Table of Contents

1. What is the Internship Visa (Designated Activities No. 9)?. 1
2. Basic Principles of Internships. 1
3. Requirements for the Internship Visa (Notification No. 9). 1
4. Required Documents for Application. 2
5. Host Company Obligations and Supervision System.. 4
6. Non-Issuance of Internship Visas When the Intermediary is Inappropriate. 5
7. Application of Labor Laws. 6
8. Specific Documents for Night Shifts and Shift Work. 7
9. Specific Documents for companies employing “Technical Intern Training (i)” trainees. 7
10. Specific Requirements and Documents for Care Internships. 7
11. Summary. 8

1. What is the Internship Visa (Designated Activities No. 9)?

 The Internship Visa (Designated Activities No. 9) is a specific activities visa allowing students enrolled at foreign universities to undertake practical training at Japanese companies or organizations for a set period. It applies to internships conducted as part of a university's educational curriculum, not as employment.

 These guidelines were established to promote the proper implementation of internships and prevent companies from improperly treating interns as labor.

 2. Basic Principles of Internships

 Internships are conducted as part of career development, allowing students to gain experience in work related to their field of study. Therefore, host organizations must prioritize educational objectives and establish appropriate training systems in collaboration with universities.

 3. Requirements for the Internship Visa (Notification No. 9)

 (1) Requirements for the Applicant (Intern)

• Enrollment in a foreign university (limited to degree-granting programs)
• Must be 18 years of age or older at the time of entry into Japan
• The internship must be part of the university's educational program (related to the major)

 (2) Requirements for Host Organizations (Companies)

• The university and the host organization must have concluded an internship agreement
• The host organization must appoint an internship supervisor to oversee and manage the internship
• An appropriate guidance system must be in place (e.g., assigning a supervisor)
• The internship must have educational objectives, not merely serve as labor
• Clearly define compensation, other conditions, and coverage of living expenses

 (3) Internship Conditions

• The duration shall not exceed one year
• The total duration must not exceed half of the standard period of study at the university
• Must involve work related to the major (unskilled labor is not permitted)
• Compensation can be paid, but must be at a reasonable rate
• Clarify arrangements for covering living expenses

 4. Required Documents for Application

 (1) Common Documents for Application for Certificate of Eligibility

 (2) Documents Specific to the Internship Specific Activities Visa (No. 9)

 (3) Summary: Documents and Requirements for Internship Visa (Designated Activities No. 9)

 5. Host Company Obligations and Supervision System

 (1) Requirements for Internship Supervisors and Internship Instructors

• Acceptance must be for educational purposes, not as a means of securing labor
• Appointment of an Internship Supervisor

 　Requirements for the Internship Supervisor are as follows:

 　　□ No violations of immigration or labor laws within the past five years

 　　□ The internship supervisor must oversee and manage the following duties:

 　　　1. Internship contracts

 　　　　2. Implementation plans

 　　　　3. Hosting preparations

 　　　　4. Living support

 　　　　5. Working Conditions, Safety, and Hygiene

 　　　　6. Contacting the Immigration Bureau

• Assignment of Internship Supervisors

 　The requirements for internship supervisors are as follows:

 　　□ Must have at least one year of work experience to serve as an instructor

 　　□ Specific to nursing care internships: At least one instructor must hold a Certified Care Worker qualification

 　　□  In addition to providing guidance during implementation, they must evaluate implementation plans, etc.

 　　□ May concurrently serve as the internship supervisor

 　　□ No violations of immigration or labor laws within the past five years

 (2) Acceptable Number of Interns

 Acceptance standards for interns are established based on company size.

• 301 or more full-time employees: Number of full-time employees × 1/20
• 201 to 300 full-time employees: Maximum of 15 interns
• 101–200 full-time employees: Maximum of 10 interns
• 100 or fewer full-time employees: Maximum of 5 interns

 6. Non-Issuance of Internship Visas When the Intermediary is Inappropriate

 Internship visas allow intermediary agencies to provide support and coordination. This represents a significant difference from Technical Intern Training Programs, where only supervising organizations are permitted, and from the Training and Employment Program, where only supervising support organizations are permitted. However, if the intermediary is deemed inappropriate, the accepting organization—the company—will also face disapproval and suffer disadvantages.

 For example, the contract referred to in (4) below means the internship contract. Imposing restrictions not specified in the contract to exploit interns is not permitted. For instance, any treatment disadvantageous to the intern, such as "passing on all or part of the fees paid to the intermediary agency to the intern," constitutes inappropriate use.

 7. Application of Labor Laws

 This is determined based on actual circumstances. If an intern engages in the host organization's business operations and receives direction and control, they are considered a worker under the Labor Standards Law if a "subordinate relationship" exists. In such cases, compliance with the Minimum Wage Act and labor conditions is required.

 Specifically, labor laws apply to foreign nationals holding a Designated Activities Visa (No. 9) for internships where worker status is recognized, as well as to their employers. Furthermore, considering the unique circumstances of foreign nationals, companies must exercise sufficient caution as obligations arise, such as concluding employment contracts and filing notifications regarding the employment status of foreign nationals.

 On the other hand, there are visa-specific restrictions that differ from those for regular workers. For example, night shifts and shift work are possible but exceptional. They must be deemed necessary, and a clear training system must be demonstrated.

 8. Specific Documents for Night Shifts and Shift Work

 The following points must be clearly documented and proven:

 (1) The necessity of night shifts and shift work itself

 (2) Supervision system

 9. Specific Documents for companies employing “Technical Intern Training (i)” trainees

 If the combined total of interns and “Technical Intern Training (i)” trainees exceeds the company's quota for accepting “Technical Intern Training (i)”  trainees, proof must be provided that this does not hinder the proper implementation of the Technical Intern Training Program. At a minimum, the following documents must be submitted:

 (1) Internship Student Guidance System

 (2) Curriculum

 10. Specific Requirements and Documents for Care Internships

 (1) Each facility conducting the internship must assign at least one instructor holding a Certified Care Worker qualification.

 (2) One instructor (including those without a certified care worker qualification) must be assigned for every five interns.

 (3) Interns must not be allowed to perform care duties alone.

 (4) Interns must possess Japanese language proficiency equivalent to N4 level.

  The following supporting documentation is required: proof via examination results and a written explanation of Japanese language study hours.

 11. Summary

 The Internship Visa (Designated Activities No. 9) is an important system enabling foreign university students to gain practical experience in Japan. However, strict requirements are established to prevent improper use.

 □ A proper contract between the university and the company

 □ Engaging in work related to their field of study

 □ The educational purpose must be clearly defined

 □ Proper compensation, working conditions, and coverage of living expenses

 If you are considering obtaining an internship visa, please consult the Tanishima Legal Group. We provide support for preparing the appropriate documents and submitting your application.