What is the Employment for Skill Development (formerly the Technical Intern Training Program)?
Feature | Column | Status of Residence Required for Working in Japan
Starting in April 2027, Japan will introduce a major reform to its foreign worker acceptance system. The current Technical Intern Training Program (TITP) will transition to the new Employment for Skill Development Program, a system designed to focus more on long-term workforce development and stable talent retention. As of April 2026, detailed industry-specific rules and parts of the relevant ministerial ordinances have been released, making the operational framework of the new program much clearer.
In this article, we provide a clear and easy-to-understand overview of the new program based on the latest available information. We explain the key points that employers and job seekers should understand before the system officially begins, as well as practical steps for preparing for a smooth transition.
1. Background and Implementation Schedule of the Employment for Skill Development
Transition from the Technical Intern Training Program (TITP) to the new program
TITP was originally designed to promote international contribution through the transfer of skills and technology. In reality, however, it has also functioned to address labor shortages in Japan.
Furthermore, the system does not allow workers to change jobs in principle, and this structure has been seen as a cause of potential human rights issues, leading to calls for major reform.
The new Employment for Skill Development Program aims to train individuals with little or no prior experience to reach the level of SSW (i) within three years. This allows foreign workers to continue working in Japan over the long term. For job seekers, the new program provides a government-managed framework that supports stable employment and long-term career development in Japan.
Transitional Measures and Parallel Operation Period Until March 2030
Although the new program will officially begin on April 1, 2027, this does not mean that all Technical Intern Trainees will immediately transition to the new framework.
Transitional Measures: Foreign nationals residing in Japan as Technical Intern Trainees when the new program takes effect may continue under the current program. This transitional measure will apply for up to three years or until the end of their approved training period (1).
Parallel Operation: Until the end of June 2030, both the former TITP and the new program will operate simultaneously (1).
Roles and Licensing requirements of the New “Supervising and Support Organization”
Under the new program, existing Supervising Organizations will be transformed into Supervising and Support Organizations and will be subject to more stringent screening criteria.
External auditors will be required under the new system. This change is intended to improve fairness and transparency in organizational management (2). These organizations will also play a more active role in monitoring whether accepting companies provide appropriate Japanese language education and whether they impose unreasonable restrictions on job transfers.
2. Key Differences Between TITP and Employment for Skill Development
Integration of Eligible Occupations into Acceptance Fields Aligned with "Specified Skilled Worker (SSW)"
Under the former TITP, 169 work tasks across 92 job categories were covered (3). In contrast, the Employment for Skill Development is designed to align with future transition to SSW (i) status. As a result, eligible occupations will, in principle, be consolidated into the same 16 industrial fields covered by SSW (4).
The April 2026 notification clarified the specific scope of duties for workers accepted under the Employment for Skill Development in sectors such as Building Cleaning Management and Accommodation Industry (5).
The scope of “incidental tasks” connected to primary duties has been clarified for each sector.
For example, in the Building Cleaning Management sector, tasks such as restocking amenities during room cleaning are now officially recognized as part of primary duties.
This clarification helps reduce confusion about permitted work activities.
Required Skill levels and Japanese Language Proficiency Standards
Under the Employment for Skill Development, setting step-by-step goals is mandatory.
At entry: Japanese language proficiency equivalent to A1 (approximately JLPT N5 level) is required (6).
At completion (after 3 years): The goal is to achieve Japanese language proficiency at the A2.2 level (equivalent to JLPT N4) and to pass the Grade 3 of the Trade Skill (Beginner) (6).
Conditions for the non-exam transition pathway from the new program to SSW (i)
One key feature of the program is that individuals who successfully complete the three-year Employment for Skill Development can transition to SSW (i) without taking the standard skills examination.
To be deemed to have “successfully completed” the program, candidates must pass a test equivalent to the Grade 3 of the Trade Skill and demonstrate Japanese language proficiency equivalent to A2.2 (approximately JLPT N4) or higher (5)(6). In other words, steadily acquiring skills during the Employment for Skill Development period provides a pathway to smooth career advancement without additional exams.
*Even if you fail the skills test upon completion, a remedial measure is in place that allows you to stay in Japan for up to one year to retake the test (5)(6).
Specific Fields Where Acceptance via Dispatch Arrangements Is Permitted
In principle, workers are to be directly employed. However, in the agriculture and fisheries sectors, acceptance of workers in a dispatch arrangement is permitted to respond to seasonal fluctuations in labor demand.
As of April 2026, the latest updates clearly define the scope of management responsibilities that dispatched worker providers are required to fulfill (4)(5).
3. Job Change (Transfer) System Based on Worker Preference and Compliance Rules
Restriction periods and exceptions for job changes initiated by workers
The most significant change in the Employment for Skill Development is that "voluntary job changes" become possible if certain conditions are met.
Restriction Period: Transfers are permitted only within the same occupational category. Workers may transfer after exceeding the period set for each sector, which ranges from one to two years from the start of employment.
Exceptions: In cases of unavoidable circumstances, such as company bankruptcy, harassment, or an inappropriate working environment, transfers are permitted regardless of the restriction period.
Cost-sharing rules for initial expenses at the time of transfer
When a company hires foreign workers, they often pay high initial costs, including recruitment agency fees in the sending country, travel expenses, and post-arrival training costs. If a worker transfers to another company before these costs are recovered, the original employer may suffer a substantial financial loss. To address this issue, a mechanism known as “pro-rata settlement” has been introduced (6).
Under the pro-rata settlement rule, the receiving company assumes responsibility for the portion of the initial costs paid by the previous employer that corresponds to the remaining employment period (6).
This allows the original employer to recover the “recruitment costs” from the new employer, thereby minimizing financial losses.
For job seekers, this mechanism allows them to actively choose a workplace that better suits their career goals without the concern of having to pay these costs out of pocket.
Development of clear career pathways and creating attractive workplaces
As job transfers become easier under the new system, companies are required to make continuous efforts to remain attractive for employees. As a result, implementing regular pay raise systems and presenting long-term career paths—including pathways to the SSW (ii) status (which allows family accompaniment and eligibility for permanent residency)—are essential measures for preventing employee turnover.
4. Preparations and Practical Roadmap for Implementation in 2027
Timeline and Procedures for Transition to SSW
Companies currently accepting Technical Intern Trainees need to carefully review each trainee’s status. In particular, they must confirm when each trainee will complete the program and when they may become eligible to transition to SSW.
Government authorities are also encouraging early status reviews and advance preparations. Securing sufficient time for document preparation will be essential to ensure a smooth transition from the current system to the new one.
Establishing a Support System for Japanese Language Education
Under the new program, passing the Japanese language test is a key requirement for “continuing employment” or “transferring to another company.” In certain sectors, such as the nursing care field, requirements such as “completing e-learning courses” are beginning to be explicitly stated as recommendations. For companies, establishing a learning environment is a critical support measure that directly contributes to retaining employees.
Cooperation with and Selection of Supervising and Support Organizations
First, companies should confirm whether their current Supervising Organization is expected to obtain authorization as a “Supervising and Support Organization” after April 2027.
As the approval criteria will become more stringent, selecting the right partner organization will be a key management decision that directly affects the stability and continuity of future workforce recruitment.
5. Summary: Balancing Mid- to Long-Term Career Development and Stable Workforce Recruitment
The transition to the Employment for Skill Development signifies a shift from short-term “labor force acquisition” to medium- to long-term “human resource partnerships.”
For job seekers, building a career in Japan may eventually lead to the opportunity to settle in Japan with their families.
For companies, the ability to flexibly adapt to institutional changes and a strong commitment to developing talent will be essential to achieving long-term stability and sustainability. FY 2026 will be a crucial year as detailed operational rules are announced one after another. It is essential to stay up to date with the latest information and proceed with preparations.
CROSSY GLOBAL provides support for job seekers (foreign workers) 1 and for business users such as accepting companies, Registered Support Organizations, Supervising and Support Organizations, and educational institutions (Sending Organization) 2. Please feel free to contact us for consultation.
CROSSY GLOBAL helps build a more prosperous society across borders through compliant, safe operations and well-matched employment opportunities.
*1 Job seeker portal: https://crossy-global.jobs
*2 Business portal: https://crossy-global.biz
6. List of References and Sources
(1) Ministry of Health, Labour and Welfare: Transitional Measures for Technical Intern Training Programs Following the Implementation of the Employment for Skill Development System
https://www.moj.go.jp/isa/content/001452771.pdf
(2) Immigration Services Agency of Japan: Ministerial Ordinances and Other Regulations Related to the Employment for Skill Development
https://www.moj.go.jp/isa/content/001451331.pdf
(3) Ministry of Health, Labour and Welfare: Standards for Reviewing Technical Intern Training Programs, Model Examples of Technical Intern Training Implementation Plans, and Standards for Technical Intern Training Evaluation Examinations
(4) Immigration Services Agency of Japan: Job Description for Specified Skilled Worker (i) in Each Field
https://www.moj.go.jp/isa/applications/ssw/10_00179.html
(5) Immigration Services Agency of Japan: Employment for Skill Development
https://www.moj.go.jp/isa/applications/index_00005.html
(6) Ministry of Health, Labour and Welfare: "Overview of the Employment for Skill Development" https://www.mhlw.go.jp/content/11601000/001301676.pdf
(7) Immigration Services Agency of Japan: Q&A regarding the Specified Skilled Worker System
(Relevant section: Q50)
