Mandatory Japanese for Foreign Workers
Japanese Language Education: Shifting from "Voluntary" to "Substantively Mandatory"
As Japan's population ages and declines, accepting foreign human resources has become indispensable for corporate management. However, for foreign employees to stay long-term and contribute effectively as part of the workforce, improving their Japanese language ability—which forms the foundation of their lives—is crucial, not just their job-specific skills. In recent years, the government has been strengthening the corporate responsibility for Japanese language education for foreign personnel, moving from a conventional "best effort" obligation to a more effective, enforceable form.
Specifically, under the "Development and Employment System" (育成就労制度, Ikusei Shūrō Seido), scheduled for implementation in April 2027, support for Japanese language education is expected to be positioned as a major pillar of the support plan required of accepting organizations (companies).
From an administrative scrivener's perspective, this article explains the background of this institutional change, future practical response, and the support programs available to businesses.
Background of the Shift Towards Mandatory Education: The Development and Employment System and the Transition to a "Cohesive Society"
The reinforcement of Japanese language education is not merely to ensure that work instructions are understood. The ultimate goal is to realize a cohesive society where foreigners can live on par with Japanese people, build careers, and avoid isolation from the local community.
The Impact of the Development and Employment System (Scheduled for Implementation in April 2027)
The "Development and Employment System," which will replace the current Technical Intern Training Program, emphasizes the development of foreign human resources and their smooth transition to the Specified Skilled Worker status. Under this new system, accepting organizations (such as companies) will be obligated to provide the following support, based on the bill's outline (details will be finalized in future ministerial ordinances).
■ Key Points of the Development and Employment System (Scheduled for Implementation in April 2027)
The new system, replacing the current "Technical Intern Training Program," emphasizes the perspective of "nurturing" foreign human resources. The outline of the bill and ministerial ordinances indicates that accepting organizations will be required to provide support such as the following (※Details are subject to confirmation in future ministerial ordinances and guidelines)
| Support for Japanese Language Proficiency Improvement |
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| Accepting organizations will be required to provide continuous Japanese learning opportunities promptly after the worker's entry into Japan, based on a support plan. |
| Clarification of Career Plans |
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| Introducing smartphone-compatible teaching materials to enable learning outside of working hours, and managing learning records. |
| Visibility of Self-Study |
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| Making self-study visible will make it easier to evaluate as a track record of settlement support. |
Thus, it is expected that companies will practically not be able to meet the acceptance requirements unless they include Japanese language education in their support plan. This marks a phase where comprehensive corporate system development is demanded, moving beyond mere voluntary education.
3 Selected Japanese Language Education Support Programs Available to Businesses
① Human Resources Development Subsidies (Specific Training Course / Specified Skilled Worker Training Course)
This subsidy program by the Ministry of Health, Labour and Welfare covers Japanese language training for foreign employees if it is recognized as necessary training for business operations. It subsidizes a portion of the training costs and wages. A wide range of formats, including group training and online training (e-learning), are eligible. However, a training plan must be created and submitted to the Labour Bureau beforehand.
② Public Expense Coverage for Specified Skilled Foreigner Support (Fees for Registered Support Organizations)
When hiring "Specified Skilled Worker" foreigners, companies are obliged to provide living orientation and Japanese language learning support based on a support plan. When outsourcing this task to an external Registered Support Organization, some local governments (e.g., Aichi Prefecture, Gunma Prefecture) are experimentally introducing public expense coverage or subsidy programs for the consignment fees.
While not a nationwide uniform system, the trend of public support at the local government level is expanding. It is advisable to check the latest information to see if your company's local government is applicable.
③ Regional Japanese Language Education Support Measures (Collaboration with Local Governments)
If a company finds it difficult to arrange Japanese language instructors on its own, collaboration with local Japanese language classes and volunteer organizations is effective. Companies can utilize local resources through programs such as the Agency for Cultural Affairs' and local governments' "Comprehensive System Development Promotion Project for Regional Japanese Language Education." Collaboration records with the community tend to be positively evaluated in immigration procedures and support plan reviews.
Corporate Strategy for Successful Japanese Language Education
The educational effect dramatically increases when Japanese language learning is linked to work, not just by sending employees to a classroom.
| Simplification of Work Instructions to "Easy Japanese" |
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| Enforce a company rule to avoid specialized terms and use concise, easy-to-understand expressions. Confirming comprehension as instructions are given enhances the educational effect. |
| Integration into the Evaluation System |
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| Including passing Japanese language exams like JLPT or JFT-Basic in the criteria for salary increases or promotions helps boost employee motivation. (Note: Care must be taken to ensure consistency with work rules and labor-management agreements when implementing this.) |
| Utilization of Online Learning |
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| Introducing smartphone-compatible teaching materials to enable learning outside of working hours, and managing learning records. Making self-study visible makes it easier to evaluate as a track record of settlement support. |
Investing for an Era of Coexistence
Japanese language education for foreign employees is no longer merely a welfare benefit; it is an investment related to both corporate social responsibility and human resource strategy. Companies should proceed with the establishment of a Japanese language education system now to prepare for the full enforcement of the Development and Employment System in 2027.
Specialized knowledge may be required for utilizing support programs, creating support plans, and collaborating with Registered Support Organizations. When setting up these practical arrangements, consulting with an expert, such as an administrative scrivener familiar with foreign worker support, is recommended.
※This article was created based on laws and public materials available as of November 2025. Details of the system are subject to change based on future ministerial ordinances and operational guidelines. Please check the official announcements from the Immigration Services Agency of Japan, the Ministry of Health, Labour and Welfare, and the Agency for Cultural Affairs for the latest information.
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