Bringing a Foreign Cuisine Chef to Japan: Notes on Skilled Labor Visa Applications
Practical notes for inviting a foreign cuisine chef to Japan under the Skilled Labor visa, including work history evidence and restaurant documents.
What You Will Learn from This Article - Application procedures for the Skilled Labor visa when bringing a foreign cuisine chef from abroad - Common problems with proving practical experience and countermeasures - Documents the employer (restaurant) must prepare - Points to note and denial cases in the application - What to confirm before hiring
Conclusion When bringing a foreign cuisine chef from abroad to Japan, the Japanese employer applies for a Certificate of Eligibility (COE) for the "Skilled Labor" residence status. The key point of screening is "proving 10+ years of overseas practical experience," and the reliability and content of employment certificates determine the approval or denial of the application. Confirming whether practical experience can be proven before hiring is directly linked to the success or failure of the hiring plan.
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Basic Process for Bringing a Foreign Cuisine Chef
- Confirming the requirements of the person to be hired: 10+ years of practical experience, type of cuisine, eligibility of the employer
- Collecting employment certificates: Obtaining documents from past employers
- Concluding the employment contract: Prepare documents clearly stating job content and compensation
- Certificate of Eligibility (COE) application: The Japanese employer applies (can be entrusted to an administrative scrivener)
- Review and COE issuance: Typically 2–3 months
- Visa application at the Japanese embassy or consulate abroad: The chef applies for a visa at the local Japanese embassy or consulate
- Entry to Japan / commencement of work
Common Problems with Proving Practical Experience
The most common stumbling blocks in Skilled Labor visa (chef) screening occur with "proving practical experience":
| Problem | Countermeasure |
|---|---|
| Certificate of employment cannot be obtained from a closed former employer | Substitute with employment contract, pay stubs, photos, restaurant business records at the time, etc. |
| Employment certificate content is unclear | Confirm that the restaurant name, address, phone number, job content, and period are accurately stated |
| Doubts about the reliability of documents | Confirm that the restaurant is actually operating and the address and phone number match. If possible, also attach letters of recommendation, photos, and menus |
| Practical experience spans multiple countries | Organize certificates from each employer by country and submit |
| Mixing in Japan-based experience | Practical experience for the Skilled Labor visa targets experience abroad. Japan-based experience is in principle not counted |
> In particular, since document forgery has been a past issue, the immigration authority carefully screens the reliability of employment certificates. It is important that the content of the documents matches the reality.
Documents the Employer (Restaurant) Must Prepare
| Document | Key Points |
|---|---|
| Restaurant business license | License based on the Food Sanitation Act |
| Certificate of registration of the restaurant | If a corporation, issued within 3 months |
| Employment contract | Clearly state job content, compensation, and working hours |
| Documents explaining the necessity of hiring | Explain the reason the foreign chef is necessary through seating count, operating hours, cover charge, and current number of chefs |
| Interior photos and menu | Showing that it is a specialty restaurant |
Proving That It Is a "Specialty Restaurant"
The Skilled Labor visa is limited to employment at "specialty restaurants" for the relevant cuisine. The following points are checked:
- Whether the restaurant name, signage, and menu clearly indicate it is a specialty restaurant for the relevant cuisine
- Whether most of the cuisine served is the relevant foreign cuisine
- Whether the interior decor and concept are dedicated to the relevant foreign cuisine
Common Failure Patterns in Applications
| Failure | Background and Countermeasures |
|---|---|
| Did not confirm requirements before hiring | After an offer was made, it was discovered the practical experience was less than 10 years. Pre-hire confirmation is critical |
| Employment certificate content is thin | Only "chef" is stated as the job content, with the actual work unclear |
| Restaurant serves multiple types of cuisine | A restaurant that serves both Chinese and Japanese cuisine tends not to be recognized as a specialty restaurant |
| Compensation is too low | Denial risk increases if compensation is not equal to or greater than that of Japanese nationals |
FAQ
Q1. If the employment documents for the chef I want to hire are insufficient, should I abandon the hire? Even if documents are insufficient, it may be possible to supplement with alternative evidence. On the other hand, if proof is difficult, the risk of denial increases. First consulting with a specialist to evaluate the feasibility of proving practical experience is recommended.
Q2. Must employment certificates be in Japanese? Foreign-language documents require Japanese translation to be attached. Translation can be done by anyone, but the translator's signature and a statement of translation are required.
Q3. Can the chef begin working before coming to Japan? Work cannot begin before obtaining a residence status (visa). After COE, visa application, and entry to Japan, work commences.
Q4. Can the chef change jobs to a different restaurant after coming to Japan? A job change is possible, but the new workplace must also be a specialty restaurant for the same foreign cuisine engaged in culinary work. It is recommended to consider obtaining a work eligibility certificate after changing jobs.
Q5. Is there an expiry date for the COE after issuance? The Certificate of Eligibility typically has a 3-month validity period from the date of issuance. The visa application and entry procedures must be completed within this period.
Key Points of This Article
- Bringing a foreign cuisine chef starts with a Certificate of Eligibility (COE) application
- Proving 10+ years of overseas practical experience is central to screening
- The reliability and content of employment certificates determine approval or denial
- Preparation of alternative documents for closed former employers is also important
- Confirm the feasibility of proving practical experience and the eligibility of employment certificates before hiring
Considering a Consultation?
If you want to hire a foreign chef and want to confirm in advance whether a Skilled Labor visa can be obtained, or are concerned about preparing the practical experience documentation, please feel free to contact us. Arch Administrative Scrivener Office is based in Osaka City and serves clients nationwide online. Consultations are available in Japanese, English, and Chinese.
📩 Contact form / LINE / WeChat / Phone consultations available.
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