Can SSW workers change employers in Japan?

Many SSW workers — and many sending organizations — have experience with or knowledge of Japan's old Technical Intern Trainee Program (TITP, 技能実習). Under TITP, changing employers was extremely difficult. The trainee was tied to a specific employer and a specific supervising organization. Leaving that placement, even for legitimate safety or contractual reasons, often meant losing your legal status in Japan.

SSW (Specified Skilled Worker, 特定技能) is designed differently. The visa is tied to an industry sector, not to a specific company. Once you hold SSW-1 status in, for example, the food production sector, you can work for any qualifying employer in that sector. Your visa does not automatically become invalid when you leave an employer — it remains valid as long as you are working in the designated sector (or are actively in the process of changing placement within it).

This distinction matters. Employers who try to tell you that 'leaving will cancel your visa' are either misinformed or are deliberately misleading you. Your visa is yours. It was granted to you based on your qualifications and the sector you are in — not on your relationship with a particular company.

Job is different from the contract: if the actual duties, location, hours, or wages are substantially different from what was agreed in your written contract before you came to Japan, you have legitimate grounds to seek a different placement. Document the discrepancy with your original contract and any payslips.

Workplace rights violations: unpaid overtime, illegal wage deductions, forced unpaid 'training' periods, pressure to sign documents you do not understand, or being told you must perform work outside your agreed sector — all are legitimate reasons to initiate a job change.

Safety issues: if you are required to perform tasks that put your safety at risk and your employer does not address your concern, you can leave. Japan's Industrial Safety and Health Act protects workers from obviously dangerous work.

Dormitory conditions: as covered in the housing guide, if your employer-provided accommodation falls below minimum standards or involves illegal restrictions on your movement, this is a valid reason to change employers even if it means losing the dormitory.

Simply finding a better opportunity: you do not need to be in a bad situation to change employers. If another qualifying employer in your sector offers better conditions, higher wages, or a role that suits you better, you are legally entitled to make that change.

Step 1 — Secure a new employer first. The safest path is to identify and confirm a new placement before notifying your current employer. A new employer who is registered with the Immigration Services Agency and meets SSW requirements can sponsor your continued visa status. If you have a sending organization (登録支援機関, tōroku shien kikan), they may be able to introduce you to qualified alternative employers.

Step 2 — Notify your current employer. Under Japan's Labor Standards Act, you are required to give 14 days' notice before leaving a job (or longer if your contract specifies). Your employer cannot legally refuse to accept your resignation. Prepare a simple written resignation notice (退職届, taishoku todoke) with the date you intend to leave.

Step 3 — Change of status or status update. When you move to a new employer, the new employer will typically file a change of designated activities (所属機関等に関する届出) notification with the Immigration Services Agency within 14 days of you starting. This is usually handled by the employer's administrative team, not by you directly — but confirm that it has been submitted.

Step 4 — Update your residence card address if you also change accommodation. If your new job involves moving to a different city or address, you must notify your local municipal office (市区町村役所) within 14 days to update your residence card.

Important: do not stop working entirely while between employers for more than a transitional period. SSW-1 status requires you to be engaged in work within your designated sector. If there will be a gap between jobs, discuss the timeline with both your new employer and your support organization.

They cannot refuse to accept your resignation. Regardless of what your contract says, a written resignation with 14 days notice is sufficient under Japanese labor law. An employer cannot force you to continue working.

They cannot cancel your visa. Only the Immigration Services Agency can revoke immigration status — and they do so based on whether you are working in your designated sector, not based on a request from a dissatisfied employer. An employer threatening to 'cancel your visa' if you try to leave is making a false claim.

They cannot withhold your wages for work already done. All wages earned up to your last day must be paid in full, even if you leave before the next regular pay date. Withholding earned wages is illegal under the Labor Standards Act (Article 24). If this happens, file a complaint with the Labor Standards Inspection Office (労働基準監督署).

They cannot confiscate your residence card or passport. If your employer or sending organization is currently holding your identity documents, you have the right to reclaim them immediately. Refusing to return your documents is a violation of Japanese immigration law. Contact the Immigration Services Agency's consultation desk or a labor support organization if your documents are being withheld.

They cannot deduct 'compensation' for training costs from your final paycheck. Agreements that require workers to repay recruitment fees, training costs, or other amounts if they leave before a certain date are unenforceable under Japanese law and violate the ILO standards on forced labor. If you signed such an agreement, it does not obligate you to pay.

They cannot threaten or intimidate you into staying. Threats — whether about visa status, money, housing, or your family — are a form of coercion. If you are being threatened, document everything in writing and contact a labor support organization.

If you came to Japan through a registered sending organization (登録支援機関), they have a legal obligation to support you — including during employer transitions. Under SSW regulations, the support organization must provide consultation and assistance if you want to change employers, and must help you find an alternative placement if the original one falls through.

However, sending organizations have financial relationships with employers. If your current employer is also a client of your support organization, there may be a conflict of interest. In that situation, you can seek independent advice from the Immigration Services Agency's helpline (0120-076-565, available in multiple languages including Vietnamese), the Foreign Workers' Consultation Center in your prefecture, or an independent labor union.

If your sending organization pressures you not to leave by threatening consequences for your family, your future ability to come to Japan, or other matters — this is coercive behavior that should be reported to DOLAB (Vietnam's Department of Overseas Labour) and to Japanese authorities.

Your employer says leaving will cancel your visa. This is false. Your SSW visa remains valid within the sector.

You are told you owe money for training, recruitment, or other costs if you leave early. Such 'penalty' clauses are unenforceable.

Your identity documents are being held and you cannot get them back. This is illegal — contact a support organization immediately.

Your sending organization tells you that leaving means you can 'never come back to Japan.' This is not within their power to determine.

You are being pressured to sign a new contract that resets the clock on your stay, adds new conditions, or reduces your wages before you can access the job change process.

You are being threatened with eviction from your dormitory if you pursue a job change. While leaving your employer may mean leaving employer-provided housing, the threat of immediate eviction as retaliation for exercising your rights is a form of coercion.

Immigration Services Agency consultation (外国人在留総合インフォメーションセンター): 0120-076-565 — Vietnamese language support available on designated days. Can confirm your visa status and rights during a job change.

Labor Standards Inspection Office (労働基準監督署): present in every city. Can investigate withheld wages, illegal deductions, and forced labor conditions. Free to contact, handles complaints from foreign workers.

Foreign Workers' Consultation Center (外国人労働者相談センター): each prefecture has one. Can provide advice in multiple languages and refer you to appropriate agencies.

POSSE and other labor union support organizations: NGOs with experience helping foreign workers in disputes. POSSE operates a multilingual consultation hotline and can accompany workers to meetings with employers if needed.

DOLAB (Vietnam, 越南劳动海外部): if your sending organization is uncooperative, report the situation to DOLAB in Vietnam. Licensed sending organizations are regulated by DOLAB and can face sanctions for misconduct.