From 16 Oct 2025, the "Business Manager" framework moved toward a substance-first standard: real staffing, meaningful capital commitment, a dedicated office, operational capability in Japanese, and a plan that can withstand professional feasibility review. A transitional handling approach is described through 16 Oct 2028 for certain existing-holder scenarios.
Last reviewed: 2026-02-05 (Tokyo)
At least one full-time employee is required, with eligibility limited to specific residence categories (commonly listed: Japanese national, Special Permanent Resident, Permanent Resident, spouse categories, Long-Term Resident).
A commonly stated revised benchmark is JPY 30 million (paid-in capital or total contribution depending on entity type; for sole proprietorship described as total investment into the business setup and operations).
A Japanese capability requirement is described as new, commonly referenced at CEFR B2 level (JLPT N2 or higher), satisfied by either the applicant or the eligible full-time employee.
Stronger screening for management capability is described, typically framed as either relevant advanced education or multi-year management experience (commonly referenced as 3+ years).
The revised framework describes business plans being screened for specificity, rationality, and feasibility, and includes an expert verification concept (commonly referenced: SME management consultant, CPA, licensed tax accountant).
A dedicated business office is expected, and "home-as-office" is widely described as principally not accepted or tightly scrutinized under the revised approach.
Renewals place heavier weight on taxes, social insurance, payroll, and evidence of real activity. Extended time abroad is described as a renewal risk when "actual activity" is not demonstrated.
MOJ/ISA materials describe transitional handling through 16 Oct 2028 for certain existing-holder scenarios while expecting progress toward the revised standard.
Your case must demonstrate a functioning Japan operating structure with at least one eligible full-time employee. This is evaluated as operational substance, not a checkbox.
We design staffing as an "evidence story": role, payroll, compliance, and business plan are built as one consistent file.
The revised benchmark raises the seriousness threshold. You must show not only funds, but credible deployment into real operations.
We produce a feasibility-first budget narrative that matches Japan setup realities and aligns every number to proof.
The file must show your business can operate in Japan with a responsible party who can execute Japanese-language tasks required for day-to-day operation and compliance.
We assign responsibility early and lock the proof route into the application structure and operating plan.
Where the law requires licensed representation or regulated document preparation, filings and legal representation must be handled by appropriate licensed professionals. Japan strengthened clarity around compensation "under any name" for document preparation by non-licensed parties and introduced corporate penalty exposure for organizations in certain cases. Our operating model is coordination-led: we manage the end-to-end program and integrate licensed professionals where required.
Share your target timeline and business model. We respond with the next steps and an initial feasibility view.