From applications filed on or after Monday 9 March 2026, Japan's Immigration Services Agency (ISA) has changed how 技術・人文知識・国際業務 (技人国 / "Engineer/Specialist in Humanities/International Services") visa applications are handled when the applicant will work under a dispatch (派遣 / haken) contract — the employment structure often called "SES" in the Indian IT recruitment market.

This is a significant procedural change. Combined with a separate revision to the permanent residency guidelines (effective 1 April 2027), it creates what we're calling the PR trap: a structural barrier that may make it harder for dispatch-contract engineers to qualify for permanent residency.

Here's what the ISA document actually says, what it means for you, and the questions you should ask before signing.

What changed on 9 March 2026

The ISA published updated guidelines for 技人国 dispatch cases in July 2026 (page last refreshed 13 July 2026). The key changes:

1. Placement must be fixed at application time

Previously, a dispatch company (派遣元) could sponsor a 技人国 visa application even if the client company (派遣先) wasn't yet decided — "we'll place you after you arrive."

From 9 March 2026, this is no longer allowed. The application must include the specific client placement. If the dispatch firm can't name the client at filing, the application will be refused.

2. Period of stay tied to contract length

The ISA document states clearly:

「派遣契約期間に応じた在留期間が決定されます」 ("The period of stay will be determined according to the dispatch contract period.")

In practice, this means if your client contract is for 6 months or 1 year, your visa period of stay may be correspondingly short — not the 5-year maximum that 技人国 can theoretically receive.

The ISA does not publish a formula (e.g., "1-year contract = 1-year visa"). A longer client contract may support a longer period of stay, but there are no guarantees.

3. Dual pledges from dispatch firm and client

Both the dispatch company (派遣元) and the client company (派遣先) must now file pledge forms (誓約書) as part of the application. These pledges confirm that:

  • The work will stay within the scope permitted by the 技人国 visa
  • The companies accept that ISA may conduct investigations, including on-site visits
  • New pledges must be filed whenever the placement changes

4. Renewal requires work records

At renewal time, dispatch cases must submit additional documents showing what the applicant actually did:

  • 派遣元管理台帳 (dispatch company management ledger)
  • 派遣先管理台帳 (client company management ledger)
  • 就業状況報告書 (work status report)

This creates a paper trail. What you declare at application must match what you actually did — and must match what gets reported at renewal.

5. Training-first exception

There's one carve-out: if the applicant will undergo training at the dispatch company before being placed with a client, the client placement doesn't need to be fixed at initial application. But this requires:

  • A third pledge form explaining the training arrangement
  • Interim documentation
  • The client pledge must be submitted once placement is decided

The PR trap: Two rules, one closing door

Here's where it gets serious for anyone thinking long-term.

The PR "longest period" requirement

To qualify for permanent residency in Japan, one of the requirements is holding the longest period of stay available for your visa category — not just holding a period, but specifically the longest one.

For 技人国, the longest period of stay is 5 years.

What changed on 1 April 2027

The revised PR guidelines (published 24 February 2026, effective 1 April 2027) include a significant change:

From 1 April 2027, holding a "3-year" period no longer counts as holding "the longest period of stay" for visa categories where 5 years is available.

There's a one-time transitional exception: if you hold a 3-year period on 31 March 2027, it still counts. But for anyone getting a new visa or renewal after that date, only 5 years satisfies the test.

Combined effect: the trap

If you're on a dispatch contract with a short client placement (say, 1 year), and your period of stay is set to match that contract length, you may receive a 1-year visa.

When you renew with another short contract, you get another short visa.

Even if you've been in Japan for many years and meet every other PR requirement, you may never hold a 5-year period of stay — because your contract structure doesn't support it.

Two unrelated rule changes. One closing door.

What this means for you (before signing)

Turn the ISA pledge requirements into questions you ask the recruiter before you sign:

  1. "Is the client company (派遣先) already fixed?" If not, the visa application may not be accepted under the new rules.

  2. "How long is the initial client contract?" This may determine your period of stay. A 6-month contract is very different from a 3-year contract.

  3. "What happens when the contract ends?" Will you be placed with a new client immediately? Will the dispatch company re-file paperwork?

  4. "Do you have a track record of employees getting 5-year periods of stay?" If nobody at the company has ever received a 5-year 技人国 visa, that's a signal.

  5. "Are you prepared to file the pledge forms (誓約書) correctly?" Both the dispatch firm and the client must file — if either is unwilling or doesn't understand the requirements, problems follow.

If a recruiter can't answer these questions clearly, or pushes back on you asking, that's valuable information. See our guides on verifying a Japan job offer and spotting black companies.

Important clarifications

Dispatch is not the same as subcontracting

This ISA document specifically covers 派遣 (haken / dispatch) — a regulated employment structure where the dispatch company is the employer and the client company directs the daily work.

A large number of Indian engineers in Japan work under 請負 (ukeoi) or 業務委託 (gyomu itaku) — subcontracting arrangements where the work relationship is structured differently. This document does not address those structures.

If you're unsure which structure your contract uses, ask explicitly. The terms matter.

Dispatch/SES work is legitimate

To be clear: dispatch and SES work is lawful and common in Japan. Many engineers build successful careers through dispatch placements. The issue isn't legality — it's whether the contract structure supports your long-term goals, including permanent residency.

We're not saying "SES is a scam." We're saying: understand what you're signing, and how it affects your path.

DOEACC certification is accepted

One useful detail from the ISA checklist: DOEACC certification (levels A, B, or C only) is explicitly listed as an acceptable degree-equivalent qualification for 技人国 applications.

This is an Indian qualification (now called NIELIT O/A/B/C levels) that we haven't previously mentioned. If you hold DOEACC A, B, or C and were unsure whether it counts toward the degree requirement, the ISA checklist confirms it does.

Thinking long-term

If permanent residency in Japan is part of your plan, the period of stay you receive matters — and the contract structure that determines it matters even more.

Before signing with a dispatch company, ask yourself:

  • Does this contract structure give me a realistic path to a 5-year period of stay?
  • Am I willing to stay with short contracts indefinitely, or do I want to transition to direct employment?
  • What's my three-year-or-forever decision?

Use our PR Rules Checker to see how the new rules affect your specific situation. And check the full guide to PR for Indians for the complete requirements.

Sources

  • ISA: 「在留資格『技術・人文知識・国際業務』をもって派遣形態で就労する場合の取扱いについて」(令和8年7月) — PDF
  • ISA: 技術・人文知識・国際業務 page — moj.go.jp
  • ISA: 永住許可に関するガイドライン (revised 24 Feb 2026) — moj.go.jp

Komichi guides are general information, not legal or immigration advice. Verify your specifics with a qualified professional.