SSW1 to SSW2 in Japan: Roadmap, Requirements, Exams and Employer Checklist
Japanese version is available here:
Roadmap, Requirements, Exams and Employer Checklist
Specified Skilled Worker No. 1 has a total period-of-stay limit. Specified Skilled Worker No. 2 is an important pathway for skilled foreign workers who aim to work in Japan for the long term. This article explains how workers and employers can prepare for the transition from SSW1 to SSW2 by checking eligible fields, exams, work experience, job duties, family accompaniment and employer compliance.
Key conclusion: SSW No. 2 is not automatic just because a person has worked under SSW No. 1. The worker and employer should plan early by checking the eligible field, No. 2 evaluation exams, skilled work experience, employment contract conditions, social insurance, tax records, immigration notifications and field-specific standards.
1. Three points to understand first
Not every SSW field or job category automatically leads to SSW No. 2. The worker’s current field, job category and actual duties must be checked first.
No. 2 requires confirmation of a higher skilled level through field-specific exams or other requirements. Exam timing and work experience records matter.
Employment contract, wages, social insurance, taxes, immigration notifications, councils and field-specific standards must be reviewed.
2. Difference between SSW No. 1 and SSW No. 2
SSW No. 1 is for foreign nationals engaged in work that requires a considerable degree of knowledge or experience in a specified industrial field. SSW No. 2 is for foreign nationals engaged in work that requires skilled proficiency in a specified industrial field.
In practice, the major significance of No. 2 is that it allows a longer-term employment pathway, may permit accompaniment by spouse and children if requirements are met, and is not subject to the No. 1 support plan. However, moving to No. 2 does not eliminate employment-contract standards, employer notification obligations, or field-specific compliance requirements.
| Item | SSW No. 1 | SSW No. 2 |
|---|---|---|
| Skill level | Considerable knowledge or experience | Skilled proficiency |
| Period of stay | Total period limit applies | Long-term employment may be possible through renewal |
| Family accompaniment | Generally not permitted | Spouse and children may accompany if requirements are met |
| Support plan | No. 1 support plan is required | Not subject to the No. 1 support plan |
| Practical role | Immediate workforce in labor-shortage fields | Skilled core worker for long-term retention |
3. First check whether the field allows SSW No. 2
The number of SSW No. 1 fields has expanded, but SSW No. 2 fields are not always exactly the same. Even within the same field name, the No. 2 scope may be limited to certain job categories or types of work.
Therefore, the first step in the roadmap is to confirm whether the worker’s current field and job category can lead to SSW No. 2. Employers should also check the latest field-specific operation policies, exam guidance and official notices before planning the application.
Practical caution: The fact that a company accepts SSW workers does not automatically mean that a specific worker can move to No. 2. Field-specific operation policies, exam guidelines, job categories and actual duties must be checked individually.
4. Roadmap toward SSW No. 2
Transition to No. 2 should not be considered only when the No. 1 period is about to end. Exam schedules, eligibility, work experience, employer documents and family plans should be reviewed early.
- Confirm the current SSW field and job category.
- Check whether that field and category are eligible for SSW No. 2.
- Review No. 2 evaluation exams and eligibility requirements.
- Record work experience, job duties and workplace role during the No. 1 period.
- Check employment contract, wages, social insurance, taxes and immigration notifications.
- If family accompaniment is planned, organize spouse and child documents early.
- Plan exam, application and additional-document timing backward from the expiry date.
5. What to record during the No. 1 period
For No. 2, it is important to show skilled proficiency. Passing an exam is important, but it is also useful to explain what experience the worker gained and what role he or she performed in daily work.
Record job duties, machines used, work processes, quality control, safety control, training assistance and leadership roles.
Check consistency among employment contract, attendance records, wage ledger, social insurance and tax records.
Prepare explanations of supervisor evaluation, assigned work scope, workplace role and future assignment plans.
6. What employers should prepare
Transition to SSW No. 2 is not only the worker’s issue. Employer-side employment management, notifications, legal compliance, wages, social insurance and field-specific standards are also important.
- The SSW employment contract must be appropriate.
- Wages must be equal to or higher than those of Japanese workers in comparable work.
- Social insurance, labor insurance, taxes and labor-law compliance should be clean.
- Regular and occasional immigration notifications must be properly filed.
- Field councils, additional standards and field-specific operation policies must be checked.
- The worker’s actual duties must match the No. 2 eligible work category.
- If family accompaniment is planned, salary, housing and family-life plans should be reviewed.
7. If family accompaniment is planned
Under SSW No. 2, spouse and children may accompany the worker if requirements are met. This is a major advantage for the worker, but it also requires preparation for living expenses, housing, dependents, school, medical access, taxes and social insurance.
Employers should also consider long-term retention measures, including employment conditions, wage increases, housing support and family-life stability.
| Item | Practical caution |
|---|---|
| Spouse / child documents | Marriage certificate, birth certificate, passports and translations should be checked early. |
| Income and dependents | Confirm whether the worker’s income can support the family and how dependency will be explained. |
| Housing | Review housing suitable for family life, lease details, address, school and childcare environment. |
| Future plan | Organize long-term employment, renewals, possible permanent residence and family life planning. |
8. Common misunderstandings
Q1. If I work under SSW No. 1 for five years, can I automatically become SSW No. 2?
No. It is not automatic. You must check whether the field is eligible, whether the exam or other requirements are met, whether the work is within No. 2 scope and whether the employer has compliance issues.
Q2. Does No. 2 mean no support is needed?
No. SSW No. 2 is not subject to the No. 1 support plan, but employment management, labor conditions, taxes, social insurance, notifications and family-life considerations remain important.
Q3. Does SSW No. 2 automatically lead to permanent residence?
No. SSW No. 2 may support a longer-term residence plan, but permanent residence is not automatic. Income, tax payment, pension, health insurance, conduct, residence history and family circumstances must be reviewed separately.
Q4. Is a Registered Support Organization needed for SSW No. 2?
No. SSW No. 2 is not subject to the No. 1 support plan. However, companies may still benefit from outside professional support for compliance, notifications, family accompaniment and long-term retention planning.
9. How Tommy’s Legal Service can help
Tommy’s Legal Service supports SSW No. 1 acceptance, extensions, field-specific standards, No. 2 transition review, Registered Support Organization work and employer-side immigration management workflows.
- Checking the possibility of transition from SSW No. 1 to No. 2.
- Reviewing field-specific operation policies, exam systems and job categories.
- Organizing worker experience, job duties and expiry dates.
- Reviewing employer contract, notifications, social insurance and tax records.
- Preparing documents for family accompaniment planning.
- Building support and management systems as a Registered Support Organization.
- Preparing Japanese and English communication with workers, employers and overseas partners.
Consultation for SSW No. 2 transition and RSO services
Moving toward SSW No. 2 requires not only the worker’s effort, but also the employer’s understanding and document management. Do not wait until the No. 1 expiry date is near. Build the roadmap early.
- Immigration Services Agency of Japan｜Specified Skilled Worker system
- Immigration Services Agency of Japan｜Exams related to SSW
- Immigration Services Agency of Japan｜Basic and field-specific operation policies
- JITCO｜What is the Specified Skilled Worker status?
This article is based on publicly available information as of May 2026. Requirements may differ depending on the field, job category, exam system, employment conditions, employer compliance status and the applicant’s individual background. Please check the latest official guidance before filing.
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