New 2026 Japan Dispatch Visa Rules: Mandatory Site Confirmation & The New “Pledge”
As of March 9, 2026, the examination operations for the “Engineer/Specialist in Humanities/International Services” (commonly known as “Gijinkoku”) visa in the context of dispatch employment have been fundamentally strengthened. The most significant feature of this amendment is that the confirmation of the specific dispatch site at the time of application has become an “absolute requirement.”
Operations that were previously considered “gray zones” are now strictly restricted, entering an era where heavy responsibility is placed not only on dispatch agencies but also on the client companies receiving the workers. In this article, we will provide a detailed explanation of the latest visa examination standards and measures to avoid failure in practice.
1. The “March 9 Rule” Begins! What Has Changed in Dispatch Visa Inspections?
Since the implementation of the so-called “March 9 Rule” in 2026, the inspection policy for Gijinkoku visas in dispatch form has shifted significantly toward “Quality Management and Maintenance of Order.”
Applications for “Bench/Waiting Personnel” with Undecided Dispatch Sites are Generally Denied
In the past, some cases in the dispatch industry involved hiring someone as “waiting personnel” (bench personnel)—issuing a job offer to obtain the visa first and deciding the dispatch site later. However, under the new operation, this has been completely blocked. At the time of application, a copy of the “Individual Dispatch Contract” concluded between the dispatch agency and the client site is required, and the specific dispatch period and job duties must be identified.
Immigration’s Goal: Eliminating Disguised Dispatch and Thoroughly Preventing Manual Labor (Field Work)
The Gijinkoku visa is originally a status for “white-collar professional roles.” However, there is no end to cases where it is misused as a substitute for “manual labor,” such as factory line work or restaurant serving. Authorities intend to eradicate the inappropriate use of residence status by requiring the dispatch site to be specified in advance.
2. The Importance and Key Points of the Newly Established “Pledge Regarding Dispatch Labor”
The most notable change in this amendment is the mandatory submission of a new “Pledge” signed and stamped by both the dispatch agency and the client company.
[For Dispatch Agencies] Commitment to Management Responsibility and Proper Wage Payment
The dispatch agency (the sponsoring organization) pledges to fulfill its management responsibility for the foreign national and to appropriately pay a remuneration amount equal to or higher than that received by a Japanese national.
[For Client Companies/Dispatch Sites] Commitment Not to Engage Workers in Manual Labor and Cooperation with On-site Inspections
The client company (the place of employment) must clearly pledge “not to engage the applicant in manual labor such as production line work, packing, or cleaning.” Furthermore, the pledge explicitly includes an obligation to cooperate with “unannounced on-site inspections” by Immigration officials. For client companies, the excuse of “they are outside personnel” is no longer valid.
Risk Explanation and Persuasion Tactics for Hesitant Client Companies
If a client company hesitates to sign, it is necessary to explain the risk of “Illegal Employment Promotion (Fudo Shuro Jojo-zai).” In the event that a violation is discovered on-site, the client company will also be subject to punishment, potentially resulting in severe disadvantages such as a uniform suspension of accepting foreign nationals for several years.
3. [Practical Deep Dive] The Boundary of “Strictly Prohibited” NG Duties at Dispatch Sites
Once you have signed the pledge, any deviation from the actual situation will be fatal. The following cases are being strictly checked, particularly at the Osaka Immigration Bureau:
- While dispatched as an Engineer: Having the worker spend the majority of the day on product packing or shipping tasks.
- While dispatched as an Interpreter: Having the worker perform guest room cleaning or restaurant serving as “help” between translation tasks.
- As “Training to Understand the Site”: Continuing field work for an indefinite period (※ This is not permitted without a rational and specific training plan).
During on-site inspections, even physical conditions are checked, such as “whether there is a dedicated desk and PC” and “whether the worker is wearing a business uniform rather than factory work clothes or an apron.”
Dispatch Period Directly Affects the “Period of Stay”! Cases Where Only a 1-Year Visa is Granted
Under the new operation, the logic for determining the granted period of stay (1, 3, or 5 years) has become strongly linked to the contract period with the client company.
3-Month Renewals or 6-Month Contracts Risk Being Judged as “Lacking Stability of Residence”
Even if the dispatch agency is a “Category 1” (such as a listed company), if the contract period with the client company is short-term (e.g., a 3-month renewal), the granted period of stay will, in principle, be the shortest “1 year.” Immigration authorities evaluate repeated short-term contracts as “lacking stability of residence.”
Efforts to Secure 3-Year or 5-Year Periods of Stay
To obtain a long-term period of stay, it is necessary to clarify in the individual contract that the dispatch period is long-term (1 year or more) and that renewal is intended, thereby proving the probability of long-term employment.
[Important] Fatal Impact on Future “Permanent Residency Applications”
This strictness directly affects not only the immediate permission but also future applications for Permanent Residency. The Permanent Residency guidelines revised in February 2026 strictly examine the “suitability of the current status of residence.” If a history of engaging in field work (e.g., line work) even for a single day—which differs from the duties permitted by the dispatch visa (e.g., system design)—is discovered, there is an extremely high risk of being judged as “not in the national interest” and resulting in denial of Permanent Residency.
4. Visa Strategies for Dispatch Agencies in 2026
Schedule Management from Hiring to Start of Dispatch
Since “an application cannot be made if the dispatch site is undecided,” a management system that minimizes the lead time from the job offer to the start of dispatch is essential.
Guidance Toward Specified Skilled Workers: When “Field Work” is Included in Duties
If field work is indispensable to the operations, instead of forcing a Gijinkoku application, proposing a switch to “Specified Skilled Worker No. 2,” which permits field labor, will protect both the company and the foreign national.
Utilization of “Pre-Audits” by Administrative Scriveners
The most effective way to avoid denial risks is for an Administrative Scrivener to conduct a “Pre-Audit” before application—visiting the site to confirm physical office space and removing instructions for field work like “cleaning or stocking” from internal manuals.
5. Summary: Collaboration with the Dispatch Site is the Key to Approval
Due to the 2026 amendment, the era of dispatch visas being just about “submitting documents” has changed to an era of “proving legal compliance in unity with the client company.”
From drafting pledges to explaining legal risks to dispatch sites and preparing for on-site inspections, our office provides full support based on the latest examination trends from our base in Juso, Osaka. If your company has concerns about maintaining or obtaining dispatch visas, please feel free to consult us. We provide full support based on the latest examination trends. Please feel free to contact us if you have any problems.
Ishinagi Administrative Scrivener Office
If you would like to renew or change your work visa quickly and reliably, or if you feel uncertain about the application process, please feel free to consult with our office in Yodogawa-ku, Osaka. We provide support for clients from all over Japan, making use of our extensive experience in dealing with the Immigration Bureau.
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