How 育成就労 Differs from 技能実習: Transfers, Japanese Language Requirements and Transitional Measures

Under the amendment act promulgated on June 21, 2024 (令和6年) (令和6年法律第60号, Act No. 60 of 2024), the 「技能実習制度」 (Technical Intern Training system) will be abolished in a developmental manner and replaced by the new 「育成就労制度」 (Employment for Skill Development system), which will be in operation from April 1, 2027 (令和9年). Based on materials published by 出入国在留管理庁 (Immigration Services Agency of Japan) and 厚生労働省 (Ministry of Health, Labour and Welfare), this article compares the main differences between the two systems. It is intended for people currently doing technical intern training in Japan, people considering working in Japan in the future, and their family and friends.

Key points

• The 育成就労 system takes effect on April 1, 2027, and its purpose changes from 技能実習's "international contribution through the transfer of skills" to "developing and securing human resources in fields facing labor shortages".
• In principle, through 3 years of employment, it develops workers to the level of 「特定技能1号」 (Specified Skilled Worker (i)); it is no longer divided into No. 1 to No. 3 as 技能実習 was.
• A new 「本人意向による転籍」 (transfer at the worker's own initiative) is introduced: the worker must have worked at the original employer beyond the restriction period of 1 to 2 years set for each field, have passed skill and Japanese language tests, etc., and the transfer is limited to the same job category.
• Before starting work, the worker must pass a Japanese test at A1 level or higher (e.g. JFT-Basic, JLPT N5) or attend equivalent Japanese language courses; moving to 特定技能1号 requires A2.2 level or higher (e.g. JLPT N4).
• 「監理団体」 (supervising organizations) are replaced by 「監理支援機関」 (supervision and support organizations) under a permit system, and existing supervising organizations must obtain a new permit.
• People already doing technical intern training in Japan at the effective date can continue under their original certified plan, but cannot move from 技能実習 to 育成就労.

Comparison of the two systems

Item	技能実習制度	育成就労制度
Purpose	International contribution through the transfer of skills	Developing and securing human resources in fields facing labor shortages
Period and categories	No. 1 to No. 3	No numbered categories; a 3-year 「育成就労計画」 (Employment for Skill Development plan) is drawn up and certified from the start
Transfer at the worker's own initiative	No such system	Transfer possible if certain conditions are met
Intermediary supervision	監理団体	監理支援機関 (permit system, stricter standards)

The fields accepting 育成就労 workers are called 「育成就労産業分野」 (Employment for Skill Development industrial fields). In principle they match the fields covered by 特定技能 (「特定産業分野」, specified industrial fields), excluding fields not suited to training in Japan; as of July 令和8 (2026), there are 17 fields. 育成就労計画 are certified by the 外国人育成就労機構 (Organization for Employment for Skill Development of Foreign Nationals), and each plan states the training period (within 3 years), skill and Japanese language targets, and so on. According to the Q&A, the projected number of people accepted by the end of fiscal 令和10 (2028) is about 1.23 million (of which 805,700 under 特定技能1号 and 426,200 under 育成就労); this is not a number to be added on top of the current number of residents. In principle, family members cannot accompany the worker.

Conditions for transfer at the worker's own initiative

育成就労 allows workers to move to another host employer (「育成就労実施者」, implementing organization) of their own will, but all of the following conditions must be met:

1. The worker has worked at the current host employer beyond the 「転籍制限期間」 (transfer restriction period) (set for each field within a range of 1 year or more and 2 years or less);
2. The worker has acquired the skill and Japanese language levels set in the operational policy for each field: for skills, the 技能検定基礎級 (Basic Grade of the National Trade Skills Test) or equivalent; for Japanese, a level set for each field between A1 or higher and the level required for 特定技能1号 (e.g. JFT-Basic);
3. The transfer is not arranged through a private employment placement business;
4. The new employer is an 「優良な育成就労実施者」 (excellent implementing organization);
5. At the new employer, workers who transferred at their own initiative make up no more than one-third of all 育成就労 foreign nationals; if the employer is in a major metropolitan area (outside the designated areas), transferees from regional areas (within the designated areas) make up no more than one-sixth of the total;
6. The new employer pays a certain amount to the original employer (compensating the original employer's initial costs, calculated by multiplying the amount set in a public notice by the proportion of time worked at the original employer);
7. The transfer is limited to within the same 「業務区分」 (job category).

In addition, transfer is also possible in cases of 「やむを得ない事情」 (unavoidable circumstances) such as human rights violations including violence or power harassment (パワーハラスメント); this is likewise limited to the same job category.

As for the procedure, the new employer draws up a new 育成就労計画 for the transferee and applies to the 外国人育成就労機構 for certification, and the 監理支援機関 handles liaison and coordination with the relevant organizations. Regarding the public notice amount for initial costs, the Q&A states that the notice is 「今後制定する予定」 (scheduled to be established in the future); details are subject to ministerial ordinances and other rules to be published.

Japanese language requirements and the link to 特定技能1号

Stage	Japanese level (「日本語教育の参照枠」, Reference Framework for Japanese Language Education)	Skill level
On entry	No requirement	—
Before starting work	Pass a test at A1 level or higher (JFT-Basic, JLPT N5, etc.), or attend equivalent Japanese language courses (Q&A: 100 hours or more)	—
At transfer at the worker's own initiative	Set for each field (A1 level or higher to A2.2 level)	技能検定基礎級 or equivalent
Moving to 特定技能1号	A2.2 level or higher (JFT-Basic, JLPT N4, etc.)	技能検定3級 (Grade 3 of the National Trade Skills Test) or 特定技能1号評価試験 (Specified Skilled Worker (i) evaluation test), etc.
Moving to 特定技能2号	B1 level or higher (JLPT N3, etc.)	特定技能2号評価試験, etc.

The target over the 3 years is A2.2 level. If the worker has not passed the tests required for 特定技能1号 by the end of the 3 years, the policy is to allow them to continue residing for up to 1 year to retake the tests. It is also possible to enter Japan directly as 特定技能1号 after passing the tests abroad, without going through 育成就労.

Supervision and support organizations and sending organizations

• 監理支援機関: responsible for mediating the employment relationship between 育成就労 foreign nationals and host employers, and for auditing whether the system is being implemented properly. It operates under a permit system granted by the competent ministers, with new requirements such as appointing an external auditor, not being insolvent, and, in principle, having 2 or more host employers; it must have at least 2 full-time officers and staff, and more than the number of host employers divided by 8 and the number of 育成就労 foreign nationals divided by 40. Former 「監理団体」 must obtain a 監理支援機関 permit if they wish to continue this work.
• Sending organizations: in principle, workers are accepted only from countries that have signed a bilateral Memorandum of Cooperation (MOC) with Japan. The upper limit on fees that sending organizations can charge is 2 months' worth of monthly salary (the scheduled monthly wage), and any amount above this is borne by the host employer or the 監理支援機関.

Transitional measures

• People who entered Japan before the effective date (April 1, 2027) and are doing technical intern training at the effective date can continue their technical intern training.
• If an application for certification of a 技能実習計画 (technical intern training plan) was filed before the effective date (limited to plans starting within 3 months of the effective date, i.e. applied for by March 31, 2027 and starting by June 30), the person may still be able to enter Japan as a technical intern trainee after the effective date.
• In the above cases, the rules of the 技能実習 system continue to apply, and the person can move to the next stage if the requirements are met: No. 1 technical intern trainees at the effective date can move to No. 2; moving to No. 3 is limited to those who had been in No. 2 technical intern training for 1 year or more at the effective date. However, moving from 技能実習 to 育成就労 is not possible.
• People who completed technical intern training and left Japan before the effective date cannot re-enter as technical intern trainees; depending on their past period and occupation, they may be able to enter as 育成就労 foreign nationals. According to the Q&A, people who did technical intern training for 2 years or more in the past cannot, in principle, come to Japan again to do 育成就労 in a different field.

Timeline

1. June 21, 2024: the amendment act was promulgated.
2. January 23, 2026: the operational policies for each field were decided by the Cabinet.
3. April 15, 2026: the 外国人技能実習機構 (Organization for Technical Intern Training) began accepting pre-effective-date applications for 監理支援機関 permits.
4. September 1, 2026: acceptance of pre-effective-date applications for certification of 育成就労計画 began.
5. March 31, 2027: reference deadline for applications for certification of 技能実習計画 (the plan must start within 3 months of the effective date).
6. April 1, 2027: the 育成就労 system takes effect (excluding some provisions).

Common misconceptions

• "Under 育成就労 you can change jobs freely at any time": transfer at the worker's own initiative requires meeting conditions such as the period of work, skill and Japanese tests, and conditions on the new employer, and is limited to the same job category.
• "Current technical intern trainees will automatically switch to 育成就労 after the effective date": according to the official explanation, people who continue their training under the transitional measures are subject to the 技能実習 rules and cannot move to 育成就労.
• "You must pass a Japanese test before entering Japan": there is no Japanese requirement on entry, but before starting work you must pass an A1-level test or attend equivalent courses.
• "Existing supervising organizations automatically become supervision and support organizations": they must separately obtain a 監理支援機関 permit.