Can Foreign Workers Do Side Jobs in Japan? Visa Rules, Risks, and Why You Need a Backup Plan
In recent years, side jobs have become more common in Japan. Large companies now allow employees to take additional work, and government policies encourage people to develop multiple skills and flexible careers.
A 2025 survey found that 64% of companies allow side jobs, and 11% of full time employees reported having one.Among men in their 20s, the rate rises to nearly 20%, showing how common side work is becoming among younger workers.
But for foreign workers in Japan, the situation is very different.
Many assume they can simply take on extra work if they need additional income or want to prepare for a career change. In reality, visa rules and employment structures often make this difficult — or even illegal.
And when a contract unexpectedly ends, the real risk appears. At that moment, side jobs alone rarely solve the situation. However, they can help workers build networks, develop skills, and prepare alternatives that support career continuity.
Note: Information based on rules as of February 2026. Visa and labor laws can change; always verify with the Immigration Services Agency or a qualified advisor.
In this article, we cover:
1. Side Jobs Are Becoming Normal in Japan — But Not for Everyone
2. Why Side Jobs Are Difficult for Foreign Workers
3. Internal Side Jobs: Helpful but Limited
4. Permanent Employment vs Fixed-Term Employment: Risk Levels Differ
5. What Happens When a Contract Ends
6. What You Should Do Before a Contract Ends
7. HR Perspective: A Difficult Truth
8. Q&A
9. Wrap Up
1. Side Jobs Are Becoming Normal in Japan — But Not for Everyone
Many companies now accept employees taking additional work such as:
Teaching or tutoring online
Consulting or freelance projects
Content creation such as YouTube or blogging
Running small businesses
Part-time work in other roles
Why companies and workers accept side jobs
Side jobs can bring benefits to both employees and employers:
Workers gain new skills and experience in different environments
Income can increase and financial stability improves
Foreigners can build external network
Employees can prepare for future career changes or entrepreneurship with lower risk
Companies may retain talented employees who might otherwise resign
But side jobs also raise concerns
Companies still worry about:
excessive working hours and health management
complications in working-hour and overtime calculations
conflicts with duties of loyalty or confidentiality
competition or conflicts of interest with the main employer
And most importantly, this flexibility mainly applies to:
Japanese citizens
permanent residents
spouses of Japanese nationals or permanent residents
Foreign workers face additional constraints because their work activities are governed by visa rules.
Even if a company allows side jobs, immigration law still applies — and immigration law ultimately matters more than company policy.
✅Important: Do not take side jobs secretly
If your company allows side jobs, you should follow internal procedures and obtain approval by explaining that there is no conflict of interest or impact on your main job. You should also confirm that your visa status allows the additional work (see Section 2: Why Side Jobs Are Difficult for Foreign Workers).
If your company prohibits side jobs, working secretly may violate company rules and could negatively affect your employment.
✅Tax note for company employees
If you are a company employee and earn side income classified as miscellaneous income, income tax filing is generally not required if annual profit (income minus expenses) is JPY20,000 or less.
However, local resident tax declarations may still be required even if income tax filing is unnecessary.
Income from selling personal items, such as clothing or household goods, is generally not taxable.
2.Why Side Jobs Are Difficult for Foreign Workers
A. Visa restrictions limit work activities
Most work visas in Japan are issued for specific job categories, such as:
Engineer / Specialist in Humanities / International Services
Instructor
Professor
Skilled Labor
Researcher
Your visa authorizes work only within that professional category, usually with a sponsoring employer.
For example, a foreign worker holding an Engineer / Specialist in Humanities / International Services visa may take additional work without extra permission only if:
• the main employer approves, and
• the side work falls within the same professional field (such as engineering, translation, sales, or accounting)
However, work outside that professional scope — such as restaurant service, factory labor, or unrelated occupations — is generally not permitted.
If a person wishes to work outside their authorized field, they must apply for Permission to Engage in Activity Other Than That Permitted by Status of Residence (資格外活動許可).
Even then:
• activities remain limited,
• professional relevance is still required, and
• working hours are usually capped at 28 hours per week.
In other words, work outside the visa scope is not automatically allowed.
B. Employment is tied to visa sponsorship
Your legal stay depends on employment.
If your main employer is connected to your visa, taking outside work that conflicts with your permitted activity may create immigration issues.
Even freelance work or online income may fall outside allowed categories.
C. Permission for extra work is required
In some cases, foreign residents can apply for:
Permission to Engage in Activity Other Than That Permitted by Status of Residence (資格外活動許可) (see Immigration Services Agency guidance )
However:
Approval is not guaranteed.
Permitted activities are limited.
Working hours are typically capped at 28 hours per week.
Many foreigners assume side work is acceptable, but unauthorized work can cause serious problems during visa renewal or status changes. And immigration violations are rarely worth the risk.
✅Special note: Specified Skilled Worker visa (特定技能)
Foreign workers under the Specified Skilled Worker status are generally required to work full-time under their sponsoring employer, typically:
at least five working days per week,
more than 30 working hours per week,
and around 217 working days per year.
Side jobs with another company are generally not permitted, and this visa category is typically excluded from obtaining permission for additional work.
An exception exists in certain industries such as agriculture and fisheries, where worker dispatch arrangements may be allowed due to seasonal labor demand. However, strict conditions apply to both dispatching and receiving employers, so professional guidance is recommended.
✅Students, dependents, and other non-work statuses
Some residence statuses do not allow employment as a main activity, including:
Student (留学)
Cultural Activities (文化活動)
Dependent (家族滞在)
In these cases, individuals may work only after obtaining permission for part-time work, typically within the 28-hour weekly limit.
Employers hiring such individuals must confirm that proper permission has been granted.
✅Individual exceptions may apply
In certain situations, individual permission may be granted beyond standard limits, for example:
Students participating in internships exceeding the normal 28-hour limit as part of their education.
A university professor working part-time as a language instructor in private companies.
Individuals working as independent contractors or in activities where working hours are difficult to measure.
Because each situation is different, individuals should confirm their circumstances with a professional adviser or directly with the Immigration Services Agency of Japan.
✅More information
Central Government Building No. 6, 1-1-1 Kasumigaseki, Chiyoda-ku, Tokyo 100-8973 Tel: 045-370-9755 (Main) (Corporate Number: 7000012030004)
Foreign Resident Support Center (FRESC)
13th Floor, Yotsuya Tower, 1-6-1 Yotsuya, Shinjuku-ku, Tokyo 160-0004 Tel: 0570-011000
3. Internal Side Jobs: Helpful but Limited
Some companies now offer internal side jobs within the company group.
For example:
working part-time in another department,
joining cross-company projects,
or working in affiliated companies.
Because Japanese employment is often membership-based, companies rotate employees to explore different roles internally.
However, foreign workers sometimes use these opportunities for another reason:
They are preparing for their next move.
Internal side jobs may help employees:
gain skills,
expand networks,
or prepare for future employment.
But this flexibility still depends on company policy and visa conditions
4.Permanent Employment vs Fixed-Term Employment: Risk Levels Differ
While side jobs can provide additional income and help with career planning, they do not remove the biggest risk many foreign workers face — what happens when their main employment contract ends.
To understand this risk, it is important to look at the difference between permanent and fixed-term employment in Japan, especially for foreign workers whose residence status often depends on their job.
✅Permanent Employment (無期雇用)
Employees with open-ended contracts generally feel secure in Japan because terminating employment is legally difficult for employers in most cases.
As a result:
dsmissal is difficult unless there are serious performance or business reasons, although employers may still recommend resignation in some cases.
employment usually continues long term
income remains stable
visa renewal tends to be routine as long as employment continues
Because of this stability, employees often have time to quietly prepare for career changes and typically resign only after securing their next job and confirming their visa status.
✅Fixed-Term Employment (有期雇用)
However, many employees — including foreign workers and contract professionals — work on fixed-term contracts that end after a certain period.
In these cases, preparation becomes essential.
Contract renewal is not legally guaranteed, although exceptions may apply when contracts have been repeatedly renewed over time.
Finding a new job often takes time.
While renewal may sometimes be possible, the decision usually rests with the employer, not the employee.
✅Important protections for fixed-term workers
Japanese labor law does provide certain protections for workers on fixed-term contracts.
If an employer decides not to renew a contract, they are generally required to give at least 30 days’ notice, particularly in cases where:
the contract has been renewed multiple times, or
the employee has worked continuously for more than one year,
unless it was clearly stated from the beginning that renewal would not occur.
Employees may also request written clarification explaining why the contract was not renewed.
For this reason, even in short-term employment, workers should make sure they receive written employment conditions covering key points such as:
wages,
contract duration,
job duties,
and whether renewal is possible.
✅Conversion to permanent employment after five years
In addition, workers employed under fixed-term contracts — including contract employees, part-time workers, and temporary staff — may request conversion to permanent employment if their total contract period with the same employer exceeds five years.
However, this conversion does not happen automatically; the employee must formally request it. This system exists to reduce insecurity caused by repeated contract renewals.
For workers on fixed-term contracts, preparing for the next step before the contract ends is extremely important.
5.What Happens When a Contract Ends
When employment stops, several issues appear simultaneously.
A. Income stops immediately
There is usually no severance for fixed-termed workers. Income ends with the contract.
Savings suddenly become critical.
B.Health insurance becomes complicated
Employees must switch from company insurance to:
voluntary continuation of employee insurance, or
National Health Insurance (国民健康保険).
Both involve paperwork and financial decisions during an already stressful time.
C.Unemployment benefits may not be available
Foreign workers often assume they can automatically receive unemployment insurance after losing a job. However, eligibility depends on employment history, working hours, visa status and contract conditions.
Workers on fixed-term contracts — including contract employees, part-time workers, and temporary staff — may still qualify if they:
were expected to be employed for at least 31 days, and
worked at least 20 hours per week,
making them eligible for employment insurance coverage.
If a contract is not renewed, benefits may sometimes begin sooner under special provisions.
In general, eligibility requires:
12 months of insured employment within the past two years, or
six months, in cases such as bankruptcy, dismissal, or contract non-renewal.
Workers should confirm eligibility with Hello Work as early as possible.
✅Important visa consideration
After a contract expires, some workers change their residence status to one that does not allow employment, such as the Cultural Activities visa. In this situation, unemployment benefits may no longer be available because the status does not permit work.
Related blog ->
Unemployment Benefits in Japan for Foreign Workers: Who Qualifies and How to Apply
Hello Work Hacks: Free Government Job Support for Foreigners in Japan
D. How Job Loss Affects Your Visa Status
For example, even if you hold a 3-year work visa such as Engineer / Specialist in Humanities / International Services, your residence status technically remains valid until its expiration date. However, you must notify Immigration of the end of your employment within 14 days.
In principle, if a person holding a work visa does not engage in permitted employment activities for more than 3 months without a valid reason, Immigration may begin procedures to cancel the residence status.
However, cancellation does not automatically occur if there is a valid reason, such as:
• actively job hunting through Hello Work or recruitment agencies
• being temporarily unable to work due to health reasons
• losing employment due to company circumstances while continuing job search efforts
• being able to show records of job applications and interviews
On the other hand, remaining unemployed without any job search activity significantly increases cancellation risk.
✅Staying in Japan while job hunting
If you plan to remain in Japan while continuing your job search, you may need to apply for a Designated Activitiesresidence status intended for continued job-seeking after leaving employment.
This status allows you to stay legally in Japan while searching for your next job, although approval conditions vary and should be confirmed with Immigration in advance.
✅How to reduce visa cancellation risk
If you become unemployed, the following actions can significantly reduce risk:
• keep records of job search activities through Hello Work or job portals
• save application and interview records
• prepare evidence showing how living expenses are being supported, such as savings or family support
• consult professionals early if unemployment is expected to continue
If unemployment may exceed 3 months, consulting Immigration or a specialist in advance is strongly recommended.
E.Job hunting can become more difficult
A gap between jobs may negatively affect how employers view your employability, and you will likely be asked to explain the reason during interviews.
6.What You Should Do Before a Contract Ends
Preparation must begin way before employment ends, not after.
Here are practical steps:
A. Know your contract timeline
Always know when your contract ends.
Start thinking about options at least 6–12 months in advance.
B. Start job market conversations early
Contact recruiters early.
Even if renewal seems likely, market awareness is valuable.
Understand:
demand for your skills,
visa sponsorship options,
salary expectations.
C. Confirm visa flexibility
Check:
whether side activities are allowed,
if additional permission is required,
what happens if employment changes.
Do not rely solely on company HR; verify independently if possible.
D. Build financial buffer
Unexpected transitions are common.
Savings reduce pressure and allow better job decisions.
E. Expand professional networks
Networking often leads to new opportunities faster than job applications. Connections matter in Japan.
7.HR Perspective: A Difficult Truth
Here is the honest HR view:
Companies manage business risks.
Individuals must manage career risks.
Companies are not responsible for guaranteeing lifelong employment.
Managers may support employees, but decisions follow business needs.
For this reason, career planning becomes even more important in maintaining stable residency and long-term career continuity.
Side jobs are not suitable or possible for everyone. Focusing on performing well in your main job remains the most important priority.
However, when permitted, side work can serve as a career planning tool by helping individuals build skills, networks, and future opportunities.
In the end, the safest strategy is simple: perform well in your main job while quietly preparing options for the future.
8.Q&A
Q1. What if my side job is small or occasional?
A1. If the work is paid and falls outside the scope of your visa status, permission is still generally required — even if the work is small or occasional. It is safer to confirm in advance.
Q2. Do companies avoid hiring candidates with visa issues?
A2. Some employers hesitate because visa procedures create uncertainty, so candidates who already have valid work status are often preferred.
Q3. Does age make job changes harder in Japan?
A3. Mid- and late-career hiring is increasing, and high performers can still find opportunities regardless of age. However, age expectations still exist in some industries, so preparation and networking tend to become more important later in one’s career.
Q4. Should I accept the first job offer to maintain visa status?
A4. Not necessarily, but long unemployment periods create risk. Balance urgency with career fit.
Q5 What is the biggest mistake foreign workers make?
A5. Assuming employment stability will continue automatically and preparing too late for change.
9.Wrap Up: Side Jobs Are Not Just About Extra Income
Many foreigners think about side jobs to earn more money.
But the real issue is bigger:
It is about career continuity in a country where your right to stay depends on employment.
Understanding visa rules, employment types, and preparation timing is essential.
A side job may help. But a long-term career plan helps more.
Because when contracts end, preparation—not luck—determines what happens next.
If you have experiences or questions about working in Japan, feel free to leave a comment or send me a note!
Finally, If this article helps you or someone around you, please consider sharing it with friends or colleagues who may benefit from it.
Referrals:
Ministry of Finance Report on (2025) Financial Policies
Labor Standards and Working Conditions (MHLW PDF)
Employment Rules and Leave Guide (MHLW PDF)
Nikkei Career Pickup: Side Jobs and Workplace Trends (2025 Survey)
National Tax Agency: Income Tax Information (Tax Answer No. 1500)
Tokyo Labor Bureau: Contract Guidelines for Employers and Employees (MHLW PDF)
Related blogs:
What Actually Violates Labor Law in Japan — and How to Avoid “Black Companies” (HR Insider Guide)
