Yamato Group Pioneers the Future of Foreign Worker Employment – A Comprehensive Look at Vietnamese Driver Recruitment Using the Specified Skilled Worker System

Introduction: The “Specified Skilled Worker” Option That Will Transform the Logistics Industry

In February 2026, Nakano Shokai Co., Ltd., a subsidiary of Yamato Holdings, hired three Vietnamese mid-sized truck driver candidates using the Specified Skilled Worker (Type 1) system. This marks the first such initiative for the Yamato Group and represents a new benchmark for utilizing foreign talent in the logistics industry.

As Administrative Scriveners, we receive daily consultations from companies saying, “We want to hire foreigners using the Specified Skilled Worker system.” However, the reality is that only a limited number of companies correctly understand and properly utilize this system.

In this article, we will explain the Yamato Group’s pioneering case in detail, providing guidance for business owners and HR managers who employ foreign residents in Japan, as well as foreign residents who wish to work in Japan, on how to utilize the Specified Skilled Worker system and the key points for success.

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1. The Deepening Labor Shortage in the Logistics Industry and the Role of the Specified Skilled Worker System

1-1. The Current State of the Truck Driver Shortage

Japan’s logistics industry is now at a critical turning point. According to data from the Ministry of Land, Infrastructure, Transport and Tourism, the average age of large truck drivers is 50.9 years old, which is 6.8 years higher than the average across all industries.

This aging population means that over the next 10 years, a large number of drivers will reach retirement age, resulting in a serious future where transportation capacity will significantly decline.

Furthermore, the “Work Style Reform Related Laws” enacted in April 2024 strengthened regulations on the upper limit of overtime work hours for truck drivers. This is the so-called “2024 problem.” As a result, the amount of work that one driver can handle is limited, further reducing the overall transportation capacity of the logistics industry.

1-2. What Is the Specified Skilled Worker System? A New Framework for Utilizing Foreign Talent

In response to this situation, the government created a new Status of Residence called “Specified Skilled Worker” in 2019. The Specified Skilled Worker system is designed to accept foreign talent who can serve as immediate assets in specific industrial sectors facing serious labor shortages.

In 2024, “Automobile Transportation” was added as a target field for Specified Skilled Worker (Type 1). This made it possible to accept foreigners engaged in driving operations for trucks, buses, taxis, and other vehicles.

Main Features of Specified Skilled Worker (Type 1):

• Period of stay: Maximum 5 years (renewable every 1 year, 6 months, or 4 months)
• Family accompaniment: Not allowed in principle
• Required skill level: Considerable knowledge or experience required
• Japanese language ability: Conversational level (approximately N4) required

Possibility of Transition to Specified Skilled Worker (Type 2):

If one can transition to Specified Skilled Worker (Type 2), there will be no restrictions on the period of stay, and family accompaniment becomes possible. However, whether automobile transportation will become eligible for Specified Skilled Worker (Type 2) depends on future system revisions.

1-3. Differences from the Technical Intern Training System

The system often confused with the Specified Skilled Worker system is the “Technical Intern Training System.” Let’s clarify the differences between the two.

Item	Technical Intern Training	Specified Skilled Worker (Type 1)
Purpose	Skill transfer (international contribution)	Addressing labor shortages
Period of stay	Maximum 5 years	Maximum 5 years
Job change	Not allowed in principle	Possible within the same industry
Family accompaniment	Not allowed	Not allowed
Japanese language ability	Not required (upon entry)	Approximately N4 required

Unlike the Technical Intern Training system, the Specified Skilled Worker system is aimed at “securing immediate workforce.” Therefore, it is premised on accepting foreign talent with certain skills and Japanese language abilities.

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2. Learning from the Nakano Shokai Case: A Successful Model for Utilizing Specified Skilled Workers

2-1. What Is Nakano Shokai? A Member of the Yamato Group

Nakano Shokai Co., Ltd. became a group company of Yamato Holdings in December 2024. The company operates primarily in inter-company transportation, and approximately 40 foreigners from 11 countries are already active as warehouse staff and in management departments.

This extensive experience in hiring foreign workers forms the foundation for utilizing the Specified Skilled Worker system.

2-2. Profile of the Hired Vietnamese Driver Candidates

The three Vietnamese individuals hired are all young people in their 20s to 30s. Their common characteristics are as follows:

✅ Possess Japanese language ability equivalent to N4 level of the Japanese Language Proficiency Test
✅ Hold a driver’s license (Vietnamese or Japanese)
✅ Have work experience in Japan

In other words, this was not a case of “hiring anyone because we’re short on workers,” but rather carefully selecting candidates who could serve as immediate assets.

2-3. Pre-Entry Training: One Year of Preparation in Vietnam

One of Nakano Shokai’s distinctive initiatives is setting a pre-entry training period of approximately one year.

Contents of Pre-Entry Training in Vietnam (February 2025 – January 2026):

1. Improvement of Japanese Language Ability

• Collaboration with Japanese language schools in Vietnam
• Training to improve reading comprehension and listening skills in everyday conversation

1. Driver’s License Acquisition Support

• Training for obtaining Vietnam’s mid-sized truck driver’s license (“Class C license” equivalent to Japan’s mid-sized license) or higher

1. Regular Communication

• Monthly online interviews
• Resolution of concerns and questions about living and working in Japan

This one-year preparation period allows candidates to reduce anxiety about living and working in Japan and prepare to smoothly adapt to Japanese society.

2-4. Post-Entry Training: Practical Training in Japan

Even after arriving in Japan in February 2026, a training period of approximately 4 months is provided.

Contents of Post-Entry Training in Japan (February 2026 – June 2026):

[Life Support]

• Utilizing manuals created jointly by Japanese and Vietnamese employees
• Orientation on Japanese culture and living rules
• Support for participation in local communities

[Work Support]

• Training for converting foreign driver’s licenses to Japanese driver’s licenses
• Education on Japanese traffic rules and driving culture
• Practical training by riding along with Japanese truck drivers
• Practical acquisition of inter-company transportation operations

Through this step-by-step training, candidates acquire the ability to safely and reliably perform their duties.

2-5. Preparation on the Receiving End: Training for Japanese Employees

What is often overlooked in accepting foreign talent is “preparation on the receiving end.”

At Nakano Shokai, training is also provided for Japanese employees at the Atsugi Sales Office where candidates will be assigned.

Training Content for Japanese Employees (January 2026 – February 2026):

1. Training on Status of Residence and Working Conditions

• Understanding the Specified Skilled Worker system
• Rights and obligations of foreign workers

1. Cross-Cultural Understanding and Communication

• Understanding differences in culture and customs
• Safety education considering language comprehension levels
• Effective communication methods

This initiative is extremely important. Whether foreign talent can thrive depends on the awareness and understanding of those who receive them.

2-6. Life Support System: The Role of Senior Foreign Employees

Nakano Shokai already has approximately 40 foreign employees active in the company, including Vietnamese workers.

For the driver candidates hired this time, these senior Vietnamese employees will serve as life support. Having seniors who speak the same native language allows candidates to start their lives in Japan with peace of mind.

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3. Legal Requirements That Companies Must Understand When Utilizing the Specified Skilled Worker System

3-1. Basic Requirements for Employing Specified Skilled Workers

To hire foreigners using the Specified Skilled Worker system, companies must also meet several requirements.

[Main Requirements for Companies]

1. Compliance with Labor-Related Laws

• Compliance with the Labor Standards Act, Minimum Wage Act, etc.
• Principle of equal pay for equal work

1. Payment of Appropriate Compensation

• Compensation equal to or higher than that of Japanese workers
• Above the regional minimum wage

1. Establishment of Support Systems

• Life orientation
• Housing acquisition support
• Provision of Japanese language learning opportunities
• System for responding to consultations and complaints

1. Fulfillment of Notification Obligations

• Regular notifications to the Immigration Services Agency
• Reporting on acceptance status

3-2. Requirements Specific to Automobile Transportation

When employing Specified Skilled Workers in the automobile transportation industry, there are additional requirements.

[Requirements Specific to Automobile Transportation]

1. Possession of Appropriate Driver’s License

• Japanese driver’s license (mid-sized license or higher)
• Support for conversion procedures from foreign licenses

1. Understanding of Japanese Traffic Rules

• Education on traffic regulations
• Training on safe driving

1. Japanese Language Ability Required for Work

• Understanding of driving instructions
• Ability to respond in emergencies

3-3. Utilizing Registered Support Organizations

If it is difficult for a company to provide support for Specified Skilled Workers internally, they can delegate this to a “Registered Support Organization.”

What Registered Support Organizations Can Do:

• Pre-entry life guidance
• Housing acquisition and support for necessary life contracts
• Provision of Japanese language learning opportunities
• Response to consultations and complaints
• Conducting regular interviews

Companies like Nakano Shokai with a track record of hiring foreign workers can build their own support systems, but companies hiring foreigners for the first time should consider utilizing Registered Support Organizations.

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4. What Foreign Residents in Japan Need to Know to Work Under the Specified Skilled Worker System

4-1. Requirements for Obtaining Specified Skilled Worker (Type 1) Status

For foreign residents in Japan to obtain the Specified Skilled Worker (Type 1) Status of Residence, the following requirements must be met:

[Requirements for Obtaining Specified Skilled Worker (Type 1) Status]

1. Passing the Skills Test

• Pass the Specified Skilled Worker evaluation test for automobile transportation
• Or complete Technical Intern Training (Type 2)

1. Passing the Japanese Language Test

• Japanese Language Proficiency Test N4 or higher
• Or pass the Japan Foundation Basic Japanese Test

1. Conclusion of Employment Contract

• Employment contract with the accepting company

4-2. Transition from Technical Intern Training

If you successfully complete Technical Intern Training (Type 2), you can transition to Specified Skilled Worker (Type 1) without taking the exam. This is a significant advantage.

Transition Pattern from Technical Intern Training to Specified Skilled Worker:

Technical Intern Training (Type 1) (1 year)
↓
Technical Intern Training (Type 2) (2 years)
↓
Specified Skilled Worker (Type 1) (maximum 5 years)

4-3. Freedom to Change Jobs and Precautions

One of the major advantages of Specified Skilled Worker (Type 1) is the ability to change jobs within the same industry.

However, the following points should be noted when changing jobs:

Precautions When Changing Jobs:

1. Application for Permission to Change Status of Residence is Required

• Contract with new employer
• Letter explaining reason for job change

1. Must Be Within the Same Industry

• Automobile transportation → Automobile transportation is OK
• Automobile transportation → Nursing care is NG

1. Management of Gap Periods

• Be careful about the period from resignation to re-employment
• Long gap periods may result in cancellation of Status of Residence

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5. Explained by an Administrative Scrivener: Practical Aspects and Key Points of Specified Skilled Worker Applications

5-1. Flow of Application for Specified Skilled Worker Status of Residence

The standard flow for obtaining the Specified Skilled Worker Status of Residence is as follows:

[When Inviting from Overseas (Application for Certificate of Eligibility)]

1. Take skills test and Japanese language test (overseas or in Japan)
2. Conclude employment contract
3. Apply for Certificate of Eligibility
4. Examination (standard processing period: 1-3 months)
5. Issuance of Certificate of Eligibility
6. Visa application (at Japanese embassy/consulate abroad)
7. Entry to Japan

[When Changing Status of Residence Within Japan]

1. Take skills test and Japanese language test (exempted for Technical Intern Training graduates)
2. Conclude employment contract
3. Apply for permission to change Status of Residence
4. Examination (standard processing period: 2 weeks to 1 month)
5. Permission granted

5-2. Documents Required for Application

Many documents are required for Specified Skilled Worker Status of Residence applications.

[Main Required Documents]

Documents Relating to the Foreign National:

• Passport
• Photograph for identification
• Resume
• Skills test certificate
• Japanese language test certificate (or N4 or higher certificate)

Documents Relating to the Accepting Company:

• Employment contract
• Employment conditions document
• Business plan
• Certificate of registered matters
• Financial statements
• Proof of enrollment in labor insurance and social insurance
• Support plan for Specified Skilled Workers

Other Documents:

• Overview of organization accepting Specified Skilled Workers
• Support plan for Specified Skilled Worker (Type 1)
• Support delegation contract with Registered Support Organization (if delegating)

5-3. Key Points of Examination and Common Cases of Rejection

Immigration examinations focus on the following points:

[Key Points of Examination]

1. Proof of Skills and Japanese Language Ability

• Authenticity of test certificates
• Evidence of practical experience

1. Appropriateness of Employment Conditions

• Equal pay for equal work
• Above regional minimum wage

1. Company’s Acceptance System

• Effectiveness of support plan
• Past compliance with laws and regulations

[Common Cases of Rejection]

❌ Compensation lower than that of Japanese workers
❌ Company has history of legal violations
❌ Support plan is insufficient
❌ Skills test or Japanese language test certificate is forged
❌ History of illegal employment in the past

5-4. Benefits of Consulting an Administrative Scrivener

Applying for Specified Skilled Worker Status of Residence is extremely complex and requires specialized knowledge.

Benefits of Consulting an Administrative Scrivener:

✅ Accurate preparation of application documents
✅ Pre-check of rejection risks
✅ Acting as intermediary with immigration authorities
✅ Provision of latest legal revision information
✅ Response when troubles occur

Especially for companies hiring foreign workers for the first time, receiving support from specialists allows you to proceed with procedures smoothly and reliably.

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6. What Companies Should Prepare for Successful Foreign Worker Employment

6-1. Internal System Development Before Acceptance

The systems that companies should establish before accepting foreign talent are as follows:

[Internal System Development Checklist]

✅ Development of internal regulations on foreign worker employment
✅ Clarification of responsible departments and personnel
✅ Pre-training for Japanese employees
✅ Creation of multilingual manuals
✅ Establishment of consultation desk

6-2. Housing Acquisition and Life Support

Proper living environment is essential for foreign talent to work with peace of mind.

[Key Points for Housing Acquisition]

• Provision of company housing or dormitories
• Support for rental property contracts (guarantor, initial costs)
• Support for preparing daily necessities
• Explanation of local rules (garbage disposal, noise, etc.)

6-3. Japanese Language Education and Communication Support

Continuous Japanese language education is important for smooth work operations.

[Japanese Language Education Methods]

• Holding Japanese language classes (once a week, etc.)
• Provision of online Japanese language learning tools
• Education on technical terms used in work
• Pair work with Japanese employees

6-4. Presentation of Career Paths

For foreign talent, having a visible career path is a significant motivation.

[Example of Career Path]

Specified Skilled Worker (Type 1) Driver (1-5 years)
↓
Leader/Team Leader (according to experience and ability)
↓
Management Candidate (after transitioning to Specified Skilled Worker Type 2)

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7. Frequently Asked Questions (FAQ)

Q1. What is the difference between Specified Skilled Worker and Technical Intern Training?

A. Specified Skilled Worker aims to “resolve labor shortages” and assumes acceptance of immediate workforce. On the other hand, Technical Intern Training aims for “international contribution through skill transfer.” Specified Skilled Workers can change jobs within the same industry, but Technical Interns cannot change jobs in principle.

Q2. Can Specified Skilled Workers be paid less than Japanese workers?

A. No, Specified Skilled Workers must be paid compensation equal to or higher than that of Japanese workers. This is a legally mandated requirement.

Q3. Can one transition from Specified Skilled Worker (Type 1) to Specified Skilled Worker (Type 2)?

A. It depends on the field. Transition to Specified Skilled Worker (Type 2) is possible in construction and shipbuilding/marine industry, but for automobile transportation, it depends on future system revisions.

Q4. Can Specified Skilled Workers bring their families to Japan?

A. Family accompaniment is not allowed in principle for Specified Skilled Worker (Type 1). If one transitions to Specified Skilled Worker (Type 2), accompaniment by spouse and children becomes possible.

Q5. Isn’t the accident risk higher for foreign drivers?

A. If appropriate education and training are provided, there is no difference from Japanese drivers. As in the case of Nakano Shokai, it is important to thoroughly educate about Japanese traffic rules and driving culture.

Q6. How long does it take to apply for Specified Skilled Worker status?

A. For Certificate of Eligibility applications, the standard processing period is 1-3 months. For applications to change Status of Residence, it is approximately 2 weeks to 1 month. However, if there are deficiencies in documents, it will take longer.

Q7. How much does it cost to delegate to a Registered Support Organization?

A. It varies by Registered Support Organization, but generally it costs around 20,000-30,000 yen per person per month. Depending on the support content, it may be even more expensive.

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8. Conclusion: The Perspective Needed for Future Foreign Worker Employment

The case of Yamato Group’s Nakano Shokai is an ideal model for foreign worker employment utilizing the Specified Skilled Worker system.

Summary of Success Points:

1. Careful Preparation from Before Entry

• Approximately one year of training period
• Support for improving Japanese language ability and driving skills

1. Comprehensive Acceptance System

• Pre-training for Japanese employees
• Creating a multicultural workplace

1. Life Support

• Support by senior foreign employees
• Support for participation in local communities

1. Long-term Perspective

• Not just addressing labor shortages, but strengthening organizational diversity

The Specified Skilled Worker system is an important means of securing human resources for Japanese companies, and at the same time, it is an opportunity for foreign talent to work stably in Japan.

However, merely utilizing the system is insufficient. It is most important for both companies and foreign talent to have the mindset of “working together and growing together.”

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Contact Our Office for Status of Residence Applications and Foreign Worker Employment Consultations

We, as Administrative Scriveners, are specialists in Status of Residence applications including Specified Skilled Worker status.

What Our Office Can Support:

✅ Application support for Specified Skilled Worker Status of Residence
✅ Preparation of employment contracts and support plans
✅ Advice on building company acceptance systems
✅ Procedures for extension of period of stay and change of Status of Residence
✅ Support for compliance with laws regarding foreign worker employment

Companies considering employing foreign residents in Japan, foreign residents who wish to work in Japan, please feel free to contact us first.

Initial consultations are free. By correctly understanding and appropriately utilizing the system, let’s realize both sustainable corporate growth and the success of foreign talent.

▼Original article here　

https://news.yahoo.co.jp/articles/165aef51ee596491421dfb3c43c9c2a0e58ab0df

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