Procedures for transitioning from technical intern trainee to specified skill worker and points to note when accepting

Currently, the most commonly chosen route for securing specified skilled workers is to transition from being a technical intern trainee in Japan. Technical intern trainees who meet certain requirements will be “exempted” from the Japanese language test and skill test required for specific skills, allowing for a very smooth transition. The biggest appeal is that they are already accustomed to Japanese lifestyle and workplace duties, so they can be expected to be able to work immediately. In this article, we will explain the specific steps for transitioning from technical intern training to specified skills and precautions to avoid trouble.

1. Detailed background and latest trends in Japan

In order for technical intern trainees to transition to Specified Skills No. 1 with exam exemption, they must meet several conditions. First, the target trainees are those who have “successfully completed” their “Technical Intern Training No. 2” or “Technical Intern Training No. 3.” Successful completion means that the trainee has continued training for approximately 2 to 3 years or more according to the training plan and passed the technical training outcome evaluation (practical exam, etc.). In addition, it is also necessary that the field of specific skills to be transferred be “related to (match)” the job type and work content that was engaged in during the technical intern training. However, even if you are transferring to a different field, if you pass the “skills evaluation test” for that field, you will be exempt from only the Japanese language test.

Important data and problem analysis that tell the truth

• First characteristic (rapid expansion of market needs and background): The labor shortage in Japan is a structural problem, and the demand for ready-to-work human resources is rapidly increasing, especially in the manufacturing and service industries. Data has proven that the specific skills system guarantees a certain level of work experience and Japanese language proficiency, so there are very few mismatches in the initial stages of introduction.
• Second feature (required language skills and educational system): In order to obtain a Specified Skilled Worker No. 1 visa, it is mandatory to pass a Japanese language proficiency test (N4 or JFT-Basic) at a daily conversation level or above, but additional Japanese language education on industry terminology and work safety is effective for smoothly communicating instructions on site.
• Third feature (same or higher salary treatment and motivation): Japanese laws and regulations strictly prohibit creating discriminatory disparities in working conditions such as basic pay and bonuses compared to Japanese employees working in the same business within the same company. Having a fair evaluation system in place is the key to preventing employee turnover and boosting morale across the team.

2. Important institutional rules and legal compliance

The most important thing to be aware of when carrying out the migration procedure is the “vacant period of residence status.” Before the visa period for technical intern training expires, you must submit an “Application for Permission to Change Status of Residence” to Specified Skilled Worker to the Immigration Bureau. The screening process usually takes about one to three months, so the golden rule is to start preparing your application three months before the end of your internship. If a specific skill visa is not issued by the end of the training, you will need to take additional steps to obtain a “Specified Activities (Preparation for Transition)” visa, which allows temporary work, to prevent you from staying illegally. If you fail to follow these procedures, you will find yourself in a serious situation, such as being forced to return to your home country temporarily or having your employment suspended.

Important check sheet to prevent problems from occurring

1. [Check 1] Multilingualization of employment contract documents: When hiring, it is necessary to obtain the foreigner’s agreement by providing and explaining in advance a “terms of employment” that specifies the wage breakdown, holidays, overtime work rules, etc. in his or her native language, which the foreigner can fully understand.
2. [Check 2] Ensure payment of social insurance and taxes: It is mandatory to enroll in social insurance and to deduct and pay resident tax and pension from your salary. If you are in arrears, your visa renewal application (usually every 1 or 3 years) will be rejected and you will not be able to continue working in Japan.
3. [Check 3] Ensuring appropriate space in the living environment: The legal minimum area for the room in which a foreigner resides is 7.5 square meters or more (bedroom area) per person, and is subject to strict immigration screening.

3. Specific practical points and solutions

Furthermore, one thing that accepting companies should be careful about is building a relationship with the trainee’s “supervising organization.” In order to prove successful completion, it is necessary to have the previous supervising organization provide the “Evaluation Report for Technical Intern Trainees” and various documents recording the training status. It is smooth if you continue to employ trainees within your company, but if you employ trainees who have been training at other companies as specified skills in the form of mid-career recruitment, you will need to coordinate and coordinate with the previous supervising organization and former accepting company, and it may take time to collect documents, so consideration is required.

For detailed information and support plans for safely and effectively utilizing the Specified Skills System, please visit this page on our website.“Recruitment process”Please take a look at it and use it to create an appropriate plan.

4. Summary and future prospects

Transitioning from technical intern training to specific skills is an option with great benefits for both parties. Trainees can continue to advance their careers in familiar Japan, and companies can stably employ familiar and reliable personnel for up to an additional five years. Strictly follow the legal deadline rules, prepare all necessary documents, and proceed with the procedure on a flexible schedule.