SSW acceptance should be designed before filing

In SSW cases, it is not enough for the foreign national to pass a test or for the company to want to hire them. The employer’s business, actual job duties, employment conditions, and support structure must fit the Specified Skilled Worker system.

Who this page is for

• Employers accepting Specified Skilled Workers for the first time.
• Companies changing foreign nationals from Student, Technical Intern Training, Designated Activities, or other statuses to SSW.
• Employers inviting SSW candidates from overseas.
• Companies considering outsourcing support to a Registered Support Organization.
• Employers already accepting SSW workers but concerned about notifications, records, or support implementation.
• Companies that need to check sector requirements, skills tests, Japanese language tests, or council-related procedures.
• Recruiters, overseas sending organizations, and business partners involved in SSW hiring.
• Employers in nursing care, food service, food manufacturing, agriculture, accommodation, construction, industrial manufacturing, automobile transportation, and other SSW sectors.

SSW(i), SSW(ii), and Registered Support Organizations

The Specified Skilled Worker status mainly includes SSW(i) and SSW(ii). SSW(i) is for work requiring a considerable degree of knowledge or experience in designated industrial fields. SSW(ii) is for work requiring skilled-level expertise in designated industrial fields.

What a Registered Support Organization can do

For SSW(i), foreign workers must receive support so that they can work and live in Japan in a stable manner. Support may include pre-arrival guidance, airport pickup and departure support, housing assistance, life orientation, assistance with public procedures, consultation support, Japanese learning opportunities, regular interviews, and other support.

By outsourcing support to a Registered Support Organization, the employer can receive professional assistance with support implementation and record management. However, the scope of outsourcing, cost burden, explanation to the worker, consultation flow, interview method, and record-keeping system should be clarified in advance.

Main services we support

Points employers should check carefully

Employers should not rely only on the fact that a candidate has passed a skills test or wants to work in Japan. The employer should organize the following points before filing.

• Whether the actual job duties fit the relevant SSW field.
• Whether the employment contract and working conditions are appropriate.
• Whether the wage is equal to or higher than comparable Japanese workers.
• Whether social insurance, labor insurance, and tax matters are properly handled.
• Whether there is a support manager and support staff structure.
• Whether explanations can be provided in a language the worker understands.
• Whether housing, bank account, mobile phone, and public procedure support can be arranged.
• Whether regular interviews and support records can be maintained.
• Whether regular and ad hoc notifications can be filed on time.
• Whether sector-specific council requirements and additional rules have been checked.

Common risk points in SSW cases

• The actual duties fall outside the permitted SSW field.
• The outsourcing scope with the Registered Support Organization is unclear.
• Fees and responsibilities involving recruiters or overseas sending organizations are unclear.
• The worker signs without fully understanding the conditions.
• Support records or regular interview records are not properly kept.
• Required notifications are filed late.
• The response to resignation, job change, or disappearance is delayed.
• Company staff do not sufficiently understand the SSW system.
• Sector council registration or sector-specific requirements are checked too late.
• The transition from Technical Intern Training to SSW is handled without properly checking the corresponding field or job category.

Our strengths

Process from consultation to acceptance

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