“Since foreign customers increased, we hired an international student as a translator/interpreter, but the visa was denied.”
This is one of the most frequent troubles Japanese companies face when hiring foreign talent. For the working visa (Engineer/Specialist in Humanities/International Services), “Translation and Interpretation” seems like the easiest category for liberal arts graduates to apply for. However, it is actually a “danger zone” where Immigration screening is exceptionally strict.
This article explains the “insufficient workload” that Immigration is most wary of during translation/interpretation visa applications, and the job design needed to prove it objectively and logically.
1. The “Interpreter in Name Only” Trap That Examiners See Through
The reason Immigration strictly screens translation and interpretation applications is clear. In the past, there was a rampant trend of fake applications where visas were obtained under the guise of “interpreter,” but the individuals were actually engaged in “simple manual labor” such as serving customers in restaurants, line work in factories, or bed-making in hotels.
Therefore, simply writing “Translation/Interpretation” in the job description column of the application will not be trusted at all. Examiners conduct their screening based on the suspicion: “Does this company truly have enough translation/interpretation work to keep someone busy 8 hours a day, over 240 days a year?”
2. The Absolute Standard for Workload in “International Services”
The biggest reason for denial is an “insufficient workload.” For example, “interpreting for foreign customers a few times a month” or “handling a few overseas emails a week” does not qualify as the “continuous and stable specialized work” required for a working visa.
If you claim that translation and interpretation is the primary duty, work of the following scale must exist constantly:
- Daily translation of multi-language manuals and contracts for the company’s products.
- Exclusive interpretation and drafting of minutes during business negotiations with overseas clients.
- Continuous operation and translation of cross-border e-commerce sites or multi-language corporate websites.
A job design predicated on having the employee operate a cash register or stock shelves during their “free time” will be subject to immediate denial.
3. Presenting “Objective Facts” to Prove Workload
To prove that there is a sufficient workload, you must submit “objective facts” that would convince a third party, rather than relying on verbal explanations.
- Proof of overseas transactions: Contracts, invoices, and trade documents showing business with foreign companies.
- Data on foreign customers: For hotels or retail stores, objective data or reservation lists showing the percentage of foreign guests or customers.
- Track record of translated materials: Actual copies of previously created multi-language brochures, translated manuals, and presentation materials for overseas audiences.
Using this data, you must logically construct the necessity of “why this company requires an exclusive translator/interpreter.”
4. The “Composite Approach” When Workload is Insufficient
The reality for many small and medium-sized enterprises is that “translation and interpretation alone cannot fill an 8-hour workday.” The strategy in this case is not to apply for translation/interpretation solely under “International Services,” but to create a composite job design combined with the “Specialist in Humanities” category.
For example, “Overseas Sales (Humanities) + Negotiation Interpretation (International Services)” or “Overseas Web Marketing (Humanities) + Website Translation (International Services).” For foreign talent meeting the educational requirements (e.g., a university degree), combining these allows you to logically fill the daily work schedule as advanced white-collar work that completely excludes manual labor.
[Advice from an Expert]
The simplistic hiring rationale of “let’s make them an interpreter because they are a foreigner who speaks Japanese” does not work in Immigration screening. Translation and interpretation are distinct professional roles, and the company is required to have a business foundation (clear track records and plans for overseas transactions or attracting foreign customers) to utilize those skills. Before hiring, simulate the candidate’s daily schedule minute by minute and strictly verify whether it consists entirely of pure “International Services” or “Humanities” duties.