Receiving a Specified Skilled Worker (SSW / 特定技能) job offer in Japan is exciting — but it's also the moment when poor decisions cause the most damage to a foreign worker's career. The right offer sets you up for years of stable, growing income. The wrong offer can lead to wage theft, illegal working conditions, visa problems, and the financial pressure of having to find a new job in a hurry.
This article gives you a structured 25-point checklist organized into 7 categories. Print it, screenshot it, or bookmark it — and use it for every offer you receive. If an offer fails on more than 2–3 points, walk away.
Category 1: The Employer Itself (4 points)
1. Verified company registration
Search the company name on the National Tax Agency corporate number publication site (国税庁法人番号公表サイト). Confirm the company exists, the registered name matches, the address matches, and the company is currently active.
2. Real physical business address
Look up the company's address on Google Maps and Street View. Is it a real business location, or a residential apartment, an empty building, or just a postbox? Real businesses have visible, real offices.
3. Years in business
Companies that have been operating for 3+ years are more stable. Newly registered companies aren't necessarily bad, but they require more verification. Check the company's establishment date in the corporate registry.
4. Track record with foreign workers
Has the employer hired SSW workers before? Ask how many. Ask if you can speak with current or former foreign workers (a good employer will arrange this; a bad employer will refuse). Search the company name with terms like "悪い", "ブラック", or your language equivalents.
Category 2: The Employment Contract (4 points)
5. Written contract provided in advance
The employment contract (雇用契約書) and the working conditions notice (労働条件通知書) must be provided in writing. Under Japan's Labor Standards Act Article 15, this is a legal requirement. You should receive these BEFORE signing day, with time to review.
6. Contract in your language available
The Japanese version is the legally binding one, but a translation in your native language should be available. The employer should expect you to have the contract reviewed by a bilingual person before signing.
7. Contract terms match the verbal offer
Carefully compare what the recruiter told you in conversation with what's actually in the contract. Salary, hours, days off, accommodation, allowances — every detail must match. Verbal promises that aren't in the contract have no legal force.
8. Specific job duties listed
The contract must specify what work you will actually do. Vague descriptions like "general work" or "support tasks" are red flags. The job duties should match your SSW field skills certificate exactly.
Category 3: Salary & Allowances (4 points)
9. Base salary clearly stated
The monthly base salary (基本給) and how it's calculated must be explicit. Watch for hidden conditions like "salary depends on attendance evaluation" without clear criteria.
10. Salary at or above prefectural minimum wage
Each prefecture sets its own minimum hourly wage. Convert your monthly base to hourly (typical: 8 hours × 22 days = 176 hours) and compare. A salary below minimum is illegal. Cross-check against our SSW salary comparison guide.
11. Salary equal to or above same-role Japanese workers
The Specified Skilled Worker basic standards (特定技能基準省令) require that you be paid the same as or more than Japanese workers doing the same work. Ask the employer to confirm this in writing.
12. All allowances itemized
Every allowance — housing, commuting, qualifications, night shift, hazard, long-service — should be listed with amount and conditions. Vague references to "various allowances" without specifics are not enforceable.
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13. Standard hours and days off clearly stated
Standard work week is 40 hours (8 hours/day, 5 days/week). The contract should specify daily hours, weekly days, and break times. You should also know how many holidays per year (typically 105–125 days).
14. Overtime calculation explained in writing
Japan law: overtime pay is at least 25% above base for hours over 8/day or 40/week, 35% above for late-night (10pm–5am), and 35% above for legal holidays. Confirm the contract reflects these minimums and explains how overtime is calculated.
15. Realistic monthly overtime expectation
Ask: "How many hours of overtime do workers in this role typically do per month?" If the answer is 80+ hours, that's beyond legal limits in most cases. If the answer is "no overtime", confirm whether overtime opportunities are available (some workers want them).
Category 5: Accommodation & Living Support (3 points)
16. Accommodation address and details provided
If accommodation is provided, you should know exactly: address, distance from work, room size, who you'll share with, kitchen/bathroom arrangements. Get this in writing or with photos.
17. Accommodation cost is reasonable
Company accommodation cost should be reasonable relative to local rents. A common red flag is ¥30,000+/month for a shared room in a low-rent area. Compare against typical rental rates in the same neighborhood.
18. Initial setup support clarified
Who pays for first-month rent, deposit, key money, utility setup, basic furniture? Who provides the bedding? Who handles bank account and phone setup? Good employers cover or assist with all of these.
Category 6: Visa & Support Organization (4 points)
19. Registered support organization (登録支援機関) named
SSW Type 1 employers must provide support either in-house (only for qualifying companies) or through a registered support organization. Get the support organization's name, address, and contact details. Verify they are on the Immigration Services Agency public list.
20. Support services in your language
The support organization should provide consultation in your native language or a language you understand. They handle pre-arrival orientation, life support, regular interviews, and emergency consultation.
21. Visa application timeline understood
If you're changing employers, understand whether you need a simple notification (same-field same-employer change) or a status of residence change (在留資格変更, 1–3 months processing). Confirm who handles the paperwork — you, the employer, the support organization, or a行政書士 (immigration lawyer).
22. Visa cost responsibility
Who pays for the visa application, certified copies, translations? In ethical SSW recruitment, the employer covers reasonable visa-related costs. Confirm in writing.
Category 7: Career Growth & Termination Terms (3 points)
23. Career path and qualification support
Does the employer support qualification training (技能検定, JLPT, field-specific certifications)? Is there a clear path to higher pay grades? For nursing care, is there 介護福祉士 path support? For other fields, is there SSW Type 2 exam preparation?
24. Notice period for both sides
Standard notice period is 30 days for both employer dismissal and employee resignation. Confirm in writing. Watch for one-sided clauses (e.g., 60 days for you to quit but 30 days for them to fire you).
25. Severance / unemployment insurance terms
Confirm enrollment in employment insurance (雇用保険) so you're covered if dismissed. Understand any company severance policy. The contract should clarify what happens to your accommodation if you leave or are dismissed (notice period to vacate, etc.).
How to Use This Checklist
Receive the offer in writing
Get the written job offer, employment contract (雇用契約書), and working conditions notice (労働条件通知書) from the employer. Do not start the checklist until you have these documents.
Take 3–7 days to review
Block out time to read carefully. If the employer pressures you to decide faster, that's already a red flag. A reasonable employer expects this review process.
Go through all 25 points methodically
Mark each as: ✓ pass / ? unclear / ✗ fail. Don't skip points just because you assume they're fine.
Have a second person review
Ask a Japanese-speaking friend, your registered support organization, a placement agency consultant, or call the Yorisoi Hotline (0120-279-338, free, 14 languages) to verify your understanding.
Decide based on the totals
If 2 or more points fail, raise them with the employer for clarification or correction. If they refuse to clarify or fix, walk away. There are other employers.
Pro tip: Don't sign anything in person under pressure. Take the documents home, review them privately, and respond after thorough consideration. A good employer respects this process.
Frequently Asked Questions
Summary
- 25-point checklist organized into 7 categories — covering employer, contract, salary, hours, accommodation, visa, and termination terms
- Category 1 — Employer: verify registration, address, years in business, foreign worker track record
- Category 2 — Contract: written in advance, in your language, matches verbal offer, specific job duties
- Category 3 — Salary: base clearly stated, at or above prefectural minimum, equal to Japanese workers, all allowances itemized
- Category 4 — Hours: standard hours stated, overtime calculation explained, realistic monthly overtime
- Category 5 — Accommodation: address provided, cost reasonable, setup support clarified
- Category 6 — Visa & Support: registered support organization named, language support, visa timeline, cost responsibility
- Category 7 — Career & Termination: qualification support, balanced notice period, employment insurance enrollment
- Process: get written offer → take 3–7 days → check all 25 points → have second person review → decide based on totals
- If 2+ points fail and the employer won't fix them, walk away. There are other employers
- Free help: Yorisoi Hotline 0120-279-338 (14 languages) for free contract consultation; TGP for pre-vetted offers
The single most expensive mistake an SSW worker can make is signing a bad contract under time pressure. This 25-point checklist gives you the structured review process to catch problems before signing — not after. Print it, share it with friends, and use it for every offer. The 30 minutes spent reviewing protects years of your career in Japan.
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Get Pre-Vetted Job Offers Free →Disclaimer: Information in this article is accurate as of May 2026 and is based on Japan's Labor Standards Act, Employment Security Act, Specified Skilled Worker basic standards, and related regulations as currently in force. Specific legal interpretations may vary. For individual situations, consult the Ministry of Health, Labour and Welfare, the Labor Standards Inspection Office, or a qualified labor lawyer (弁護士). This article is for general informational purposes only and does not constitute legal or employment advice.