Introduction

Under the revised Business Manager Visa requirements effective from October 2025, employing at least one full-time employee has become an important requirement.

In Japan, the Labor Standards Act specifies the employment terms that must be clearly stated in an employment contract or employment conditions notice.

If foreign companies or overseas entrepreneurs prepare employment contracts based only on their own understanding without knowing these requirements, the submitted employment documents may be considered incomplete during the visa application process.

This article explains what should be included in a Japanese employment contract and what references should be used when preparing employment contracts and employment conditions notices.

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1. Mandatory Items That Must Be Clearly Stated

Under Japanese labor law, the following items must be clearly stated in an Employment Contract or Employment Conditions Notice.

• Contract period
• Work location
• Job description
• Working hours (start and end time)
• Break periods
• Days off and annual leave
• Wages / Salary
• Method of payment
• Pay date
• Salary increase
• Matters relating to resignation or termination

Employment Conditions Notice:

(Attach your sample employment conditions notice here.)

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2. Relationship with the Business Manager Visa Application

Under the new standards effective from October 2025, employing at least one full-time employee has become mandatory.

The requirements for a full-time employee under the Business Manager Visa are as follows:

1. The employee must work at least five days per week, 217 days or more per year, and 30 hours or more per week.
2. Beginning from the date of employment, the employee must have continuously worked for at least six months and attended work on at least 80% of all scheduled working days, with 10 or more days of paid annual leave granted.
3. The employee must be covered by Employment Insurance and have prescribed working hours of 30 hours or more per week.

In addition, workers engaged under arrangements such as secondment, dispatch, or contracting are generally not regarded as full-time employees of the business where they perform their duties.

Furthermore, if the applicant (the person managing the business) does not satisfy the prescribed Japanese language requirement, the full-time employee must satisfy the Japanese language requirement.

A Japanese language ability equivalent to B2 level under the Japanese Language Education Reference Framework is required.

Specifically, individuals other than Japanese nationals or permanent residents (including other residence statuses based on family relationships) must satisfy one of the following:

• Holding JLPT N2 or above, administered by the Japan Educational Exchanges and Services (JEES) and The Japan Foundation.
• Scoring 400 points or higher on the BJT Business Japanese Proficiency Test administered by the Japan Kanji Aptitude Testing Foundation.
• Having resided in Japan for 20 years or more.
• Graduating from a university or other higher education institution in Japan.
• Completing compulsory education in Japan and graduating from a Japanese high school.

Documents to Prove the Japanese Language Requirement

When proving by examination

• Certificate of passing the examination
• Official score report

When proving by other methods

• Documents demonstrating Japanese language ability through status or educational background (such as a Residence Certificate, diploma, graduation certificate, etc.)

Reference
在留資格「経営・管理」に係る上陸基準省令等の改正について | 出入国在留管理庁

When hiring foreign nationals, employers should confirm that the proposed employment satisfies the applicable residence status (visa) requirements. We recommend consulting an administrative scrivener specializing in immigration procedures.