[2027 Policy] Foreign Residents with Unpaid Insurance Premiums Expected to Be Principally Denied Visa Renewal or Change

The Japanese government has indicated that from FY2027 onward, foreign residents with unpaid national health insurance premiums or medical bills will, in principle, not be allowed to renew or change their visa status.

This article outlines the background, expected impacts, affected scope, and concrete countermeasures that foreign nationals and companies should start preparing now. *Final operation details are subject to forthcoming laws and official guidelines.

1. Background of the Policy

This policy aims to address the chronic issue of unpaid or unenrolled insurance contributions in some regions, which has placed increasing burdens on local finances and medical systems. It introduces stricter reflection of proper social insurance enrollment and payment in immigration screening.

As a result, insurance payment records will carry greater weight in visa renewal and change examinations.

1. Issues of Unpaid or Unenrolled Social Insurance

With the growth of foreign residents and diversification of work styles, proper enrollment and payment in National Health Insurance and Employees’ Pension have become major administrative challenges.

Frequent job changes, language barriers, and irregular employment often lead to delays, missed notifications, and eventual nonpayment or non-enrollment.

• Common causes: forgetting to switch insurance, missed procedures after resignation or relocation, misunderstanding of payment methods, financial hardship, etc.
• Consequences: increased unpaid medical costs for municipalities, restricted benefits for the insured, and negative evaluation in visa screening.
• Employer challenges: accurate insurance enrollment procedures, informing foreign staff about switching between National and Social Insurance, and multilingual guidance.

*Minor or short-term arrears may not directly result in denial, but long-term, repeated, or neglected nonpayment could lead to serious negative assessment. Early settlement, installment arrangements, and written explanations are crucial.

2. Data Integration with Immigration Screening

Previously, municipal (insurer) data on insurance payments and enrollment were not fully reflected in immigration screenings.

Moving forward, data integration between municipal insurance systems and the Immigration Services Agency will be strengthened, allowing case officers to reference such data during reviews.

• Purpose: improve accuracy and fairness of screenings, reduce arbitrariness, and enhance transparency.
• Evaluation criteria (expected): presence, amount, and duration of arrears; correction status (paid, installment, deferred); preventive measures taken.
• Practical impact: submission of payment certificates and written explanations will become increasingly essential during visa applications.

Both companies and individuals should review their insurance enrollment and payment records well in advance of visa expiry, and promptly rectify any discrepancies with official documentation. This will form the foundation for compliance in future screenings.

2. Scope and Implementation Timeline

The Japanese government plans to complete system integration between municipalities and the Immigration Services Agency in FY2026, with actual enforcement starting around June 2027.

1. Targeted Individuals

This policy applies to medium- to long-term residents who apply for a change or renewal of their residence status. It is expected to cover a broad range of categories, including work-related visas such as Engineer/Specialist in Humanities/International Services, Specified Skilled Worker, and Business Manager.

In particular, this includes foreign nationals who are employed under labor contracts or who operate their own businesses under the Business Manager visa — in short, all foreigners who are legally obligated to enroll in Japan’s social insurance system.

2. Implementation Schedule

The new policy is expected to take effect in FY2027. Details will be confirmed through official notices and system operation guidelines. A trial linkage between municipal and immigration databases will take place in FY2026, followed by full-scale implementation the following year.

It is highly likely that applications for renewal submitted after spring 2027 will be affected first, meaning practical impacts may appear early.

3. Expected Screening Criteria

Key factors will include the presence, amount, and duration of arrears; intent; correction status (paid, installment, deferred); and preventive measures taken.

Screening will evaluate not just the existence of arrears, but also whether the applicant has shown efforts toward improvement or has neglected the issue.

Supporting documents such as proof of payment, installment agreements, or municipal consultation records may be required.

This marks a shift in immigration screening from focusing solely on “job content and salary standards” toward a comprehensive evaluation that includes fulfillment of social obligations such as tax and insurance payments. Both foreign nationals and employers will need to recognize their shared responsibility to manage social insurance enrollment and payment.

3. Expected Impacts and Countermeasures

Currently, applications for permanent residency are already denied if the applicant has unpaid or delayed taxes, social insurance, or pension contributions. This new policy extends similar standards to visa renewals and changes, emphasizing proper payment compliance across all residency categories.

Consequently, not only permanent residency but also work- and business-related visas will be evaluated based on stricter compliance with tax and social insurance obligations.

1. Impact on Foreign Nationals

For foreign nationals, unpaid insurance premiums may directly lead to visa denial.
In particular, long-term or repeated arrears could be judged as a “failure to fulfill social responsibility” by immigration officers.

Even if the debt has been repaid, past records of arrears may remain on file and influence future applications.

• Increased risk of denial for renewals or changes (especially for long-term or repeated arrears).
• Negative assessment of past arrears even after repayment; continued proof of payment history is essential.
• Possible impact on future permanent residency or naturalization screenings.

Foreign nationals who leave arrears unresolved also face risks of collection or asset seizure from municipalities or hospitals. However, by utilizing municipal programs such as installment plans, deferrals, or exemptions, and by clearly explaining the reasons for delay, applicants may mitigate negative assessments.

The key is not only to “avoid arrears” but also to demonstrate efforts to correct them. Examiners base their judgment on actions and evidence, including payment certificates and consultation records.

2. Recommended Actions for Foreign Nationals

Foreign residents should first confirm which insurance scheme applies to them (National Health Insurance or employer-based Social Insurance) and regularly review their payment status. If arrears exist, they should promptly consult their municipality to arrange installments, deferral, or exemption—such proactive action can improve their credibility in the screening process.

• Confirm applicable insurance (company-based or National Health Insurance).
• If arrears exist, repay promptly, or seek installment/deferment options if necessary.
• When applying for renewal/change, consider submitting payment certificates, explanatory statements, and preventive measures.

These actions serve as evidence of “social responsibility,” not mere formality. Attaching official documents such as a Certificate of Payment or Social Insurance Enrollment Certificate increases transparency and reliability in the review.

3. Impact on Companies and Host Organizations

If a foreign employee’s visa renewal is denied, the company faces risks such as workforce disruptions and employment contract terminations. Immigration authorities are also expected to place greater emphasis on whether companies maintain adequate systems to manage employees’ social insurance enrollment and payments.

• Workforce disruption due to visa denial—requiring rescheduling and hiring adjustments.
• Stronger internal compliance for monitoring payment status and ensuring accountability.
• Heavier administrative burden in scheduling and document preparation.

Companies employing multiple foreign workers must establish integrated systems for managing visa expiry dates and social insurance status. Discovering arrears just before renewal can delay applications and increase costs.

Employers should not leave management solely to the employee. Collect payment certificates and insurance documents at hiring and before renewal to identify and address potential issues early.

Working with certified immigration lawyers or social insurance labor consultants (Gyoseishoshi / Sharōshi) can greatly reduce the risk of denial by synchronizing visa management with insurance compliance.

4. Corporate Countermeasures

HR departments must recognize that visa renewals are not merely the employee’s responsibility—they directly affect corporate continuity and workforce stability.

From FY2027 onward, “unpaid insurance premiums” and “non-enrollment in social insurance” will become critical review factors, meaning employers’ management systems will be under scrutiny. The following three points are the most important for HR management going forward.

① Checking Insurance Enrollment Continuity at Hiring (Mid-Career Entrants)

When hiring foreign employees, verify the continuity of their insurance coverage from their previous employment. If the worker forgot to enroll in National Health Insurance after leaving a job or had a gap between insurance coverage, it may be regarded as “non-enrollment” during screening.

Employers should check and retain the following documents as proof of due diligence:

• Copy of Certificate of Loss of Social Insurance Eligibility or National Health Insurance Card.
• Record of National Health Insurance enrollment during unemployment.
• Written explanation for any uninsured periods (e.g., temporary return home, job search).

② Ensuring Company’s Own Tax and Insurance Compliance

Immigration authorities are likely to consider the employer’s own financial and compliance status. If a company has arrears in social insurance, withholding tax, or corporate tax, it may be deemed unreliable as a visa sponsor.

Failure to enroll employees in mandatory social insurance or failure to remit withheld contributions can also lead to negative evaluation or legal violation.

To prevent this, companies should conduct an annual compliance check with labor and tax professionals:

• Review payment status of social insurance, withholding tax, and corporate tax.
• Verify consistency among payroll, employment contracts, and tax certificates.
• Reconfirm insurance coverage obligations (e.g., 5+ employees rule by industry).

③ Establishing an Integrated Visa and Insurance Management System

Companies should integrate visa management with social insurance oversight to detect risks early and ensure smooth renewals.

• Share visa expiry dates internally and maintain a list of target employees.
• Clearly state insurance enrollment obligations in contracts and confirm enrollment at onboarding.
• Before renewal, request payment certificates or guide employees to municipal/consultant support.
• Prepare standard templates for explanatory letters and company support records.

For employees under Specified Skilled Worker, Engineer/Specialist in Humanities/International Services, or Business Manager visas, any unpaid insurance discovered before renewal could result in denial. By verifying payment status 1–2 months before renewal and coordinating with legal and labor consultants, companies can minimize these risks.

Stable visa renewals require both corporate compliance and individual responsibility working together.

4. Q&A on the Legal Changes

Preparations are underway to reflect the policy in status change and renewal screenings from FY2027 (Reiwa 9).

However, the official start date, scope, and any exceptions (e.g., illness or financial hardship) will be finalized by forthcoming public notices and circulars from the Ministry of Justice and the Ministry of Health, Labour and Welfare.

Accordingly, anyone planning a renewal or change from FY2026 onward should obtain proof of payment and seek advice early to prepare in advance.

Minor or temporary arrears do not automatically lead to denial. However, cases involving long-term arrears, apparent willful nonpayment, or ignoring official reminders/notices may be strictly assessed.

Screening focuses less on “whether arrears exist” than on “how the applicant responded.” Even if payment was temporarily difficult, records of consulting the municipality to arrange installments or deferral and evidence of following a payment plan are often viewed as sincere efforts. Therefore, do not leave arrears unaddressed—consult the municipal office as early as possible.

Settling arrears is critical and is a significant positive factor in screening. That said, if past arrears were long-term or repeated, they may still be recorded as a “negative factor” even after full payment.

Therefore, it is important to show a track record of continued on-time payments after clearing the debt. Adding the following documents can make your application more persuasive:

• Certificate of National Health Insurance premium payment issued by the municipality, or a Social Insurance Enrollment Certificate
• Written explanation detailing the reasons for arrears and measures to prevent recurrence
• Consultation records and installment plan if using installments or deferral

Immigration examiners tend to emphasize whether the applicant is responding sincerely and intends to prevent recurrence, rather than the mere existence of past arrears.

In principle, if you are properly enrolled in employer-based Social Insurance and premiums are deducted from your salary, the risk of arrears like those seen under National Health Insurance is minimal.

However, if the employer fails to meet mandatory enrollment obligations, or if you do not switch to National Health Insurance after changing or leaving jobs, you could be treated as “not enrolled / in arrears.” Extra caution is needed for the self-employed, Business Manager visa holders, and Specified Skilled Workers who must manage enrollment themselves.

Even for company employees, always obtain a Certificate of Loss of Social Insurance Eligibility when leaving a job and promptly complete procedures to join National Health Insurance.

Companies do not need to know every detail of an employee’s tax/insurance history. However, it is advisable to confirm to the extent necessary to prevent risks that could affect visa renewals.

Practically speaking, the following measures are recommended:

• Request proof of payment from employees before renewal applications.
• If arrears or non-enrollment are found, encourage consultation with the municipality, a social insurance labor consultant, or an immigration lawyer.
• Explain and document the employee’s obligation to enroll and pay at onboarding and contract renewal, and confirm understanding.

These steps are important not only for internal compliance but also for creating a stable environment where foreign employees can continue working with peace of mind. Demonstrating active corporate support leaves examiners with a favorable impression of a trustworthy host organization.

5. Summary of the Legal Changes

The government has indicated a policy, from FY2027, to principally deny status changes and renewals for foreign residents with unpaid insurance premiums.

Currently, permanent residency applications are strictly denied if there are unpaid or delayed taxes, social insurance, or pension premiums. The new policy is an extension of this, and similar checks for proper payments are expected for visa renewals and changes.

As a result, compliance with social insurance and tax obligations will be further emphasized across all residence activities—not only PR applications but also work and business-related statuses.

Foreign nationals should confirm their applicable insurance scheme and promptly consult the municipality to clear arrears. Submitting payment certificates and written explanations at application can reduce the risk of denial by demonstrating sincerity.

Companies and host organizations should verify employees’ enrollment and payment status before renewals and establish a system that integrates visa management with social insurance management. Early preparation in cooperation with professionals (immigration lawyers and social insurance labor consultants) is most effective.

Sources (Primary Information)

• Immigration Services Agency of Japan (MOJ): “Policy on Social Insurance Enrollment for Foreign Residents (scheduled from FY2027)”
• Ministry of Health, Labour and Welfare: “Survey on National Health Insurance Enrollment among Foreign Residents (FY2024)”
• Mainichi Shimbun (June 13, 2025): “Government Likely to Deny Visa Renewal for Foreign Residents with Unpaid Premiums”
• Bunka Hoso (June 2025): “Immigration and Municipalities to Link Insurance Data from FY2027”

*This page organizes and explains the above announcements and reports from a practical perspective by ACROSEED Immigration Lawyer’s Office.

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