Business Manager Visa: Full-Time Employee Requirement | Eligible Workers and Criteria

Following the amendment to the landing criteria that came into effect on October 16, 2025, applicants for Japan's "Business Manager" residence status are now required to employ at least one full-time employee. Understanding who qualifies as a full-time employee, the assessment criteria, and how this requirement relates to the Japanese language proficiency requirement is essential.

Who Qualifies as a Full-Time Employee

The following individuals qualify as full-time employees for the purpose of this requirement:

• Japanese nationals
• Special permanent residents
• Foreign nationals holding Table 2 residence statuses (permanent resident, spouse of Japanese national, spouse of permanent resident, long-term resident)

Foreign nationals holding Table 1 residence statuses (work-based visas) do not count toward satisfying the full-time employee requirement.

Criteria for Determining Full-Time Employment

Whether a worker qualifies as a full-time employee is assessed based on the following:

In terms of work substance, the employee must work on a fixed schedule every day (excluding holidays and non-working days), be continuously engaged in their duties during prescribed hours, and receive compensation appropriate to their role.

In terms of working conditions, all three of the following must be met: the employee works five or more days per week, at least 217 days per year, and at least 30 hours per week; the employee is entitled to at least 10 days of annual paid leave after six months of continuous employment with an attendance rate of 80% or more; and the employee is enrolled in employment insurance with a prescribed weekly working time of 30 hours or more.

Workers engaged through secondment, dispatch, or outsourcing arrangements cannot be considered full-time employees of the business.

Document Submission When Multiple Employees Are Present

If multiple full-time employees are on staff, it is not necessary to submit documents for all of them. It is sufficient to confirm that at least one employee meets the criteria.

Relationship Between Full-Time Employees and the Japanese Language Requirement

For the Japanese language proficiency requirement (B2 equivalent or above), it is sufficient for either the applicant or a full-time employee to meet the standard. In this context, "full-time employee" includes foreign nationals holding Table 1 residence statuses.

In other words, the range of eligible workers differs between the employment obligation (limited to Table 2 statuses and above) and the Japanese language requirement (which also includes Table 1 statuses). The following examples illustrate this:

Situations that meet the criteria: employing one or more Japanese nationals or special permanent residents as full-time employees; employing one or more foreign nationals with Table 2 residence status who can demonstrate Japanese language proficiency; employing one foreign national with Table 2 status (without Japanese language proof) and one foreign national with Table 1 status (with Japanese language proof).

Situations that do not meet the criteria: employing only foreign nationals with Table 1 residence status, even if they can demonstrate Japanese language proficiency; employing only full-time employees with Table 2 status but without proof of Japanese language proficiency.

Frequently Asked Questions

Q. Can a part-time worker be counted as a full-time employee?

No. Workers who do not meet the full-time criteria — such as those working fewer than 30 hours per week or fewer than 217 days per year — are considered part-time employees and do not qualify.

Q. Can seconded or dispatched workers be counted as full-time employees?

No. Workers engaged through secondment, dispatch, or outsourcing arrangements cannot be considered full-time employees of the business in question.

Q. Does employing a foreign national on a work visa satisfy the full-time employee requirement?

No, it does not satisfy the employment obligation. Foreign nationals holding Table 1 residence statuses are not counted toward the full-time employee requirement. However, if such a foreign national possesses Japanese language proficiency at B2 level or above, they can separately count toward satisfying the Japanese language proficiency requirement.

Q. What should I do if my full-time employee resigns?

The full-time employee requirement is an ongoing condition. If the requirement is no longer met due to a resignation, a new full-time employee must be hired promptly. Employment status will be confirmed at the time of the next renewal application.

Arch Immigration Law Office specializes in Business Manager visa applications and renewals. We support clients in meeting the full-time employee requirement, preparing necessary documents, and filing applications. Please feel free to contact us for a consultation.