Introduction

Many foreign nationals holding the “Skilled Labor” status of residence ask whether they can renew their period of stay even if their Japanese language ability is not very high. Some do not have any Japanese Language Proficiency Test (JLPT) certificates, and others still have difficulties even in daily conversation. This article explains, in light of public information, how Japanese language ability is positioned under the “Skilled Labor” status and how it relates to the actual job duties.

What Is the “Skilled Labor” Status of Residence?

According to the Immigration Services Agency’s guidance on statuses of residence, “Skilled Labor” is one of the work-related statuses for foreign nationals engaged in work requiring industrially special and skilled techniques. Typical examples include foreign cuisine cooks, sommeliers, sports instructors, craftsmen engaged in processing precious metals, jewelry or leather products, and aircraft pilots.

In materials related to the Ministry of Justice, “Skilled Labor” is used as the official English designation of the status of residence “技能”. Together with other professional statuses such as “Engineer/Specialist in Humanities/International Services”, it is positioned in the category of professional and technical fields.​

Relationship between “Skilled Labor” and Japanese Language Ability

Officially, there is currently no explicit requirement that holders of the “Skilled Labor” status must pass a certain level of a Japanese language test such as JLPT. Unlike the “Specified Skilled Worker” status, which clearly requires passing Japanese language tests such as JFT-Basic or JLPT N4, “Skilled Labor” does not have such a test-based requirement.

However, “Skilled Labor” generally assumes employment at Japanese business establishments, where communication with Japanese colleagues and customers is often necessary. Therefore, even if there is no explicit legal test requirement, in practice a level of Japanese sufficient to carry out the work is expected.​

If we compare this with “Specified Skilled Worker”, official explanations for that status state that Japanese language proficiency necessary for daily life and work must be confirmed through tests. In contrast, for “Skilled Labor”, Japanese language ability is more likely to be evaluated as one factor in determining whether the person can properly perform the contracted work under the status.

What Is Checked at Renewal and How Japanese Ability Affects It

In renewal examinations, the authorities focus on whether the foreign national continues to engage in activities that match the granted status and whether those activities are stable and continuous. For “Skilled Labor”, the main points include:​

• Whether the actual job duties fall within the skilled fields that the status is intended for
• Whether the employment contract (working hours, salary, etc.) is appropriate
• Whether there are no problems with income and living conditions
• Whether there are no violations of laws such as the Immigration Control Act, labor laws, tax or social insurance laws

There is no separate item solely labeled “Japanese language ability”. However, depending on the job duties, insufficient Japanese ability can indirectly raise questions about whether the person is truly engaged in activities appropriate for the status.

For example, a Chinese cuisine cook mainly in charge of preparation and cooking may not need to perform complex Japanese document drafting or sales activities. In such a case, if the job clearly centers on providing professional cooking skills, low Japanese ability alone is unlikely to be a direct reason for denial of renewal.

On the other hand, if the job description includes Japanese customer service, handling complaints in Japanese, or negotiations with suppliers in Japanese, almost no Japanese ability could be seen as a serious mismatch between the duties and the person’s capacity, which may lead to doubts about whether the person is truly engaged in activities appropriate for “Skilled Labor”.

Risks and Countermeasures When Japanese Ability Is Low

A hypothetical case can illustrate this. Suppose Mr. A, a foreign cook in his thirties, holds “Skilled Labor” status as a Chinese cuisine chef. He has never taken the JLPT, can only understand simple daily Japanese, and can hardly read or write Japanese. His main duties are preparation and cooking, orders are taken by hall staff, and some colleagues share his native language. The employment contract is properly drafted and his salary is appropriate for the industry. In this situation, as long as his job clearly consists of providing specialized cooking skills, low Japanese ability alone is unlikely to be the decisive factor for denial.

If Mr. A later moves into a managerial position where he is expected to supervise Japanese part-time staff or negotiate with suppliers in Japanese, his limited Japanese ability may become problematic for performing such duties. In that case, it may be necessary to reconsider whether the actual job still fits the “Skilled Labor” status and, if needed, whether another status would be more appropriate.

For those with low Japanese ability who are renewing “Skilled Labor”, it is advisable to:

• Clarify in the employment contract and job description that the work requires specialized skills
• Organize records such as work schedules, pay statements, and employment certificates to show stability and continuity
• Explain any internal support systems such as interpreters or multilingual manuals that compensate for low Japanese ability
• Consult a specialist in advance if job duties are expected to change significantly

These preparations help show that, despite limited Japanese ability, the person is stably engaged in activities appropriate for the “Skilled Labor” status.

How Much Japanese Ability Should One Aim For?

Even though no specific Japanese level is stipulated for “Skilled Labor”, the “Specified Skilled Worker” framework uses the benchmark of Japanese ability sufficient for daily life and work. By analogy, it is reasonable for “Skilled Labor” holders to aim at least for:

• Understanding simple instructions at the workplace
• Knowing basic safety-related terms
• Being able to report basic matters about their condition and work

While JLPT certificates are not mandatory, studying toward levels around N4–N3 can improve workplace trust and indirectly help the evaluation at renewal.

Government materials concerning the acceptance of foreign workers also emphasize that receiving organizations should build support systems enabling foreign employees to work and live smoothly in Japan, such as multilingual manuals and Japanese language training. Japanese ability is thus evaluated not only as the individual’s skill but also in the context of the employer’s support system.

Conclusion

The “Skilled Labor” status does not impose an explicit Japanese language test requirement like “Specified Skilled Worker”, but in practice, a level of Japanese sufficient to perform the contracted work is expected. For occupations where the main focus is specialized skills—such as foreign cuisine cooks or craftsmen—renewal can often be granted even if the worker is not fluent in Japanese, provided that the job duties and employment conditions are appropriate.

However, where Japanese-language customer service, complaint handling, or negotiations are core duties, very low Japanese ability can translate into a mismatch between the job content and the “Skilled Labor” status, potentially increasing the risk of denial. Before renewal, it is therefore important to review whether the actual job duties fit the status, whether Japanese ability is sufficient for those duties, and whether any adjustments or consultation with a professional are necessary.

By gradually improving daily and job-related Japanese skills and working with employers to build appropriate support systems, foreign nationals with limited Japanese ability can significantly reduce the risk associated with renewing their “Skilled Labor” status.