Japan's Skill Development Employment system (育成就労) starts operation on April 1, 2027 (令和9年4月1日) — a status of residence for developing human resources through 3 years of employment
Source material is a Japanese government announcement (in Japanese); this page is a summary.
The date on which the Skill Development Employment system starts operation, and the point from which 育成就労外国人 can actually be accepted, is April 1, 2027 (令和9年4月1日), the effective date of the amending Act (令和6年法律第60号). Technical intern trainees who are already in Japan as of April 1, 2027 (令和9年4月1日), and technical intern trainees for whom an application for recognition of a technical intern training plan is made by March 31, 2027 (令和9年3月31日) and who begin technical intern training in principle by the time 3 months have passed from the effective date (by June 30, 2027 (令和9年6月30日)), can in principle continue technical intern training in accordance with the recognized plan; in that case the rules of the Technical Intern Training system apply and it is not possible to move from technical intern training to Skill Development Employment. On the accepting side (受入れ機関 = 育成就労実施者), requirements apply such as preparing a 育成就労計画 covering 3 years from the outset and obtaining recognition of it, joining the council for the field in which workers are accepted, and not having caused any missing persons within the past 1 year for reasons attributable to the implementing organization or the 監理支援機関; in 監理型 Skill Development Employment the person receives supervision and support from a licensed 監理支援機関; and for applications before the effective date, licensing of 監理支援機関 is accepted from April 15, 2026 (令和8年4月15日) and recognition of 育成就労計画 from September 1, 2026 (令和8年9月1日) (details are stated to be posted on the website of the 外国人技能実習機構). A change from another status of residence to 「育成就労」 may be permitted; in that case, within the period of stay currently held, the person obtains recognition of the 育成就労計画 from the 外国人育成就労機構 and applies to the regional immigration services bureau for permission to change the status of residence, attaching the notice of that recognition and other documents, and it is stated that details will be announced separately. On the other hand, a person who has already resided as a 1号特定技能外国人 up to the upper limit of the total period of residence and therefore has no room to move to Specified Skilled Worker status cannot become a 育成就労外国人, and a period during which technical intern training was previously carried out is deemed to be a period of Skill Development Employment, so a foreign national who carried out technical intern training for 2 years or more basically cannot come to Japan again and work under Skill Development Employment in a field different from that of the technical intern training. The specific content of the fields and work categories and the field-specific 転籍制限期間 are set out in the 分野別運用方針 decided by the Cabinet on January 23, 2026 (令和8年1月23日), and it is announced that the specific 育成就労産業分野 and work categories should be checked in the 「特定産業分野・育成就労産業分野及び業務区分一覧」 and the 転籍制限期間 for each field in the 「分野別運用方針の主要な記載事項」. As for the specific criteria for 優良 (excellent) 育成就労実施者 and 監理支援機関, the specific procedures for transfer at the person's own wish, and the 告示 setting the amount to be paid on transfer, it is stated only that, as of the time of this material, they will be presented and enacted as they are decided.
Key facts
| Effective date and start of operation | April 1, 2027 (令和9年4月1日). Except for some provisions, this is the effective date of the amending Act (令和6年法律第60号), and it is also from this date that 育成就労外国人 can actually be accepted |
|---|---|
| Legal basis | 「出入国管理及び難民認定法及び外国人の技能実習の適正な実施及び技能実習生の保護に関する法律の一部を改正する法律」 (令和6年法律第60号). Enacted on June 14, 2024 (令和6年6月14日) and promulgated on June 21, 2024 (令和6年6月21日). In the wording of the original text it 「発展的に解消 (developmentally dissolves)」 the Technical Intern Training system and creates the Skill Development Employment system |
| Development period | 3 years in principle (the period stated in the 育成就労計画 is within 3 years). The original text says 「育成就労制度は原則３年、特定技能１号は原則５年を上限とする在留が可能であり、特定技能２号については在留可能な期間の上限はありません」 (QA Q10), and the outline chart likewise shows 育成就労 (3 years) → 特定技能1号 (5 years) → 特定技能2号 (no limit). The requirements for moving to 特定技能1号 are passing an examination on skills (技能検定試験3級 or the like, or the 特定技能1号評価試験) and an examination on 日本語能力 (an examination at or above the level of 日本語能力 A2 (日本語能力試験 N4 or the like)) (QA Q75). However, the scope of acceptance for 特定技能2号 is 11 of the 特定産業分野 (outline chart), and even where 3 years have passed, where the person has failed the skills and Japanese language examinations required for the transition, the policy is to allow a certain continuation of residence within a range of up to 1 year in order to re-sit (outline 注1) |
| Fields covered | 「育成就労産業分野」 — limited to those among the 特定産業分野 for which it is appropriate to have skills acquired through employment; 17 fields as of the July 2026 (令和8年7月) revised edition of the system outline material. 注2 of the original text says that the fields accepting workers under Skill Development Employment are in principle aligned with the fields accepting Specified Skilled Workers, while fields not suited to development within Japan are excluded from Skill Development Employment, and 注3 of the original text says that as of July 2026 (令和8年7月) the only fields among the 19 特定産業分野 with no 育成就労産業分野 set are the 2 fields of 自動車運送業 and 航空. It is noted that acceptance in fields newly added to the 特定産業分野・育成就労産業分野 is scheduled to begin as soon as preparations are made after the promulgation and entry into force of the 上乗せ基準告示 (the ※ in the list of work categories in the original text). Employment that crosses fields, such as 「agriculture in summer and fishery in winter」, is not possible |
| Transfer to another workplace (転籍) | Transfer at the person's own wish, which was not permitted under the Technical Intern Training system, is permitted subject to certain requirements. The requirements are: acquisition of the level of skills and Japanese language ability prescribed by the field-specific operation policy; passage of the 転籍制限期間; not receiving job placement from a private job placement business operator in connection with the transfer; the destination being an 優良 (excellent) 育成就労実施者; the proportion of persons transferring at their own wish among the total number of 育成就労外国人 at the destination being within a certain limit; and the destination paying the original employer an amount calculated by multiplying the amount set by the competent minister in a 告示 by an 按分率 (apportionment rate) reflecting the period of employment at the original employer. On the other hand, transfer where there are 「やむを得ない事情 (unavoidable circumstances)」, such as where the person has suffered a human rights violation such as violence or power harassment, continues to be permitted as under the Technical Intern Training system, and whether at the person's own wish or for unavoidable circumstances, the destination is limited to within the 同一 業務区分 (the same work category). As to changing the 主たる技能 (main skill) within the same work category, the original text says that 「from the standpoint of efficient and effective development of human resources as well, changing the 主たる技能 before and after a transfer is 好ましくない (not desirable)」 while also saying that the change itself is possible (Q52) |
| 転籍制限期間 | The period during which the person is required to carry out Skill Development Employment under the 育成就労実施者 before a transfer. While the aim is to make it 1 year, 「当分の間 (for the time being)」 it is set for each field at between 1 year and 2 years from the standpoint of developing and securing human resources and the like. Even in a field where a period of more than 1 year is set, the 育成就労実施者 may at its judgment make that period 1 year, and where it exceeds 1 year it is necessary to take the measures prescribed by the field-specific operation policy to improve the 待遇 (treatment) of 育成就労外国人. Where a person who has once transferred at their own wish wishes to do so again, the 転籍制限期間 must also have passed |
| Japanese language requirements | There are no skills or Japanese language requirements demanded at the time of entry. Before employment begins the person is required to pass an examination at or above the level of 日本語能力 A1, or to take 100 hours or more of A1-equivalent instruction in the 「就労」 course of an equivalent 認定日本語教育機関, and where the person has passed an A1-equivalent examination, taking that instruction is unnecessary. However, the original text says that even in that case 「入国後講習において日本語の科目を受講する必要はありますが、この講習が認定日本語教育機関等によるものでなくとも構いません」 (Q68). The goal is basically to acquire the level of 日本語教育参照枠 A2 and pass the examination over the 3 years, and as an interim assessment the person is required to acquire the A1 level and sit the examination within 1 year of the start. Depending on the characteristics of the field, a higher-level goal may also be set. The system outline material lists, as conditions for transfer at the person's own wish, passing the 技能検定基礎級 or the like and an examination at or above the level of 日本語能力 A2.1 (JFT-Basic), while noting that the Japanese language level is set for each field within a range from the A1 level or above up to the level required for the transition to 特定技能1号 |
| Sending and costs | In principle, workers are accepted only from countries with which a 二国間取決め (bilateral arrangement, MOC) has been concluded. However, even for a country with which consultations toward concluding one are under way, where a list of the organizations expected to become 送出機関 (暫定送出機関リスト) has been submitted to the Japanese government, a pre-effective-date application for licensing of a 監理支援機関 is possible on the basis of that list. The upper limit on the costs the foreign national pays to the 送出機関 is up to 2 months of the monthly wage (所定内月額) paid by the accepting organization in Japan, and costs exceeding this upper limit are borne by the 育成就労実施者 or the 監理支援機関 |
| Transitional measures for technical intern training | Where a person has already come to Japan and is carrying out technical intern training as of April 1, 2027 (令和9年4月1日), or where an application for recognition of a technical intern training plan is made by March 31, 2027 (令和9年3月31日) and the technical intern training begins in principle by the time 3 months have passed from the effective date (by June 30, 2027 (令和9年6月30日)), the person can in principle continue technical intern training in accordance with the recognized plan even after the effective date (Q47). In that case the rules of the Technical Intern Training system apply and it is not possible to move from technical intern training to Skill Development Employment. A No. 1 technical intern trainee as of the effective date can move to No. 2, but movement to No. 3 is limited to persons who, as of the effective date, have been carrying out No. 2 technical intern training for 1 year or more. A person who had already completed technical intern training and left Japan before the effective date cannot re-enter as a technical intern trainee, but depending on the period and the occupation of the technical intern training carried out, there are cases where the person can re-enter as a 育成就労外国人 (注3 of the original text). However, a period during which technical intern training was previously carried out is deemed to be a period of Skill Development Employment, so a foreign national who carried out technical intern training for 2 years or more basically cannot come to Japan again and work under the Skill Development Employment system in a field different from that of the technical intern training (Q77) |
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Under the 「出入国管理及び難民認定法及び外国人の技能実習の適正な実施及び技能実習生の保護に関する法律の一部を改正する法律」 (令和6年法律第60号), promulgated on June 21, 2024 (令和6年6月21日), the Technical Intern Training system is, in the wording of the original text, 「発展的に解消 (developmentally dissolved)」 and the Skill Development Employment system (育成就労) was created; this system starts operation on April 1, 2027 (令和9年4月1日). The system outline material states that the purpose of the system is, in the 「育成就労産業分野 (the fields that accept workers under the Skill Development Employment system)」, to develop human resources with skills at the level of 特定技能1号 through 3 years of employment in Japan and to secure human resources in those fields. The 育成就労産業分野 are limited to those among the 特定産業分野 for which it is appropriate to have skills acquired through employment, and there are 17 fields as of the July 2026 (令和8年7月) revised edition of the system outline material; of the 19 特定産業分野, the 2 fields with no 育成就労産業分野 set are 自動車運送業 and 航空, and it is noted that acceptance in fields newly added to the 特定産業分野・育成就労産業分野 is scheduled to begin as soon as preparations are made after the promulgation and entry into force of the 上乗せ基準告示 (the ※ in the purpose column, 注3 and the ※ in the list of work categories in the original text). The 分野別運用方針 sets a 受入れ見込数 (projected number of workers to be accepted) for each field and operates it as the ceiling on acceptance, and where the number of residents is expected to exceed this ceiling a measure temporarily suspending recognition of 育成就労計画 is taken, so that even where an employment contract has already been concluded a person in principle cannot newly enter Japan as a 育成就労外国人 (Q19 and Q22 of the original text). The development period is 3 years in principle, and a person who passes the skills examination required for the transition (技能検定試験3級 or the like, or the 特定技能1号評価試験) and an examination at or above the level of 日本語能力 A2 can move to 特定技能1号 (residence with an upper limit of 5 years in principle); for a person who fails, the policy is to allow a certain continuation of residence within a range of up to 1 year in order to re-sit the examination (注1, Q10 and Q75 of the original text). The 「育成就労計画」 prepared for each foreign national (a period within 3 years, stating the goals for skills and Japanese language ability, the content and so on) is subject to recognition by the 外国人育成就労機構, and 監理支援機関 are subject to a licensing system (in the wording of the original text, 「the licensing criteria are made stricter」). 「転籍 (transfer to another workplace) at the person's own wish」, which was not permitted under the Technical Intern Training system, is permitted subject to certain requirements, and transfer where there are 「やむを得ない事情 (unavoidable circumstances)」, such as where the person has suffered a human rights violation such as violence or power harassment, continues to be permitted as under the Technical Intern Training system; in either case the destination of the transfer is limited to within the 同一 業務区分 (the same work category) (as to changing the 主たる技能 (main skill) within the same work category, the original text says it is 「好ましくない (not desirable)」 while also saying that the change itself is possible). The 転籍制限期間, one of the requirements for transfer at the person's own wish, is set by the field-specific operation policy within a range of 1 year or more and 2 years or less, and even in a field where it is set at more than 1 year it can be made 1 year at the judgment of the 育成就労実施者; where it exceeds 1 year, it is necessary to take the measures for improving 待遇 (treatment) prescribed by the field-specific operation policy. There are no skills or Japanese language requirements demanded at the time of entry, but before employment begins the person is required to pass an examination at or above the level of 日本語能力 A1, or to take 100 hours or more of A1-equivalent instruction in the 「就労」 course of an equivalent 認定日本語教育機関. Accompaniment by family members is stated as 「原則として認めない (not permitted in principle)」, and for applications before the effective date, licensing of 監理支援機関 is accepted from April 15, 2026 (令和8年4月15日) and recognition of 育成就労計画 from September 1, 2026 (令和8年9月1日).
Background — why this change
On June 14, 2024 (令和6年6月14日), at the 213th ordinary session of the Diet, the 「出入国管理及び難民認定法等の一部を改正する法律」 (令和6年法律第59号) and the 「出入国管理及び難民認定法及び外国人の技能実習の適正な実施及び技能実習生の保護に関する法律の一部を改正する法律」 (令和6年法律第60号) were enacted, and they were promulgated on the 21st of the same month (June 21, 2024 = 令和6年6月21日). The effective date of No. 59 (outline title: integration of the マイナンバーカード and the residence card) is 令和8年6月14日 (2026-06-14) except for some provisions, and the effective date of No. 60, which includes the creation of the Skill Development Employment system, is 令和9年4月1日 (2027-04-01) except for some provisions. The 「施行までのスケジュール（予定）」 (schedule up to entry into force (planned)) in the system outline material lists the decision on the 基本方針 (Cabinet decision) on 令和7年3月11日 (2025-03-11), the promulgation of the 主務省令 on 令和7年9月30日 (2025-09-30) and the promulgation of the 政令 on October 1 of the same year (2025-10-01), the decision on the 分野別運用方針 (Cabinet decision) on 令和8年1月23日 (2026-01-23), the start of acceptance of pre-effective-date applications for licensing of 監理支援機関 on 令和8年4月15日 (2026-04-15), and the start of acceptance of pre-effective-date applications for recognition of 育成就労計画 on 令和8年9月1日 (2026-09-01). The related 政令・省令・告示 (including the field-specific 上乗せ基準告示) are posted on the 出入国在留管理庁 page 「育成就労制度の制度概要・関係法令」, and as to the background to the amendment, readers are directed to the 「技能実習制度及び特定技能制度の在り方に関する有識者会議」. The system outline material on which this node is based is the July 2026 (令和8年7月) revised edition, and the English version is posted as the December 2025 (令和7年12月) revised edition.
Summaries below are factual notes based on government announcements and primary sources — not evaluations or opinions.
Summaries reflect national-level programs. Municipal (city/ward/town) programs may differ — confirm with the official desk before applying.
FAQ
How many years can a person work under 「育成就労」?
It is development of human resources through 3 years of employment in principle, and the period stated in the 育成就労計画 is also within 3 years. The original text says 「育成就労制度は原則３年、特定技能１号は原則５年を上限とする在留が可能であり、特定技能２号については在留可能な期間の上限はありません」 (Q10), and the chart in the system outline material likewise shows 育成就労 (3 years) → 特定技能1号 (5 years) → 特定技能2号 (no limit). However, the scope of acceptance for 特定技能2号 is 11 of the 特定産業分野 (outline chart). The requirements for moving from 育成就労 to 特定技能1号 are passing an examination on skills (技能検定試験3級 or the like, or the 特定技能1号評価試験) and an examination on 日本語能力 (an examination at or above the level of 日本語能力 A2 (日本語能力試験 N4 or the like)) (Q75). Even where 3 years have passed, where the person has failed these examinations the policy is to allow a certain continuation of residence within a range of up to 1 year (outline 注1 and Q75). Also, temporary return home itself is possible, including during the 閑散期 (off-season), but a 育成就労計画 cannot be drawn up without including that period at home; only in the fields where Skill Development Employment in the form of worker dispatch is permitted (農業・漁業) is a plan recognized under which the person returns home temporarily for up to 6 months at the same time each year and Skill Development Employment is suspended for a certain period, and in that case the period at home is not included in the Skill Development Employment period, so the plan is drawn up so that the period spent engaged in Skill Development Employment in Japan totals 3 years.
Can a person move to another workplace (転籍) at their own wish?
It is permitted subject to certain requirements. The requirements presented are: acquisition of the level of skills and Japanese language ability prescribed by the field-specific operation policy; being covered by Skill Development Employment beyond the 転籍制限期間; not receiving job placement from a private job placement business operator in connection with the transfer; the destination being an 優良 (excellent) 育成就労実施者; the proportion of persons transferring at their own wish among the total number of 育成就労外国人 at the destination being within a certain limit; and the destination paying the original employer an amount calculated by multiplying the amount set by the competent minister in a 告示 by an 按分率 (apportionment rate) reflecting the period of employment. On the other hand, transfer where there are 「やむを得ない事情 (unavoidable circumstances)」, such as where the person has suffered a human rights violation such as violence or power harassment, continues to be permitted as under the Technical Intern Training system. Whether at the person's own wish or for unavoidable circumstances, the destination is limited to within the 同一 業務区分 (the same work category), and as to changing the 主たる技能 (main skill) within the same work category, the original text says that 「from the standpoint of efficient and effective development of human resources as well, changing the 主たる技能 before and after a transfer is 好ましくない (not desirable)」 while also saying that the change itself is possible (Q52). As for the specific procedures for transfer at the person's own wish and the 告示 setting the amount to be paid, it is announced only that, as of the time of this material, they will be presented and enacted as they are decided.
How long is the 転籍制限期間?
It refers to the period during which the person is required to carry out Skill Development Employment under the 育成就労実施者 before a transfer, and it is set in each field. While the aim is to make it 1 year, 「当分の間 (for the time being)」 it is set for each field at between 1 year and 2 years, taking into account the standpoint of developing and securing human resources and the like. Even in a field where the field-specific operation policy sets a period of more than 1 year, the 育成就労実施者 may at its judgment make that period 1 year, and where the 転籍制限期間 exceeds 1 year it is necessary to take the measures prescribed by the field-specific operation policy to improve the 待遇 (treatment) of 育成就労外国人. Where a person who has once transferred at their own wish wishes to transfer at their own wish again, the 転籍制限期間 must also have passed. For the 転籍制限期間 of each field, readers are directed to the 「分野別運用方針の主要な記載事項」.
What happens to family members or employees who are currently technical intern trainees after April 1, 2027 (令和9年4月1日)?
① Where the person entered Japan before the effective date and is currently carrying out technical intern training as of the effective date, or ② where an application for recognition of a technical intern training plan (limited to a plan whose content is to start within 3 months from the effective date; the plan may be recognized on or after the effective date) was made before the effective date, the person can in principle carry out technical intern training in accordance with the recognized plan even after the effective date, and where the requirements are met can continue up to the next stage of technical intern training. In that case the rules of the Technical Intern Training system apply and it is not possible to move from technical intern training to Skill Development Employment. A No. 1 technical intern trainee who is carrying out technical intern training as of the effective date can move to No. 2 even after entry into force, but movement to No. 3 is limited to persons who, as of the effective date, have been carrying out No. 2 technical intern training for 1 year or more. A person who had already completed technical intern training and left Japan before the effective date cannot re-enter as a technical intern trainee, but it is stated that depending on the period and the occupation of the technical intern training carried out, there are cases where the person can re-enter as a 育成就労外国人. However, a period during which technical intern training was previously carried out is deemed to be a period of Skill Development Employment, so a foreign national who carried out technical intern training for 2 years or more basically cannot come to Japan again and work under the Skill Development Employment system in a field different from that of the technical intern training (Q77).
Do I need to pass a Japanese language examination before entering Japan?
There are no skills or Japanese language ability requirements demanded at the time of entry. Before employment begins the person is required to pass an examination at or above the level of 日本語能力 A1, or to take 100 hours or more of A1-equivalent instruction in the 「就労」 course of an equivalent 認定日本語教育機関, so it is not the case that a person cannot enter Japan without passing an A1-equivalent examination. Where the person has passed an A1-equivalent examination, no obligation to take instruction from an 認定日本語教育機関 or the like is imposed, but even in that case the person does need to take the Japanese language subject in the post-entry course, and it is stated that this course need not be provided by an 認定日本語教育機関. The course can also be taken online where certain requirements are met, such as being able to communicate interactively and simultaneously, and 「当分の間 (for the time being)」 after entry into force, taking classes given by a registered Japanese language teacher that meet certain requirements is deemed to be taking the 「就労」 course of an 認定日本語教育機関. The required level of Japanese language ability may also be set higher for each 育成就労産業分野.