On April 6, 2026, the Nikkei newspaper reported that the Immigration Services Agency of Japan has tightened the screening process for “Intra-Company Transfer” status of residence. This policy change is critically important for companies employing foreign nationals, particularly those planning transfers from overseas offices to Japanese headquarters.
From an immigration specialist’s perspective, this article examines the background behind this tighter screening, specific changes implemented, recommended corporate responses, and key practical considerations.
- ■ Understanding the Intra-Company Transfer Visa: The Basics
- ■ Why the Tighter Screening Now?
- ■ What Specifically Has Changed? Key Points of Tighter Screening
- ■ Five Immediate Actions Companies Should Take
- ■ Practical Considerations for Application Submission
- ■ Frequently Asked Questions (FAQ)
- ■ Future Outlook: Direction of Global Talent Acceptance Policy
- ■ Conclusion: Companies Should Aim to “Establish Proper Acceptance Systems”
■ Understanding the Intra-Company Transfer Visa: The Basics
The Intra-Company Transfer visa (officially known as Status of Residence “Intra-Company Transferee”) is granted to foreign employees who have worked at an overseas office and are being transferred to a head office, branch, or affiliated company in Japan.
【Eligible Positions】
・Management and administration
・Technical work (engineers, IT professionals, etc.)
・Humanities/international services (marketing, finance, legal affairs, etc.)
・International business (interpretation, translation, language instruction, etc.)
【Main Requirements】
・At least one year of work experience at an overseas office prior to transfer
・Work duties in Japan must fall within the above categories
・Compensation must be equal to or greater than that paid to Japanese nationals performing comparable work
■ Why the Tighter Screening Now?
The tightened screening process stems from the Takaichi Sanae administration’s policy focus on “proper management of foreign residents in Japan.”
【Government Objectives】
- Ensuring proper use of residence status categories
- Preventing illegal residence
- Enhancing transparency in foreign national acceptance
In recent years, cases of residence status abuse and applications inconsistent with actual circumstances have increased. Consequently, the government is tightening screening across all residence status categories, with Intra-Company Transfer visas as an initial focus area.
■ What Specifically Has Changed? Key Points of Tighter Screening
The operational review implemented in April 2026 has introduced stricter requirements in the following areas:
【Change 1: Additional Documentation on Pre-Arrival Employment】
Previously, documents such as employment contracts and certificates of employment were often sufficient for processing. However, going forward, more detailed documentation is expected to be required, including:
・Salary statements (for the most recent 12 months)
・Attendance records/timesheets
・Documents demonstrating job duties (project reports, daily work logs, etc.)
・Organizational charts of the affiliated department
・Business registration certificates or operating licenses for overseas offices
【Change 2: Enhanced Verification of Employment Status】
Screening will extend beyond documentation to include actual status verification:
・Inquiries and confirmations with overseas offices
・Interviews with the applicant (in-person interviews in some cases)
・Verification of consistency with past immigration records
・Cross-referencing with social media and online information
【Change 3: Longer Processing Times】
More rigorous screening may result in longer processing times than previously experienced. Cases exceeding the standard processing period (1-3 months) should be anticipated.
■ Five Immediate Actions Companies Should Take
【Action 1: Review Internal Application Processes】
・Clearly designate visa application personnel
・Establish communication channels with overseas offices
・Establish application timelines
【Action 2: Prepare and Maintain Supporting Documentation】
・Securely store original employment contracts, salary statements, etc.
・Digitize documentation proving work content (emails, reports, etc.)
・Maintain copies of overseas office registrations and licenses
【Action 3: Start Applications Earlier】
・Begin preparation 1-2 months earlier than previously
・Allow buffer time when setting transfer dates
・Implement risk management to avoid travel before visa approval
【Action 4: Strengthen Collaboration with Specialists】
・Consult immigration specialists (gyoseishoshi) or attorneys early
・Regularly collect information on legal revisions
・Conduct in-house training (for HR personnel)
【Action 5: Ensure Overseas Offices Are Fully Informed】
・Notify overseas offices from headquarters about new screening standards
・Share required document checklists
・Prepare explanatory materials in English/local languages
■ Practical Considerations for Application Submission
【Consideration 1: Consistency in Job Duties】
There must be clear consistency between duties performed overseas and those in Japan. If job duties differ significantly, alternative residence statuses (such as Engineer/Specialist in Humanities/International Services) may be more appropriate than Intra-Company Transfer.
【Consideration 2: Appropriate Compensation Levels】
Compensation must be equal to or exceed that of Japanese nationals. Excessively low salary settings will negatively impact screening.
【Consideration 3: Company Credibility】
・Company size, business operations, and financial condition are also subject to review
・Publicly listed companies and established firms tend to experience smoother screening
・Newly established or small companies are more likely to receive requests for additional documentation
【Consideration 4: Document Accuracy】
・Typos, errors, and inconsistencies are unacceptable
・Translated documents must be accurate (attach translation certifications)
・Verify dates and signatures on all documents
■ Frequently Asked Questions (FAQ)
Q1: Will currently pending applications be affected?
A: Applications under review from April 2026 onward may be reviewed under the new standards. Requests for additional documentation may be issued.
Q2: Will renewals for employees already holding Intra-Company Transfer visas also become stricter?
A: Renewal applications may also face enhanced requirements for documentation proving current employment status.
Q3: Will other work visas be affected?
A: Since the government is tightening screening across all residence status categories, categories such as Engineer/Specialist in Humanities/International Services and Business Manager may also be affected.
Q4: Will tighter screening make visas more difficult to obtain?
A: With proper documentation and applications reflecting actual circumstances, acquisition remains possible. However, longer preparation times and extended screening periods should be expected.
■ Future Outlook: Direction of Global Talent Acceptance Policy
While the Japanese government promotes an “open Japan” policy, it is simultaneously strengthening its emphasis on proper residence management. Future trends may include:
・Expansion of stricter screening to other work visas
・Enhanced monitoring of foreign residents
・Increased guidance and supervision of employing companies
・Expansion of the preferential company certification system (Category 1 and 2 companies)
For companies, establishing compliance systems will become an essential prerequisite for securing talented global personnel.
■ Conclusion: Companies Should Aim to “Establish Proper Acceptance Systems”
The tightened screening of Intra-Company Transfer visas does not represent a rejection of foreign national acceptance. Rather, it should be seen as a measure to create an environment where companies following proper procedures can confidently accept foreign employees.
【What Companies Should Do Now】
✓ Understand the latest screening standards
✓ Establish internal application processes
✓ Thoroughly prepare and manage supporting documentation
✓ Strengthen collaboration with specialists
✓ Maintain close information sharing with overseas offices
Accepting foreign employees is an indispensable strategy for corporate global expansion. With proper preparation and professional support, navigating this change is entirely achievable.
When you encounter difficulties with visa applications or residence status matters, please consult an immigration specialist (gyoseishoshi). Specialists well-versed in the latest laws and practical procedures will support your company’s global talent strategy.
【References】
・Nikkei newspaper, April 6, 2026: “Foreign corporate transferees to Japan must now provide proof of pre-arrival employment; government tightens residence screening”
・Immigration Services Agency of Japan website
・Immigration Control and Refugee Recognition Act and related regulations
【Source Article URL】
https://www.nikkei.com/article/DGXZQOUA061A20W6A400C2000000/
