Japan work visa requirements: A 2025 guide for employers

Japan frequently ranks as one of the best countries in the world to live and work, so a company looking for top talent internationally may find the right fit overseas. But before you hire a new employee or someone on your current team packs up their office, you’ll need to understand the country’s work visa system. Japan has strict eligibility rules, distinct visa categories based on roles, and a process that often hinges on employer sponsorship. Getting the details right from the start helps you avoid legal setbacks and onboarding delays.

This guide breaks down Japan work visa requirements, so your People Ops team can move forward with clarity.

Who needs a Japanese work visa?

If a team member plans on moving to Japan and earning income locally or from a foreign company—even if they’re working remotely—they’ll almost always need a work visa. The only individuals who don’t need additional work authorization are:

• Japanese citizens (even if they’re based elsewhere)
• Permanent residents
• Long-term residents
• Spouses or children of Japanese nationals or permanent residents

While family-based visas—like those for the spouse of a Japanese national—may allow unrestricted work, others—like dependent visas—require permission to engage in paid activities. Employers should always verify whether the person has full work rights based on their specific residence status.

Everyone else must apply for a visa that matches their role and background. No one can legally work from Japan on a tourist visa, despite its standing as one of the best countries for remote workers. And while a Japanese digital nomad visa is available for short-term stays, it’s limited to citizens of certain countries and requires a high annual income, so there’s a significant barrier to entry.

Failing to follow the rules carries steep consequences. Japanese immigration law is strictly enforced, and companies found hiring without proper documentation may face significant penalties, from fines to re-entry bans. For international teams, visa planning isn’t just paperwork—it’s risk mitigation.

Types of work visas in Japan

The correct visa for your employee depends on the team member’s role, background, and how long they plan to stay. There are seven common Japanese visa types employers should know:

• Working visa: In Japan, working visas are the most common. It applies to employees in a wide range of professional knowledge-based roles, such as engineers, language teachers, IT specialists, researchers, and designers, and lets the employee stay from one to five years.
• Highly skilled professional visa: These visas use a points-based system that rewards experience, education, and income level to offer added perks, like fast-track permanent residency and five-year stays. It’s a strong option for senior or specialized hires who want to stay in Japan for the long haul.
• Intra-company transferee visa: Designed for team members transferring from a parent company abroad to a Japanese branch, the intra-company transferee visa is a good option if you’ve already started a global expansion process. The candidate must have worked at the company group for at least a year before relocation.
• Specified skilled worker visa (SSV1 and SSV2): If your employee doesn’t qualify for a standard working visa, specified skilled worker visas are worth looking into. This kind of visa covers 16 designated industries, including hospitality, construction, and manufacturing. SSV1 allows up to five years of residence but doesn’t permit family accompaniment. SSV2 is a more advanced category for 11 of those industries, allowing indefinite renewals and family sponsorship. It’s not uncommon for workers to start with an SSV1 and earn an SSV2 once they demonstrate higher-level skills. 
• Start-up visa: As the name implies, start-up visas support foreign entrepreneurs who plan to launch a business in Japan. Typically granted for up to a year (with potential extensions), it’s ideal for early-stage founders looking to explore the Japanese market.
• Working holiday visa: This visa is only available to citizens of countries with a working holiday agreement with Japan, including Australia, New Zealand, Canada, and the United Kingdom. It allows young adults (typically ages 18 to 30) to live and work in Japan for up to a year. It’s not suitable for full-time hires but occasionally useful for short-term, flexible roles.
• Digital nomad visa: This short-term visa lets remote workers live in Japan for up to six months while working for a non-Japanese employer. Applicants must earn at least JPY 10 million (approximately USD 65,000) annually and hold a passport from an eligible country. It’s non-renewable and doesn’t grant residency. 

Requirements to obtain a Japanese work visa

To get a Japanese work visa, your team member needs to meet a few core requirements. While the specifics vary depending on the visa type, these are the essentials:

• A valid passport: This one is straightforward—their passport needs to be current, have enough blank pages for a visa stamp, and not expire during their stay. 
• Certificate of Eligibility (CoE): This document is non-negotiable. It proves the person is qualified to live and work in Japan. The catch? It can only be issued in Japan, so your company—or a local partner—has to apply for it on their behalf before anything else can move forward.
• A job offer from a company in Japan: The Japanese government won’t issue a work visa without a signed offer. If your company doesn’t have a local entity, you can work with an employer of record (EOR) in Japan to handle the sponsorship.
• A completed visa application form: This form comes from Japan’s Ministry of Foreign Affairs. It’s easily downloaded off the websites for many Japanese consulates worldwide. 
• A passport-style photo: Visa photos need to match a few requirements: no smiles or filters, on a white background, and taken within the last three months. Specifics vary by location, so it’s essential to check the local embassy’s guidelines.
• An employment contract or offer letter: This isn’t just red tape. The Japanese government wants to see the full scope of the job—what your team member will be doing, for how long, and for how much—to ensure the application checks off all the boxes for the correct visa.
• Proof of qualifications and experience: The government also needs transcripts, diplomas, licenses, or a resume that shows qualifications in order to match the role with the right visa.
• Company details: In many cases, authorities want to review your company’s registration, tax records, and financial statements—especially if you’re sponsoring the hire directly.

Getting a work visa in Japan depends on many factors, including the role, industry, visa type, and national citizenship. That’s where a knowledgeable partner like an EOR can make sure nothing falls through the cracks.

The 7-step Japan work visa application process

Once you've found the right visa type for your situation, it's time to get the paperwork moving. The application process is split into two main parts—getting the CoE and submitting the actual visa application—and can be further divided into seven steps.

1. Apply for a CoE

This first step falls on you as the employer. The CoE proves your new team member meets Japan’s immigration standards for working in the country. You'll submit the application to their soon-to-be-local immigration office (part of Japan's Immigration Services Agency), along with supporting documents that confirm your company’s legitimacy, the candidate’s qualifications, and the role. It typically takes one to three months to receive a decision.

2. Send the CoE to your team member

Once approved, the CoE is mailed to you. You’ll need to forward the original document to your employee—they can’t apply for the visa without it. Keep in mind that the CoE is only valid for three months, so the next steps need to happen quickly.

3. Submit the visa application at the Japanese consulate or embassy

Your team member will apply for the visa in their home country, usually at a nearby Japanese consulate or embassy. Some countries must have their applications go through accredited agencies, so confirm the local process in advance.

4. Gather and submit supporting documents

The visa application will need a completed form, valid passport, passport-style photos, signed employment contract, and the CoE. Additional documents may be required depending on the consulate and role.

5. Pay the visa fee

Visa fees vary by country and application type, but typically range from 3,000 to 6,000 yen (about $20.27 to $40.54 USD, as of August 2025). Some agencies may charge additional service fees if they handle the submission.

6. Attend an interview (if requested)

In some cases, the consulate may request an interview or ask for extra documents. This isn’t always required, but can be part of the process depending on the role or visa type.

7. Receive the visa and travel to Japan

Once the visa is approved, the team member will receive it directly in their passport. They can now legally enter Japan and begin working. At the airport, they’ll receive a landing permit and, if arriving at a major hub like Narita or Haneda, a residence card.

For international hires—including those applying for a Japanese work visa for U.S. citizens—timing is everything. The full timeline from offer to arrival can stretch as long as six months. Starting early and staying organized, especially if you can get documents in order while the CoE is processing, makes all the difference.

Why use an EOR in Japan?

Hiring in Japan isn’t as simple as sending a contract, setting up a visa, and scheduling a start date. Without a local entity, your company can’t legally employ or pay someone in Japan. That’s where EORs like Oyster come in. The EOR becomes the employer on paper, handling contracts, tax registration, payroll, benefits, and immigration requirements, while you retain full control over the person’s day-to-day work and responsibilities.

An EOR removes the need to set up a branch office just to make a single hire. It also helps you avoid compliance risks tied to Japanese labor laws, immigration rules, and permanent establishment concerns. If your team is in the middle of global expansion or relocating a team member internationally, working with an EOR can simplify the process and remove administrative roadblocks before they start.

Simplify hiring in Japan with Oyster

If you’re looking to hire and pay employees in Japan, Oyster can help. You’ll be able to compliantly onboard, pay, and support team members in Japan without having to navigate complex local setup or legal hurdles on your own.

With Oyster’s global employment platform, you can take care of hiring, benefits, payroll, and compliance in one place. Enjoy the peace of mind you’ll have knowing your team is covered under Japanese labor laws and your talent gets a smooth, professional experience from day one. 

See how Oyster supports global compliance as an EOR when hiring across borders.

About Oyster

Oyster is a global employment platform designed to enable visionary HR leaders to find, engage, pay, manage, develop, and take care of a thriving distributed workforce. Oyster lets growing companies give valued international team members the experience they deserve, without the usual headaches and expense.

Oyster enables hiring anywhere in the world—with reliable, compliant payroll, and great local benefits and perks.