Work Visa / Gijinkoku Support
Work Visa / Gijinkoku Support in Japan
Tommy’s Legal Service provides practical immigration support for Engineer/Specialist in Humanities/International Services applications in Japan. We assist with Certificate of Eligibility, change of status, renewal, renewal after job change, additional document responses, and employer-side document review.
Practical immigration support for employers and foreign nationals in Japan
One of the most common work-related statuses of residence in Japan is Engineer/Specialist in Humanities/International Services. In practice, this status is often called “Gijinkoku” or simply a “work visa.”
However, a work visa is not granted simply because a Japanese company wants to hire a foreign national. Immigration will review the applicant’s education, work experience, employment contract, proposed job duties, salary, work location, and the consistency of the company-side documents.
Who this page is for
- Companies planning to hire foreign employees in Japan
- Employers hiring international students after graduation
- Companies inviting foreign nationals from overseas
- Foreign nationals changing jobs in Japan
- Applicants who are worried about renewal after a job change
- Employers who want to confirm whether the proposed duties fit Gijinkoku
- Hotels, trading companies, IT companies, marketing teams, design firms, and employers using foreign-language skills
- Category 3 or Category 4 employers, newly established companies, and companies with foreign national representatives
- Applicants or employers who have received a request for additional documents or are concerned about refusal risk
The key issue is the actual job description
Engineer/Specialist in Humanities/International Services is a status for professional work requiring technical knowledge, humanities knowledge, or work based on foreign culture, thinking, or sensitivity. It is not enough to simply write “office work,” “sales,” or “translation” in the application.
The application should explain what the applicant will actually do, how the duties are connected to the applicant’s education or work history, and how the work relates to the company’s actual business.
In recent practice, consistency between the actual work and the explanation in the application documents has become especially important. If the actual work is close to simple labor or simple customer service, the case requires careful review before filing.
Main procedures we support
| Procedure | Typical case | Practical points |
|---|---|---|
| Certificate of Eligibility | Inviting a foreign national from overseas | Company profile, employment contract, job duties, and the applicant’s education/work history must be consistent. |
| Change of Status | Changing from Student, Dependent, Designated Activities, etc. | Graduation timing, job offer, job duties, and relevance to education must be reviewed. |
| Extension of Period of Stay | Renewal for a current Gijinkoku holder | Current duties, salary, tax/social insurance, and continuity from the previous application should be checked. |
| Renewal after job change | A foreign national changed employers in Japan | Notification of contracting organization, new job duties, and transition history may become important. |
| Additional document response | Immigration requests additional documents | The request should be analyzed carefully and addressed with appropriate evidence. |
| Reapplication after refusal | The previous application was refused | The refusal reason, previous documents, and possible improvement points must be reviewed. |
Important updates after April 2026
For applications filed on or after April 15, 2026, additional documents may be required when the sponsoring organization falls under Category 3 or Category 4.
In addition, where the applicant will mainly engage in customer-facing work using language ability, such as translation, interpretation, hotel front desk work, or similar duties, evidence of CEFR B2-equivalent language ability may become relevant.
This does not mean that every Gijinkoku applicant must pass a Japanese language test. However, where language ability is central to the proposed job, the applicant and employer should be prepared to explain the connection between the language ability and the actual duties more carefully.
Points employers should check
In Gijinkoku applications, the company-side explanation is just as important as the applicant’s background. Employers should check the following points before filing.
- Whether the company’s business can be explained clearly.
- Whether the proposed duties are connected to the company’s actual business.
- Whether the employment contract, working conditions notice, and job description are consistent.
- Whether the salary, working hours, and work location are clear.
- Whether tax, social insurance, withholding summary records, and financial documents can be organized.
- Whether the representative understands the application content and acceptance structure.
- Whether dispatch, outsourcing, or client-site work relationships can be explained properly.
Our support
Common risk points
- Retail sales, restaurant hall staff, factory work, or other duties close to simple labor
- Job descriptions saying “translation” or “international sales,” while the actual work is mainly general customer service
- Weak connection between the applicant’s university major and the proposed work
- Vocational school graduates whose major must be directly connected to the job duties
- Job changes without proper notification
- Short-term resignation from the previous employer
- Weak explanation of the company’s business, sales, or hiring structure
- Companies with foreign national representatives where the representative’s own residence status or management involvement requires explanation
These issues do not automatically mean refusal. However, they should be reviewed and explained before filing.
Process from consultation to filing
Need support with a work visa application in Japan?
Gijinkoku applications are reviewed based on the applicant’s background, the company’s actual business, the proposed job duties, employment conditions, and consistency of all submitted documents. If you are an employer planning to hire a foreign national, a foreign national concerned about renewal after a job change, or someone dealing with additional documents or a previous refusal, please contact us before filing.
Certificate of Eligibility, Change of Status, Extension of Period of Stay, renewal after job change, additional document responses, reapplication consultation after refusal, and employer-side document review for foreign employee hiring in Japan.
The appropriate strategy may differ depending on the applicant’s background, job duties, employer category, company documents, and previous residence history.