The working environment for foreign employees in Japan is expected to be managed more closely. On October 1, 2026, Japan's Ministry of Health, Labour and Welfare (MHLW) revised and implemented part of the guidelines for the "Subsidy for Securing Human Resources (Foreign Worker Employment Environment Improvement Course)."
This revision focuses on providing practical support to companies employing foreign workers, while encouraging closer communication and the protection of their rights. Here is a summary of the key changes that will directly affect foreigners currently working or preparing to work in Japan.
Mandatory Regular Interviews At Least Once Every Three Months
The most notable change in this revision is the strengthening of communication with foreign workers. When employers applying for the subsidy appoint an in-house "Employment and Labor Supervisor," a new requirement mandates that this supervisor must conduct face-to-face interviews with foreign workers at least once every three months.
Previously, appointing a dedicated supervisor was enough to meet the requirement, but regular individual interviews have now become mandatory. This provides foreign workers with an official channel to regularly communicate their workplace difficulties or suggestions to the company.
In addition, the appointed Employment and Labor Supervisor must complete the "Training for Employment and Labor Supervisors of Foreign Workers" designated by the MHLW. By ensuring that company representatives possess the necessary legal knowledge and common sense regarding foreign employment, this measure is expected to prevent unfair treatment of foreign workers.
Multilingual Internal Documents and Home Leave System
Measures will also be introduced to help foreign workers adapt quickly to company life. To qualify for the subsidy, companies must translate and provide employment regulations and internal work manuals in a language the foreign workers can understand (at least one type of each). This step aims to reduce work-related misunderstandings or disadvantages caused by language barriers.
The subsidy payout structure has also been revised. Previously, companies received 200,000 yen per measure up to a maximum of 800,000 yen. Under the new guidelines, the payout is adjusted to a "maximum of 250,000 yen." The details are as follows:
- Basic Subsidy (200,000 yen): Paid upon appointing an Employment and Labor Supervisor and translating employment regulations and internal manuals into multiple languages (at least one type of each).
- Additional Subsidy (50,000 yen): Paid additionally when a new leave system for temporary home visits is established and actually utilized.
For foreign workers, this is a positive change, as they will not only receive rulebooks in their native language but will also see more companies establishing institutional frameworks that allow them to take leave and visit their home countries.
Administrative Changes: Elimination of Turnover Rate Exemptions
Some administrative criteria that companies must meet to receive the subsidy have also become stricter. Previously, there was a rule exempting companies from turnover rate requirements if the Employment and Labor Supervisor submitted a training completion certificate. However, this exemption has been completely abolished in the revision. This reflects the government's intention to grant subsidies only to companies that actually create an environment where foreign workers can work stably over the long term, rather than just meeting paperwork requirements.
However, transitional measures will be applied to prevent confusion from sudden changes. Employers who have already submitted an "Employment Environment Improvement Plan" to their local Prefectural Labour Bureau by September 30, 2026, will still be subject to the pre-revision requirements and subsidy amounts.
This revision by the MHLW reflects the growing importance of foreign talent in Japan, aiming to help them settle stably as members of society rather than just being unilateral providers of labor. For foreigners preparing to work in Japan, checking whether a prospective employer properly operates these regular interviews and multilingual support systems will serve as a good benchmark.
Tools: Internet Finder
Source: 厚生労働省