Hiring foreign workers in Japan requires matching the right visa category to your role, then following that category's specific application, employment, and (where applicable) support-plan process.日本での外国人材の採用には、募集職種に適した在留資格を選定した上で、その区分特有の申請・雇用手続き、そして該当する場合は支援計画のプロセスに従う必要があります。
Confirming which visa category matches your role and the candidate's qualifications. This determines the entire subsequent process, including documentation, timeline, and any statutory support obligations.まず、募集職種と候補者の資格に適した在留資格を確認することです。これにより、必要書類や所要期間、法定支援義務の有無を含む、その後のプロセス全体が決まります。
No — many of our clients are hiring a foreign worker for the first time. We coordinate the parts of the process that require specific expertise, though your company retains its own responsibilities as the employer throughout.いいえ、多くのお客様が初めて外国人材を採用されます。専門知識が必要な部分は当社が調整いたしますが、雇用主としての責任は貴社に継続して残ります。
It has genuine complexity, which is exactly why coordination support exists — but it's manageable with the right guidance, and we walk first-time employers through each stage directly.
This varies significantly by visa category and candidate sourcing — COE processing alone typically takes one to three months. We'll give you a realistic estimate once we understand your specific requirement.
Visa and immigration information on this page is general guidance for employers, not legal advice. Applicable requirements depend on the worker's specific status and circumstances — please confirm specifics with Global Access's licensed immigration staff before making hiring decisions. Last updated: 2026.本ページのビザ・在留資格に関する情報は企業様向けの一般的なご案内であり、法的助言ではありません。適用される要件は労働者様の在留資格や状況により異なります。採用のご判断の前に、当社の有資格スタッフまでご確認ください。最終更新：2026年。