[Presentation Report] Secretary General Inoguchi gives a speech at the "Seminar on Employing Foreign Nationals in the Nursing Care Industry" hosted by Shinagawa Ward

At the request of Shinagawa Ward, Tokyo, our association's Secretary General, Mr. Iguchi, spoke at the "Seminar on Employing Foreigners in the Nursing Care Industry" held at Shinagawa Rehabilitation Park on Tuesday, August 26, 2025.

Following his presentation in February of last year, this time he spoke about the latest system trends and practical tips that will be useful in the field, focusing on "development" and "retention"!

Lecture content

1. Organizing the environment surrounding care providers

At the beginning, we summarized the major changes in the external environment surrounding the nursing care industry.

System reform : From April 2025, specific skilled workers will be allowed to enter the home care industry. In addition, in 2027, the technical intern training system will be replaced by a development employment system.

Labor market reality : The Japanese labor market is a seller's market. As dependency on temporary workers increases, cost pressures increase.

Industry challenges : With the decline in Japanese nursing care workers, utilizing foreign workers is no longer an option but a requirement for survival.

<Summary of key points>

Market changes, service differentiation, and securing talent. Businesses that can simultaneously address these three factors will be able to achieve sustainable operations. Hiring foreign talent and digital transformation are the two pillars of this strategy.

2. Recruitment, recruitment, retention and training support

Next, he explained the process of actually hiring foreign talent and the support provided to help them settle in.

From recruitment to interviews, job offers, and starting work　

Knowledge of residency status and subsidies will determine whether you are successful in being hired.

System development after starting work

Providing support for daily life and the workplace is the key to preventing employees from leaving the company.

The importance of education and training　Through our "educational support," our association has achieved a retention rate that is twice the industry average.

<Summary of key points> The high retention rate is due not only to post-employment training, but also to preparations that begin "before employment."

3. Three things that accepting companies should know

Finally, we have summarized some points about acceptance that you can put into practice immediately.

1. Providing housing　It is difficult for foreigners to sign rental contracts on their own, so if the company is prepared to do so, it will help them secure talented personnel.

   
   

2. Care worker exam support　There are many people who want to switch from specific skills to nursing care visas, and companies also benefit from long-term employment.

   
   

3. Lifting of the ban on working as a home caregiver　From April 2025, foreign nationals with specific skills will be able to work as home caregivers, expanding the scope of their employment.

   
   

<Summary>

[1] DX can improve productivity and employee retention rates by utilizing foreign talent.

[2] The high retention rate actually begins before hiring

[3] "Utilizing the latest systems," "understanding market information," and "establishing an acceptance system" are the keys to securing and retaining talent.

Comments from participating companies

At the end of the seminar, we asked the participating care providers for their thoughts. Many of them shared their unique challenges and realizations!

"I feel that in the future, it will become increasingly important to have a system in place to accommodate foreign residents and to provide education to them."

"Because we specialize in home care, we need to secure foreign personnel who can immediately contribute to the workforce."

"Although we have advertised jobs, we have received no applications at all. I strongly feel that we need to consider accepting foreign personnel in the future."

As can be seen from these comments, the human resources challenges in the nursing care industry are twofold: "difficulty in recruiting" and "establishing an acceptance system."

I once again realized that there is a need for support that addresses real issues on the ground while responding to changes in systems and environments!

We would like to express our sincere gratitude to everyone who participated and to the companies in Shinagawa Ward who gave us this valuable opportunity. We hope that this seminar will help to alleviate the labor shortage in the nursing care industry and expand employment opportunities for foreigners who wish to work in nursing care.

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The Japan Food and Beverage Association for Foreign Employment

Foreign talent is not a short-term replacement,

"Raising" them in the same way as Japanese people

We believe this is an essential part of a company's human resources strategy.

What should you learn and when?

Our association provides consistent training support for foreign talent, from new recruits to managers.

This promotes long-term success and strengthens the company's talent strategy.

"I feel there are issues with educating foreign workers and improving their skills."

"We want to develop human resources who can be active in the long term."

If you have any questions, please feel free to contact us!

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