Japan immigration support for employers
Manage employee moves to Japan with coordinated work visas, document preparation, local guidance, and clear updates for HR.
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Trusted by People Leaders at growth-stage and global companies
What we handle
WayLit’s platform organizes case workflows, reminders, documents, and status updates. The case team coordinates next steps with HR and partner attorneys.
Plan the right visa pathway
Review the employee, role, assignment, and destination requirements before the process begins.
Coordinate documents and filings
Give HR and employees clear document requests while local professionals prepare the appropriate filings.
Keep everyone informed
Track responsibilities, deadlines, and case progress in one place throughout the employee move.
Stay ready for renewals
Monitor visa expirations, renewals, and changing requirements so HR can plan ahead.
One team for
every case.
WayLit combines case tracking and employee support with legal work from partner attorneys. HR retains responsibility for company decisions, required information, and employer obligations.
Explore our employer-sponsored immigration and global employee transfer services.
What our platform handles
What our experts handle
Plan your immigration program’s move to WayLit
Agree on the transition scope, active-case handover, and required information. Your onboarding plan sets owners, milestones, and timing for the program.
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Get clarity & control
Get strategic foresight
Supporting the people who power global growth
WayLit gives each role the case information, deadlines, and support it needs.
For HR Professionals
WayLit coordinates filings, renewals, and employee questions so HR has one place to see each case, deadline, and next step.
For HR Leaders
Track spend, risk, timelines, and upcoming decisions in one place for leadership reporting.
For Mobility Managers
Track filings, renewals, and other case steps through clear workflows instead of email and spreadsheets.
For Founders
WayLit coordinates compliance work across countries so expansion plans include clear owners, deadlines, and local requirements.
Japan Immigration FAQs
Questions about status of residence, visa and entry steps, and changes to duties or employer.
Use these answers to plan the information and decisions HR needs to coordinate. Requirements can change, and the process depends on the employee, role, employer, and destination. Confirm the applicable route and obligations with partner immigration counsel.
Which work status is commonly used for employees moving to Japan?
The right status depends on the employee’s actual duties. Engineer/Specialist in Humanities/International Services is common for professional roles in technology, finance, sales, and other specialized work. Intra-company Transferee may fit an employee moving from an overseas group company, while qualifying employees may use the Highly Skilled Professional route. HR should match the status to the role before filing.
What is the usual process for a new hire moving to Japan?
The Japanese employer or another eligible representative usually applies for a Certificate of Eligibility first. The employee then uses it for the visa process and presents the required documents on entry. The certificate does not guarantee a visa. After arrival, confirm the employee's status of residence, any residence-card and registration steps, and permitted work activities before onboarding. The Ministry of Foreign Affairs explains the certificate's role.
Does HR need to review a promotion or job change for an employee in Japan?
Review a proposed promotion or job change against the employee's current status of residence before it takes effect. Different duties may require permission or a change of status. A change of contracting or affiliated organization can also trigger a notification. Ask the case team to confirm the applicable procedure and deadline; the Immigration Services Agency lists the relevant procedures.
How does WayLit keep employees informed?
WayLit coordinates case updates, document requests, and action items directly with employees. Questions about legal requirements, travel, or work authorization are coordinated with partner immigration attorneys. HR remains involved when company information, sponsorship decisions, or employer action is needed.
How does WayLit help HR track renewals and compliance deadlines?
The platform records case milestones and relevant deadlines, while the case team coordinates reminders and next steps. HR should keep employment and employee information current, respond to assigned tasks, and tell the team about changes. Partner attorneys confirm the applicable filing requirements and legal obligations for the case.
What does WayLit coordinate, and what remains with HR?
WayLit coordinates case workflows, document requests, employee updates, and next steps with partner immigration attorneys. Partner attorneys advise on the applicable legal requirements and filings. HR provides accurate employment and company information, approves sponsorship and budgets, and carries out employer obligations. Agree on case-specific responsibilities at the start and flag changes in the role, worksite, or employee’s circumstances.
How do I confirm whether WayLit supports a visa route?
Share the destination, proposed role, employer structure, and employee’s circumstances with the case team. WayLit and partner attorneys can confirm the supported route, legal requirements, service scope, and next steps before work begins. Coverage and eligibility depend on the particular case.