Introduction

The status of residence “Skilled Labor” is a work-related status that allows foreign nationals with highly specialized and experienced skills, such as foreign cuisine chefs, sports instructors, and precious metal processing technicians, to work in Japan.
However, when changing jobs or being reassigned within a company, many people worry whether their new duties are still covered by the “Skilled Labor” status or whether a change in job type could lead to a refusal of permission.

This article explains, in an easy-to-understand way and based on official information, the key points to consider when job duties change under the “Skilled Labor” status, and how to distinguish acceptable job duties from those likely to be refused.​

Basic Scope of Activities under “Skilled Labor”

According to the Immigration Services Agency of Japan, the “Skilled Labor” status covers “activities to engage in services which require industrial techniques or skills belonging to special fields based on a contract with a public or private organization in Japan.”
Examples include foreign cuisine chefs, sports instructors, aircraft pilots, and precious metal processing technicians, all of which require a high level of expertise and practical experience.

Thus, the “Skilled Labor” status is intended not for simple labor but for activities that make use of highly skilled techniques built upon a certain number of years of experience or professional qualifications.

Key Points Examined When Job Type Changes

When a job type or job description changes due to a job change or internal transfer, the immigration authority examines the following points in deciding whether the activities still fall within the “Skilled Labor” scope.

• Whether the new duties require “advanced skills in a special industrial field”
• Whether they fall into typical “Skilled Labor” categories such as foreign cuisine cooking, sports instruction, or precious metal processing
• Whether there is a clear relationship between the person’s experience/qualifications and the new duties
• Whether the actual work is not limited mainly to simple labor such as dishwashing, carrying goods, or cashier work

For example, if a foreign cuisine chef working under “Skilled Labor” is removed from main cooking tasks and spends most of the time doing serving or washing dishes, it may be regarded that the actual activities are no longer in line with the “Skilled Labor” status.

Patterns of Job Duties Likely to Be Accepted

Even if job titles or responsibilities change under the “Skilled Labor” status, the following patterns are generally more likely to be regarded as remaining within the permitted scope (subject to individual examination).

• Changes of position within the same skill field
  Example: A main chef in a foreign cuisine restaurant becomes a kitchen chief or menu development leader, while still using advanced cooking skills.
• Transfers between workplaces within the same business field
  Example: Moving between restaurants in the same group, continuing to cook the same type of foreign cuisine.
• Shifts to supervisory or managerial roles based on the same skills
  Example: A sports instructor taking charge of overall training plans and coaching, based on his or her previous experience as an instructor.

The crucial factor is whether the core skilled expertise continues to be used as the main part of the job, which aligns with the purpose of the “Skilled Labor” status.

Patterns Likely to Lead to Refusal

Conversely, the following patterns are more likely to be viewed as outside the “Skilled Labor” scope and may lead to refusal of extension or a recommendation to change the status of residence.

• Moving to a job mainly involving simple labor
  Example: A chef being reassigned mainly to hall service, cashier work, or dishwashing, where the skilled cooking techniques are hardly used.
• Changing to work that should be covered by another status of residence
  Example: A sports instructor starting to perform general clerical work, sales, or IT engineering, which should in principle be examined under “Engineer/Specialist in Humanities/International Services” rather than “Skilled Labor”.​
• Changing to a completely unrelated field with no connection to skills or experience
  Example: A precious metal processing technician changing to warehouse labor or moving services that do not utilize the specialized skills.

In such situations, since the actual duties deviate from the legal definition of “Skilled Labor,” the risk of refusal upon extension or change of status becomes higher.

Case Images: Safe and Risky Changes

Below are hypothetical case images based on typical consultations. These are not actual cases handled by any particular office.

• Case 1: Change of position within the same field (relatively safe)
  Mr. A, who had been working as a main chef in a Chinese restaurant, changes to a position mainly focusing on menu development and training junior chefs in the same restaurant.
  → Since he continues to use advanced Chinese cuisine skills, this can be explained as still within the “Skilled Labor” framework, and there is a relatively high possibility of permission if properly documented.
• Case 2: Shift to simple labor (high risk)
  Ms. B, who had been staying as an Italian cuisine cook, loses her kitchen position due to poor sales and spends most of her time on hall service and cashier work.
  → The actual duties may be regarded as general service work rather than skilled cooking, and there is a risk of refusal at the time of extension due to inconsistency with the status of residence.

Practical Checks before Changing Job Duties

Before changing job type or job duties under the “Skilled Labor” status, it is advisable to confirm the following points.

• Write down the new duties in concrete terms and check whether they require advanced skills
• Confirm that the employment contract, job offer letter, and job description clearly describe skill-based duties
• Prepare materials such as a curriculum vitae that show the relationship between your working experience/qualifications and the new duties
• Check, through official guidance of the Immigration Services Agency or professional advice, whether extension or a change of status will be necessary after the change in duties

In some cases, employers may assign foreign workers to simple labor due to labor shortages without understanding the requirements of the status of residence, so it is important for the foreign worker to be aware of the consistency with his or her status.

Summary

The status of residence “Skilled Labor” is designed for work based on “industrial techniques or skills belonging to special fields,” and if actual job duties deviate from this scope, there is a risk of refusal when applying for extension or change of status.
As long as the main part of the job remains within the same specialized skill field and the advanced skills are still utilized, a change of position or responsibilities can often be accepted with proper explanation, but shifts to mainly simple labor or to job types that should fall under a different status of residence require particular caution.​

Before changing job type or duties, it is crucial to confirm whether the new duties fit the definition of “Skilled Labor” and to prepare documentation that explains this clearly.
If you have concerns, you should check the latest official information provided by the Immigration Services Agency and consult an administrative scrivener or other specialist at an early stage.