In recent years, as part of its foreign policy, the Japanese government has been reviewing screening criteria and tightening the enforcement of residence statuses (visas). These changes are often implemented through amendments to ministerial ordinances, regulations, and guidelines rather than through formal law revisions. Consequently, these reviews tend to occur frequently and at short notice. For companies considering business expansion in Japan or the utilization of foreign talent, it has become increasingly important to grasp these changes accurately and in a timely manner. 

This report provides a brief overview of the latest changes based on these current trends. 

1. Business Manager (経営・管理)

The “Business Manager” status is for foreign nationals who start a business or manage a company in Japan. To prevent fraudulent stays by “paper companies” with no actual business operations, requirements were significantly tightened in the October 2025 revision. 

Key changes in this revision include: 

• Capital Requirement: Increased from 5 million JPY to 30 million JPY. 

• New Requirements: Introduction of specific academic and professional background requirements. 

• Employment Obligation: Requirement to hire at least one full-time employee. 

• Language Proficiency: The applicant or a full-time employee must demonstrate Japanese language proficiency (equivalent to CEFR B2 or JLPT N2). 

As a result, a higher level of proof regarding the substance and sustainability of the business is now required compared to previous standards. 

2. Engineer / Specialist in Humanities / International Services (技人国)

Commonly known as “Gijinkoku,” this status is for foreign nationals engaged in specialized fields such as translation/interpretation, engineering, and marketing. It is the most widely used status after “Permanent Resident.” However, due to rising issues of individuals performing unauthorized manual labor in stores or factories, the enforcement has been revised: 

• Dispatched Employment (Staffing): Effective March 2026, it is mandatory to submit a written pledge ensuring that the individual will not engage in activities outside their permitted status. 

• Interpersonal Roles: For roles involving language skills (e.g., interpretation/translation), the applicant must now prove their language proficiency (equivalent to CEFR B2 or JLPT N2) starting April 2026. 

These clarifications mean that the consistency between the nominal job description and actual duties will be scrutinized more strictly than ever before. 

 

3. Intra-company Transferee (企業内転勤)

This status is used when an employee of a foreign company is transferred to a Japanese office as an expat. While the fundamental institutional requirements remain unchanged, screening enforcement will be tightened starting April 2026, with the following additional documents required: 

• Materials detailing the applicant’s professional history and duties before and after the transfer. 

• Registration, tax status, and transaction records of the overseas office where the applicant was previously employed. 

• Real estate registry, office photos, and floor plans of the office in Japan. 

• Tax payment certificates in Japan for the applicant at the time of residence status renewal. 

Going forward, the focus will be not only on whether the transfer is substantive rather than formal, but also on the physical existence of the office in Japan and the proper payment of taxes. 

4. Permanent Residency (永住)

Regarding Permanent Resident permits, screening criteria were revised under the February 2026 guidelines. Starting April 2027, individuals holding a 3-year visa will, in principle, no longer be eligible to apply; eligibility will be limited to those holding a 5-year visa. 

Furthermore, regarding taxes and social insurance premiums, the screening will now explicitly check not only if the full amount was paid but also if it was paid by the due date. Discussions are also ongoing regarding potential future increases in income requirements and the introduction of Japanese language proficiency requirements, which are not currently in place. 

Conclusion 

As described, criteria reviews and stricter screening enforcement are progressing across many residence statuses. Because these changes are often made without legislative amendments, it is common for requirements to change without companies or individuals noticing. When considering residency, investment, business operations, or the employment of foreign talent in Japan, it is more vital than ever to continuously monitor the latest regulatory updates. 

 

(References) 

Immigration Services Agency: “Residence Status ‘Business Manager'” (Retrieved April 18, 2026. https://www.moj.go.jp/isa/applications/status/businessmanager.htm ) 

Immigration Services Agency: “Residence Status ‘Engineer / Specialist in Humanities / International Services'” (Retrieved April 18, 2026. https://www.moj.go.jp/isa/applications/status/gijinkoku.html ) 

Immigration Services Agency: “Residence Status ‘Intra-company Transferee'” (Retrieved April 18, 2026. https://www.moj.go.jp/isa/applications/status/intracompanytransfee.html ) 

Immigration Services Agency: “Guidelines for Permission for Permanent Residence (Revised February 24, 2026)” (Retrieved April 18, 2026. https://www.moj.go.jp/isa/applications/resources/nyukan_nyukan50.html )