2026-04-12

Against the backdrop of a severe labor shortage, the utilization of foreign talent has become an urgent priority. In particular, the “Specific Skilled Worker System” is gaining attention as a means to secure workers who can contribute immediately. This article provides a clear explanation of the latest number of Specific Skilled Workers, the government’s increase in projected intake quotas (upper limits), and trends toward the transition to the new system.

[Current Analysis] Number of Specific Skilled Workers and Trends in Major Sectors

According to statistics released by the Japan Immigration Services Agency (JISA), the number of Specific Skilled Workers has been steadily increasing year by year. Although growth stalled temporarily at the start of the program due to the impact of the COVID-19 pandemic, numbers began rising again after entry restrictions were lifted.

By sector, the “Food and Beverage Manufacturing” and “Raw Materials, Industrial Machinery, and Electrical/Electronic/Information-Related Manufacturing” sectors have the highest numbers and account for a significant proportion. Additionally, the “Long-Term Care” sector is showing steady growth. By nationality, Vietnam accounts for the overwhelming majority, but recently, Indonesia and the Philippines have also been on the rise, indicating increasing diversity among nationalities.

For companies, these “numerical trends” serve as an indicator of market competition. In particular, as the transition to Specific Skilled Worker Category 2 progresses, long-term employment becomes possible; therefore, going forward, the key to securing talent will likely lie not only in the number of Category 1 workers but also in career development support that takes into account advancement to Category 2.

[2024 Revision] Significant Increase in Admission Quotas and Expansion of Target Sectors

The government has decided in a cabinet meeting to set the projected number of Specific Skilled Workers to be admitted over the five years starting in fiscal year 2024 at 820,000—approximately double the previous figure. This represents a major policy shift aimed at resolving the severe labor shortage in Japan.

Along with this expansion of the quota, the eligible sectors (specific industrial sectors) have also been expanded. In addition to the existing 12 sectors, five new sectors—“Motor Transport,” “Railways,” “Agriculture,” “Forestry,” and “Wood Products Industry”—have been added or incorporated into existing sectors. The inclusion of occupations such as truck drivers, particularly to address the “2024 Problem” in the logistics industry, has attracted significant attention.

The expansion of the quota means more recruitment opportunities for companies. However, it is not merely a matter of increasing the “quota”; companies are also required to improve skills testing and the quality of Japanese language education. Consequently, companies must develop recruitment strategies that focus more than ever on creating workplaces that attract talent.

Transition to the “Training and Employment System” and the Benefits of Long-Term Employment

A key aspect of understanding the Specific Skills System is the transition from the current “Technical Intern Training Program” to the newly established “Training and Employment System.” This new system aims to train workers to the level of Specific Skills Category 1 over a three-year period, effectively serving as a gateway to the Specific Skills System.

With the introduction of the Training and Employment System, the path to the Specific Skills visa becomes clear even for those with no prior experience, so the number of Specific Skills visa holders is expected to increase further in the future. For companies, this enables long-term workforce planning, including a maximum of five years (Category 1) plus an indefinite period (Category 2), encompassing the training period. Furthermore, with the significant expansion of the fields covered by Specific Skills Category 2, bringing family members and applying for permanent residency have become realistic options.

We are shifting from a phase of merely “securing labor” to one of “coexistence as skilled partners.” Rather than simply tracking the latest population statistics, understanding the importance of “long-term retention”—the underlying principle behind these system changes—is paramount in HR strategy.

Summary

The number of Specific Skilled Workers is expected to increase further in the future due to the expansion of intake quotas and the addition of new eligible sectors. The government’s target of “820,000 over five years” demonstrates its strong commitment to addressing labor shortages. Companies are required to accurately monitor developments in system reforms and formulate long-term recruitment and training plans that facilitate a smooth transition from training to employment.