How do I change from a Japanese working holiday visa to a work visa?
Hiring Foreign Nationals on a Working Holiday Visa in Japan: What Employers Need to Know
Can employers retain foreign workers who enter Japan on a working holiday visa?
Yes—under certain conditions, foreign nationals who initially enter Japan on a working holiday visa may be retained as employees, but doing so requires a change of visa status. Commonly used alternatives include the Engineer/Specialist in Humanities/International Services visa, the Highly Skilled Professional visa, or the Specified Skilled Worker (SSW) visa. However, re-entry conditions and visa change eligibility vary by country due to bilateral agreements, making careful legal guidance essential.
What Is the Working Holiday Visa?
Japan’s working holiday visa program promotes international exchange by allowing young people from partner countries to live and work in Japan on a temporary basis. The program began in 1980 with Australia and has since expanded to 23 countries and regions, including Canada, the UK, France, Germany, South Korea, Taiwan, and New Zealand. Each year, approximately 15,000 participants enter Japan under this program.
Eligibility and Restrictions of the Working Holiday Visa
To qualify, applicants must:
- Be aged 18–30 (up to 35 for Australia and South Korea)
- Be in good health and have sufficient funds to support their stay
- Primarily engage in tourism or cultural exchange
- Apply from outside of Japan—this visa cannot be obtained in-country
It is important to note that the working holiday visa is issued only once per lifetime. It is not intended for long-term employment.
What Kind of Work Is Allowed?
Participants may work in a broad range of industries without hour limitations. However, employment in the adult entertainment industry is strictly prohibited. Violating this restriction could lead to visa revocation and deportation. Employers found complicit may also face penalties under the Immigration Control and Refugee Recognition Act for promoting illegal employment.
Length of Stay and Visa Change Limitations
The maximum stay under a working holiday visa varies by country, ranging from 6 to 12 months. Extensions are rarely permitted, and in most cases, changing visa status within Japan is not allowed. Notably, citizens of the UK, France, Germany, Hong Kong, and Taiwan must return to their home country before applying for a new visa category. Employers interested in sponsoring long-term employment must account for this procedural gap when planning hiring timelines.
How to Transition from Working Holiday to Long-Term Employment
If an employer wishes to retain a working holiday visa holder after their visa expires, the employee must qualify for one of the following visa categories:
- Engineer/Specialist in Humanities/International Services: For roles requiring specialized skills, academic credentials, or work experience in fields such as IT, marketing, translation, or finance.
- Highly Skilled Professional: A fast-track residency option for top-tier talent who meet Japan’s points-based immigration criteria.
- Specified Skilled Worker (SSW): For industries such as caregiving, food service, and construction, contingent upon passing Japanese language and skills tests.
In cases where re-entry is required, employers must support the application for a Certificate of Eligibility (COE) from the Immigration Services Agency. Note that working holiday participants often lack university degrees, so for categories like “Engineer/Specialist in Humanities/International Services,” employers must verify that the applicant meets eligibility based on education or work experience.
Best Practices for Employers: Advance Planning is Key
Visa transitions are not automatic and can be administratively complex. Employers are strongly advised to consult with an experienced immigration specialist before initiating the hiring or sponsorship process. Visa requirements vary by nationality and sector, and advance preparation—such as gathering transcripts, employment history, and certification—is essential.
At Continental Immigration, we assist employers in navigating the legal landscape to convert working holiday participants into long-term employees in a fully compliant manner. Our services include:
- Visa eligibility assessment and legal strategy
- Preparation and review of application documents
- Certificate of Eligibility (COE) applications
- Immigration Bureau communications and follow-up
For employers aiming to retain international talent in Japan, a sound visa transition plan—executed with expert legal support—can minimize risk and maximize workforce continuity.
Professional
Masakazu Murai
Immigration Consultant & Financial Advisor
With 18 years of experience at Mitsubishi UFJ Morgan Stanley, Masakazu Murai has advised over 500 entrepreneurs and senior managers. Leveraging this extensive background in finance and global business, he now supports corporate and individual clients with Japan’s complex immigration systems—especially work and business visas.
- Certified Gyoseishoshi (Administrative Scrivener)
- CMA (Certified Member Analyst – Japan)
- CFP (Certified Financial Planner)
- MBA in Entrepreneurship, Hosei Business School