Japan’s labor shortage has become serious across many industries. Even if a company posts job advertisements, few applicants respond, and the workload continues to fall heavily on existing staff. In such situations, many companies are beginning to seriously consider “utilizing foreign workers” for the first time.
Among the various options, the visa status that has gained particular attention in recent years is the Specified Skilled Worker (SSW). Although the system began in 2019, it is still not widely understood; many business owners say they have “only heard the name.”
This article organizes the entire framework of the SSW system as simply as possible, including the advantages and disadvantages commonly felt by employers.
The SSW system is a residence status that allows foreign nationals with certain skills and Japanese-language ability to work in industries that support Japan’s economy. It is one of the few visa types that allows so-called “simple labor,” and the eligible industries are designated by the government. These include sectors suffering from severe labor shortages, such as food and beverage manufacturing, restaurants, caregiving, hospitality, building cleaning, agriculture, manufacturing, and construction.
There are two types of SSW: Type 1 and Type 2, with most companies using Type 1. Type 1 permits full-time work, allowing workers to gain practical experience on the job. Changing jobs is possible, but only within the same industry. The system’s purpose is to accept foreign workers who have the skills to contribute immediately on site and who can adapt to life in Japan, thereby supporting key industries.
The biggest advantage companies feel when using the SSW system is the elimination of labor shortages. In regions, nighttime businesses, or industries where hiring has long been difficult, it is not uncommon for job postings to attract zero applicants. Under such circumstances, hiring motivated foreign workers with skills directly reduces burdens on existing staff.
Since SSW workers must pass a skills test and a Japanese-language test, many have strong basic comprehension and a high willingness to learn. Companies often report that these workers are “hard-working,” “serious,” and “likely to stay for the long term.”
Another major advantage is the longer residence period—up to five years under Type 1—which allows companies to plan staffing more effectively. If the worker transitions to Type 2, employment can continue even beyond five years.
There are also important points to note when using the system.
Under SSW Type 1, companies must provide support necessary for the worker’s daily life in Japan—such as lifestyle orientation, housing assistance, and consultation services. This requires time and effort. If it is difficult to provide support internally, companies may outsource to a Registered Support Organization, but this incurs additional costs.
In addition, the visa application process is completely different from hiring a part-time worker; it requires specialized documents such as employment contracts and support plans. Depending on the industry, the definition of eligible work can be strict, and some companies discover that the tasks they wanted to assign are not covered under SSW. This makes prior confirmation essential.
Furthermore, due to language and cultural differences, some workplaces may require communication adjustments during the first few months.
Considering the characteristics of the SSW system, it is suitable for companies that:
Industries such as food service, manufacturing, hospitality, construction, and caregiving are especially compatible, and the number of companies using SSW continues to increase.
However, companies seeking only short-term staff may find the system less suitable. Businesses with limited capacity for providing support will need to rely on a Registered Support Organization.
The SSW system is not merely a “framework for hiring foreign workers,” but a mechanism designed to create an environment where both companies and foreign workers can work with peace of mind.
While the procedures can indeed be complex, understanding the system and preparing properly can bring major benefits to both parties.
For companies struggling with labor shortages, the SSW system will become an increasingly important option. If the main points are understood and the system is introduced in a sustainable way, it can significantly improve working conditions at the workplace.
The first step is to check whether your company’s tasks fall within the designated fields and whether your organization is ready to accept foreign workers. After that, consider using the SSW system proactively.