Japan to Strengthen Measures Against Illegal Work: Key Checks for Employers Hiring Foreign Nationals Through SNS or Referrals
Japan to Strengthen Measures Against Illegal Work: Key Checks for Employers Hiring Foreign Nationals Through SNS or Referrals
This is not about discouraging foreign employment. The key point is to hire and manage foreign workers lawfully by checking their status of residence, period of stay, and permitted work scope.
This article is based on media reports dated May 22, 2026, and public information from the Immigration Services Agency of Japan and e-Gov law search. It summarizes practical compliance points for employers hiring foreign nationals in Japan. Whether a specific case is lawful depends on the foreign national’s status of residence, actual duties, employment form, workplace, working hours, and current residence situation.
Why Japan’s strengthened measures against illegal work matter
According to media reports, Japan’s Immigration Services Agency is moving to strengthen measures against illegal work. The reported measures include cyber patrols targeting SNS posts or online communications related to illegal work arrangements, forged residence cards, and job placement activities that may lead to illegal work.
The important point for employers is that the risk is not limited to the foreign national who works unlawfully. Employers, introducers, and intermediaries may also face compliance risks depending on the facts.
Foreign employment is an important way for many companies in Japan to secure human resources. However, if an employer hires a foreign national without checking the status of residence and permitted work scope, the employer may also face serious legal and business risks.
What is illegal work in Japan?
When people hear “illegal work,” they may first think of a foreign national working in Japan after the period of stay has expired. In practice, however, illegal work risks are broader than that.
- Hiring a foreign national whose period of stay has expired
- Hiring a foreign national who does not have a work-authorized status of residence
- Allowing work beyond the scope of permission for activities outside the status of residence
- Failing to manage working-hour limits for students or dependent family members
- Assigning mainly manual or simple labor to a person with the Engineer/Specialist in Humanities/International Services status
- Assigning duties outside the permitted field or work category under the Specified Skilled Worker system
- Relying only on the person’s statement that “I can work” without checking the residence card and status of residence
In other words, the mere fact that a person has a residence card does not mean that the person may perform any type of work. Each status of residence has its own permitted activities and work scope.
SNS-based hiring and referrals require particular care
Foreign worker recruitment may take place through Facebook, Instagram, TikTok, WhatsApp, WeChat, LINE, and community groups in different languages. Hiring through SNS or personal referrals is not automatically illegal.
The problem is that these channels can make hiring faster while weakening the employer’s verification process.
- Hiring based only on what an introducer says
- Relying only on an image of a residence card
- Failing to check the original residence card
- Overlooking the period of stay
- Failing to check permission for activities outside the status of residence
- Failing to confirm whether the actual duties match the status of residence
- Failing to consider the possibility of a forged residence card
The Immigration Services Agency of Japan also provides information on a residence card reader application. Residence card verification and internal management systems are important parts of foreign employment compliance.
Employers may face illegal work facilitation risks
If a foreign national is engaged in illegal work, the employer may also be exposed to legal risk. The Immigration Control and Refugee Recognition Act contains provisions concerning acts such as causing or facilitating illegal work.
An employer may not always avoid responsibility simply by saying, “I did not know.”
If the employer did not check the residence card, did not manage the period of stay, did not check permission for activities outside the status of residence, or did not review the relationship between the job duties and the status of residence, the employer’s management system may become an issue.
The latest statutory text should always be checked before making a legal assessment. The current text of the Immigration Control and Refugee Recognition Act can be checked through e-Gov Law Search.
Possible impact on industry rules and licensing
According to the media report, the Immigration Services Agency may propose legal amendments so that a history of illegal work facilitation could be reflected in disqualification grounds under laws governing certain industries.
This is important for businesses. Depending on the industry, illegal work issues may not be limited to a single penalty or investigation. They could potentially affect business continuity, permits, registrations, designations, or eligibility to operate in a regulated field.
Industries that frequently hire foreign workers should therefore strengthen internal controls for foreign employment compliance.
Basic checks employers should complete before hiring
１．Check the original residence card
Do not rely only on a copy or a smartphone image. As a general rule, check the original residence card.
２．Check the period of stay
Confirm that the period of stay has not expired. After hiring, employers should also manage renewal timing.
３．Check the status of residence
Confirm the type of status of residence and whether it allows the planned work.
４．Check work restrictions
Review the “work restrictions” field on the front side of the residence card.
５．Check permission for activities outside the status of residence
For students, dependents, and similar categories, check the back side of the residence card for permission for activities outside the status of residence.
６．Check the actual duties
Confirm whether the planned job duties match the activities permitted under the person’s status of residence.
７．Check the employment contract, workplace, and working hours
Make sure the employment contract, workplace, working hours, and job duties match the actual working arrangement.
８．Check whether an immigration application is required
If there is a job change, change in duties, change of employer, or approaching expiration date, an application for change of status, extension of period of stay, or certificate of authorized employment may be necessary.
Lawful foreign employment protects both the employer and the employee
Japan’s strengthened measures against illegal work should not be understood as a reason to avoid hiring foreign nationals. Rather, they highlight the importance of hiring foreign nationals lawfully and assigning them to appropriate duties.
Work that does not match the person’s status of residence can create serious risks for both the foreign national and the employer.
When hiring through SNS or personal referrals, the process can move quickly, and important checks may be skipped. Employers should confirm the residence card, status of residence, permitted work scope, permission for activities outside the status of residence, and period of stay before hiring. Where necessary, employers should consult a qualified professional in advance.
Need help checking a foreign national’s work eligibility in Japan?
Tommy’s Legal Service supports employers with status of residence checks, pre-employment immigration compliance reviews, applications for change or extension of status of residence, Specified Skilled Worker matters, and Registered Support Organization-related consultations.
If you are hiring foreign nationals through SNS, referrals, or informal networks, we can help organize the key immigration checks before employment begins.
