunichiro Iwasaki noted: “We were able to introduce Japanese construction supervisor personnel in only nine cases, illustrating how difficult it is to fill these positions.” Currently, 14 foreign professionals have arrived in Hokkaido, with an annual dispatch target of 160 individuals.
Construction supervision is not unskilled labor; it requires advanced expertise and experience. The appropriate status of residence for such personnel is typically “Engineer/Specialist in Humanities/International Services” or Specified Skilled Worker (ii) in the construction field. Each visa category has specific eligibility requirements, and the consistency between the job description and the visa category is carefully examined.
Types of Status of Residence and How to Choose: A Comprehensive Comparison
When considering hiring foreign workers, the first issue is selecting the appropriate status of residence. The main work-related residence statuses are summarized below.
Specified Skilled Worker (i): Available for work in 12 fields (16 after the 2024 expansion). The total period of stay is capped at five years. Family accompaniment is generally not permitted. Passing both a Japanese language proficiency test and a skills test is required.
Specified Skilled Worker (ii): Available for occupations requiring advanced skills. The period of stay may be renewed indefinitely. Family accompaniment is permitted. A pathway to permanent residence is available.
Engineer/Specialist in Humanities/International Services: Requires a bachelor’s degree or higher, or at least 10 years of practical experience. This is the standard residence status for highly specialized work. The period of stay is renewable, and family accompaniment is permitted.
Technical Intern Training (scheduled for abolition in 2027): A program aimed at transferring skills to developing countries. Maximum stay of five years.
Training and Employment (scheduled to launch in 2027): A new system replacing the Technical Intern Training Program, designed as a workforce development system premised on transition to SSW status.
Selecting the most appropriate status of residence requires comprehensive consideration of the job content, the required skill level, the duration of employment, and whether family accompaniment is desired.
Reception Systems Companies Must Establish
When hiring foreign workers, companies must address multiple operational requirements.
Employment Contracts: Contracts should preferably be prepared in both Japanese and the worker’s native language, clearly stipulating wages, working hours, holidays, and social insurance enrollment.
Support Plan (for SSW): Ten support items are mandated, including pre-arrival guidance, transportation to and from immigration, housing arrangements, life orientation, Japanese language support, consultation support services, and accompaniment for administrative procedures.
Compliance Framework: Companies must comply with multiple legal regimes, including the Immigration Control Act, the Labor Standards Act, the Minimum Wage Act, social insurance laws, and tax law.
Daily Life Support: Housing, healthcare, education, administrative procedures, and adjustment to cultural differences are all factors that can significantly influence retention rates.
For Foreign Nationals Residing in Japan: Status Changes and Family Considerations
For foreign nationals already living in Japan, this development also carries important implications.
Foreign residents considering a job change must verify whether their current residence status permits the new position. If the job description changes significantly, an application for “Change of Status of Residence” is required.
Those wishing to invite family members may apply for “Dependent” status. This is generally not permitted under SSW (i), but is available under SSW (ii) and Engineer/Specialist in Humanities/International Services.
Those aiming for permanent residency must, as a general rule, satisfy requirements such as 10 or more years of residence, independent livelihood, and good conduct requirements. Under SSW (ii) or Highly Skilled Professional status, applications for permanent residence may be possible after shorter periods of residence.
Common Troubles and How to Prevent Them
Common issues in foreign employment include the following.
Mismatch Between Job Duties and Residence Status: Engaging foreign workers in tasks outside those permitted by their residence status may constitute unauthorized employment.
Wage Issues: Paying below the minimum wage or failing to pay overtime is impermissible. Treatment equivalent to or better than that provided to Japanese workers is required.
Daily Life Issues: Housing, neighborhood relations, and cultural misunderstandings can lead to friction. Pre-arrival orientation and ongoing support are essential.
Mismanagement of Residence Periods: Delays in renewal procedures may result in loss of residence status. Companies should establish internal management systems.
The Role of Gyoseishoshi: Specialized Expertise in Foreign Employment
As specialists in residence status applications, Gyoseishoshi serve as trusted partners not only in document preparation but in the broader journey for both companies and foreign workers.
Specifically, our work includes selecting the optimal status of residence, preparing applications, negotiating with the Immigration Services Agency, conducting legal reviews of employment environments, and responding to problems when they arise.
Particularly in regions such as Hokkaido, collaboration with experts familiar with local conditions is essential for a smooth reception process.
Looking Ahead: Preparing for the 2027 Training and Employment System
The launch of the Training and Employment system in 2027 will represent a major turning point in Japan’s foreign worker policy. The new system seeks to address the issues that arose under the Technical Intern Training Program and to promote long-term career development and social inclusion of foreign workers.
We recommend that companies fully utilize the current SSW system while simultaneously preparing for the upcoming new system.
Conclusion: The Future of Foreign Talent in Hokkaido
The developments in Hokkaido reflect a broader picture across Japan. Addressing labor shortages alone is not enough; engaging with the broader goal of building a multicultural society is the path to sustainable development.
For business owners, human resources personnel, and foreign nationals residing in Japan, working with a trustworthy specialist is the first step toward success. Please do not hesitate to contact us regarding residence status, foreign employment, and visa applications.
Reference Article:
https://news.yahoo.co.jp/articles/f5edb7aae7f7c6ebb3e9a6a7725a84284fbfcd44
