On Tuesday, October 7, 2025, a Zoom webinar entitled “The Latest Trends in Training and Employment Systems! What Companies Should Do” was held at Zoom Webinar on Tuesday, October 7, 2025. The lecturer was Mr. Shohei Sugita, representative attorney at Global HR Strategy, who spoke about the latest ordinance of the competent ministry and practical points of the training and employment system, which is scheduled to take effect in 2027.

Key Points of the Lecture

Outline of the Training and Employment System

The three points of “Japanese language ability at the time of transition,” “job classification,” and “transfer (in “unavoidable cases” and “at the will of the individual”)” were explained. In particular, the presentation covered in detail the period of limitation on transfer, handling of transfer payments, and conditions for transfer at the will of the individual, etc., regarding “transfer,” which is the focus of attention in the recent system revision.

The measures that companies should take to prepare for the implementation of the system

<Japanese Language Proficiency>
The newly required Japanese language proficiency was explained using a diagram showing a step-by-step setting. Since A2 (equivalent to N4) is required at the end of the 3-year training period, companies will need to develop a Japanese-language education system and train their employees.

＜Under the new system, the fees to be paid to the sending organization before the arrival of a foreign national in Japan by a trainee worker shall not exceed the amount obtained by multiplying the monthly remuneration stated in the training and employment plan by two. Until now, it has been the case that the Japanese provider of training and employment (the employing company) was not involved in the contract between the local sending organization and the foreign national. However, under the new system, when the employer, the hiring company in Japan, applies for certification of the “Training and Employment Plan,” it is required to confirm the fee and attach a document certifying that the period of the training and employment does not exceed two months. This verification and management is the responsibility of the employer.

Explanation of FERI (Fair and Ethical Recruitment) by JP-MIRAI

JP-MIRAI introduced its concept and efforts regarding FERI. The current situation is that technical intern trainees pay a large amount of fees and related costs prior to their visit to Japan, and the training employment system has clear provisions for these fees. In order to ensure that employers, placement agencies, and sending agencies each fulfill their appropriate roles, an explanation of the certification system for the recruitment of foreign human resources based on FERI guidelines was given.

This seminar is scheduled to be held in a series format, and will continue to provide opportunities to deepen understanding of practical responses and system operation related to the Fostering Employment System. We encourage all companies to participate in future seminars as a reference for step-by-step preparation for the implementation of the system.