Introduction
The status of residence “Skilled Labor” is granted to foreign nationals who engage in work requiring specialized and experienced skills in certain industrial fields, such as chefs of foreign cuisine, automobile mechanics, and sports instructors.
Many people, however, worry whether it is safe to apply for renewal of their period of stay soon after changing employers and whether a recent job change might lead to denial of renewal.
This article explains the risks and key points when renewing a “Skilled Labor” status right after changing employers, based on public information and typical consultation patterns in practice.
What Is the “Skilled Labor” Status?
The “Skilled Labor” status of residence is a work visa category for foreign nationals engaged in jobs that require skilled techniques in special industrial fields, such as chefs, sports instructors, aircraft maintenance engineers, and precious metal processing technicians.
According to the system explanations under the authority of the Ministry of Justice, “Skilled Labor” is one of the work‑eligible statuses of residence, and periods of stay such as 5 years, 3 years, 1 year, or 3 months may be granted.
Notification Duty After Changing Employer
Mid‑ to long‑term residents with work‑related statuses, including “Skilled Labor,” are legally required to submit a “Notification concerning the Contracting Organization” to the Immigration Services Agency within 14 days when they resign or change employers.
Article 19‑16 of the Immigration Control and Refugee Recognition Act provides that persons with statuses such as “Researcher,” “Engineer/Specialist in Humanities/International Services,” “Care Worker,” “Entertainer,” “Skilled Labor,” and “Specified Skilled Worker” must notify the authorities within 14 days when a contract ends or a new contract is concluded.
The notification can be submitted online, by mail, or at a regional immigration services bureau, and it may be filed by the foreign national, the employer, or a registered administrative scrivener as a proxy.
Failure to submit the notification may constitute grounds for penalties or revocation of status, so it is crucial to complete the procedure promptly after changing jobs.
Why Renewal Right After a Job Change Is Considered “Risky”?
When you apply for renewal of your “Skilled Labor” status soon after changing employers, immigration officers may review the case more carefully because the actual working conditions and compliance with status requirements are not yet fully established.
In particular, the following points often become issues:
- Whether the duties at the new employer genuinely fall under the scope of the “Skilled Labor” status
- Whether income (salary level) at the new company is stable and sufficient to maintain living expenses
- Whether the employment contract can be regarded as continuous and stable
For work visas in general, it is emphasized at renewal that you must not only check the expiration of the residence card but also confirm the job duties and contract details after changing employers, to ensure that the new work does not fall outside the scope of the status of residence.
Checking Whether New Duties Fit the “Skilled Labor” Category
Because the “Skilled Labor” status assumes “skilled techniques in special industrial fields,” a major change in duties through a job change may create a mismatch with the status.
For example, if a person who obtained “Skilled Labor” as a foreign cuisine chef moves to a new restaurant but mainly does hall service or simple preparation work, immigration may question whether the main duties truly utilize skilled techniques.
In practice, for other work‑related statuses such as “Engineer/Specialist in Humanities/International Services,” engaging in duties that do not meet status requirements after a job change can lead to denial of renewal or revocation, and the same logic applies to “Skilled Labor,” where the appropriateness of duties is a key review point.
Illustrative Case: Renewal Soon After Job Change
The following is a model case for illustration only and does not describe an actual case.
- Person A: Status of residence “Skilled Labor” (chef of foreign cuisine), period of stay 3 years
- Previous job: Worked as a cook at a foreign cuisine restaurant for 3 years
- Changed jobs to another restaurant with 4 months remaining on period of stay
- Applied for renewal 1 month after joining the new restaurant
In such a case, immigration officers would likely check:
- Whether cooking remains the main duty and requires skilled techniques at the new restaurant
- Whether the salary and working conditions described in the employment contract are appropriate
- Whether social insurance and tax procedures are properly handled
If the new employment conditions are clearly documented and the work is consistent with the status, renewal may be granted even soon after a job change.
However, if the employment contract is vague or the actual duties are judged to fall outside the status requirements, the risk of renewal denial increases.
Documents to Prepare When Changing Jobs and Renewing
When renewing a “Skilled Labor” status soon after changing employers, it is advisable to prepare the following documents as carefully as possible:
- Application for Extension of Period of Stay
- Employment contract or written notice of working conditions from the new employer
- Certificate of employment from the new company
- Expected salary statement or recent salary slips
- Taxation and tax payment certificates (showing income history at the previous employer as well)
- Documents proving enrollment in social insurance (health insurance, employees’ pension, etc.)
For work‑related visa renewals in general, taxation status and social insurance enrollment are important review factors, and the Immigration Services Agency notes that renewal may be refused if there are problems with income or tax payments.
Key Points When Renewing Soon After Changing Jobs
If you must apply for renewal soon after changing employers, keep the following points in mind to mitigate the risk of denial:
- Always complete the contracting organization notification
If the 14‑day notification after resignation or job change has not been filed, it can be a reason for revocation or denial of renewal. - Check in advance whether new duties match the “Skilled Labor” requirements
Review the job description in the job posting and employment contract to ensure that you can explain the duties as skilled‑labor work in a special industrial field. - Prepare documents demonstrating salary level and employment stability
If the salary is too low or the contract period is very short, immigration may view your livelihood as unstable, so it is helpful to provide documents evidencing a real and continuous employment situation.
Timing of Job Change and Renewal Strategy
When considering a job change with only a short time left on your period of stay, it is important to plan your schedule carefully, including the timing of renewal.
As a general rule, you can apply for extension from three months before the expiration date, so in some cases it may be better to renew first and then change jobs if possible.
In reality, however, labor shortages and changing employment conditions often make it impossible to control the timing of job changes, so each case must be assessed comprehensively, taking into account the notification, renewal, and compatibility of the status of residence before and after the job change.
Summary
Renewing a “Skilled Labor” (Skilled Labor) status right after changing employers does not automatically mean denial, but it is a situation in which immigration authorities tend to review more carefully.
Completing the “Notification concerning the Contracting Organization” within 14 days, ensuring that the duties at the new employer meet the “Skilled Labor” requirements, and being able to show income and employment stability through documents are key points for obtaining renewal.
If you are considering changing jobs with little time left on your period of stay, it is advisable to plan carefully, including the timing of renewal and compatibility with status requirements, and to proceed with the procedures while consulting a specialist when necessary.
