In response to the severe labor shortage faced by global companies in Japan, there are areas that the traditional “Engineer/Specialist in Humanities/International Services” visa cannot cover. That area is “Manual Labor” (frontline field operations). This article explains the strategic value of the “Designated Activities No. 46” visa, which allows outstanding foreign graduates of Japanese universities to legally work on the front lines, and the compliance requirements companies must strictly observe.
1. What is “Designated Activities No. 46”?
Normally, under a standard Japan work visa, engaging in “simple labor or frontline operations” such as factory line work or restaurant customer service is strictly prohibited by law. However, the “Designated Activities No. 46” visa, established in 2019, permits foreign nationals who meet specific criteria to engage in a wide range of duties, including customer service and manual labor. For companies, this is a powerful card to deploy personnel equipped with advanced language skills and university-level knowledge to the front lines.
2. Two Strict Requirements for Eligibility
Because it is an exceptional visa that permits manual labor, high hurdles are set for the applicable foreign nationals.
- Graduation from a Japanese University or Graduate School: Graduates of overseas universities are not eligible.
- High Japanese Language Proficiency: Proof of passing the JLPT “N1” or scoring “480 or higher” on the BJT Business Japanese Proficiency Test is mandatory.
3. [Corporate Response] Lawful Placement and Compliance
Even though “manual labor is permitted,” assigning them solely to physical labor or simple repetitive tasks is illegal. Companies have an obligation to strictly adhere to the following conditions and design logical job roles.
- Duties Requiring Smooth Communication in Japanese:
It is an absolute requirement that the job includes situations utilizing N1-level language skills, such as serving Japanese customers, giving operational instructions on-site, or interpreting for other foreign employees. - Equal or Higher Remuneration Compared to Japanese Nationals:
Unjustifiably low wages based on foreign nationality are not permitted. A wage system is required where base pay, raises, and bonuses are evaluated on the exact same standards as Japanese employees.
4. Conclusion: A Talent Strategy Driving Frontline Professionalism
The Designated Activities No. 46 visa is not merely a “countermeasure for labor shortages”; it is a “quality improvement strategy” that introduces advanced multilingual capabilities and logical thinking into Japan’s frontline operations.
To legally and safely secure global talent capable of excelling on the front lines, meticulous explanations of job duties based on the Immigration Control Act are essential. We strongly recommend utilizing a local Japanese expert thoroughly versed in Japanese laws as your strategic partner for visa eligibility assessments and legal checks of employment contracts.