Japan 2025 Specified Skilled Worker Visa Guide: Requirements, Sectors & Updates

Japan’s Specified Skilled Worker (SSW) visa program, active since 2019, is a cornerstone of Japan’s evolving strategy to address labor shortages across critical industries. As of 2025, this visa system is more structured, aiming to attract mid-level and advanced-skilled foreign workers for roles where domestic supply remains insufficient. SSW is a direct response to Japan’s aging workforce and declining population, and the visa offers a regulated, skills-based pathway to live and work in Japan.

SSW Visa Types and Main Differences
The SSW visa is categorized into two main types:

• Type I: For workers with mid-level skills in designated sectors. Allows up to five years of stay, with no family accompaniment.
• Type II: For workers with higher, specialized skills in a smaller set of industries. Permits unlimited renewals, eligibility for family accompaniment, and a pathway to permanent residency.

Major Changes in Application Procedures
From 2025, employers sponsoring SSW visa holders must submit a formal confirmation of cooperation with local authorities. This step is required before a Certificate of Eligibility can be issued, aiming to ensure smooth integration of foreign workers into local communities.

Stricter Monitoring and Reporting
Employers are now required to promptly report if a newly arrived SSW worker does not commence employment within the first month, on top of existing termination notification obligations. These changes make the process more transparent and add accountability for employers.

Transition from TITP to a New Skills Program
Japan is also transitioning away from the old Technical Intern Training Program (TITP) and introducing an updated skills development framework, making the SSW route the primary legitimate channel for foreign blue-collar and mid-level professionals.

List of Eligible Industries
As of 2025, the SSW visa covers 16 designated sectors, reflecting both economic necessity and strategic national planning:

• Nursing care
• Building cleaning
• Manufacturing
• Construction
• Shipbuilding and marine industry
• Automobile maintenance
• Aviation
• Hospitality and accommodation
• Agriculture
• Fisheries and aquaculture
• Food and beverage manufacturing
• Food service
• Automobile transport
• Forestry
• Timber and wood processing
• Railways

Potential Expansion: New Sectors Under Review
Japan is actively considering expanding the SSW scheme to include logistics, linen supply, and recycling industries. This is in direct response to persistent labor shortages in these infrastructure-adjacent fields.

Age and Legal Background
Applicants must be at least 18 years old, with a clean criminal record and no prior immigration violations in Japan.

Skill and Experience Requirements

• Type I: Candidates must pass a rigorous skills test tailored to their industry. Completion of certain previous programs (such as the Technical Intern Training Program in the same field) may exempt applicants from this requirement.
• Type II: Requires demonstrable advanced technical expertise and passing a higher-level skill assessment specific to the sector.

Language Proficiency

• Type I: Requires Japanese proficiency at the JLPT N4 level or equivalent, demonstrating the ability to handle basic everyday communication.
• Type II: No standardized language test is required, but practical language ability remains highly valued, especially for workplace integration.

Securing an Employment Offer
Applicants must first obtain a job offer from a certified Japanese employer, often facilitated through government-accredited support organizations or direct recruitment.

Employer Actions: Certificate of Eligibility
The employer must submit the required documentation, including proof of the worker’s skills and language ability, along with a newly mandated cooperation letter, to the Immigration Services Agency for a Certificate of Eligibility.

Visa Application Submission
Once the COE is granted, the applicant applies for the SSW visa at a Japanese embassy or consulate in their country, submitting all required documents including the COE, valid passport, skills test and language certificates, health certificate, and police clearance.

Arrival Procedures and Municipal Registration
Upon arrival in Japan, the worker must register their residence at the local government office, enroll in health insurance and pension schemes, and receive initial orientation from the employer or a registered support organization. This orientation often includes guidance on daily life, legal rights, and workplace conduct.

Duration and Renewal

• Type I: Up to five years total, non-renewable beyond this period.
• Type II: Indefinite renewals permitted, essentially allowing for long-term or permanent stay.

Skills and Assessment

• Type I: Focus on practical mid-level skills, tested by government exams or accepted program equivalencies.
• Type II: Requires advanced, specialized skills, often tested by sector-specific expert panels.

Family and Settlement

• Type I: Does not allow family members to accompany the worker.
• Type II: Permits spouse and children to join the worker in Japan, and opens pathways to permanent residency for the family.

Industries Available

• Type I: Broader industry access.
• Type II: Limited to sectors where higher-level skills are essential, but this list is expanding gradually.

Worker Demographics
The SSW workforce is dominated by nationals from Vietnam, Indonesia, the Philippines, Myanmar, and China, reflecting the international recruiting focus of Japanese employers.

Wages and Working Conditions
Wages for SSW workers must be equivalent to those paid to Japanese employees in similar positions. Average monthly earnings typically range from ¥180,000 to ¥250,000, depending on the sector and region. Benefits such as health insurance, pension enrollment, and paid leave are mandatory.

Regional Labour Gaps
Japan’s rural areas are the primary beneficiaries of SSW workers, particularly in agriculture, fisheries, and nursing care, where the domestic labor supply is critically low.

Direct Support and Third-Party Support Organizations
Employers must either provide or arrange a comprehensive support plan for SSW workers. This includes:

• Orientation on Japanese daily life, culture, and workplace norms
• Language training and translation assistance
• Support in finding housing and completing local registration
• Regular monitoring and consultation to ensure the worker’s well-being

Cooperation with Local Governments
The 2025 reforms require employers to actively collaborate with local government initiatives aimed at integrating foreign workers, such as multicultural community activities, language courses, and public services access.

Strict Compliance and Reporting
Any changes in employment status, including delayed starts or early termination, must be reported immediately to authorities. Failure to comply can result in penalties for both the employer and the employee.

Japanese Language Barrier
Many applicants underestimate the importance of functional Japanese language ability, which is critical not only for the skills test but for workplace and community integration. Early, intensive language preparation is highly advised.

Understanding Sector-Specific Rules
Each industry sets its own skills standards and testing formats. It is crucial to obtain the latest testing information and to prepare according to the specific sector's requirements. Do not rely on generic skills prep.

Integration and Support
Isolation can be a major issue, especially in rural placements. Proactive engagement with local communities, participation in employer-led or municipal support programs, and establishing networks with other foreign workers can greatly enhance the experience and retention.

Planning for Type II Progression
Ambitious workers should view Type I as a stepping stone to Type II. This means strategic planning: selecting a sector with a Type II pathway, actively upskilling, and maintaining exemplary records to ensure eligibility for family reunification and permanent settlement.

The SSW visa offers an unprecedented opportunity for skilled foreign workers to build a career and life in Japan, especially in industries experiencing critical labor shortages. With the 2025 updates, the program is more structured and transparent, but also demands higher levels of preparation and compliance from both workers and employers.

Success in the SSW pathway hinges on deep understanding of sector requirements, diligent language study, and a proactive approach to integration. For those who meet the rigorous standards, the rewards include career growth, the possibility of long-term residence, and—through Type II—family settlement and even permanent residency in Japan.

Conclusion

The Japan Specified Skilled Worker (SSW) Visa in 2025 stands as a carefully regulated but promising pathway for foreign professionals who seek genuine growth, security, and contribution within Japanese society. With the government’s ongoing commitment to refining the system—through expanded industry access, stricter employer responsibilities, and the transition to a new skills training framework—the SSW visa is designed to meet the needs of both Japan’s economy and its foreign workforce.

For applicants, success requires not just technical qualifications and passing scores, but adaptability, persistence in language acquisition, and readiness to integrate into a new culture and workplace. For employers, strict compliance and active support for multicultural coexistence are more important than ever.

Ultimately, the SSW visa offers more than just a job in Japan: it is a structured opportunity to build a future, develop advanced skills, and—potentially—establish a long-term life in one of the world’s most unique societies. Those who prepare with intention and diligence will find the SSW program in 2025 to be a truly rewarding gateway to new opportunities.