Training Employment Application
On April 1, 2027, the Training Employment system replaces the Technical Intern Training program. Technical interns already in Japan may continue under their approved plans, but workers newly accepted after launch fall, in principle, under Training Employment. We handle everything in one place: a preparation plan tailored to your industry and staffing, coordination with supervising support organizations, and preparation of the Training Employment plan certification application and the Certificate of Eligibility application.
About this page
The Training Employment system takes effect on April 1, 2027. The related ministerial ordinances and operational guidelines have been published, while operational details continue to be released ahead of launch. Our fees for application services have not been finalized. For the latest updates, please check the official announcements of the Immigration Services Agency and the Ministry of Health, Labour and Welfare. We will update this page as new information becomes available.
What Is Training Employment?
Training Employment is a new system taking effect on April 1, 2027 as a developmental dissolution of the Technical Intern Training program (promulgated June 2024). The biggest difference is that the system is explicitly aimed at both "human resource development" and "securing labor," with the design strongly conscious of connection to Specified Skilled Worker (Type 1).
A system to develop unskilled to skilled
While Technical Intern Training nominally aimed at "international contribution," Training Employment explicitly aims at "human resource development and labor force securing." Accepting unskilled foreign workers and developing them to the level of passing the Specified Skilled Worker Type 1 exam in up to 3 years is the legal purpose.
Through supervising support organizations as a rule
"Supervising support organizations" take the place of the "supervising organizations" of the Technical Intern Training program. Existing supervising organizations must also obtain a new permission as a supervising support organization (applications have been accepted since April 15, 2026), and an external auditor must be appointed. Companies using the supervised type accept workers through these organizations.
Connection to Specified Skilled Worker Type 1
After, in principle, three years of Training Employment, a worker who passes the skills test and a Japanese test (A2 level or higher, such as JLPT N4) can move to Specified Skilled Worker Type 1. Where a worker fails the tests after three years, continued stay of up to one year is to be allowed. For companies, the path to continued employment is now clear.
Two Types of Acceptance
Training Employment has two categories: "Supervised type" and "Standalone type." The standalone type is limited to accepting employees of an overseas branch or subsidiary and similar cases, without supervision support from a supervising support organization. Under the Technical Intern Training program the standalone type accounted for only 1.7%, so most companies will use the supervised type.
| Item | Supervised type (default) | Standalone type (exception) |
|---|---|---|
| Target | Almost all accepting companies | Companies with overseas subsidiaries |
| Reception route | Through supervising support organization | Direct |
| Worker selection | Supervising support org + sending org | Self-selected |
| Plan preparation and certification | Prepared and filed by the accepting company under the guidance of the supervising support org | Prepared and filed by the company itself |
| Expected company size | All sizes from SME to large | Large/multinational companies |
| Share (Technical Intern era) | Over 98% | 1.7% |
Schedule Until Launch
Companies currently accepting Technical Intern (Type 2/3) workers must decide before implementation how to handle these workers after the implementation date.
June 2024
Law amendment promulgated
Action for accepting companies:System framework established by law
2025–2026
Effective date fixed; ordinances and operational guidelines published
Action for accepting companies:Review the finalized rules
From April 15, 2026
Supervising support org permission applications open
Action for accepting companies:Confirm policy of contracted supervising organization
From September 1, 2026
Training Employment plan certification applications open (pre-launch applications)
Action for accepting companies:Outline Training Employment plan
April 1, 2027
System launch / Technical Intern Training abolished
Action for accepting companies:Begin operations under new system
After launch
On-site inspections begin
Action for accepting companies:Audit compliance system
6 Items to Prepare Before Launch
The following are the items we first confirm with clients in consultations (as of October 2026). They do not need to be done in order, but all 6 items must be in place before launch.
Determine treatment policy for existing technical interns
Technical interns already in Japan on the launch date (April 1, 2027) may continue under their approved plans. Type 1 interns can move to Type 2, but only those who have completed at least one year of Type 2 as of the launch date can move to Type 3. Decide early, including whether they will move to Specified Skilled Worker Type 1 after completion.
Selection of supervising support organization
Confirm whether the currently contracted supervising organization will obtain permission as a supervising support organization or whether to switch to a different organization. The likelihood of obtaining permission varies by organization.
Outline of Training Employment plan
Applications for Training Employment plan certification have been accepted since September 1, 2026 (pre-launch applications). Decide the field, job category, period (three years in principle), and the target skills and Japanese tests. Under the supervised type, the accepting company prepares the plan under the guidance of the supervising support organization and files for certification.
In-house training system / OJT design
Since "development" is explicitly stated as the system's purpose, written documentation of OJT process tables, instruction systems, and target levels is required.
Accommodation / life support system
Check that accommodation meets the standards in the operational guidelines. Bedrooms must provide at least 4.5 m² per person, with individual storage, windows for daylight, and heating and cooling. Also confirm the arrangements for daily-life consultations.
Compliance system
Training Employment allows a transfer at the worker's own request under certain conditions. The period during which transfer can be restricted is set per field at between one and two years, and requirements include the worker's skills and Japanese level and the new employer being recognized as an excellent accepting organization. Transfers are also allowed in unavoidable circumstances such as human rights violations. Prepare transfer procedures and notifications in advance.
Roles of the Supervising Support Organization, the Accepting Company and the Administrative Scrivener
The 2026 amendment of the Administrative Scrivener Act made explicit in the text of the law that creation of documents such as Certificate of Eligibility application forms and status change application forms is the exclusive business of administrative scriveners. Supervising support organizations can stand between your company and Immigration within the scope of "agency," but creating the documents themselves would violate the Administrative Scrivener Act.
This system change means "responsibility allocation in procedures has been clarified" for your company. The supervising support organization handles consultations, local coordination, and life support, while the administrative scrivener (Jeepney) handles document creation and application service.
Supervising Support Org
Agency / consultations / life support / sending org coordination
Accepting Company
Employment contracts / OJT plans / compensation payment
Administrative Scrivener (Jeepney)
Document creation / application service / monthly reporting
Points to Note by Industry
Training Employment operations vary by industry in detail. Here, we present system-level points to note and Jeepney's response policies for the 3 industries with the most consultations.
Nursing care
One of the Training Employment industrial fields. Moving to Specified Skilled Worker Type 1 (Nursing Care) requires passing the skills test and a Japanese test (A2 level or higher), and the field-specific operational policy may set a higher level. We design an OJT plan that gets workers through the tests within three years, with a view to the Certified Care Worker qualification.
Construction
Specified Skilled Worker Type 2 has already been introduced, making it an industry where it is easy to design a 3-stage rocket of Training Employment → Specified Skilled Worker Type 1 → Specified Skilled Worker Type 2. Alignment with CCUS (Construction Career Up System) under the Ministry of Land, Infrastructure, Transport and Tourism, and connection to skill levels are required.
Manufacturing
There is field consolidation into the "industrial product manufacturing" category for Specified Skilled Worker (consolidation of materials/industrial machinery/electrical-electronics into 3 fields), and the judgment of "which field to apply for" is also important when applying for plan certification under Training Employment. For companies with multiple sites, the unit of plan certification (per office or per legal entity) is a point of discussion.
Procedures We Handle and Fees
Training Employment plan certification
Plan outline support, application document creation, submission to OTIT
Certificate of Eligibility (COE) application
COE application creation, submission to Immigration, review response
Compliance system construction
Documentation support for training plan / OJT process / accommodation standards
Transfer response / notification
Training Employment-specific transfer procedures, notification documents, supervising support org coordination
Out-of-pocket costs (government fees, postage, translation, etc.) charged separately. Pricing tiers vary by case scale and industry; formal quote provided after free consultation.
Frequently Asked Questions
Q. When will Training Employment start?+
A. It takes effect on April 1, 2027 (under the amendment promulgated in June 2024). The related ministerial ordinances and operational guidelines have been published, and permission applications for supervising support organizations have been accepted since April 15, 2026. For the latest information, please check official announcements from the Immigration Services Agency and the Ministry of Health, Labour and Welfare.
Q. Is transition from Technical Intern Training possible?+
A. Technical interns already in Japan on the launch date (April 1, 2027) may continue their training under their approved plans. Type 1 interns can move to Type 2, and only those who have completed at least one year of Type 2 as of the launch date can move to Type 3. Because time spent in technical intern training counts as time spent in Training Employment, a person who has done two or more years of technical intern training basically cannot come back to work under Training Employment in a different field. Those who have satisfactorily completed Technical Intern Training (ii) can, for the time being, move to Specified Skilled Worker Type 1 in related work.
Q. Will supervising organizations automatically become supervising support organizations?+
A. Not automatically. Existing supervising organizations must also obtain a new permission as a supervising support organization. Applications have been accepted since April 15, 2026. It is important to confirm whether your contracted supervising organization has applied and what its prospects are.
Q. What if our supervising organization decides not to seek supervising support organization permission?+
A. If the existing supervising organization decides not to seek permission, the choices are: switch to a different supervising support organization, consider the standalone type (exception), or stop accepting workers. We can help with introducing optimal supervising support organizations and comparison studies based on your company's situation.
Q. How does Training Employment differ from Specified Skilled Worker?+
A. Training Employment is a system to "develop from unskilled to skilled in 3 years," while Specified Skilled Worker is a system to "accept foreigners already at skilled level." The design allows connection to Specified Skilled Worker Type 1 after completing Training Employment and passing the exam.
Q. How much will the fees be?+
A. We have not yet published fees for Training Employment application services (plan certification and Certificate of Eligibility applications). For now we provide individual quotes. Preparation-stage support (preparation planning, advice on selecting a supervising support organization, etc.) can also be handled within a retainer agreement (from ¥22,000 per month, on a consultation basis).
Q. I'm a representative from a supervising support organization—can you accept introductions?+
A. Yes, welcome. We accept document creation for your client companies as an external partner. We do not intervene in your main business (agency / consultations) and clearly divide roles for cooperation.
Q. Which fields are covered?+
A. There are 17 Training Employment industrial fields. Of the 19 Specified Skilled Worker fields, Aviation and Automobile Transportation have no Training Employment category. Job categories and transfer restriction periods for each field are set in the field-specific operational policies.
Q. Can workers bring their family to Japan?+
A. In principle, no. Family accompaniment is not permitted in principle under Training Employment.
Q. How much Japanese is required?+
A. Before starting work, the worker must have passed a Japanese test at A1 level or higher, or, if not, take a course at A1 level or higher in post-entry training or similar. Moving to Specified Skilled Worker Type 1 requires passing a test at A2 level or higher (such as JLPT N4).
Q. What if a worker cannot pass the tests within three years?+
A. Where a worker fails the tests required to move to Specified Skilled Worker Type 1, continued stay of up to one year is to be allowed.
Latest updates: Training Employment articles
2026.10.09
Employment for Skill Development: Who Can and Cannot Be an External Auditor | Retained Professionals, Ex-Officers/Staff, Relatives
Whether a person can become an external auditor under Japan's Employment for Skill Development is determined by qualifications and the training course, and also by relationships with accepting companies and the supervising and support organization. This article sets out the scope of Article 47 of the Regulation for Enforcement and how each situation is treated.
2026.08.03
External Auditor Duties in Japan's Employment for Skill Development: 3-Month Checks, Accompanied Audits, vs. In-House Audits
The work of an external auditor under Japan's Employment for Skill Development is a check at least once every three months at each place of business of the supervising and support organization, and accompanying its audits of accepting companies at least once a year. This article sets out the frequency, the method and the handling of documents.
2026.08.03
External Auditors in Japan's Employment for Skill Development: Why Required, vs. Technical Intern Training, Timing
Under the Employment for Skill Development Program, appointing an external auditor has become a licensing criterion for supervising and support organizations. This article sets out why it became mandatory, how it differs from the Technical Intern Training Program, an outline of the requirements, and when to appoint.
Shall we prepare together for the launch?
It would be too late to decide on Training Employment after the system starts. Companies that move early will start with full preparation at launch. In a 60-minute free consultation, we will hear about your company's situation and propose a response roadmap.
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