This article is a translation of the Japanese original. Where the two differ, the Japanese version prevails. Read the Japanese original（日本語版を読む）
From April 2026, 在留資格「技術・人文知識・国際業務」 (Engineer/Specialist in Humanities/International Services) is screened in a way that asks hard questions about Japanese ability and about the company's compliance. Under Annex 4 (別紙4), added by the amendment of 15 April 2026 (令和8年4月15日), Japanese ability equivalent to CEFR B2 is a precondition where the person engages in client-facing work that mainly uses language ability, and where the organisation they belong to falls under Category 3 or 4, supporting material must be submitted when they apply. This reaches not only the 在留資格認定証明書交付申請 (Application for Certificate of Eligibility) but also applications for change and for extension. In addition, a company that has been ordered to suspend accepting workers under 在留資格「特定技能」 (Specified Skilled Worker) or 在留資格「技能実習」 (Technical Intern Training) can no longer accept new workers under 「技術・人文知識・国際業務」 either. An application made while the placement company is still undecided is also not accepted.
An HR manager at a company asks how screening for 「技術・人文知識・国際業務」 changed from the 2026 financial year.
Where you engage in client-facing work that mainly uses language ability, ability equivalent to CEFR B2 has become a precondition.
Under Annex 4 (別紙4), added by the amendment of 15 April 2026 (令和8年4月15日), having Japanese ability equivalent to CEFR B2 is a precondition where you engage in client-facing work that mainly uses language ability.
Until now, Japanese ability was not an explicit requirement for 「技術・人文知識・国際業務」. However, on the view that doing advanced specialised work calls for a matching ability to communicate, language ability has been added as an item in screening, as a way of securing that the work really is specialised.
It does. A suspension of the right to accept workers under 「特定技能」 or 「技能実習」 also stops you accepting workers under 「技術・人文知識・国際業務」.
Under the practice that starts in April 2026, what companies should watch most closely is the introduction of a bar on accepting workers under 「技術・人文知識・国際業務」 because of misconduct under 「特定技能」 or 「技能実習」.
Until now, even where a company had caused problems such as unpaid wages under 「特定技能」, its hiring of white-collar staff under 「技術・人文知識・国際業務」 was treated as a separate matter. From the 2026 financial year, however, the following rules apply.
It can, but the company where the person will be placed must now be fixed at the time of the application.
Screening where 「技術・人文知識・国際業務」 is obtained through a staffing agency was tightened considerably between March 2026 and April 2026.
Not only the company's financial statements, but also your own residence tax assessment and your social insurance record, which are checked online.
Ahead of the introduction in June 2026 of the 特定在留カード (Specified Residence Card), which is integrated with the My Number card, digital checking has already been strengthened in renewal screening for 「技術・人文知識・国際業務」 as well.
For renewal applications as at April 2026, not only the financial statements the company submits but also the person's own residence tax assessment and social insurance enrolment history are checked online, immediately.
Risk of denial: where the salary in the contract differs from the amount actually paid, or where enrolment in social insurance is late, the standards for the 2026 financial year treat this as a poor residence record, and denial, or a step down to a shorter visa, now follows immediately.
3 things: securing Japanese ability early, a full check of internal compliance, and evidence of the actual work at the placement.
With the update of April 2026, 「技術・人文知識・国際業務」 has changed from a status you can obtain if you have the education, into one you can keep only once the company's compliance and the person's practical ability are proved by data.
Yes. The treatment under Annex 4 (別紙4) of the amendment of 15 April 2026 (令和8年4月15日) reaches not only the 在留資格認定証明書交付申請 but also the 在留資格変更許可申請 and the 在留期間更新許可申請. It is not limited to bringing someone new in from abroad.
Where you engage in client-facing work that mainly uses language ability, Japanese ability equivalent to CEFR B2 is a precondition. Where the organisation you belong to falls under Category 3 or 4, supporting material must be submitted when you apply.
No. At the time of the application it is compulsory to submit the staffing contract and a written undertaking that the person will be engaged in proper work.
Where the salary in the contract differs from the amount actually paid, or where enrolment in social insurance is late.
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This page is a translation of the Japanese original. Where the two differ, the Japanese version prevails.