Japan – Finding Employment

What is the current state of Japan’s job market, and which sectors are most in demand?

Japan’s labour market has remained broadly stable, with the unemployment rate hovering around 2.5% as of mid-2025 — a figure expected to remain at similar levels through 2025 and into 2026. Behind this reassuringly low headline number, however, lies a far more complicated reality: the country is grappling with a severe structural deficit of workers rather than any shortage of positions to fill.

Japan’s working-age population has been contracting without interruption, shrinking by 16% from a high of 87.3 million in 1995 to 73.7 million in 2024, while the old-age dependency ratio more than doubled from 21% to 49% across the same period. Roughly 500,000 people exit the workforce every year, compelling both government bodies and private employers to turn increasingly to overseas talent.

Japan’s ratio of job openings to applicants has remained above 1.0 for an extended period, which means there are more vacancies than there are people seeking work — a situation an OECD review has characterised as a full-blown “talent crisis,” with acute shortfalls across many skill areas. For foreign candidates, this translates into companies showing a notably greater willingness to recruit non-Japanese workers than they did in previous eras. Japan’s foreign workforce reached an all-time high of 2.3 million workers as of October 2024.

The sectors where demand for overseas professionals is most pronounced include:

• Information Technology and digital transformation: Japan is projected to face a shortfall of 220,000 IT professionals by 2025–2026, with particularly strong demand in AI, cybersecurity, and cloud computing.
• Healthcare and elderly care: Japan’s exceptionally fast-ageing population is generating enormous demand for medical and care professionals — nurses, caregivers, and medical technologists are being actively recruited from abroad.
• Construction and engineering: Construction carries a job-to-applicant ratio of 4.6 — the highest recorded across all industry sectors — with nursing care not far behind at 3.7.
• Green energy and sustainability: Japan’s commitment to achieving carbon neutrality by 2050 is fuelling a sweeping nationwide transition, with sustainability specialists in strong demand across projects ranging from offshore wind farms to hydrogen energy initiatives.
• Hospitality and food services: In 2024, sectors including hospitality, retail, and consumer services saw considerable growth in foreign worker numbers, driven largely by the resurgence of inbound tourism.

Japan’s 2025 spring wage negotiations delivered an average pay rise of 5.46% — the highest figure recorded since 1990–91 — a clear signal of the intensity with which employers are competing to attract and hold on to skilled people.

What are working conditions and workplace culture like in Japan?

Japan’s work environment represents a fusion of long-established values around diligence and dedication with a growing push toward healthier work-life balance. Those arriving from other countries frequently find Japanese workplace norms strikingly unfamiliar, and getting to grips with them before you start will prove enormously beneficial.

Hierarchy and communication: Japanese organisations typically maintain clear hierarchical structures, with deference to more senior colleagues forming a cornerstone of professional conduct. Junior staff members may hold back from voicing ideas or raising concerns if they believe doing so might put them at odds with a superior’s position. While many workplace cultures around the world prize direct and explicit communication, Japanese professionals tend toward a high-context style that inclines away from expressing disagreement or negative sentiments openly. These differences can catch newcomers off guard, but appreciating them is fundamental to building a successful career in Japan.

Formality and dress: Japanese corporate environments generally observe strict dress standards — dark suits, white shirts, and restrained neckwear or equivalent attire are the norm in most professional settings, and drawing attention through distinctive or brightly coloured clothing is typically frowned upon.

Working hours and overtime: The Labour Standards Act sets a standard working week of 40 hours and a daily maximum of 8 hours, though actual practice can diverge considerably from this in certain workplaces. The Work Style Reform Law imposes a cap of 45 hours of overtime per month under normal circumstances. Historically, remaining at one’s desk for extended periods was widely regarded as evidence of commitment; this attitude is gradually shifting, though at some organisations there remains an unspoken expectation that employees will stay on after official closing time — especially when senior colleagues are still present.

After-work socialising: The nomikai — group drinking gatherings held after work — occupies a central place in Japanese office life, functioning as an informal forum for building trust and exchanging candid views that the rigidities of workplace hierarchy might otherwise prevent. Junior employees find more latitude to speak freely, and senior figures tend to show more of their personalities outside the office environment. A meaningful portion of professional relationship-building in Japan takes place away from the workplace, and attendance at these gatherings is often treated as a professional expectation rather than a freely optional choice.

Collective harmony: Within Japanese working environments, the wellbeing and cohesion of the team as a whole routinely takes precedence over individual preferences — maintaining group harmony is treated as a foundational principle of collaborative work.

Change is under way: The Work Style Reform Law, which took effect in 2019, places firm limits on overtime and requires employers to apply more rigorous leave entitlements. A growing number of organisations — particularly those in technology and service sectors — are experimenting with flexible working arrangements and remote working options.

What language skills are required to work in Japan?

Language requirements differ substantially depending on the position, the industry, and the employer. There is no single universal answer, but developing a clear sense of the overall landscape will help you identify opportunities that fit your current level of proficiency.

The positions available to you as a foreign worker are shaped not only by your professional capabilities but also by your command of Japanese — even when you are considering roles at internationally oriented companies. That said, a growing number of exceptions exist, particularly within the technology sector and education.

• IT and software roles: A rising number of technology companies, startups, and multinational corporations conduct operations in English. Some positions explicitly indicate “英語使用” (English used) in their advertisements and have limited or no Japanese language requirements.
• Teaching: Foreign language teaching positions — whether through the government-run JET Programme or private conversation schools known as eikaiwa — are generally conducted in the language being taught and typically do not require Japanese.
• Healthcare and social care: Although even basic Japanese proficiency improves a candidate’s prospects considerably in healthcare environments, there are instances where foreign workers with limited Japanese can enter employment provided they commit to learning the language while on the job. The Specified Skilled Worker (SSW) visa for care sector roles does mandate passing a Japanese language assessment.
• Corporate and professional roles: The majority of positions at Japanese-headquartered companies require at least business-level Japanese proficiency — typically JLPT N2 or higher. The JLPT (Japanese Language Proficiency Test) is the internationally accepted benchmark, graded from N5 (beginner level) to N1 (near-native fluency).
• Regional variation: Tokyo and Osaka offer the most internationally accessible working environments, with a greater concentration of multinational employers and English-compatible workplaces. The further you move from major metropolitan centres, the more important Japanese language ability becomes for day-to-day professional functioning.

Japanese professional culture places high value on harmony, loyalty, and discipline — and genuinely thriving within most Japanese organisations is understood to require mastery of business Japanese and its accompanying etiquette, since JLPT certification on its own will carry you only so far in a traditional workplace setting.

Where should I search for jobs in Japan?

Japan’s recruitment landscape is well developed, combining large domestic job portals, specialist platforms serving foreign talent, and international placement agencies. The most appropriate starting point will depend on whether you are targeting internationally accessible roles or aiming to integrate more fully into a Japanese-language professional environment.

Major job search platforms:

• Daijob: One of Japan’s most established bilingual and international recruitment platforms, listing thousands of opportunities across IT, finance, marketing, and management for candidates from overseas.
• GaijinPot Jobs: A well-known platform designed specifically for foreign job seekers in Japan, spanning roles from teaching and hospitality through to corporate and technical positions.
• Japan Dev: Focused exclusively on technology roles at English-friendly employers, making it a particularly useful resource for software engineers and IT specialists.
• LinkedIn Japan: Increasingly relied upon by both multinational organisations and Japanese companies seeking to hire internationally, especially for senior or specialist roles.
• Recruit Holdings: Japan’s largest human resources and recruitment group, operating platforms that include Rikunabi and Indeed Japan — primarily in Japanese but with expanding international sections.
• JETRO (Japan External Trade Organization): JETRO now maintains an official “OFP List” identifying companies that are actively seeking global talent, covering organisations from established manufacturers to emerging startups.

Specialist recruitment agencies: International agencies including Robert Walters Japan, Michael Page Japan, Hays Japan, and JAC Recruitment maintain a strong presence in Japan and focus on placing overseas professionals. These firms typically provide bilingual support and sector-specific knowledge.

The JET Programme: If you are interested in teaching, the JET Programme is a Japanese government initiative that places foreign nationals as assistant language teachers and coordinators for international relations in schools and local government bodies across the country. Applications open once a year and are submitted through Japanese embassies.

Recruitment analyses for 2025 consistently show that many employers are unable to source enough suitable local candidates — particularly in IT, engineering, and care — which means a focused, well-crafted application carries greater impact than ever before.

How does a CV or résumé differ in Japan from international norms?

Japan has its own firmly established conventions for application documents that diverge considerably from the flexible CV formats widely used elsewhere in the world. Familiarising yourself with these formats before submitting any applications is essential.

The Rirekisho (履歴書): The rirekisho is Japan’s standard résumé document, while the shokumukeirekisho functions as its more expansive equivalent — providing space to present your background and competencies in greater depth, giving prospective employers a fuller picture of what you bring to the role. Traditional rirekisho are presented on pre-printed forms with fixed fields covering name, date of birth, photograph, educational history, employment history, qualifications, and a personal statement (jiko PR). The document is arranged in chronological order from oldest to most recent, which is the reverse of the standard convention in most other countries.

Photograph: A formal headshot photograph is expected on the rirekisho as well as on many internationally styled applications submitted in Japan. This is accepted standard practice, quite unlike norms in countries such as France or Germany where photographs have largely been removed from application documents in order to minimise bias.

Personal seal (hanko): The affixing of a personal stamp — known as a hanko — to official documents was once a widespread requirement. This practice has diminished markedly in recent years following Japan’s drive toward digital administration, though you may still encounter it at certain organisations.

The Shokumukeirekisho (職務経歴書): This document calls for a professional summary — comparable in concept to the summary section of a Western résumé — setting out your relevant work history through clear, concise prose and referencing specific positions you have occupied. This is the document in which you can develop your achievements, competencies, and project experience beyond the constraints that the rirekisho’s fixed format imposes.

Key things to include or avoid:

• Write honestly and with precision — exaggeration is treated as a serious matter in Japan and can lead to dismissal even after you have been taken on
• Include all qualifications, certifications, and language test results (such as your JLPT level)
• Avoid unconventional or creatively formatted layouts when applying to traditional Japanese employers — adherence to convention and legibility take priority
• For internationally focused organisations — particularly startups or technology companies — an English-language CV in a Western format may be accepted or even preferred alongside the standard Japanese documents
• In the shokumukeirekisho, articulate clearly how your skills, experience, and background make you the right candidate — keep the tone professional and the focus firmly on your professional record

What does the job application process typically involve?

Hiring procedures in Japan tend to be more formalised and take considerably longer than those in many other countries, particularly at large established corporations. Understanding the usual sequence of steps will help you plan your timeline and set realistic expectations.

1. Document submission: Submit your rirekisho and shokumukeirekisho together with any additional materials requested, such as a cover letter or portfolio. Some organisations use online application systems such as Rikunabi, Mynavi, or their own proprietary portals; others continue to accept paper applications sent by post.
2. Screening: HR departments examine applications carefully. Larger companies may use applicant tracking systems. Response times vary, but allow one to four weeks for initial feedback.
3. First interview: This round is usually conducted by HR staff and tends to focus on your reasons for wanting to join the company, your strengths and areas for development, and your longer-term career aspirations. Candidates are expected to arrive with well-considered, structured responses.
4. Aptitude or written tests: Many Japanese companies — particularly larger ones — incorporate written aptitude assessments, known as SPI tests, which measure numerical reasoning, verbal ability, and in some cases personality traits. These are frequently completed online ahead of the first interview.
5. Second and third interviews: Later rounds typically involve heads of department and senior managers, with deeper scrutiny of technical capabilities and cultural compatibility. Three or more interview rounds are common at large organisations.
6. Background checks: Reference checks are routine. Certain sectors — notably finance and law — carry out more thorough background verification processes.
7. Job offer (内定, naitei): Formal offers are generally extended verbally before a written contract follows. Accepting an offer is regarded as a serious professional commitment — withdrawing after acceptance is strongly discouraged and may damage your standing in the professional community.
8. Onboarding: Most employers operate a structured onboarding programme. Larger firms have traditionally recruited new graduates in a single April cohort (shinsotsu saiyō), though mid-career and international hires (chūto saiyō) are now occurring with increasing frequency throughout the year.

One notable development reshaping Japan’s recruitment landscape is the shift toward skills-based hiring, which means that demonstrable experience and concrete evidence of achievement are carrying more weight than they once did in a system that historically prioritised credentials and institutional affiliation above all else.

What work visas or permits does a foreign national need to work legally in Japan?

To work legally in Japan, foreign nationals must hold an appropriate status of residence (在留資格). The correct visa category is determined by the nature of the work, your qualifications, and your employer. Japan recognises 29 different types of working visa, but the great majority of professional overseas workers will fall under one of a small number of principal categories.

Main work visa categories:

• Engineer/Specialist in Humanities/International Services (技術・人文知識・国際業務): This category encompasses scientific engineers, IT engineers, foreign language teachers, interpreters, copywriters, designers, and comparable roles. Immigration authorities typically expect either a university degree in a relevant discipline or a number of years of substantive professional experience in the field. This is the most widely held visa among white-collar foreign professionals in Japan.
• Specified Skilled Worker (特定技能, SSW): Introduced in 2019 and expanded in 2024 to encompass 16 industries experiencing labour shortages — including caregiving, food service, construction, and agriculture — the SSW framework offers two tiers. SSW Type 1 permits up to five years of work without the right to bring family members, while SSW Type 2 provides for longer stays and family sponsorship for highly skilled workers in qualifying sectors.
• Highly Skilled Professional (高度専門職, HSP): This visa operates through a points-based assessment that awards scores for factors including age, Japanese language proficiency, level of education, academic achievements, and professional qualifications. For those who place a premium on accelerated access to permanent residency, comprehensive family support provisions, and broader work flexibility, the HSP route offers compelling advantages.
• Intra-company Transferee: This category covers employees of multinational organisations who are being relocated to a Japanese branch or subsidiary of their current employer.
• Digital Nomad Visa: Launched in 2024, this status permits remote workers to spend up to six months in Japan while employed by or working for clients based outside the country.

How the process works (step by step):

1. Secure a job offer from a Japanese employer who is prepared to act as your visa sponsor.
2. Identify the correct visa category in consultation with your employer — the role description, qualification requirements, and salary level must all be consistent with the immigration criteria applicable to that category.
3. Employer prepares sponsorship documents — these typically include the company’s corporate registration certificate, tax payment records, financial statements, and a description of the organisation’s business activities.
4. You prepare personal documentation — standard requirements include a valid passport, a CV, university degree certificates, professional qualifications, employment history records, and evidence of prior relevant experience.
5. Submit a Certificate of Eligibility (COE) application — the employer or its designated representative in Japan lodges the COE application with the relevant regional immigration bureau. This stage typically takes one to three months.
6. Apply for the visa at your local Japanese embassy or consulate using the COE once it has been issued. Processing is usually completed within five to ten business days.
7. Enter Japan and collect your Residence Card — your Residence Card serves as your official form of identification throughout your time living and working in Japan.

Always confirm current requirements directly with the Immigration Services Agency of Japan (ISA) or the Ministry of Foreign Affairs, as categories and eligibility criteria are subject to regular revision.

How does tax registration and payroll work in Japan?

Japan uses a pay-as-you-earn (PAYE) payroll model for most employees — broadly similar in structure to the PAYE system used in the United Kingdom or the withholding tax arrangements applied in Australia. The bulk of administrative responsibility lies with the employer, but there are important aspects that every new worker should understand.

My Number (マイナンバー): Among the first tasks you will need to complete is obtaining your My Number — Japan’s national identification number. This is issued automatically when you register your address at your local municipal office (区役所, kuyakusho) following your arrival and collection of your Residence Card. Your employer requires your My Number to process payroll, enrol you in social insurance, and handle tax reporting on your behalf. Completing this registration as promptly as possible after arrival is strongly advisable.

Income tax and withholding: Japan operates a progressive income tax system, with rates ranging from 5% to 45% on annual income, supplemented by a flat 10% local inhabitant’s tax (resident tax). For salaried employees, income tax is deducted from pay each month by the employer. A year-end adjustment process (年末調整, nenmatsuchosei) carried out by the employer in November or December means that most employees have no obligation to file an individual tax return — a contrast to self-assessment regimes in countries such as Australia or Ireland. Freelancers, self-employed individuals, and those receiving income from multiple sources must file their own return (確定申告, kakutei shinkoku) by 15 March each year. Current rates and guidance are available on the National Tax Agency (NTA) website.

Social insurance: Employees enrolled in Japan’s social insurance scheme (shakai hoken) have contributions toward health insurance (健康保険), the employees’ pension (厚生年金), and employment insurance (雇用保険) automatically deducted from their monthly salary. Costs are split roughly equally between employer and employee. Sponsoring employers are expected to fulfil ongoing obligations including correct payroll processing and timely social insurance enrolment.

Resident tax: Resident tax is calculated on the basis of the previous year’s income and becomes payable from June. New arrivals may be surprised to find their first June billing is larger than anticipated, as it is calculated to account for prior-year income. It is prudent to budget for this in your first full year of residence.

The NTA publishes English-language tax information, and the Japan Pension Service offers English-language guidance covering the national pension system.

How are foreign qualifications recognised in Japan?

Japan does not operate a single centralised authority responsible for the general recognition of overseas academic qualifications, unlike frameworks such as the UK’s ENIC (formerly NARIC) or the European Union’s regulated professions database. Instead, recognition functions differently according to whether a qualification is being evaluated for immigration purposes, general employment, or professional licensing.

For visa and immigration purposes: Immigration authorities assess degrees based on official transcripts, certificates, and the accreditation status of the institution concerned — and certain overseas universities may not be recognised. Degrees from accredited institutions in most OECD countries are generally accepted for the Engineer/Specialist visa, but official transcripts and certified translations should be provided where these are requested.

For regulated professions: A range of professions require specific Japanese licensing irrespective of the overseas qualifications a candidate holds. These include:

• Medical practitioners: Foreign medical degrees do not carry direct recognition. Physicians, dentists, pharmacists, and nurses trained abroad must pass the relevant Japanese national licensing examinations. The Ministry of Health, Labour and Welfare (MHLW) oversees these processes.
• Lawyers: Attorneys, judicial scriveners, certified public accountants, and tax accountants must obtain Japanese certification in order to practise under the relevant visa category. The Japan Federation of Bar Associations (JFBA) oversees the admission process for legal professionals.
• Nurses and carers: Foreign-trained nurses may qualify through the Economic Partnership Agreement (EPA) framework or by successfully sitting Japanese national examinations. Nurses from EPA partner countries — currently Indonesia, the Philippines, and Vietnam — follow a supervised training pathway.
• Architects and engineers: The Japan Institute of Architects and the relevant engineering professional bodies govern licensing in these fields. Some internationally recognised credentials may receive partial acknowledgement, but full Japanese qualification is typically required before independent practice is permitted.

For general employment in non-regulated roles: Foreign degrees and professional qualifications are broadly accepted by employers as presented — particularly in IT, finance, and internationally oriented business roles. Providing certified translations and official transcripts strengthens your candidacy considerably.

For queries concerning healthcare profession licensing, contact the Ministry of Health, Labour and Welfare (MHLW); for guidance relevant to visa qualification recognition, refer to the Ministry of Foreign Affairs. Always verify current requirements directly with the relevant licensing body before making concrete career plans.

What networking and professional association opportunities exist in Japan?

Cultivating a professional network matters in every job market, but in Japan — where personal relationships and established trust carry exceptional weight in hiring decisions — it can be genuinely decisive. Fortunately, there is a well-developed infrastructure of organisations supporting foreign professionals in the country.

Professional chambers and business associations:

• American Chamber of Commerce in Japan (ACCJ): One of the largest and most active foreign business chambers operating in Japan, organising regular networking gatherings, policy discussions, and sector-specific committees that are open to professionals of all nationalities.
• British Chamber of Commerce in Japan (BCCJ) and corresponding organisations from other countries — most major economies maintain an active commercial chamber in Tokyo.
• European Business Council in Japan (EBC): Represents European business interests and provides cross-sector networking access throughout Japan.

Government and trade resources:

• JETRO (Japan External Trade Organization): In addition to its job listings function, JETRO provides free business support services, introductions to Japanese companies, and seminars for overseas professionals and investors exploring opportunities in the Japanese market.
• J-Startup: Japan’s government-backed startup support initiative, which serves as an entry point for engaging with the country’s expanding startup ecosystem.

Expat and professional community networks:

• InterNations Japan: A large community platform with active chapters in Tokyo, Osaka, and other major cities, organising professional and social gatherings for overseas residents.
• Tokyo Tech and Startup Meetups: Platforms such as Meetup.com host a wide range of technology, finance, and industry-specific events in Tokyo and Osaka, many of which are conducted in English or bilingually.
• LinkedIn local groups: LinkedIn remains the most effective digital networking tool for professional roles in Japan, particularly when it comes to making contact with hiring managers and peers at multinational organisations.

Seeking out and speaking with other foreign professionals currently working in Japan is particularly valuable — their firsthand accounts of different companies’ internal cultures can prove illuminating, and understanding which organisations align with the kind of working environment you are seeking is central to building a career you will find genuinely rewarding.

Frequently Asked Questions

How long does it take to get a Japanese work visa?

The Certificate of Eligibility (COE) — the critical document your employer must secure before you are able to submit a visa application — normally takes one to three months to be processed. Your employer lodges the COE application with the Japanese Immigration Bureau, and the COE must be in hand before you can apply at the embassy. Once the COE has been issued, processing at the embassy or consulate typically takes between five and ten business days. The total elapsed time from receiving a job offer to actually arriving in Japan is commonly three to five months, so factoring this into your planning from the outset is essential.

Do I need to speak Japanese to find a job in Japan?

Not for every role. Japanese language proficiency is not a universal requirement across all work visa categories — it is mandatory for SSW visas and confers a meaningful advantage for the Highly Skilled Professional visa, but for many white-collar positions, conducting business in English is acceptable where the employer is willing. That said, Japanese language ability substantially broadens the range of roles open to you and is important for day-to-day professional life, particularly outside major urban centres.

What is a probationary period like in Japan?

Probationary periods (試用期間, shiyō kikan) are a standard feature of Japanese employment contracts, typically running between one and six months, with three months being the most common duration. During this time, employers retain the right to end employment more readily than applies to established regular employees, although Japanese labour law still provides workers with certain protections throughout this phase. Once the probationary period has been completed and regular employee status (正社員, seishain) is confirmed, Japan’s employment legislation makes dismissal procedurally demanding — which means that secured regular employment comes with a considerable degree of job security.

What is the Specified Skilled Worker (SSW) visa, and who is it for?

The SSW visa is a Japanese government programme designed to alleviate labour shortfalls in specific industries. Type 1 allows up to five years of work without the right to bring family members to Japan, while Type 2 provides for extended stays and family sponsorship for highly skilled workers in eligible sectors. As of 2024, the programme covers 16 industries including caregiving, food service, construction, and agriculture. The majority of SSW categories require candidates to pass both a skills assessment and a Japanese language test before a visa can be granted.

Can I change jobs in Japan once I have a work visa?

Yes, in most circumstances. You are required to notify the immigration authorities and confirm that your new position falls within the scope of your existing visa category. For holders of the standard Engineer/Specialist visa, changing employers while remaining within the same professional field is generally straightforward following notification. However, if the new role represents a significant departure into a different field of activity, you may need to apply for a formal change of residence status. The HSP visa carries greater employer-tied conditions initially, though HSP Type 2 status affords considerably more flexibility.

How does Japan’s Highly Skilled Professional (HSP) visa differ from a standard work visa?

The HSP visa is governed by a points-based system that awards scores across factors including age, Japanese language proficiency, educational attainment, academic achievements, and professional qualifications. Among its key advantages is a considerably accelerated route to permanent residency — applicants who accumulate 70 or more points and have resided in Japan for three years become eligible to apply; those reaching 80 or more points may apply after just one year of residence. The corresponding trade-off involves more complex documentation requirements and an initially employer-tied structure.

What taxes will I pay as an employee in Japan?

As a salaried worker, both income tax and social insurance contributions are deducted directly from your monthly pay by your employer. Japan’s income tax operates on a progressive scale ranging from 5% to 45%, to which a flat 10% local inhabitant’s tax is added. For the vast majority of salaried employees, the year-end adjustment (nenmatsuchosei) administered by the employer means that filing an individual tax return is unnecessary. Up-to-date rates and thresholds are available on the National Tax Agency (NTA) website. Be aware that resident tax is billed from June on the basis of the preceding year’s income — a timing feature that can result in an unexpectedly large bill during your first full year in Japan.

Which professions require Japanese licensing before I can practise?

A number of regulated professions require Japanese national licensing regardless of the overseas qualifications a practitioner holds. These include physicians, dentists, pharmacists, nurses, attorneys, judicial scriveners, certified public accountants, and tax accountants. In each case, formal certification in Japan is a prerequisite both for legal practice and for obtaining the visa category associated with that profession. Contact the relevant licensing authority and the Ministry of Health, Labour and Welfare directly for current requirements before committing to a relocation plan.