2026-02-16

In the construction industry, where labor shortages are severe, utilizing foreign talent has become a critical theme. Among the options, the “Specified Skilled Worker (Construction Sector)” program is gaining attention as a system enabling companies to accept foreign workers who can contribute immediately. This article explains the basics of the Specified Skilled Worker program, the construction sectors it covers, and key points for companies considering participation.

What is Specified Skilled Worker?

Specified Skilled Worker is a residence status created to accept foreign workers possessing certain expertise or skills in fields facing severe labor shortages in Japan. The system began in 2019 and currently consists of two categories: “Specified Skilled Worker Type 1” and “Specified Skilled Worker Type 2.”

In the construction sector, Specific Skilled Worker Type 1 allows companies to hire foreign workers who have demonstrated a certain skill level through examinations or completion of technical intern training programs. The maximum cumulative stay period for Type 1 is five years, and family reunification is generally not permitted.

On the other hand, the construction sector is also covered under Specific Skills Type 2. If recognized as possessing highly skilled expertise, there is no upper limit on the renewal of the period of stay, and family members can accompany them. This is a significant feature compared to other sectors. The Specific Skills system aims not only to secure labor but also to cultivate foreign workers as mid-to-long-term assets.

Which construction fields are covered?

The work covered under the Specific Skills (Construction Field) program involves construction skills as defined by the Ministry of Land, Infrastructure, Transport and Tourism (MLIT). Specifically, it is divided into categories such as civil engineering, building construction, and lifeline/facilities, focusing primarily on occupations directly related to on-site work, such as formwork construction, rebar work, scaffolding, plastering, interior finishing, and piping.

Unlike the Technical Intern Training Program, which had detailed job classifications, the Specific Skills system allows for relatively flexible job assignments. This flexibility facilitates personnel deployment tailored to actual site conditions.

However, assigning workers solely to simple tasks is prohibited; the premise is that they must perform “skilled work.” Additionally, accepting companies must meet sector-specific requirements, such as holding a construction business license and registering with the Construction Career Up System (CCUS).

Points for Host Companies to Note

Companies accepting foreign workers under the Specified Skilled Worker program in the construction sector must pay attention to several points beyond standard employment management. First, they are obligated to pay wages equal to or higher than those paid to Japanese workers, requiring careful consideration in wage setting.

Furthermore, after accepting foreign workers, workplace safety training and establishing a system for giving instructions in Japanese are essential. Construction sites carry high accident risks, necessitating guidance that accounts for language and cultural differences. Furthermore, for Specific Skilled Worker Type 1, developing and implementing a living support plan is crucial. Ensuring stable working conditions—such as securing housing and assisting with administrative procedures—contributes to improved retention rates.

Violations by accepting companies may result in severe penalties, including suspension of acceptance rights. Therefore, it is advisable to collaborate with specialists, such as administrative scriveners, to ensure proper implementation.

Summary

The Specified Skilled Worker (Construction Field) program is an effective system for the construction industry, which faces severe labor shortages. However, accepting foreign workers necessitates strict legal compliance and an appropriate support system. Correctly understanding the program’s characteristics and establishing an environment where foreign workers can work with peace of mind leads to success for both companies and foreign workers.