■ Introduction: Why Is the “Zero Illegal Residents Plan” Being Reinforced Now?

On May 22, 2026, the Immigration Services Agency of Japan (ISA) officially announced reinforcement measures for its “Zero Illegal Residents Plan.” As of January this year, approximately 68,000 foreign nationals are overstaying their authorized period of stay in Japan—a figure that is by no means insignificant. Minister of Justice Hiroshi Hiraguchi has explicitly stated that “strengthening enforcement is essential to substantially reduce the number of illegal residents.”

In this article, as a Certified Administrative Procedures Legal Specialist (Gyoseishoshi) specializing in visa and status of residence applications, I will provide a clear explanation of the contents of these reinforcement measures, their impact on businesses, the actions foreign residents themselves should take, and practical compliance checkpoints.

■ Key Pillars of the Reinforcement Measures

The newly announced measures consist of three main pillars:

(1) Active Enforcement Strengthening
The ISA will strengthen cooperation with the police and other related agencies to enhance enforcement against overstayers and illegal workers. Situations such as police questioning and requests to present a Residence Card are expected to increase.

(2) Establishment of a “Cyber Patrol” System on Social Media
In recent years, there have been continuous cases of forged Residence Cards and forged driver’s licenses being sold on platforms such as X (formerly Twitter), Instagram, and online marketplaces. The ISA will establish a new “Cyber Patrol” system to crack down on such illegal online transactions.

(3) Strengthening Enforcement Against Employers
Enforcement will be reinforced against employers who hire foreign nationals without a valid status of residence, or who assign duties outside the scope permitted by their status of residence.

■ “Promotion of Illegal Employment” Offense: Why “I Didn’t Know” Is No Defense

For business owners and human resources personnel employing foreign nationals, the most critical point to note in this reinforcement is the offense of “Promotion of Illegal Employment” under Article 73-2 of the Immigration Control and Refugee Recognition Act.

This offense imposes severe penalties—imprisonment for up to three years, a fine of up to 3 million yen, or both—on persons who employ illegal foreign workers or arrange such employment.

The crucial point is this: even if you were unaware that the employment was illegal, you may still be subject to punishment if there was negligence in failing to verify the necessary information. Failure to check the Residence Card, neglecting to manage expiration dates, or not confirming the scope of work permitted—in such cases, the defense of “I didn’t know” will not be accepted.

■ The Forged Residence Card Problem: The Limits of Visual Inspection

Some companies may believe, “We always check Residence Cards properly, so we are fine.” However, there is a significant pitfall here.

Forged Residence Cards circulating on social media have, due to advances in printing technology, become so sophisticated that they are visually indistinguishable from genuine ones. I have personally heard of cases in the field where even experienced practitioners were surprised to learn that a card was a forgery.

This is why the “Residence Card Reader Application” provided free of charge by the ISA is critically important. This application reads the IC chip embedded in the Residence Card and verifies whether the information matches what is printed on the card. Forged cards will either fail to be read or will reveal mismatched information.

■ The “Three-Layer Verification System” Companies Should Implement Immediately

As a specialist in visa applications, I strongly recommend that companies employing foreign nationals establish the following three-layer verification system:

[Layer 1] Identity Verification and Residence Card Check at Hiring

  • Verify the IC chip of the Residence Card using the official reader application
  • Record the status of residence, period of stay, presence or absence of work restrictions, and any Permission to Engage in Activity Other Than That Permitted (Shikakugai Katsudo Kyoka)
  • Cross-check with the passport

[Layer 2] Continuous Management Through an Internal Database

  • Maintain a list of period-of-stay expiration dates for all foreign employees
  • Confirm consistency between the scope of work permitted by status of residence and actual job duties
  • For those with Permission to Engage in Activity Other Than That Permitted, ensure compliance with restrictions such as the 28-hour-per-week limit

[Layer 3] Renewal Alerts and Coordination with Specialists

  • Set alerts three months before period-of-stay expiration
  • Establish a support system for renewal applications
  • Engage Certified Administrative Procedures Specialists or other professionals for periodic compliance reviews

■ Status-Specific Considerations for Employers

[Engineer / Specialist in Humanities / International Services]
The most important issue is whether the actual duties align with the scope of the status of residence. Cases such as hiring someone for an office position and then assigning manual labor, or hiring an interpreter but assigning mainly sales duties, require particular caution.

[Specified Skilled Worker]
The fields and work categories are strictly defined. Specified Skilled Worker (i) is subject to a cumulative five-year limit. Fulfilling the support plan is also the employer’s responsibility.

[Technical Intern Training / Skilled Training for Employment]
Coordination with supervising organizations and registered support organizations is essential. Deviation from training or development plans constitutes a serious compliance violation.

[Student / Dependent]
Even with Permission to Engage in Activity Other Than That Permitted, working beyond the limit of 28 hours per week (or 8 hours per day during students’ long vacations) constitutes illegal employment.

[Permanent Resident / Spouse or Child of Japanese National, etc.]
There are no work restrictions, but period-of-stay management is still required for some categories.

■ Three Things Foreign Residents in Japan Should Verify Now

(1) Period of Stay
Check the period-of-stay expiration date printed on your passport and Residence Card. Once expired, you immediately become an overstayer. Renewal applications can be submitted from three months before the expiration date.

(2) Scope of Work Permitted
Do you clearly understand what type of work is permitted under your status of residence? Particular caution is needed when starting a side job or part-time work.

(3) Permission to Engage in Activity Other Than That Permitted
If you hold a Student or Dependent status, confirm whether you have obtained Permission to Engage in Activity Other Than That Permitted, and whether your working hours remain within the prescribed limits.

■ Becoming a “Chosen Employer” in the Era of Strengthened Enforcement

These reinforcement measures are by no means intended to discourage businesses or foreign workers. They are part of an institutional framework to realize a society where everyone works together under clear and respected rules.

Conversely, companies that establish solid immigration compliance systems will be chosen by talented foreign professionals as “workplaces where they can work with peace of mind for the long term.” In a Japan facing accelerating population aging and declining birthrates, this represents an extremely significant competitive advantage.

The utilization of foreign talent has moved beyond merely “addressing labor shortages” and entered the realm of “management strategy.” Legal compliance is the foundation that supports such strategy.

■ Frequently Asked Questions

Q1. Is Residence Card verification required even for part-time workers?
A. Yes. Verification is required for all foreign employees regardless of employment type.

Q2. What if a Residence Card cannot be verified using the reader application?
A. There is a possibility of forgery, so the person should not be employed at that point. Please advise the individual to confirm the matter directly with the ISA.

Q3. Is notification to Hello Work required when hiring foreign nationals?
A. Yes, the “Notification of Employment Status of Foreign Workers” is mandatory. Notifications are required both at the time of hiring and at the time of separation.

Q4. It is difficult for our company to provide the support required for Specified Skilled Worker status. What should we do?
A. Support can be outsourced to a Registered Support Organization. However, the selection of the outsourcing partner is also the employer’s responsibility, so careful consideration is required.

■ Benefits of Consulting a Certified Administrative Procedures Specialist (Gyoseishoshi)

Procedures related to visas and status of residence are not merely about document preparation. Rather, the true expertise of a specialist lies in preliminary judgments such as “Can this foreign professional be employed for this position under this status of residence?” and in building long-term compliance frameworks.

  • Pre-hiring assessment of status-of-residence suitability
  • Support for Certificate of Eligibility applications
  • Applications for extension of period of stay and change of status of residence
  • Support for building internal compliance systems
  • Advice on introducing Residence Card management systems
  • Training for foreign employees

A Certified Administrative Procedures Specialist (Gyoseishoshi) experienced in immigration matters can provide all of these services on a one-stop basis.

■ Conclusion: Toward an Orderly Coexistence Society, Together with Specialists

The reinforcement of the “Zero Illegal Residents Plan” by the Immigration Services Agency is an unavoidable trend in a Japanese society that increasingly relies on foreign talent. The three pillars—enforcement, cyber patrol, and employer accountability—will be implemented with growing effectiveness.

What business owners, HR professionals, and foreign residents need in this environment are three things: “accurate knowledge,” “early consultation,” and “continuous management systems.”

If you have any concerns or are uncertain about how to proceed in a specific case, please feel free to consult us. We provide tailored advice suited to the unique circumstances of each individual and each company.

We are committed to fully supporting the realization of an orderly coexistence society as your trusted specialist.

▼ Reference Article
https://news.yahoo.co.jp/articles/afa303d102725badb71b52bad481e15e3f35253f

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