Hiring Specified Skilled Workers in Japan’s Accommodation Sector: A Guide for Hotels and Ryokan

Before hiring under the accommodation category of Japan’s Specified Skilled Worker (SSW) program, check four things: your operating licence, the proposed duties, the candidate’s qualifications, and the support arrangements for SSW(i). A passing test result alone does not establish that a hotel and its proposed role qualify. This guide reflects official material reviewed on 23 September 2026. Check the current Immigration Services Agency (ISA) instructions before filing an individual application.

1. Eligible establishment and employment

The receiving organization must operate a hotel or ryokan with the relevant permission under the Inns and Hotels Act. A private lodging notification or a licence for a different type of establishment should not be assumed sufficient. Restrictions also apply to certain premises and services under the adult entertainment business legislation. Employment in this sector must be direct employment. Match the permit holder, employing entity and actual workplace before making an offer. [A]

2. Duties: guest service and incidental work

SSW(i) accommodation work covers front desk, planning and public relations, guest service and restaurant service as part of accommodation services. Room cleaning, bed making and on-site retail may be performed incidentally where Japanese staff in the role ordinarily perform related work. Do not design a cleaning-only position under this category. For restaurant work inside a hotel, assess its connection to accommodation services and the actual duties. Align the job advertisement, employment contract and daily work allocation. [A]

3. Skills and Japanese language

For SSW(i), the usual route is the accommodation skills test plus a Japanese language qualification. The ISA’s current accommodation guidance names the Japan Foundation Test for Basic Japanese (JFT-Basic) A2.2 (A2) or JLPT N4 or higher. Any test exemption based on a prior technical intern training route must be checked against the individual’s specific history. SSW(ii) requires the sector’s SSW(ii) test and experience providing accommodation services while supervising multiple employees. For SSW(ii), and SSW(i) bus/taxi work and railway transport operations staff, B1-equivalent or higher Japanese is required for COE applications filed on or after 1 April 2027. ISA states that the start date for change-of-status and extension applications is still under consideration. Do not apply the same date automatically to domestic changes or extensions; check the announcement and sector rules applicable at filing. JFT-Basic assesses up to A2.2 (A2), so it does not prove B1. [A–C]

Share our five checks before starting a hotel job with your prospective employee, so both sides can confirm what remains to be arranged.

For basic skills practice, share our free Accommodation Mini Test (10 questions, 5 minutes) with candidates. It is a learning aid, not an official examination.

4. Employer and contract readiness

General SSW standards include lawful employment and pay at least equal to that for a comparable Japanese worker. Set out hours, location, pay, deductions, leave and social insurance clearly, and explain the terms in a language the candidate can understand. Confirm that hotel operations and HR agree on the actual role. [B]

5. Sector council and SSW(i) support

The hotel must join the Tourism Agency’s accommodation sector council; a registered support organization entrusted with all SSW(i) support must also join. Prepare proof of membership before the immigration filing. The Agency indicates around one month for issuance and warns that busy periods may take longer; it uses online applications. Plan from the intended start date. For SSW(i), prepare a support plan covering pre-arrival guidance, arrival/departure assistance, orientation, access to consultation and regular interviews. Decide whether the employer will implement the support itself or entrust it to an eligible registered organization. [D, B]

6. Immigration filing and evidence

First identify the application type: Certificate of Eligibility for a candidate arriving from overseas, change of status for a person already in Japan, or extension of period of stay. Evidence will ordinarily concern the person’s identity, tests and work history; the employer’s permission and eligibility; the SSW employment agreement and terms; the SSW(i) support plan and delivery arrangements; and council membership. The exact forms, evidence and possible omissions depend on the application and the latest ISA checklists. [B, D]

7. After hiring

Deliver the promised work and SSW(i) support, and retain records. Guidance calls for interviews with the worker and their supervisor at least once every three months. Periodic notifications are annual; this does not make interviews annual. Under the arrangements effective from April 2026, the accepting organization must also compile and submit the support implementation information when all support is entrusted to a registered support organization. Check the current Immigration Services Agency instructions for event-based notices, deadlines and required documents, and plan ahead for extensions of stay. [E, F]

Common questions

Can a minpaku or simple lodging operation use this category? The accommodation criteria call for a permitted hotel or ryokan business. Verify your permit and operations rather than assuming another lodging registration qualifies.

Can the employee mainly clean guest rooms? Cleaning may be incidental related work; a cleaning-only role should be reassessed.

When should we join the council? Allow time to obtain membership evidence before the immigration application.

What changes for SSW(ii)? The skills and supervisory experience differ, and B1 is required for COE applications from 1 April 2027; the start date for changes of status and extensions remains under consideration.