Nepal's most comprehensive Japan visa and immigration consultancy
P & K Immigration Services provides expert immigration consulting with deep specialization in Japan immigration — the most comprehensive Japan visa and immigration service in Nepal.
We handle the complete documentation lifecycle for work visas including COE (Certificate of Eligibility) applications, employment contract preparation to Japanese standards, CV/resume formatting for Japanese employers, and filing under Engineer/Humanities/International Services and other visa categories.
Our expertise covers Specified Skilled Worker (SSW) applications, JESTA pre-entry screening guidance, status-of-residence changes (e.g., student to work visa), VFS Global appointment coordination, and permanent residency pathway consulting including monitoring of Japan's latest policy changes (J-Skip, J-Find fast-track programs, PR tightening regulations).
Beyond Japan, we assist with multi-country immigration — family and dependent visas, bilingual document translation and notarization, and immigration policy advisory for businesses.
We guide you through every stage of Japan's immigration process from first enquiry to arrival.
We review your qualifications, employment offer, and target visa category to map out your eligibility and the optimal route.
We compile, translate, and format all required documents — employment contracts, CVs (Rirekisho), supporting letters — to Japanese standards.
We coordinate with your Japanese employer and file the Certificate of Eligibility (COE) application with the Immigration Services Agency of Japan.
Once COE is approved, we handle VFS Global appointment, visa stamp application, and pre-departure orientation for a smooth arrival in Japan.
Japan operates four primary pathways for foreign nationals entering the workforce. Select any program below for a full breakdown of eligibility, duration, sector coverage, language requirements, and pathways.
| Full Name | Technical Intern Training Program 技能実習制度 (Ginou Jisshu Seido) |
| Established | 1993 — revised significantly in 2017 |
| Status | PHASING OUT Final new intakes accepted until 2027. Replacement: Ikusei Shuro (ESD). |
| Official Purpose | International skills transfer — Japan hosting foreign nationals to learn technical skills and take them back to their home country. (Note: widely criticized as de facto cheap labor; hence the replacement.) |
| Duration | 3 years standard (TITP-1 + TITP-2). Extendable to 5 years for TITP-3 in eligible occupations after passing a skills test. |
| Entry Routes | Supervised Type (監理団体型): Via an approved Supervising Organization — accounts for 95%+ of TITP placements. Enterprise Type (企業単独型): Direct hire by a Japanese company with overseas affiliates. |
| Employer Change | NOT ALLOWED Interns are tied to their sending/supervising organization and cannot change employer. (Major criticism — led to exploitation.) |
| Family | NOT ALLOWED Spouse/dependents cannot accompany. |
| Language Requirement | No mandatory language test to enter, but JLPT N4 or equivalent strongly recommended. Some sectors require it for TITP-3 extension. |
| Remuneration | Must be at least Japanese minimum wage for the relevant prefecture. Historically a major compliance issue. |
| Supervising Org Fee | Regulated — sending organizations (Nepal-side) must not charge excessive fees. Legal maximum applies. |
| Sector Category | Example Occupations |
|---|---|
| Construction & Civil Engineering | Concrete work, reinforcing bar work, carpentry, painting, piping |
| Food Manufacturing | Meat processing, seafood processing, pickles, confectionery |
| Textile & Apparel | Knitting, weaving, sewing products |
| Machinery & Metal | Casting, forging, press, welding, sheet-metal work |
| Electrical & Electronics | Electronic component assembly, PCB assembly, auto wiring harness |
| Agriculture | Crop cultivation, mushroom cultivation, flower cultivation |
| Fisheries / Aquaculture | Net fishing, aquaculture, fish processing |
| Building Services | Building cleaning management, housekeeping (hotels) |
| Care / Welfare | Nursing care (since 2017) |
| Other Industries | Painting, printing, ceramics, plastic moulding, auto maintenance, aircraft maintenance |
| SSW Transition Eligibility | Must have completed TITP in an SSW-eligible occupation (all 16 SSW sectors overlap with TITP occupations) |
| Exam Waiver | Both the sector skill exam AND the Japanese language exam are waived for direct TITP → SSW transition |
| SSW Type Available | Type I only (5-year cap). Must then pass Type II exam to continue beyond 5 years. |
| P&K Role | We handle the full status change application from TITP to SSW — document preparation, filing, employer coordination |
| Stage | Duration | Skill Level | Key Conditions | Job Change |
|---|---|---|---|---|
| TITP-1 (技能実習1号) | Year 1 — up to 12 months | Basic: learning under direct supervision at all times | Entry skills test within 2 months of arrival. Mandatory lectures (classroom-based) for first 2 months minimum. OJT follows. | Not Allowed |
| TITP-2 (技能実習2号) | Years 2–3 — up to 24 months | Intermediate: working with basic independence | Must pass 技能検定 (Technical Skill Test) Level 3 or equivalent after TITP-1 to advance. Not available for all occupations. | Not Allowed |
| TITP-3 (技能実習3号) | Years 4–5 — up to 24 months | Advanced: high skill + capacity to mentor juniors | Must pass 技能検定 Level 2 after TITP-2. Only available in 77 designated occupations. OTIT review required. Supervisor organization must have clean compliance record. | Limited — transfer to different supervising org possible with OTIT approval |
| Test | When Required | Format | Pass Requirement |
|---|---|---|---|
| Entry-Level Skills Assessment (入国後講習評価) | Within first 2 months of TITP-1 | Basic practical assessment in the designated occupation supervised by the accepting company | Pass to confirm minimum competency. Failure triggers extended lecture period. |
| 技能検定 Level 3 | End of TITP-1 — required to advance to TITP-2 | Written knowledge test + practical skills test administered by the relevant industry association (e.g., construction, textiles, food) | Both written AND practical must pass. Results reported to OTIT. |
| 技能検定 Level 2 | End of TITP-2 — required to advance to TITP-3 | More demanding written + practical test at intermediate professional level. Only for occupations where Level 2 exists. | Pass both sections. Only occupations that have a Level 2 test can progress to TITP-3. |
| 技能検定 Level 1 (optional) | End of TITP-3 — voluntary recognition | Highest-level skill test — independent professional competency standard | Pass = recognized skilled worker credential. Valuable for career advancement and SSW Type II applications. |
| SSW Skill Test (特定技能評価試験) | WAIVED for TITP graduates in same sector | N/A — TITP completion in an SSW-eligible occupation counts as skill equivalence | Automatic pass. Japanese language test also waived for direct TITP → SSW Type I transition. |
| Requirement | Details | P&K Role |
|---|---|---|
| Sending Organization License | The Nepal-side agency must be a licensed Sending Organization (送出機関) recognized by Nepal's Foreign Employment Promotion Board (FEPB) and registered with Japan's OTIT. Unlicensed agents operating outside this framework expose workers to fraud and legal risk. | P&K works only with OTIT-registered, FEPB-licensed organizations. We verify credentials and maintain a vetted partner network. |
| Pre-Departure Orientation | Mandatory orientation (typically 30+ hours) covering: Japan's Labour Standards Act, rights and obligations, complaint procedures, prohibited activities, cultural norms, workplace safety, salary payment processes, emergency contacts, OTIT hotline. | P&K conducts bilingual (Nepali/English) orientation sessions for all outbound TITP candidates. Written materials provided in Nepali. |
| Japanese Language Training | JLPT N4 strongly recommended before departure. Minimum: JFT-Basic A1 / JLPT N5 by departure date. Some sectors require N4 for TITP-3 eligibility. Language investment before departure dramatically improves outcomes in Japan. | We connect candidates with Active Abroad Group's language schools — The Classroom and Nippon Connect — for pre-departure Japanese preparation. |
| Medical Examination | Designated medical at an approved clinic. Results submitted to the accepting Japanese company and Supervising Organization. Certain conditions may affect eligibility for specific sectors (e.g., food processing requires specific health clearances). | We coordinate with approved clinics and ensure reports meet Japanese submission standards and format requirements. |
| Sending Fee Cap (Critical) | Nepal law and the Nepal-Japan bilateral MOU strictly cap fees chargeable to workers by sending organizations. Workers are entitled to a full written itemized fee disclosure before any payment. Excessive fee charging is a criminal violation. Typical legal range: NPR 50,000–150,000 including pre-departure training, medical, and documentation. | P&K provides transparent, itemized fee statements in Nepali. All charges comply with FEPB-published maximums. We report suspected fee violations to FEPB. |
| Insurance Before Departure | Travel and accident insurance required for the departure journey. Japan's National Health Insurance (国民健康保険) enrollment occurs within 14 days of arrival at the local municipal office — covering ongoing medical needs in Japan. | We guide insurance enrollment for both Nepal-side travel coverage and Japan-side NHI registration upon arrival. |
| Employment Contract Review | The full employment contract must be reviewed in Nepali before signing. Workers must understand: salary, all deductions (housing, meals, insurance), working hours, overtime policy, leave entitlements, and grounds for termination. Signing a contract without understanding it is the single greatest source of disputes. | P&K translates and reviews all employment contracts clause by clause with candidates in a supervised session before any signature is given. |
| Body | Role | What This Means for TITP Workers |
|---|---|---|
| OTIT (外国人技能実習機構) | Organization for Technical Intern Training — the government supervisory body for all TITP activities in Japan | Conducts unannounced inspections of accepting companies; reviews working conditions; processes worker complaints; can suspend or cancel TITP licenses. Multilingual hotline: 0120-250-168 (free, Nepali available). |
| Supervising Organization (監理団体) | Licensed non-profit body intermediating between accepting companies and sending organizations. Must visit workplace quarterly minimum. | Your primary point of contact in Japan. Conducts mandatory monthly one-on-one consultations with each intern. Must support workers with emergencies. Cannot obstruct complaint filing. |
| Accepting Company (実習実施者) | The Japanese employer providing the internship/training placement. Must be registered with OTIT. | Obligated to provide structured training, pay at or above minimum wage, provide housing (or assist with finding it), report to Supervising Organization monthly, and file training records with OTIT annually. |
| JITCO (国際人材協力機構) | Public-interest support organization providing guidance and resources to companies and organizations running TITP | Publishes guides, runs hotlines in multiple languages including Nepali, provides legal consultation for workers — free of charge. An important resource for workers who need information or support outside their supervising organization. |
| Nepal Sending Organization | Licensed Nepal-side agency (P&K's partner) responsible for recruiting, preparing, and supporting workers entering TITP | Continues responsibility after dispatch — emergency coordination, maintaining contact, supporting workers if disputes arise with the Supervising Organization or accepting company. |
| Labour Standards Inspection Office (労働基準監督署) | Japanese government body enforcing the Labour Standards Act — separate from immigration | Handles reports of: unpaid wages, excess overtime without pay, unsafe working conditions, illegal deductions. File a complaint without fear of immigration consequences — the Labour Bureau handles these independently. |
| Category | Rule / Detail |
|---|---|
| Working Hours | Maximum 8 hours/day, 40 hours/week standard (Labour Standards Act). Overtime permitted only with a 36 Agreement (労使協定) filed by the employer. Overtime pay: 25%+ premium for regular OT, 35%+ for late-night (10pm–5am) and holiday work. Workers must receive written pay slips showing all OT calculations. |
| Side Jobs | PROHIBITED — TITP interns may only work for their designated accepting company. Working for any other employer, even part-time or informally, is an immigration violation. Penalties: deportation, multi-year re-entry ban. |
| Residence Card (在留カード) | Issued at the airport on arrival (for 3+ month visas) or by post within 2 weeks. Must be carried at all times. Address registration at the local municipal office (役所/市区町村) is mandatory within 14 days of arrival. Failure to register = immigration violation. |
| Salary Deductions | Deductions for company housing, utilities, and meals are permitted ONLY if explicitly agreed in writing in the employment contract. Total take-home pay after all deductions must not fall below prefecture minimum wage × hours worked. Workers should check pay slips monthly — contact P&K or OTIT immediately if deductions seem excessive or unexplained. |
| Passport Confiscation | ILLEGAL — Employers, supervising organizations, and sending organizations are strictly prohibited from confiscating, retaining, or demanding custody of workers' passports, residence cards, or any personal documents. This is a criminal offence under Japan's Penal Code. If this happens: contact OTIT at 0120-250-168 immediately. |
| Absconding (失踪) | Leaving the designated workplace without authorization is a serious immigration violation. However, workers who are being abused, unpaid, or exploited have legal protection pathways — contact OTIT, the Labour Bureau, or P&K for support. Legal channels exist specifically for victims of maltreatment and will not automatically result in deportation. |
| Complaint Channels | 1) Supervising Organization (first contact) → 2) OTIT free multilingual hotline: 0120-250-168 → 3) Labour Standards Inspection Office (for wage/hours issues) → 4) P&K support line (Nepal-side coordination and escalation) |
| Item | Standard / Requirement |
|---|---|
| Minimum Wage | Must be at least the prefectural minimum wage (時間給). 2024 levels: Tokyo ¥1,113/hr, Kanagawa ¥1,112, Osaka ¥1,064, Aichi ¥1,027, Miyagi ¥973, rural/low-cost prefectures ¥900–950. Typical TITP monthly take-home: ¥130,000–¥160,000 after housing deductions (varies by location and OT). |
| Pay Slip (給与明細) | Mandatory monthly pay slip showing gross pay, itemized deductions, and net pay. Must be provided before or on payment date. Keep all pay slips — they are your legal record and required for SSW transition, PR applications, and pension refund claims. |
| Payment Method | Must be paid by bank transfer to the worker's personal Japanese bank account. P&K helps candidates open a Japan Post (ゆうちょ) or Shinkin bank account on arrival. Cash payment only with worker's written consent. Direct deductions paid by employer to third parties without worker's knowledge are prohibited. |
| Housing | Most accepting companies provide company housing (社宅) or dormitory (寮) at a regulated deducted rate. Typical deduction: ¥10,000–¥25,000/month for a shared room or apartment. Workers cannot be forced to live in company housing against their will, though in practice most rural placements require it. |
| National Health Insurance (国民健康保険) | Mandatory enrollment at the local municipal office within 14 days of arrival. Monthly premium: typically ¥1,500–¥5,000/month depending on income and municipality. Covers 70% of medical costs. Workers pay 30% copay at hospital (show Residence Card + NHI card). Emergency treatment is always provided regardless of insurance status. |
| Pension (厚生年金) & Lump-Sum Refund | TITP workers are enrolled in the Employees' Pension (厚生年金) deducted from salary. On leaving Japan permanently, workers can claim a Lump-sum Withdrawal Payment (脱退一時金) within 2 years of departure. Amount is based on earnings and contribution period — typically ¥50,000–¥200,000+. P&K files this claim as part of our TITP completion service. Do not forget to claim — it expires after 2 years. |
| Full Name | Ikusei Shuro Seido — Employment Skill Development System 育成就労制度 (Ikusei Shuro Seido) |
| English Abbreviation | ESD — Employment Skill Development (official working translation) |
| Enacted / Effective | Law passed: June 2024. Effective / intakes begin: 2027 (3-year transition period). |
| Purpose | Unlike TITP (which was framed as "training"), ESD acknowledges real employment while building skills. Workers are genuine employees with labor law protections from day one. |
| Duration | Maximum 3 years. Designed as a pathway to SSW Type I, not a standalone long-term program. |
| Employer Change | ALLOWED AFTER 1 YEAR Workers may change employer after completing 1 year, provided they have achieved JLPT N4 (or equivalent JFT-Basic A2) level. This is a major improvement over TITP. |
| Family | NOT ALLOWED (same as TITP). Dependents cannot accompany during ESD period. |
| Language Requirement | Entry: JLPT N5 or equivalent (basic level) recommended at arrival. For job change: JLPT N4 / JFT-Basic A2 mandatory after 1 year. For SSW transition: JLPT N4 standard. |
| Managing Organization | New type: 監理支援機関 (Kanri Shien Kikan — Support Management Organization) — replaces the old Supervising Organizations (監理団体). Stricter regulation and accountability. |
| Wages | Must match Japanese nationals in equivalent work. Mandatory equal pay provisions — stricter enforcement than TITP. |
| Fee Cap (Nepal side) | Strict limits on fees charged to workers in home country. Violations by sending organizations can result in program suspension. |
| Issue in TITP | ESD Reform |
|---|---|
| Workers could not change employer — trapped | Employer change allowed after 1 year + N4 language |
| Framed as "training" — labor laws weakly applied | Recognized as employment — full labor law protections from day one |
| No minimum language requirement | N5 at entry, N4 required for job change rights |
| Supervising orgs had low accountability | New 監理支援機関 with stricter licensing and monitoring |
| Ambiguous pathway to SSW | Explicit, automatic SSW pathway upon completion |
| High sending fees (often borne by workers) | Strict fee cap regulations + home-country enforcement |
| # | Sector | SSW Sector Overlap |
|---|---|---|
| 1 | Nursing Care (介護) | Yes |
| 2 | Building Cleaning Management (ビルクリーニング) | Yes |
| 3 | Construction (建設) | Yes |
| 4 | Shipbuilding & Ship Machinery Manufacturing (造船・舶用工業) | Yes |
| 5 | Automobile Repair & Maintenance (自動車整備) | Yes |
| 6 | Agriculture (農業) | Yes |
| 7 | Fisheries & Aquaculture (漁業) | Yes |
| 8 | Food Manufacturing (飲食料品製造業) | Yes |
| 9 | Food Service Industry (外食業) | Yes |
| 10 | Industrial Machinery Manufacturing (工業) | Yes |
| 11 | Electronic/Electrical & Information (電気電子) | Yes |
| Milestone | Level Required | Significance | Test Options (Nepal) |
|---|---|---|---|
| Before Departure | JLPT N5 / JFT-Basic A1 recommended | Meets basic communication standard; reduces workplace confusion, safety incidents, and early dropout rate significantly. | JLPT (4×/year at British Council Kathmandu), JFT-Basic (ongoing at Japan Foundation Kathmandu) |
| At 6 Months In Japan | N5 → N4 progress check | Managing Organization must monitor progress. If N4 track is not on schedule, additional language support must be provided. This is a legal obligation on the managing org. | In-Japan language schools; N4 practice tests; online study (Minna no Nihongo etc.) |
| At 1 Year — Critical Gate | JLPT N4 or JFT-Basic A2 — Mandatory | Without N4/A2, worker cannot change employer even after 1 year. This is the most important language deadline in the entire ESD framework. Missing it means remaining with the original employer until the level is achieved. | JLPT (June, December — book early), JFT-Basic (more frequent, CBT, faster results) |
| ESD → SSW Transition | JLPT N4 / JFT-Basic A2 (same standard as SSW Type I) | N4/A2 achievement during ESD automatically satisfies the SSW language requirement. No re-testing needed — the same certificate counts. | Certificate must be dated within validity period recognized by IMMI (no expiry for JLPT, check JFT rules) |
| Target During ESD (Recommended) | JLPT N3 | Not required for any ESD or SSW Type I purpose, but N3 opens significantly better job prospects, higher starting wages on SSW, and makes SSW Type II and PR far more achievable. Strongly recommended — invest in language from day one. | JLPT (June, December) — can sit in Japan |
| Step | Action | Notes |
|---|---|---|
| 1 | Complete 12 months of ESD employment with first employer | The 12-month period is counted from the date of first ESD status (在留資格) grant in Japan, not from arrival date. |
| 2 | Obtain JLPT N4 or JFT-Basic A2 certificate | Must have a valid, officially issued test result. N4 results: valid indefinitely. JFT-Basic: confirm current IMMI validity rules. Apply for the test well in advance — JLPT only runs June and December. |
| 3 | Notify Managing Organization (監理支援機関) of intention to change | The managing organization is legally obligated to actively support the worker's job change process. They cannot obstruct, delay, or penalize the worker for requesting a change. This is a fundamental departure from TITP rules. |
| 4 | Find new employer within same ESD-designated sector | New employer must also be enrolled in ESD system and have an approved managing organization. P&K assists with employer matching through our Japan network and the Shinjuku / Tokyo office contacts. |
| 5 | New employer's managing org confirms acceptance and files change notification | A new ESD employment contract is required. Responsibilities transfer from original managing org to new managing org. Old employer has no further rights over the worker after formal transfer. |
| 6 | Continue ESD period with new employer — total 3-year cap continues | Time spent with first employer counts toward the total 3-year ESD cap. If you change at month 14, you have approximately 22 months remaining on ESD before transition to SSW is required. |
| Requirement | ESD Standard (More Rigorous Than TITP) |
|---|---|
| Licensing | Must obtain a new 監理支援機関 license — different from the old 監理団体 TITP license. Existing TITP supervising organizations must re-apply under the ESD framework and meet upgraded financial, staffing, and compliance standards. |
| Non-Profit Structure | Must maintain non-profit status. Cannot profit from worker placements. Fee structures are subject to government audit. Income limited to legitimate operational cost coverage. |
| Active Job Change Support | Legally obligated to actively assist workers seeking employer changes. Cannot refuse, obstruct, or financially penalize workers who invoke their right to change. Must provide employer referrals if requested. |
| Language Progress Monitoring | Must track and document each worker's language development. At the 6-month mark, if N4 trajectory is not on track, the managing org must arrange additional language support. Failure to do so is a compliance violation. |
| Equal Pay Verification | Must verify that ESD workers receive wages equal to Japanese nationals in equivalent roles — not just minimum wage compliance. Salary evidence must be submitted in quarterly reports. |
| 24/7 Emergency Contact | Must provide a 24/7 emergency contact for workers — for safety incidents, medical emergencies, or urgent labor disputes. Response time requirements apply. |
| Independent Complaint Channel | Must have a complaint reception mechanism that is independent of the accepting company. Workers can file complaints about the employer without the employer knowing until the managing org has assessed the case. |
| OTIT Successor Reporting | Quarterly detailed reports to the ESD oversight body. Unannounced inspections of accepting companies continue under the successor to OTIT. Non-compliance = license suspension. |
| Factor | TITP (Old) | ESD / Ikusei Shuro (New) |
|---|---|---|
| Program name (honest purpose) | "Technical training" — legal fiction | "Employment skill development" — acknowledged employment |
| Legal framework | Technical Intern Training Act (弱い labor protections) | Full Labour Standards Act — equal to Japanese workers from day one |
| Employer change | Not Allowed | Allowed after 1 yr + N4 |
| Pay standard | Minimum wage only (often barely met) | Equal pay to Japanese nationals in equivalent roles (mandatory) |
| Number of designated sectors | 86 occupations across many industries | 11 industries (aligned exactly with SSW sectors) |
| Maximum stay | 5 years (3+2 with TITP-3) | 3 years (designed as SSW pathway, not standalone stay) |
| Language requirement at entry | None formally | N5 / A1 recommended; N4 required for job change rights at year 1 |
| Family | Not allowed | Not allowed (same) |
| Pathway to SSW | Available but procedurally unclear in practice | Explicit, automatic SSW Type I pathway built into the program design |
| Fee transparency | Recommended only — widely violated | Mandatory itemized disclosure + home-country sending org enforcement |
| Passport confiscation prohibition | Prohibited (enforcement weak) | Prohibited + stricter enforcement + criminal penalties |
| Managing org obligation to support worker | General duty — widely ignored | Legal obligation + license revocation for non-compliance |
| Area | Requirement |
|---|---|
| Accreditation | Must be re-accredited under the ESD framework. FEPB (Nepal) and Japan's relevant ministry jointly oversee Nepal-Japan sending organization standards under the updated bilateral agreement. |
| Fee Transparency | All fees must be disclosed to workers in writing in Nepali before any agreement is signed. Fee schedule must be filed with FEPB. No hidden fees, post-departure charges, or deductions from salary as "loan repayment." |
| Post-Dispatch Responsibility | Sending organizations must maintain active support contact with workers in Japan throughout their ESD period — not just until departure. Annual welfare checks with documentation required. |
| Language Preparation | Must provide or formally connect candidates to accredited Japanese language training. Candidates must achieve minimum N5/A1 standard before dispatch. Documentary evidence of language preparation required for ESD enrollment. |
| Prohibited Practices | Cannot charge "deposit" or "guarantee" fees that would be forfeited on departure. Cannot retain any documents. Cannot make arrangements that create debt bondage (pre-departure loan tied to dispatch). All of these constitute trafficking-adjacent practices and will result in license cancellation. |
| # | Sector (English) | Sector (Japanese) | Type II Available |
|---|---|---|---|
| 1 | Nursing Care | 介護 | Pending |
| 2 | Building Cleaning Management | ビルクリーニング | Yes |
| 3 | Industrial Machinery Manufacturing | 素形材・産業機械 | Yes |
| 4 | Electronic / Electrical Equipment | 電気電子情報関連産業 | Yes |
| 5 | Construction | 建設 | Yes |
| 6 | Shipbuilding & Ship Machinery | 造船・舶用工業 | Yes |
| 7 | Automobile Repair & Maintenance | 自動車整備 | Yes |
| 8 | Aviation | 航空 | Yes |
| 9 | Accommodation (Hotels & Ryokan) | 宿泊 | Yes |
| 10 | Agriculture | 農業 | Yes |
| 11 | Fisheries & Aquaculture | 漁業 | Yes |
| 12 | Food & Beverage Manufacturing | 飲食料品製造業 | Yes |
| 13 | Food Service Industry | 外食業 | Yes |
| 14 | Railway | 鉄道 | Yes |
| 15 | Forestry | 林業 | Yes |
| 16 | Timber / Wood Industry | 木材産業 | Yes |
| Requirement | SSW Type I | SSW Type II |
|---|---|---|
| Japanese Language | JLPT N4 or JFT-Basic A2 (N4 mandatory for nursing care) | No separate test — practical proficiency assessed |
| Skills Test | Sector-specific written / practical test (waived for TITP/ESD graduates in same sector) | Higher-level sector skills test (more demanding) |
| Education | No minimum degree requirement | No minimum degree requirement |
| Age | 18+ at time of visa issuance | 18+ at time of visa issuance |
| Prior Experience | Not mandatory — skills test determines eligibility | Must have Type I experience in sector |
| Employment Contract | Required — Japanese employer must sponsor | Required — Japanese employer must sponsor |
| Sector | Test Name / Body | Format | Where Taken (Nepal) |
|---|---|---|---|
| Nursing Care (介護) | 介護技能評価試験 / Japan Care Work Foundation | Written 40 questions (60 min) + optional practical evaluation | Kathmandu — periodic exam schedules. Check EPA/SSW test announcements. |
| Building Cleaning (ビルクリーニング) | ビルクリーニング分野特定技能1号評価試験 / BSCA | Written 40 questions (60 min) | Nepal + overseas test centers (limited schedule) |
| Construction (建設) | 建設分野特定技能評価試験 / FITS (Foundation for Construction) | Written + practical (varies by specific occupation: RC work, rebar, painting, piping, etc.) | Japan primarily. Limited overseas pilot sites. P&K monitors Nepal schedule. |
| Agriculture (農業) | 農業技能測定試験 / JAC Agriculture | Written 30 questions (30 min) — two tracks: Crop Cultivation or Livestock | Nepal (Kathmandu) — offered several times per year. Most accessible SSW test for Nepal. |
| Food Manufacturing (飲食料品製造業) | 飲食料品製造業技能測定試験 / OTAFF | Written 30 questions (30 min) | Nepal (Kathmandu) + various overseas sites |
| Food Service (外食業) | 外食業技能測定試験 / OTAFF | Written 30 questions (30 min) | Nepal (Kathmandu) + various overseas sites |
| Accommodation (宿泊) | 宿泊分野特定技能1号評価試験 / HTA | Written 30 questions (30 min) | Japan + limited overseas — P&K advises on overseas sitting opportunities |
| Automobile Repair (自動車整備) | 自動車整備分野特定技能評価試験 / JATA | Written + practical automotive assessment | Japan primarily. Overseas: limited to a few countries. |
| Industrial Machinery & Electronics (素形材・電気電子) | 素形材・産業機械・電気電子情報関連製造業特定技能1号評価試験 | Written 40 questions (60 min) — multiple sub-tracks by occupation group | Japan + limited overseas sites |
| Shipbuilding (造船・舶用工業) | 造船・舶用工業分野特定技能1号試験 / SJPA | Written + practical (welding, pipework, hull assembly, etc. by sub-occupation) | Japan + Philippines primarily |
| Item | JFT-Basic (A2) | JLPT N4 |
|---|---|---|
| Full Name | Japan Foundation Test for Basic Japanese (国際交流基金日本語基礎テスト) | Japanese Language Proficiency Test Level N4 (日本語能力試験 N4) |
| Proficiency Level | A2 (CEFR) — basic everyday Japanese; can understand familiar expressions in predictable contexts | Roughly equivalent to A2; basic comprehension of frequently used expressions in daily and work contexts |
| Format | Computer-based adaptive (CBT). 4 sections: Script/Vocabulary (文字・語彙), Listening (聴解), Reading (読解), Interaction (対話) — approx. 85 minutes total | Paper-based. 3 sections: Language Knowledge/Vocabulary/Grammar (40 min), Reading (35 min), Listening (35 min) — approximately 110 minutes total |
| Scheduling (Nepal) | Available year-round via CBT at Japan Foundation Kathmandu test center. Flexible — can book as soon as ready. | Only twice per year: July session (register Apr–May) and December session (register Sep–Oct). Fixed national schedule — book early, places limited. |
| Pass Score | 200 out of 400 total (each of 4 sections has its own passing threshold — all sections must pass) | 90 out of 180 total (minimum section scores also required: Language Knowledge 38, Reading 38, Listening 19) |
| SSW Nursing Care | Not Accepted for Nursing Care — JLPT N4 is mandatory for that sector specifically | Accepted for all SSW Type I sectors including Nursing Care |
| Other SSW Sectors | Accepted for all 15 other SSW sectors | Accepted for all 16 sectors |
| Long-term Value | Specific to SSW immigration use. Less useful for academic enrollment, career advancement, or non-SSW immigration categories. | Internationally recognized standard. Useful for university admission, employer screening, career progression, PR applications, and higher proficiency goals. Strongly preferred for long-term Japan life planning. |
| P&K Recommendation | Choose JFT-Basic if speed is critical — get to Japan faster with more flexible scheduling. Good option if already in Japan and aiming to qualify quickly. | Choose JLPT N4 if you can invest the time — it opens more doors. For anyone considering long-term Japan life, JLPT is the better investment. |
| What is a Support Plan? | Every SSW Type I employer must prepare and implement a Support Plan (支援計画) for each SSW worker. It is a legal requirement — not optional. The plan covers the worker's entire stay from pre-arrival through departure. |
| What the Plan Must Include | 1) Pre-arrival guidance (in worker's language) covering life in Japan, workplace rules, rights 2) Airport pickup (or assistance arranging arrival) 3) Temporary housing until permanent housing secured 4) Municipal registration and bank account support 5) Japanese daily life orientation (transport, garbage rules, shopping, medical) 6) Regular consultations — minimum once every 3 months 7) Complaint and consultation reception (available at any time) 8) Employer change support if worker requests it 9) Departure/return support when visa ends |
| Who Implements It? | Option A — Employer Self-Support: Employer implements directly if they have previous SSW compliance record, multilingual HR capacity, and IMMI-approved systems. Option B — Registered Support Organization (RSO / 登録支援機関): Licensed private company commissioned by the employer to implement all support obligations on their behalf. Most small/medium Japanese companies use an RSO. |
| RSO Fee | Paid entirely by the employer — typically ¥20,000–¥50,000/month per SSW worker. Workers must never be charged for RSO services — if an employer tries to deduct RSO fees from salary, this is a violation. |
| Language Support Obligation | RSO must provide Japanese language learning opportunities to each SSW worker throughout the visa period. This can be through classes, online study resources, or facilitated self-study. The goal is progression toward N3 and eventually N2 for Type II. |
| P&K / Oubaitori Network | P&K coordinates with Japanese RSOs for all placed SSW workers. We maintain a Nepal-Japan support bridge — keeping the worker's family in Nepal informed, escalating issues with the RSO, and providing Nepali-language guidance throughout the visa period. Our Shinjuku office enables direct on-ground support in Tokyo. |
| Item | Details |
|---|---|
| When to Apply | Can apply for Type II at any point during the 5-year Type I period — no minimum duration required, but realistically most workers need 2–3 years of Type I experience to meet the higher skill standard. Type II test preparation takes 6–12 months. |
| Type II Skill Test | Each sector has its own Type II evaluation — significantly harder than Type I. Tests evaluate supervisory capacity, specialist knowledge, and independent professional judgment. Format: typically written + practical. Pass rate is lower than Type I — preparation is important. |
| Language Requirement | No formal language test required for Type II (unlike Type I). However, the practical nature of Type II work and supervision responsibilities means N3–N2 level Japanese is effectively necessary in most sectors. |
| Available Sectors | Type II currently available in 11 sectors: Building Cleaning, Industrial Machinery, Electronics, Construction, Shipbuilding, Auto Repair, Aviation, Accommodation, Agriculture, Fisheries, Food Manufacturing. Nursing Care Type II is pending — government review ongoing. Remaining sectors (Food Service, Railway, Forestry, Timber) also expected to add Type II in coming years. |
| Visa Period | Type II is granted for 3 years per renewal, with no cap on number of renewals. Effectively open-ended legal stay in Japan — as long as employment continues in the sector and compliance is maintained. |
| Family Rights | Type II holders can bring spouse and children on 家族滞在 (Family Stay) dependent visas. Our Gyosei Shoshi files the dependent applications simultaneously with the Type II application where possible. |
| Pathway to PR | SSW Type II holders are eligible to apply for Permanent Residence (永住). Typical timeline: 3–5 years on Type II + prior legal stay adding up to the required period, subject to income, tax compliance, and absence of violations. P&K proactively monitors Type II client timelines and advises on optimal PR application timing. |
| Obligation | Details |
|---|---|
| Equal Wages | Must pay SSW workers the same salary as Japanese nationals performing equivalent work at the same company. This is not just minimum wage — it means matching the company's own pay scale for the role. Immigration reviews the salary comparison document (給与規程) on each application. |
| Employment Contract (特定技能雇用契約) | Written SSW-specific employment contract required. Must specify: role title and duties, annual/monthly salary, working hours, workplace location, leave entitlements, and grounds for termination. Bilingual copy (Japanese + Nepali/English) provided to worker. Our team prepares bilingual contracts to Japanese standards. |
| Support Plan Implementation | Must implement the Support Plan (in-house or via RSO). Failure to implement = IMMI compliance violation and risk of SSW authorization suspension for the employer. |
| IMMI Reporting | Quarterly reports to Immigration Services Agency (出入国在留管理庁). Must report: employment start/end dates, salary changes, workplace changes, worker's address changes, any compliance issues. Annual renewal applications for employer SSW authorization. |
| Sector Association Membership | Employers in most SSW sectors must join the designated sector compliance association — e.g., FITS (construction), JAC (agriculture), JAHA (accommodation). Membership includes audits, training support, and compliance guidance. Non-members cannot sponsor SSW workers in those sectors. |
| Prohibited Practices | Strictly Forbidden: Charging workers recruitment/sending fees. Confiscating Residence Card or passport. Forcing workers to purchase company products or services. Deducting amounts not specified in the employment contract. Discriminating in promotions, training, or working conditions based on nationality. |
| Full Name (EN) | Engineer / Humanities / International Services Visa |
| Full Name (JA) | 技術・人文知識・国際業務 Gijutsu · Jinbun Chishiki · Kokusai Gyōmu |
| Common Abbreviation | E·I·H, Gijin-Kokusai, 技人国 (Gijinkoku) |
| Visa Type | Professional / Specialist — covers virtually all non-manual, non-blue-collar roles in Japanese companies |
| Duration | 1 year, 3 years, or 5 years per grant (based on company size, visa history, compliance record). Renewable indefinitely. |
| Sector Restriction | NONE — applicable across all industries as long as the job matches the visa subcategory |
| Family (Dependents) | ALLOWED Spouse and children can accompany on 家族滞在 (Kazoku Taizai — Family Stay) visa |
| Employer Change | Allowed. Must notify immigration within 14 days of job change. New employer's role must fall within same E·I·H subcategory. |
| Language Requirement | No formal Japanese test required for the visa. However, practical Japanese is expected by most Japanese employers for day-to-day work. |
| Sub-Category | Japanese | Typical Job Examples | Education / Experience Req. |
|---|---|---|---|
| Engineer | 技術 (Gijutsu) | Software development, IT systems, mechanical engineering, civil/structural engineering, R&D, laboratory research, data science, network infrastructure | Degree in natural science / engineering or 10+ years relevant professional experience |
| Humanities / Business | 人文知識 (Jinbun Chishiki) | Accounting, finance, legal/compliance, HR, marketing, sales management, business consulting, planning, public relations | Degree in humanities, social sciences, business, law, economics or 10+ years experience |
| International Services | 国際業務 (Kokusai Gyōmu) | Bilingual/multilingual roles: interpretation, translation, language teaching, international trade, cultural events, overseas market development, foreign client management | 3+ years professional experience in international services work (degree may substitute experience) |
| Requirement | Details |
|---|---|
| Education (Primary) | Completed university degree (Bachelor's or higher) in a field related to the job role. Japanese Immigration is strict about relevance — a Finance degree for an engineering role, for example, may be rejected. |
| Education (Alternative) | 10+ years of continuous professional experience in the relevant field (for Engineer/Humanities). For International Services, 3+ years experience. |
| Employment Contract | Must have a valid job offer / employment contract from a Japanese employer. Contract must specify role, salary, and duration. |
| Salary | Must be equal to or higher than Japanese nationals doing equivalent work. No specific minimum, but discriminatory low wages for foreigners are grounds for rejection. Typically ¥200,000+/month for new graduates. |
| Company Requirement | No special company license needed (unlike SSW). Any registered Japanese company can sponsor an E·I·H visa holder. |
| Criminal Record | Clean record required. Past visa violations, overstay, or serious criminal history will result in rejection. |
| Route | Timeline | Notes |
|---|---|---|
| Standard Permanent Residence | 10 years continuous legal stay | Requires stable employment history, tax compliance, and satisfactory conduct throughout |
| Highly Skilled Professional (高度専門職) | 3 years (70+ points) or 1 year (80+ points) | Points-based — income, academic qualifications, age, Japanese ability, research achievements. E·I·H holders with strong profiles qualify. |
| J-Skip (J-Specialist) | 3 years or 1 year (expedited) | For exceptional talent — high income threshold (typically ¥20M+ annual) OR top academic/research credentials |
| Naturalization | 5 years (via Highly Skilled) or 10 years (standard) | Managed by our Gyosei Shoshi. Full application support including Ministry of Justice filing. |
| Document | Who Provides | Notes & Common Pitfalls |
|---|---|---|
| COE Application Form (様式第6号) | Employer — filed by our Gyosei Shoshi | Official Japanese-language form. Must be completed accurately with no errors or blank fields — a single mistake delays processing. Our Gyosei Shoshi prepares and certifies the form. |
| Employment Contract / Offer Letter | Japanese employer | Must specify: job title, specific duties (detailed — not just "engineer"), annual or monthly salary, work location, start date. Vague job descriptions ("various duties") are a leading cause of rejection. |
| Company Registration Extract (登記事項証明書) | Japanese employer — from Legal Affairs Bureau (法務局) | Must be dated within 3 months of submission. Companies must obtain a fresh copy for each COE application — reusing an old certificate will result in rejection. |
| Employer's Reason for Hiring (採用理由書) | Japanese employer | Critical document. Must explain specifically why this role requires a foreign national with the applicant's specific academic background or expertise. Generic statements ("we need international staff") are insufficient. P&K drafts this document for employers. |
| Applicant's Passport (all pages) | Applicant | Scan all pages including blank ones. Must be valid for at least 6 months beyond the planned visa end date. Expired passport = instant rejection. |
| Degree Certificate (original + certified translation) | Applicant — from issuing university | Must be translated into Japanese by a certified translator. For Nepal-issued certificates: apostille from MoFA Nepal required + Japanese Embassy certification. Full apostille chain takes 3–4 weeks — start immediately. P&K manages the entire authentication process. |
| Academic Transcript | Applicant — from issuing university | Immigration reviews course names and grades to assess degree relevance to the job role. A Computer Science transcript for an IT role is straightforward. Unexpected combinations (e.g., Agriculture degree for Finance role) require an explanation letter — P&K prepares this. |
| CV in Japanese Format (履歴書 / 職務経歴書) | Applicant (P&K formats) | Japanese immigration and employers prefer Rirekisho (履歴書) format for basic profile + Shokumu-Keirekisho (職務経歴書) for detailed work history. P&K formats both to Japanese standards for all applicants — this is included in our service. |
| Professional Experience Certificates (if no degree) | Previous employers — all relevant | If applying on 10-year work experience route: need employment certificates from each relevant employer covering the full 10+ year period. Must be official company letterhead, signed and stamped, translated and certified. Each certificate must state the specific job duties performed. |
| Employer's Financial Evidence | Japanese employer | Most recent tax return (法人税申告書), or financial statements for the past year. Demonstrates company can sustain the employment. New or small companies may need additional evidence of capitalization or investor backing. |
| Photograph | Applicant | 4cm × 3cm, white background, no glasses, taken within 3 months of application. Passport-style. Digital format for online filings — our Gyosei Shoshi specifies format requirements per application type. |
| Job Role | Clearly Accepted Degrees | Borderline (Add Reason Letter) | Usually Rejected (use 10yr Experience route) |
|---|---|---|---|
| IT / Software Engineer | Computer Science, Software Engineering, IT, Electronics Engineering | Mathematics, Physics, Business Information Systems — explain IT coursework | Nursing, Agriculture, Pure Humanities — unless 10yr IT experience |
| Accountant / Finance | Accounting, Finance, Commerce, Economics, Business Administration | Management, Public Administration, Statistics | Engineering, Medical, Sciences without business coursework |
| Marketing / Sales Manager | Business, Marketing, Management, Economics, Commerce | Communications, Psychology, Sociology — include business course evidence | Engineering, Agriculture, Medical — unless management experience |
| Japanese-Nepali Interpreter | Japanese Language, Linguistics, Translation Studies, Japanese Literature | International Relations (Japan focus), East Asian Studies | Sciences, Engineering — substitute with 3 years professional interpreting experience |
| English Language Teacher | English Literature, TESOL, Applied Linguistics, Education | Any degree + CELTA / Trinity TESOL qualification | Any degree with no teaching qualification — use 3 years teaching experience route |
| Hotel Manager / Tourism | Hospitality Management, Tourism, Hotel Administration, Business | Any degree + significant hospitality work experience (3+ years) | Sciences without hospitality experience |
| # | Rejection Reason | How P&K Prevents It |
|---|---|---|
| 1 | Salary below Japanese national equivalent — the most common and most easily detectable rejection. Immigration compares proposed salary against the company's own pay scale for Japanese nationals in the same role. | We require employers to provide their 給与規程 (salary schedule) and verify the proposed salary is within the standard band for the role and seniority level. |
| 2 | Degree field mismatch — Immigration cannot identify an academic pathway from the applicant's degree to the job duties described in the employment contract. | We prepare a detailed Reason Letter explaining the academic connection, supported by course transcripts highlighting relevant subjects. |
| 3 | Vague hiring reason document — "We need international staff" or "the applicant is capable" is not a valid reason. Immigration requires a specific business need that only this person's specific background can fill. | We draft the employer's hiring reason document (採用理由書) with specific technical justifications — e.g., "The role requires development of Nepali-language software interfaces for our South Asian market expansion." |
| 4 | Missing or incorrectly apostilled documents — Nepal-issued degree certificates need MoFA Nepal apostille + Japanese Embassy certification + certified Japanese translation. Skipping any step = rejection. | P&K manages the complete authentication chain. We start the apostille process at consultation stage — it takes 3–4 weeks and must not be left until the last moment. |
| 5 | Employer is a newly established company — Japanese Immigration is cautious about employers with less than 1 year of trading history and no financial track record. | We prepare a supplementary financial evidence package: investor certificates, bank statements, company capital evidence, or a letter from the accountant confirming viability. |
| 6 | Unexplained employment gap — periods of unemployment without explanation raise credibility concerns. | Applicant provides a statutory declaration (宣誓供述書) prepared by our Gyosei Shoshi explaining the gap period (study, illness, family, etc.) with supporting documentation. |
| 7 | Prior immigration violations — any history of overstay, unauthorized work, or misrepresentation on a previous application is serious. Some violations carry multi-year re-entry bars. | We conduct a thorough immigration history review at consultation stage. If violations exist, we assess the realistic path forward — in some cases a waiver application is possible with proper legal documentation. |
| Activity | Status | Details |
|---|---|---|
| Primary contracted employment | Fully Permitted | The core purpose of the visa — no restriction |
| Additional work at same employer (OT, different projects) | Permitted | Within same employer — no separate permission required |
| Side job at different company in same E·I·H field | Conditional | Requires 資格外活動許可 (Permission for Outside Activity) from Immigration. Apply before starting. Work must clearly fall within the E·I·H professional category. |
| Manual / service work (restaurant, factory, convenience store) | Not Permitted | E·I·H does not cover blue-collar or manual service work. Unlike student visa holders (28hr/week general part-time allowance), E·I·H holders cannot work in non-professional capacities. Violation = visa revocation. |
| Freelance / consulting (own clients) | Conditional | Possible in principle with 資格外活動許可 if freelance work is in the same professional field. Complex — our Gyosei Shoshi assesses each case individually and prepares the application. |
| Director / officer of own company | Complex | Permitted if you remain employed under E·I·H contract AND the directorial role is genuinely non-operational (e.g., investor director). If you are actively running a business, you may need to change to 経営・管理 (Business Management) visa. Consult us before any company establishment. |
| Studying / language classes | Fully Permitted | No restriction — encouraged. JLPT N1 progress, MBA enrollment, professional certifications all permitted alongside E·I·H work. |
| Changing employer | Permitted | Notify Immigration within 14 days of leaving old employer and within 14 days of joining new employer. New employer's role must fall within the same E·I·H subcategory. Our team handles the notification filing. |
| Role / Field | New Graduate (< 2 yrs) | 3–5 Years Experience | Senior / Specialist (8+ yrs) |
|---|---|---|---|
| IT / Software Engineer (Tokyo) | ¥220,000–¥260,000/month | ¥320,000–¥450,000/month | ¥500,000–¥900,000+/month |
| Data Scientist / AI Engineer (Tokyo) | ¥250,000–¥300,000/month | ¥380,000–¥550,000/month | ¥600,000–¥1,200,000+/month |
| Finance / Accounting (Tokyo) | ¥200,000–¥240,000/month | ¥300,000–¥400,000/month | ¥450,000–¥700,000+/month |
| Marketing / Business Development (Tokyo) | ¥200,000–¥230,000/month | ¥280,000–¥370,000/month | ¥400,000–¥600,000+/month |
| Japanese-English / Japanese-Nepali Interpreter | ¥200,000–¥240,000/month | ¥270,000–¥360,000/month | ¥380,000–¥550,000+/month |
| Japanese Language Teacher (language school) | ¥180,000–¥220,000/month | ¥230,000–¥290,000/month | ¥300,000–¥450,000+/month (school director) |
| Hotel / Tourism Manager | ¥180,000–¥210,000/month | ¥240,000–¥320,000/month | ¥350,000–¥500,000+/month |
| HR / Recruitment (bilingual) | ¥200,000–¥240,000/month | ¥280,000–¥380,000/month | ¥400,000–¥600,000+/month |
| Indicative ranges only — actual offers vary by company size, prefecture, and individual negotiation. Immigration requires salary equal to Japanese nationals in equivalent roles at the same company — not just above minimum wage. Regional locations (outside Tokyo) typically run 15–25% lower. | |||
| Category | Criteria | Points |
|---|---|---|
| Academic Background | Doctorate degree | 30 |
| Master's degree (or professional graduate school) | 20 | |
| Bachelor's degree (or dual degree) | 10 | |
| Bonus: Graduated from Japanese university (undergrad/grad) | +10 | |
| Bonus: Graduated from top-ranked university (MEXT innovation list) | +10 | |
| Professional Experience | 10+ years relevant experience | 20 |
| 7–9 years relevant experience | 15 | |
| 5–6 years relevant experience | 10 | |
| 3–4 years relevant experience | 5 | |
| Continuous employment at current Japanese company 3+ yrs (advanced professional track) | +5 | |
| Annual Salary (¥) | ¥10,000,000+ (¥10M+) | 40 |
| ¥9,000,000–¥9,999,999 | 35 | |
| ¥8,000,000–¥8,999,999 | 30 | |
| ¥7,000,000–¥7,999,999 | 25 | |
| ¥6,000,000–¥6,999,999 | 20 | |
| ¥5,000,000–¥5,999,999 | 15 | |
| ¥4,000,000–¥4,999,999 | 10 | |
| Age | Under 30 years old | 15 |
| 30–34 years old | 10 | |
| 35–39 years old | 5 | |
| 40 years old and above | 0 | |
| Japanese Language | JLPT N1 or BJT Business Japanese J1+ | 15 |
| JLPT N2 or BJT J2 | 10 | |
| Graduated from Japanese university (counts toward max 15 combined) | +10 | |
| Bonus Points | Research achievements: patents held, academic publications in peer-reviewed journals, awards / prizes | +25 |
| Works at company in a government-designated innovation growth sector (特定成長分野) | +10 | |
| Graduated from one of the top 300 universities globally (THE / QS / ARWU ranking) — not from Japan | +10 | |
| Completed a Japanese government-funded training or fellowship program (JICA, Monbukagakusho, etc.) | +5 | |
| Works for a qualifying SME investing in innovation (中小企業イノベーション投資) | +10 | |
| Spouse also has academic or professional qualifications (dual-qualified household) | +5 |
| Factor | TITP 技能実習 |
ESD 育成就労 |
SSW 特定技能 |
E·I·H 技術・人文・国際 |
|---|---|---|---|---|
| Status as of 2026 | Active — ending 2027 | Enacted 2024, starts 2027 | Active — primary program | Active — primary professional visa |
| Worker Type | Skilled / semi-skilled blue-collar | Skilled / semi-skilled blue-collar | Skilled blue-collar / technical | Professional / white-collar / specialist |
| Education Required | None | None | None (skill test required) | University degree OR 10+ yrs experience |
| Japanese Language | None required at entry | N5 recommended; N4 mandatory at 1 yr | N4 or JFT-A2 (N4 for nursing care) | None required (practical Japanese expected by employers) |
| Maximum Stay | 5 years (TITP-3) | 3 years | 5 years (Type I) / Unlimited (Type II) | Unlimited renewals |
| Employer Change | Not allowed | After 1 yr + N4 | Within same sector | Anytime (notify IMMI) |
| Family (Dependents) | Not allowed | Not allowed | Type I: Not allowed Type II: Allowed | Allowed |
| Number of Sectors | 86 occupations | 11 industries | 16 industries | All sectors (no restriction) |
| Who Sponsors | Accepting company via Supervising Organization | Accepting company via Managing Organization | Any registered SSW employer + RSO | Any Japanese registered company |
| Skills Test | Level 3 (TITP-2), Level 2 (TITP-3) | SSW-aligned skill tests | Sector skill test (waived for TITP/ESD grads) | None |
| Path to PR | Via SSW transition → SSW Type II → PR | Via SSW (automatic) → SSW Type II → PR | Type II → PR (3–5 yrs on Type II) | 10 yrs standard / 3 yrs HSP 70pts / 1 yr HSP 80pts |
| Path to Naturalization | 5+ yrs after meeting residency (via SSW II → PR) | 5+ yrs after meeting residency (via SSW II → PR) | 5+ yrs after PR | 5 yrs (via HSP) or 10 yrs standard, then apply |
| Pay Standard | Minimum wage (often barely met) | Equal to Japanese nationals (mandatory) | Equal to Japanese nationals | Equal to Japanese nationals |
| Side Jobs | Prohibited | Prohibited | Limited — sector-specific, with permission | Same professional field with 資格外活動許可 |
| Best For | Candidates already in TITP completing program | Workers targeting Japan from 2027 onwards (replaces TITP) | Skilled workers with sector experience or TITP/ESD graduates | University graduates / professionals in IT, finance, language, business |
| Your Profile | Recommended Program | Reason |
|---|---|---|
| Currently in TITP — completing in next 1–2 years | SSW Type I (transition) | Direct automatic transition — no exam, no language test required. Start SSW immediately after TITP completion. |
| Applying new from Nepal for blue-collar work in Japan (2025–2026) | TITP → SSW | TITP still accepting intakes until 2027. Provides employment in Japan with direct SSW pathway after 3 years. Start now rather than waiting for ESD. |
| Planning to go to Japan for blue-collar work from 2027+ | ESD (Ikusei Shuro) | TITP ends 2027. ESD is the replacement with better worker protections, job change rights after 1 year, and direct SSW pathway. |
| Skilled worker with sector experience — want to go to Japan now | SSW Type I (direct) | Pass the sector skill test + JLPT N4/JFT-A2 and apply directly for SSW. No TITP/ESD required — faster and more flexible than TITP route. |
| IT engineer / software developer | E·I·H (Engineer) | IT work is a professional role covered by E·I·H, not SSW. Degree required (or 10 years experience). Faster process, family allowed immediately, unlimited renewals. |
| University graduate — business, accounting, finance, marketing | E·I·H (Humanities) | Professional/office roles are E·I·H territory. Much better conditions than SSW — family, renewals, no sector cap. |
| Japanese language speaker — interpreter, teacher, translator | E·I·H (International Services) | Language-based professional roles fall under International Services sub-category. Strong N2–N1 Japanese is your competitive advantage. |
| Long-term Japan strategy — want PR as fast as possible | E·I·H + HSP Points | Build a profile toward 70–80 HSP points for PR in 1–3 years. P&K calculates your current score and maps the fastest route. |
| Want to start a business in Japan | 経営・管理 Visa | Business Management (経営・管理) visa — separate category. Requires registered company in Japan with capital ¥5M+ or 2 Japan-resident employees. Our Gyosei Shoshi handles company registration and visa filing. |
| Service | TITP | ESD | SSW | E·I·H |
|---|---|---|---|---|
| Candidate Eligibility Assessment | ✓ | ✓ | ✓ | ✓ |
| Employer / Job Matching | ✓ | ✓ | ✓ | ✓ |
| Document Preparation & Translation | ✓ | ✓ | ✓ | ✓ |
| Degree Apostille & Authentication | N/A | N/A | N/A | ✓ |
| COE Filing (via Gyosei Shoshi in Japan) | ✓ | ✓ | ✓ | ✓ |
| VFS Global Appointment Coordination | ✓ | ✓ | ✓ | ✓ |
| Pre-Departure Orientation (Nepali) | ✓ | ✓ | ✓ | ✓ |
| Japan Language School Connection | ✓ | ✓ | ✓ | Advisory |
| Ongoing Japan-Side Support via RSO / Gyosei Shoshi | ✓ | ✓ | ✓ | ✓ |
| Status Change (e.g., TITP → SSW) | ✓ | ✓ | ✓ | ✓ |
| HSP Points Calculation & Optimization | N/A | N/A | Advisory | ✓ |
| PR Application | Via SSW transition | Via SSW transition | ✓ | ✓ |
| Naturalization (帰化申請) | ✓ | ✓ | ✓ | ✓ |
| Company Incorporation in Japan | N/A | N/A | N/A | ✓ (Gyosei Shoshi) |
| Pension Refund (脱退一時金) Claim | ✓ | ✓ | ✓ | ✓ |
| Dependent / Family Visa | N/A | N/A | SSW Type II only | ✓ |
Beyond the labour programs (TITP/ESD/SSW/E·I·H), Japan issues a full spectrum of residence statuses. P&K Immigration handles all categories below — from business investor visas to intra-company transfers, highly skilled professional, and family visas.
| Business Founder | Foreign national establishing a new company (KK or GK) in Japan. Must personally manage the business — nominee directors are not accepted. |
| Investor | Foreign national who has invested ¥5,000,000 or more into a Japanese company and is actively involved in its management (as a director or officer). |
| Transferred Manager | Foreign national dispatched from an overseas company to manage a Japanese subsidiary, branch, or affiliate in an executive or management capacity. |
| Existing Business Manager | Foreign national already in Japan on a different status who has taken over management of an existing Japanese company. |
| Requirement | Details | Notes |
|---|---|---|
| Registered Company in Japan | A legally incorporated Kabushiki Kaisha (KK) or Godo Kaisha (GK) registered in Japan. Must be registered at the Legal Affairs Bureau (法務局) and have a corporate registration extract (登記事項証明書). | Our Gyosei Shoshi handles the full incorporation: articles of incorporation, notarization, Legal Affairs Bureau registration, corporate seal, and tax registration. |
| Capital or Employment Standard | Option A: Paid-in capital of ¥5,000,000+ (¥5M minimum). Option B: At least 2 full-time employees who are Japan residents (Japanese nationals or permanent residents — cannot count other visa-holding foreigners). | Option A is more common for overseas investors. Capital must be actually paid in — not just authorized. Bank certificate of deposit is required at time of incorporation. |
| Physical Office Premises | The business must have a dedicated office address in Japan. This cannot be a residence (home-office addresses are generally rejected). Must be a legitimate commercial premises with a lease or ownership document. | Virtual offices are accepted by Immigration in many cases, but some regional offices are stricter. P&K advises on compliant office solutions for startup situations. |
| Business Viability | Immigration requires evidence that the business is genuine and viable: a business plan, evidence of revenue or contracts, bank statements, and projected financial statements. Businesses with no activity after registration are rejected. | P&K prepares a Japan-formatted business plan (事業計画書) that addresses Immigration's specific concerns: market need, revenue model, employment creation, and management structure. |
| Applicant's Management Role | The applicant must be genuinely involved in the management of the business — director (取締役), CEO, COO, or equivalent. Non-executive / sleeping investors do not qualify. The role must appear in the company's corporate registration. | If the investor is not resident in Japan, they can initially enter on a short-stay visa to complete incorporation and then apply for the 経営・管理 status from inside Japan or via COE. |
| Director Remuneration | No strict legal minimum, but Immigration expects remuneration sufficient for the director to support themselves in Japan without public assistance. Recommended: ¥3,000,000+ annually (¥250,000/month). Unpaid or token directorships weaken the application. | Remuneration must be set in the articles of incorporation or by shareholder resolution. Must be documented and paid regularly — Immigration checks bank statements on renewal. |
| Step | Action | P&K / Gyosei Shoshi Role |
|---|---|---|
| 1 | Decide on business structure: KK (¥5M capital, more credible) or GK (simpler, same cost) | Advisory — we recommend structure based on your business model and immigration plan |
| 2 | Prepare articles of incorporation and have them notarized (KK only) | Our Gyosei Shoshi drafts the articles and handles notarization at a Japanese Notary Public (公証役場) |
| 3 | Deposit paid-in capital into the representative director's Japanese bank account and obtain bank certificate | We assist with opening the incorporation bank account and obtaining the required certificate |
| 4 | Register the company at the Legal Affairs Bureau (法務局) | Our Gyosei Shoshi submits the registration application and collects the corporate registration certificate |
| 5 | Secure office premises — sign lease or virtual office agreement | We advise on compliant office solutions; review lease terms for Immigration acceptability |
| 6 | Prepare COE application (visa from overseas) or 在留資格変更 (status change if already in Japan) | We prepare the full immigration application: business plan, company documents, financial evidence, personal documents — filed by our Gyosei Shoshi with Immigration |
| 7 | Receive COE, apply at Japanese Embassy in Nepal | We coordinate VFS Global appointment (if applicable) and pre-departure checklist |
| First Grant | Typically 1 year for new businesses (Immigration is cautious about unproven ventures). Must demonstrate actual business activity at renewal — accounts, tax filings, client contracts, or payroll records. |
| Subsequent Renewals | 3 or 5 years once the business has an established track record. P&K manages all renewals with updated financial evidence and tax compliance documentation. |
| HSP Points Upgrade | Many 経営・管理 holders can qualify for Highly Skilled Professional (高度専門職 1号ハ — Business Management category) via the points system. This fast-tracks PR eligibility. P&K calculates HSP eligibility annually for all business manager clients. |
| Permanent Residence | After 5–10 years of continuous 経営・管理 status (with stable business and tax compliance), PR application is viable. Via HSP 1号ハ at 70+ points: PR in 3 years. At 80+ points: PR in 1 year. |
| Family | Spouse and children can apply for 家族滞在 (Family Stay) dependent visas simultaneously or at any point. Our Gyosei Shoshi files the dependent applications together with the principal visa. |
| Relevant Oubaitori Group Services | For Oubaitori Group affiliates entering Japan — P&K coordinates with Pregasus Enterprises (corporate advisory), B.P.O. Agency (accounting/tax compliance), and our Shinjuku office for on-ground Japan support. Seamless group-wide corporate immigration support. |
| Factor | E·I·H (Technical/Humanities) | HSP (Highly Skilled Professional) |
|---|---|---|
| Application Type | Standard work visa — no points needed | Points-based — minimum 70 points required |
| Visa Duration (Type I) | 1, 3, or 5 years (based on employer stability) | 5 years fixed |
| Multiple Activities | One activity type only | Can combine: work + research + business management simultaneously |
| Part-time at Other Companies | Requires separate permission | Permitted — can work at multiple employers in related fields |
| Bringing Parents to Japan | Not permitted | Permitted (under specific conditions) — parents of HSP holder or HSP's spouse can receive a family stay permit |
| Spouse Work Rights | Spouse needs own separate work visa or permission | Spouse can work in professional activities without separate permission (if degree-qualified) |
| Path to PR | Standard: 10 years | 70+ points: 3 years. 80+ points: 1 year |
| Processing Priority | Standard queue | Priority processing by Immigration |
| Category | Japanese | Covers | Points Calculation |
|---|---|---|---|
| HSP 1号イ (Type I-A) | 高度専門職1号イ | Advanced academic research activities — university researchers, post-doctoral researchers, institute scientists, think-tank analysts | Standard points table + research achievement bonus (patents, publications, awards up to +25 pts) |
| HSP 1号ロ (Type I-B) | 高度専門職1号ロ | Advanced specialist / technical work — IT engineers, data scientists, specialized technical roles, financial specialists | Standard points table. Most applicable for Nepali IT and finance professionals. |
| HSP 1号ハ (Type I-C) | 高度専門職1号ハ | Advanced business management — company directors, executives, senior managers (equivalent to 経営・管理 visa with HSP points) | Standard points table. Enables 経営・管理 holders to access HSP fast-track PR. |
| HSP 2号 (Type II) | 高度専門職2号 | Available after 3 years on HSP Type I with 70+ points. Covers all three categories simultaneously. Effectively unlimited stay. | Must maintain 70+ points. Type II allows all employment activities without category restriction. |
| Stage | Requirement | Result |
|---|---|---|
| Apply for HSP Type I | Score 70+ points on the official points table. Have a Japanese employer (or company) and valid work/business status. | Granted 5-year residence status with expanded privileges |
| Apply for PR at 1 year | Score 80+ points AND maintain 80+ points throughout the 1-year HSP Type I period | PR (永住) granted — strongest legal status short of citizenship |
| Apply for PR at 3 years | Score 70+ points AND maintain 70+ throughout the 3-year HSP Type I period. Tax compliance, stable income required. | PR (永住) granted |
| Apply for HSP Type II at 3 years | Maintain 70+ points throughout 3-year Type I. Then apply for Type II upgrade. | HSP Type II — unlimited renewals, all activities permitted. Stepping stone to PR if preferred over direct PR application. |
| J-Skip (J-Specialist) | High annual income (¥20M+) OR major academic/research achievements. Apply directly — no need for standard HSP points process. | Fast-track PR — 1 year (or even less for exceptional cases). Our Gyosei Shoshi evaluates J-Skip eligibility at consultation. |
| J-Find (J-Find Program) | Graduate of top-ranking global university (QS/THE top 100). Apply within 1 year of graduation for a job-hunting visa — then transition to E·I·H or HSP once employed. | Graduated professionals from elite universities get extra Japan entry facilitation. Relevant for Nepali graduates from top institutions. |
| Privilege | Detail |
|---|---|
| Multiple Activity Permission | HSP holders can simultaneously: hold a primary job, conduct research, manage a business — all under one status. No separate permissions needed for each activity type. |
| Spouse Work Rights | HSP holder's spouse may work in professional/technical activities (equivalent to E·I·H-type work) without applying for separate work permission — subject to degree qualifications. |
| Bring Parents to Japan | Under specific conditions, HSP holders (or their spouses) may sponsor a parent's residence in Japan. Conditions: child under 7, or HSP holder/spouse is pregnant. Not available under standard work visas. |
| Live-in Domestic Helper | HSP holders earning ¥10M+ annually can bring a live-in domestic worker (ハウスキーパー) from overseas — subject to conditions. Not available on standard visa statuses. |
| Priority Processing | HSP applications receive expedited processing by Immigration Services Agency — typically faster turnaround than standard E·I·H applications. |
| Points Expiry | Points are calculated at the time of application. Once HSP status is granted, you only need to maintain at least 70 points at the time of PR application — annual recalculation not required for existing HSP holders. |
| Eligible Employees | Employees of a foreign company (e.g., a Nepali company in the Oubaitori Group) who are being transferred to work at a related Japanese entity — parent company, subsidiary, branch, or affiliate with a genuine corporate relationship. |
| Prior Service Requirement | Must have worked at the sending (overseas) company for a minimum of 1 continuous year immediately before the transfer date. Part-time employment does not count. |
| Job Type | The role in Japan must fall within a professional category: management position, technical specialty, or professional specialist work. Manual, blue-collar, or unskilled work does not qualify for this status — SSW would be the appropriate route for those. |
| Corporate Relationship | The sending overseas company and the receiving Japanese company must have a documented corporate relationship: parent-subsidiary (50%+ shareholding), affiliated company, or branch relationship. Immigration will verify the corporate structure. |
| Document | From | Details |
|---|---|---|
| Transfer Letter (転勤命令書) | Sending Company (Nepal) | Official letter from the overseas company confirming: the transfer is a formal company decision, start date, role in Japan, and the continuing employment relationship. Must be on company letterhead, signed by an authorized officer. |
| Employment Certificate (在職証明書) | Sending Company (Nepal) | Confirms the employee has worked at the overseas company for 1+ year continuously. Must state: start date, role title, and that employment continues. |
| Corporate Relationship Evidence | Both companies | Shareholder register, group organizational chart, intercompany agreement, or other evidence proving the corporate relationship between the Nepal company and Japan company. |
| Japan Company Registration (登記事項証明書) | Japanese company — Legal Affairs Bureau | Current corporate registration extract of the receiving Japanese entity. Dated within 3 months of application. |
| Employment Contract (Japan) | Japanese company | New employment contract for the Japan posting: role title, duties, annual salary, workplace, and term of transfer. Salary must be equal to or higher than Japanese nationals doing equivalent work. |
| Applicant Passport + Photo | Applicant | All pages, valid 6+ months beyond visa end date. Photo: 4×3cm, white background, recent. |
| CV / Resume | Applicant (P&K formats) | Career history with emphasis on experience relevant to the Japan posting role. P&K formats to Japanese standards. |
| Sending Entity (Nepal) | Receiving Entity (Japan) | Role Type |
|---|---|---|
| P&K Immigration Nepal | P&K Tokyo Representative Office (Shinjuku) | Immigration consultant, client liaison, documentation specialist |
| Pregasus Enterprises | Japan IT / BPO operations affiliate | Software engineer, IT project manager, BPO operations lead |
| B.P.O. Agency | Japan accounting / advisory affiliate | Finance officer, audit support, investment advisory specialist |
| Active Abroad Education | Japan education coordination office | Student coordinator, language program manager, Japan-Nepal liaison |
| Active Business / Hospitality | Japan F&B or hospitality partner venture | Operations manager, executive chef, hospitality director |
| Salary Parity | Must be equal to or higher than Japanese nationals in equivalent roles at the receiving Japanese company. Immigration will check — salary discrimination is grounds for rejection. |
| Activity Restriction | The holder must work only for the designated Japanese company under the transfer. Cannot work for other Japanese companies without separate permission. Can be re-assigned to different work within the same company. |
| Duration | Typically 1 year initially, then 3 or 5 years on renewal. No maximum — transfer status can be renewed indefinitely as long as the employment relationship continues. |
| HSP Upgrade | Many intra-company transferees score 70+ on the HSP points table (degree + experience + salary + age). P&K checks HSP eligibility at each renewal — upgrading to HSP fast-tracks PR eligibility significantly. |
| Change to 経営・管理 | If a transferred manager transitions from an employee role to establishing their own Japanese company, a status change from 企業内転勤 to 経営・管理 is required. Our Gyosei Shoshi handles this transition. |
| Family | Spouse and children can join on 家族滞在 (Family Stay) visas. Our Gyosei Shoshi files dependent applications simultaneously with the principal visa application. |
| Who | Foreign nationals who have graduated from a Japanese university, graduate school, or designated professional training college and are job-hunting in Japan |
| Duration | Up to 1 year per grant (can be renewed once if job-hunting is ongoing — effectively up to 2 years total) |
| Work Permitted? | Yes — holders can work part-time up to 28 hours/week while job-hunting. A full-time internship or trial employment arrangement is permitted with a waiver. |
| Pathway | Once employment is secured at a Japanese company, transition to E·I·H (most common), HSP, or 経営・管理 as appropriate |
| Eligible Institutions | Universities (国立・公立・私立大学), graduate schools, junior colleges, and designated professional training colleges (専門学校 — only specified types) |
| Application Timing | Must apply before graduating (while still on student visa) or immediately after graduation. Cannot apply from outside Japan. |
| Status | Specified Activities (特定活動) sub-category. The first of its kind formally issued in Japan. |
| Duration | Up to 6 months. Not renewable — must leave Japan after 6 months. Can re-apply after an interval outside Japan (rules on re-application interval are evolving). |
| Who Qualifies | Nationals of countries with which Japan has a reciprocal tax treaty. Must be employed by — or self-employed through — a non-Japanese company. Income: ¥10,000,000/year (approx. USD 67,000) minimum. |
| Nepal Eligibility | Check Current Status Nepal-Japan tax treaty status should be verified at time of application — P&K confirms current eligibility per IMMI announcements. |
| Income Requirement | Annual income of ¥10,000,000+ (gross) from the non-Japanese employer must be documentable — employment contract + recent pay stubs or accountant certificate. |
| Health Insurance | Must have private health insurance covering Japan for the full 6-month stay (with minimum coverage amount specified by IMMI). Japanese National Health Insurance (NHI) enrollment is NOT available on this status. |
| Work for Japanese Clients | Prohibited — may only work for non-Japanese employer. Providing services to Japanese companies while on this visa is not permitted. |
| Family | Spouse and dependents may accompany — separate Specified Activities sub-status for family members of digital nomad visa holders. |
| What is EPA? | Economic Partnership Agreement (経済連携協定) between Japan and selected countries (Philippines, Indonesia, Vietnam) — allows nursing care candidates and qualified nurses to enter Japan for training/employment under a special framework. |
| Nepal Eligibility | Not Currently Applicable Nepal does not have an EPA with Japan. Nepali nurses and nursing care workers must access Japan via the SSW (Nursing Care sector) or E·I·H route after obtaining Japanese licensure. |
| Alternative for Nepali Nurses | SSW Type I Nursing Care (JLPT N4 mandatory) → Work as 介護 worker → obtain Japanese nursing care certification (介護福祉士) → SSW Type II or E·I·H upgrade. P&K advises on this pathway. |
| Sub-Category | Who It's For | Duration | Nepal Relevance |
|---|---|---|---|
| 特定活動 No. 32 — Housekeeping | Live-in domestic worker for HSP holders earning ¥10M+ | Same as principal's visa | Limited — for HSP households only |
| 特定活動 — Investment Management | Foreign investors managing investments from Japan (no active business — pure investment management) | 1–5 years | Relevant for Oubaitori Group investment advisory activities |
| 特定活動 — Working Holiday | Youth (18–30) from partner countries for cultural exchange + incidental work | 1 year | Nepal not eligible — Japan does not have a Working Holiday agreement with Nepal (2026) |
| 特定活動 No. 18 — Medical Treatment | Foreign nationals receiving long-term medical treatment in Japan | Per treatment plan | Available to Nepali nationals — requires hospital invitation letter |
| 特定活動 — Start-Up Visa | Foreign entrepreneurs accepted into designated local government business development programs (e.g., Fukuoka Startup Visa) | 6 months to 1 year (transition to 経営・管理 on business establishment) | Relevant for Nepali entrepreneurs targeting Japan market entry with local government support |
| Who | Foreign nationals legally married to a Japanese national, or their unmarried children (under 18) of the Japanese national. |
| Duration | 6 months, 1 year, 3 years, or 5 years — based on the length and stability of the marriage. First-time applicants often receive 1 year. |
| Work Permission | No restriction — Spouses of Japanese nationals may work in any profession, any number of hours, without needing separate permission. This is the most flexible work status available to a foreign national in Japan. |
| Key Documents | Japanese spouse's family register (戸籍謄本), marriage certificate (authenticated + translated), proof of genuine marriage relationship (photos, communication history, evidence of cohabitation), applicant's passport, sponsor's income evidence (tax certificate, salary slips). |
| Marriage Verification | Immigration is alert to marriages of convenience. The application must demonstrate a genuine, cohabiting relationship. Phone records, photos, joint travel history, and statutory declarations may be requested in complex cases. P&K helps build a strong evidence package. |
| PR Pathway | 3 years of continuous stay in Japan (with 1+ year as spouse of Japanese national) qualifies for PR. The shortest PR route available to foreign nationals in Japan. |
| After Divorce | If the marriage ends, the visa status may be lost unless the holder has a 3-year residence + good reasons to remain. A status change to another visa category (e.g., E·I·H based on employment) is required. P&K advises on visa transitions after relationship changes. |
| Who | Foreign nationals legally married to a Japan Permanent Resident holder (not a Japanese national — a foreign national who has obtained PR). |
| Work Permission | No restriction — Same as spouse of Japanese national: full work rights without separate permission. |
| Duration | 6 months, 1 year, or 3 years per grant. Renewable indefinitely. |
| PR Pathway | After 1 year of continuous stay in Japan as spouse of a PR holder (and 3 years total legal residence), PR is possible. Specific conditions apply — P&K assesses each case individually. |
| Who | Spouse and/or unmarried children of the visa holder (E·I·H, HSP, 経営・管理, Researcher, Teacher, Intra-Company Transfer, etc.). Parents cannot be sponsored on this status (except for HSP holders under specific conditions). |
| Duration | Same term as the principal visa holder. Renewed simultaneously with the principal's visa. |
| Work Permission | Limited — Dependents must apply for 資格外活動許可 (Permission for Outside Activity) to work. Once approved, may work up to 28 hours/week in general work (any occupation). Full-time professional work is not permitted on 家族滞在 — requires own E·I·H or other visa if full-time professional employment is desired. |
| Children's Education | Children on 家族滞在 can attend Japanese public schools (free of charge). Municipal offices assist with school enrollment. |
| Filing Process | P&K files dependent applications simultaneously with or after the principal's application. Documents needed: marriage certificate (authenticated), children's birth certificates (authenticated), principal's visa/COE, photos, and proof of financial support. |
| Who Qualifies | This status is granted under specific circumstances defined by the Minister of Justice. Common cases: (1) Japanese descendants (日系人 — up to 3rd generation, children/grandchildren of Japanese nationals), (2) spouses/children of 定住者 holders, (3) recognized refugees and their families, (4) certain orphans raised abroad with Japanese heritage. |
| Work Permission | No restriction — Full work rights in any occupation without separate permission. Same as permanent resident for employment purposes. |
| Duration | 6 months, 1 year, 3 years, or 5 years per grant. Renewable indefinitely with good conduct. |
| Nepal Relevance | Available to: (1) Japanese descendants (Nepali nationals with Japanese grandparent or great-grandparent — very limited), (2) spouses/children of existing 定住者 holders in Nepal, (3) recognized refugees. P&K can assess eligibility at consultation. |
| PR Pathway | Standard 5-year pathway (3 years for some with HSP points). Stable 定住者 holders are viewed favorably for PR given the pre-established ties to Japan. |
| Document | Source | Processing Note |
|---|---|---|
| Marriage Certificate | Nepal government (Vithal Panjikaran / Ward Office) | Must be apostilled at MoFA Nepal + certified translation into Japanese. P&K manages authentication chain. |
| Japanese Spouse's Family Register (戸籍謄本) | Japanese spouse — from their home municipality (市区町村役所) | Current copy dated within 3 months. Must show the marriage entry. |
| Proof of Genuine Relationship | Both parties | Photos together (Japan + Nepal), messaging history screenshots, joint travel documents, phone/video call records, statements from family members. More evidence = stronger application. |
| Japanese Sponsor's Income Evidence | Japanese spouse | Tax certificate (課税証明書), salary slips (給与明細), or employment certificate. Shows financial ability to support the applicant. |
| Japanese Sponsor's Residence Certificate (住民票) | Japanese spouse — from municipality | Shows current address. Required for verifying cohabitation claim. |
| Applicant's Passport (all pages) | Applicant | Certified copy if currently outside Japan |
| Who | Foreign nationals engaged in research activities at Japanese universities, research institutes, think tanks, government research bodies, or private R&D centers. The research must be the primary activity. |
| Requirements | Employment contract or formal affiliation letter from the receiving Japanese research institution. Advanced degree (doctorate typical, master's minimum). Research proposal or description of activities. |
| Duration | 3 months to 5 years depending on the research contract term. Renewable. |
| Work Permission | Research-related activities at the affiliated institution. Part-time lectures or associated teaching often permitted — verify at application stage. |
| HSP Upgrade | Most researchers score very highly on the HSP points table (doctorate + research publications + institutional affiliation). HSP 1号イ (Academic Research) is the natural upgrade. P&K calculates points at consultation. |
| Who | Foreign nationals employed as teachers at Japanese primary, secondary, or tertiary educational institutions (not language schools — those fall under E·I·H International Services). Includes university professors, associate professors, and school teachers. |
| Requirements | Employment contract from the Japanese educational institution. Teaching qualification or advanced degree in the relevant subject. For university positions: doctorate typically required. |
| Duration | 1, 3, or 5 years. Renewable with continuous employment. |
| Language School Teachers | Japanese language school teachers use E·I·H (International Services), NOT the 教育 visa. Teaching qualification required (JLPT N1 for Japanese language teachers, or relevant teaching certification). |
| Nepal Context | Relevant for Nepali nationals with PhD or advanced degrees seeking academic positions at Japanese universities — increasingly common with Japan's internationalization of higher education. |
| Who | Licensed medical professionals: doctors, dentists, pharmacists, midwives, and other healthcare roles requiring a Japan-recognized medical license. |
| Critical Requirement | Must hold a valid Japanese medical license (日本の免許) — a foreign medical degree alone is not sufficient. Nepali doctors must pass Japan's Medical Licensing Examination (医師国家試験) before applying for this status. |
| Path to Japanese Medical License | 1) Verify academic credential equivalence 2) Pass the Japanese Medical Licensing Exam (held once per year, Japanese language) 3) Apply for the 医療 visa with the issued license. This is a lengthy process — P&K provides roadmap advisory for healthcare professionals. |
| Nursing Care Professionals | For nursing care workers, SSW (介護 sector) or the EPA route (Philippines/Indonesia/Vietnam only) are more practical than the 医療 visa pathway for most Nepali nationals. |
| Who | Foreign nationals who have completed a formal Japanese nursing care qualification (介護福祉士 — Certified Care Worker) at a Japanese vocational school or university. Distinct from SSW Nursing Care. |
| Qualification Required | 介護福祉士 (Kaigo Fukushishi) certification — Japan's national nursing care professional credential. Requires completing a 2-year vocational program in Japan AND passing the national examination. |
| Why It Matters | While SSW Nursing Care (特定技能) capped at 5 years (Type I) or requires Type II upgrade, the 介護 visa status has no sector cap and can lead more directly to PR. It also allows more professional autonomy than SSW. |
| Typical Pathway | Enter Japan on Student visa → Study nursing care at Japanese vocational school (2 years) → Pass 介護福祉士 exam → Apply for 介護 visa → Work as Certified Care Worker → PR after 5–10 years. P&K advises on connecting with nursing school programs in Japan through our Active Abroad network. |
| Who | Licensed lawyers (弁護士), certified public accountants (公認会計士 — CPA), tax accountants (税理士), judicial scriveners (司法書士), and other licensed professionals whose practice in Japan requires a Japanese professional license. |
| Critical Requirement | Must hold a valid Japan-issued professional license. Holding a foreign law or accounting qualification alone does not qualify. Nepali CPAs must pass the Japanese CPA examination; Nepali lawyers must pass the Japanese Bar examination (司法試験) — both conducted in Japanese. |
| Practical Alternative | Foreign-qualified accountants and lawyers can work in Japan under E·I·H (Humanities) in roles that do not require the Japanese license — e.g., international tax advisory, cross-border legal consulting, compliance roles. P&K advises on which route is appropriate. |
| Who | Foreign nationals earning income from artistic activities in Japan: painters, sculptors, musicians, composers, writers, calligraphers, photographers, designers, actors, directors. The income must come from the artistic activity itself — not from teaching art. |
| Requirements | Evidence of professional-level artistic practice: exhibition records, published works, performance contracts, awards, press coverage, and income from artistic work. No degree requirement — reputation and body of work are the criteria. |
| Duration | 1, 3, or 5 years. Renewable. Works independently of any employer — freelance/self-employed artists qualify. |
| Who | Journalists, newspaper correspondents, TV/video reporters, photographers, and editors working for non-Japanese media organizations in Japan. The key is that the employer must be a non-Japanese media company. |
| Requirements | Employment letter from the foreign media organization. Press credentials. Evidence of journalistic work (published articles, broadcast records). The role must be for a non-Japanese media outlet — working for a Japanese media company falls under E·I·H. |
| Who | Religious workers: missionaries, monks, priests, pastors, imams, and other religious figures dispatched from an overseas religious organization to conduct religious activities in Japan. |
| Requirements | Must be dispatched by — and receiving support from — a recognized overseas religious organization. Must have formal ordination or recognized religious standing within that organization. Evidence of the organization's legitimacy and the individual's role. |
| Nepal Context | Relevant for Buddhist monks, Hindu religious teachers, and Christian missionaries from Nepal being dispatched to Japan's Nepali diaspora community or Japanese religious organizations. |
| Who | Foreign nationals pursuing unpaid study or research of Japanese culture, arts, or academic subjects — traditional martial arts (柔道, 剣道, 空手), Japanese art (ikebana, calligraphy, tea ceremony), academic research as a non-affiliated researcher. |
| Key Conditions | Activities must be unpaid. The holder must be self-funded — either personally or through a scholarship. Japanese universities or cultural organizations sponsoring the visit provide an acceptance letter. |
| Nepal Context | Used by Nepali practitioners of Japanese traditional arts traveling to Japan for cultural immersion and training under a Japanese master. Duration: typically 3 months to 3 years. |
| Who | Foreign nationals receiving non-OJT knowledge and skills training in Japan — classroom, seminar, or structured training. Typically used for corporate employees sent to Japan for professional development by their overseas employer. |
| Who Cannot Use It | Direct employment in Japan — that would be E·I·H or SSW. 研修 is classroom/non-production training only. Manufacturing or hands-on work is not permitted. |
| Duration | Up to 1 year. Not for long-term stay — transitions to E·I·H or 企業内転勤 if employment follows the training. |
Complete Certificate of Eligibility application — document compilation, employer coordination, and submission to Immigration Services Agency.
Drafting bilingual employment contracts meeting Japanese legal standards for visa application support.
Formatting CVs and resumes to Japanese employer standards — Rirekisho and Shokumu-Keirekisho formats.
Visa filing under the most common work visa category for professionals in Japan.
Specified Skilled Worker visa documentation, skill exam guidance, and employer matching across 14 eligible industries.
Guidance through Japan's pre-entry screening system for smooth immigration processing.
Complete documentation and filing for visa status changes — student to work, dependent to work, etc.
Guidance on Japan's new fast-track residency programs for highly-skilled foreign professionals.
Japan permanent residency eligibility assessment, document preparation, timeline planning, and application filing.
Tracking Japan's evolving PR regulations including tightening measures and new requirements.
Spouse, child, and family reunion visa processing for Japan and other countries.
VFS Global appointment booking, document submission coordination, and process tracking.
Professional translation of all documents between Nepali, English, and Japanese with certified accuracy.
Official notarization and certification of documents for immigration authorities.
Business immigration consulting — advising companies on work permits, visa sponsorship, and compliance.
Immigration pathways beyond Japan — Australia, UK, Canada, Europe, and other destinations.
P & K Immigration operates with a licensed Gyosei Shoshi (行政書士) — Japan's certified administrative scrivener — enabling us to prepare, certify, and file all official documents directly with Japanese government agencies on your behalf. From residence status to company registration, we handle every administrative step in Japan end-to-end.
Only licensed Gyosei Shoshi can officially file immigration & administrative documents with Japanese authorities on behalf of clients.
Residence status, corporate registration, permits, contracts, powers of attorney — certified by our in-Japan licensed professional.
We bridge both sides — your application is coordinated from Nepal and executed by our licensed representative inside Japan.
Our Gyosei Shoshi files directly with Japan's Regional Immigration Services Bureaus — eliminating the need for applicants to appear in person for most procedures.
Certificate of Eligibility application filed by our licensed agent with the Immigration Bureau in Japan. All document preparation, employer coordination, and submission handled in-country.
Official application to change residence status (e.g., Student → Engineer/Specialist, Designated Activities → SSW) filed with the Regional Immigration Bureau by our Gyosei Shoshi.
Renewal of residence period — document compilation, review, and official filing before expiry. We monitor deadlines and manage the entire renewal process on your behalf.
Certificate of Authorized Employment — confirms your visa allows the specific work activities at a new employer. Essential for smooth job changes without jeopardising residence status.
Permission to engage in activities beyond the permitted residence status scope. Required for students seeking part-time work or for dependency visa holders engaging in employment.
Single and multiple re-entry permits allowing return to Japan after temporary departure. Includes guidance on Special Re-entry Permit (within 1 year) and when a full re-entry permit is needed.
Full PR application prepared and filed by our Gyosei Shoshi. Eligibility assessment, document checklist, tax compliance check, reason statement (理由書) drafting, and official submission to the Immigration Bureau.
Points-based highly-skilled visa application (Type I & II). Our Gyosei Shoshi calculates your score, prepares the supporting evidence portfolio, and files the application — including J-Skip and J-Find fast-track routes.
Comprehensive naturalization application to the Ministry of Justice. Our Gyosei Shoshi handles the full document set — family register, tax history, reason statement, interview preparation, and official submission.
Various Designated Activities statuses — job-hunting graduates (46 activities), Digital Nomad, EPA nurse/caregiver, specific project workers. End-to-end documentation and filing.
Beyond immigration, our Gyosei Shoshi handles legal business establishment and regulatory compliance for individuals and companies operating in Japan.
Incorporation of Kabushiki Kaisha (KK) or Godo Kaisha (GK) in Japan. Articles of incorporation drafting, notarization, registered office setup, Legal Affairs Bureau (法務局) registration — fully handled in Japan.
Registration of foreign company branches and representative offices in Japan. Ideal for Oubaitori Group companies entering Japan or Nepali businesses establishing a Japan presence.
Wide range of business licenses filed through our Gyosei Shoshi: import/export (通関), food/restaurant license, building contractor license, real estate agent (宅建業), employment placement agency, and more.
Our Gyosei Shoshi holds the official 申請取次 (Application Submission Proxy) certification — allowing us to submit immigration applications directly at the Immigration Bureau without the applicant appearing in person.
Preparation of employment contracts, service agreements, lease agreements, and business contracts to Japanese legal standards — bilingual (Japanese/English) drafts available.
Official preparation and notarization of powers of attorney, affidavits, and statutory declarations for use in Japan and for overseas legal proceedings.
We coordinate from Nepal and execute in Japan — you never need to be in Japan to start your application.
P&K's Nepal team assesses your case, confirms eligibility, and prepares the document checklist specific to your visa category and circumstances.
All required documents collected, translated (Nepali/English → Japanese), certified, and securely transmitted to our Gyosei Shoshi in Japan.
Our licensed Gyosei Shoshi reviews, signs off on, and files your application directly with the relevant Japanese authority (Immigration Bureau, Legal Affairs Bureau, etc.).
We track progress, respond to supplementary requests (追加書類), collect the issued documents, and deliver results — notifying you every step of the way from Nepal.
Japan Immigration — COE, Work Visa, PR, SSW, Status Change, JESTA
Engineer/Humanities/Int'l Services | SSW (16 industries) | Dependent | PR | Student | Specified Activities | Designated Activities | Highly Skilled Professional
JESTA Pre-entry | J-Skip Fast-track | J-Find | PR Pathway | Status Change | Naturalization (帰化)
COE Filing · Status Change · Extension · Work Auth Certificate · Re-entry Permit · Permanent Residence · Naturalization · Company Incorporation (KK/GK) · Business Permits · Contract Drafting · Powers of Attorney
Employment Contracts (bilingual), CVs (Rirekisho/Shokumu-Keirekisho), Translation, Notarization, Apostille — All to Japanese Standards
Current with 2025–2026 Japan immigration changes, PR tightening, fee updates, SSW expansions, Digital Nomad Visa, EPA updates
From your first visa inquiry in Kathmandu to company incorporation in Tokyo — P&K Immigration and our licensed Gyosei Shoshi (行政書士) handle every step on both sides of the corridor.