What Is Engineer/Specialist in Humanities/International Services (技人国)? Job Scope, Requirements and Key Considerations Explained [2026 Edition]

These three categories are not reflected in the name of the status of residence itself, but clarifying which category the job duties fall under is important when explaining the role during the examination process.

（Reference: Immigration Services Agency of Japan, "Engineer/Specialist in Humanities/International Services"）

Permitted work and the need for caution around 'unskilled labour'

Gijinkoku permits only work that requires specialist knowledge or skills. Even work that looks the same on the surface — such as "customer service" or "manufacturing" — can be treated very differently under the status of residence depending on the degree of specialisation actually involved.

Typical examples of permitted work:

• Design, development, maintenance and operation of IT systems
• Accounting, financial reporting and budget management
• Translation and interpreting (specialist, ongoing work)
• Teaching or language instruction conducted in a foreign language
• Marketing and public relations aimed at overseas markets
• Inbound tourism services making use of foreign languages (travel, hotels, trading companies, etc.)

Examples of work requiring caution (likely to be classed as unskilled labour):

• Factory production-line work (where the requirement for specialist knowledge or skill is limited)
• General cooking or customer-service support at restaurants
• General sales support, stock management or till operation

Where a single role combines specialist duties with unskilled tasks, the determination turns on what the "principal duties" actually are. It is important for hiring managers to set out the specialist nature of the role clearly in the recruitment plan and job description.

Educational background and work experience requirements

Applications for Gijinkoku require educational background or work experience relevant to the job duties. The specific requirements vary by category.

（Reference: Immigration Services Agency of Japan, "Engineer/Specialist in Humanities/International Services"）

Depending on the category, three or ten years of relevant work experience may be required. As views can differ on how this is assessed, we recommend consulting a specialist gyoseishoshi.

[Important, from 15 April 2026] The N2/CEFR B2 requirement for language-related work

From 15 April 2026, the Immigration Services Agency has introduced new requirements for Gijinkoku applications. For applicants employed by a host organisation in Category 3 or 4, where the applicant primarily engages in interpersonal work relying on language ability (such as translation, interpreting, or customer-facing work like hotel front-desk duties), documentary proof of language ability equivalent to CEFR B2 or above is now required.

In addition, Category 3 and 4 host organisations are now also required to submit a declaration signed by their representative.

（Reference: Immigration Services Agency of Japan, "Engineer/Specialist in Humanities/International Services"）

Exemption conditions (where the language used at work is Japanese)

Under the documentary criteria published by the Immigration Services Agency, the required language ability is defined as "CEFR B2 equivalent in the language used at work". Where the language used at work is Japanese, submission of supporting documents is waived if any of the following apply. For the method of proof where the language used at work is not Japanese (e.g. English or Chinese), please check with the Immigration Services Agency or a gyoseishoshi.

• Holding JLPT N2 or above
• Scoring 400 or above on the BJT Business Japanese Proficiency Test
• Having resided in Japan as a mid- to long-term resident for 20 years or more
• Having graduated from a Japanese university, or completed a course at a Japanese college of technology (kosen), specialised training college (senshu gakko), or an advanced course thereof
• Having completed compulsory education in Japan and graduated from a Japanese senior high school

Implications for recruitment practice

Where a Category 3 or 4 employer wishes to hire a foreign national for language-related work who has strong language ability but does not hold a qualification such as the JLPT, the certificate must be submitted at the time of application. Care is needed with scheduling if the plan is for the individual to obtain the qualification only after joining the company.

Note that the documentary burden may differ for Category 1 and 2 employers (listed companies, corporations above a certain scale, etc.). Please check with a gyoseishoshi to confirm which category your company falls into and what the specific documentary requirements are.

📋 Concerned about how the changes since April 2026 affect your application process?

If you need to check which category your company falls into, how to respond to the new requirements, or anything else specific to your circumstances, please feel free to get in touch — we are happy to help.

Common reasons for refusal and points of caution when applying

The Immigration Services Agency's website does not publish a list of reasons for refusal, and each case is examined on its own merits. In practice, however, the following factors are widely understood to make refusal more likely. It is important to bear all of them in mind from the recruitment-planning stage onwards.

Relating to the specialist nature of the role:

• The role is judged to be work that does not require specialist knowledge or skill (i.e. unskilled labour)
• An inadequate job description that fails to convey the specialist nature of the role to the examiner

Relating to the connection between education/career history and the role:

• Failure to explain the connection between the applicant's field of study and the role being hired for
• Inadequate documentary proof of work experience, or doubts over its credibility

Relating to the employment environment and the company's circumstances:

• A recently established company with insufficient explanation of its business foundation and actual operations
• A salary judged not to be equivalent to that of a Japanese national in an equivalent role (the principle of equivalent remuneration)
• A form of employment that raises doubts over its continuity or stability

Other:

• The applicant's past residence record (overstaying, violations of permitted activities outside their status, etc.)
• Deficiencies or inconsistencies in the content of the application documents

These factors are often assessed in combination, and there is no guarantee that "meeting this condition" will result in approval. Consulting a gyoseishoshi from the document-preparation stage onwards helps to reduce risk.

Hiring at small and medium-sized enterprises, and taking on new graduates

Hiring under Gijinkoku is entirely possible for small and medium-sized enterprises. The size of a company is not said to directly affect whether a status of residence is granted, but for a recently established company or one with a limited trading record, careful preparation of documents evidencing the substance of the business (a certificate of registered matters, recent financial statements, proof of employment-insurance-applicable establishment status, etc.) becomes particularly important.

When hiring new graduates (foreign nationals who have graduated from a Japanese university), an application must be made to change the status of residence from "Student", held while enrolled, to "Engineer/Specialist in Humanities/International Services". We recommend building a recruitment schedule well in advance that takes into account the timing of graduation and hiring, together with the standard processing period for the application. As a standard rule, applications to change status of residence for new graduates are accepted from 1 December of the year preceding graduation.

As with mid-career hires, the connection between the assigned job duties and the applicant's field of study is also examined for new graduates. Careful preparation by the hiring company of documents that set out the assigned duties in concrete terms (a notice of job offer, a description of job duties, etc.) contributes to a smoother approval.

Renewal of the period of stay, changes of status, and accompanying family members

The period of stay granted under Gijinkoku is, depending on the outcome of the examination, one of five years, three years, one year, or three months. A renewal application must be made before the period of stay expires. （Reference: Immigration Services Agency of Japan, "Engineer/Specialist in Humanities/International Services"）

When changing jobs or job duties:

• If the individual changes jobs, they are obliged to submit a notification concerning their host organisation within 14 days.
• If you wish to confirm in advance whether the new job duties following a job change continue to qualify for Gijinkoku, obtaining a "Certificate of Authorised Employment" is an effective means of doing so (this is optional, but provides reassurance for the hiring company).

On accompanying family members:

The spouse and minor children of a foreign national holding Gijinkoku status may reside in Japan under the "Dependent" status of residence. However, working under "Dependent" status is not permitted in principle, and a separate permission to engage in activities outside one's authorised status — capped at 28 hours per week — is required if the family member wishes to work. We recommend providing information about family members' living arrangements before hiring takes place, too.

In closing

Engineer/Specialist in Humanities/International Services (Gijinkoku) is one of the most widely used statuses of residence for hiring foreign white-collar talent. The specialist nature of the job duties, their connection to educational background and work experience, and how the business responds to the language requirement in force from April 2026 — building all of these considerations into the recruitment plan from an early stage makes a substantial difference to how smoothly an application proceeds.

For an overview of the full process of hiring foreign nationals, please also see our Complete Guide to Hiring Foreign Workers in Japan: 7 Steps. For the underlying approach to recruitment, Hiring Foreign Workers Starts Before the Visa Application will give you a more systematic understanding.

The outcome of each individual application depends heavily on the specific job duties and the company's circumstances. We provide advisory support — from confirming eligibility for the status of residence through to assistance with document preparation — in cooperation with gyoseishoshi.

🧭 For companies considering hiring foreign talent

Our Foreign Talent Recruitment Service provides consistent support, from confirming the requirements of the status of residence through to assistance with hiring. Why not start with our self-check on eligibility to hire?