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）
技能実習 is moving to 育成就労制度 (the Employment for Skill Development system). There are 4 things companies need to prepare for: (1) dealing with the fact that transfer to another workplace will be allowed, (2) the Japanese language requirement before entry, (3) checking whether the 監理団体 (supervising organisation) you work with will obtain a licence as a 監理支援機関 (supervising and supporting organisation), and (4) preparing the application for approval of the 育成就労計画. This is not just a change of name. You will need to review how you accept workers in the first place.
This is the period for renewing how you accept workers, and for drawing up an individual development plan for each person.
The abolition of the 技能実習制度 (Technical Intern Training system) and the creation of the new 育成就労制度 (the Employment for Skill Development system) is not simply a change of name. It is a major turning point in how Japan accepts workers from abroad.
If you take on a new worker from abroad after the new system starts, you will need to apply under 「育成就労」, not under 技能実習 as before. Preparation takes time.
You can no longer tie a worker to you through the visa. You have to become a company that people choose.
The decisive difference between 育成就労 and 技能実習 is that a transfer to another workplace (a change of job) at the worker's own wish is allowed, subject to certain conditions. For each field, a period is set during which the worker should stay in the same place (the period during which transfer is restricted).
For companies, the biggest worry is probably this: will the people we have trained leave us? From now on, the following preparations are needed.
A certain level of Japanese becomes essential before entry to Japan.
Under 育成就労, it has become an essential requirement that, before entering Japan, the person has passed a test at a certain level of Japanese or has taken an approved course. Under 技能実習 as it stood, studying Japanese before entry was closer to a target to aim at. From now on, a person who cannot use Japanese cannot start work.
3 things: what your supervising organisation is doing, the classification of the work, and the application for approval of the plan.
A shift away from labour, towards a system in which people are trained and stay on.
The move from 技能実習 to 育成就労 means the end of the era in which workers from abroad were seen as a cheap way of adjusting the labour supply. It is a shift towards a system for training them as partners who support the Japanese economy with us, and for having them settle here.
If the complicated change of system, or the application for approval of the plan, is causing you concern, please get in touch early. We can talk through drawing up a transition plan, choosing a 監理支援機関, and support for stepping up to 特定技能.
The move to the new system is planned. If you take on a new worker after the move, you will need to apply under 育成就労.
A transfer to another workplace at the worker's own wish will be allowed, subject to certain conditions. For each field, a period is set during which the worker should stay in the same place.
Yes. It has become an essential requirement that the person has passed a test at a certain level of Japanese or has taken an approved course.
It depends on whether that organisation obtains a licence as a 「監理支援機関」. Once the new system starts, you will no longer be able to do 育成就労 business with an organisation that does not hold the licence.
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This page is a translation of the Japanese original. Where the two differ, the Japanese version prevails.