kritika 
(C): X
In Hokkaido, six Myanmar nationals at a farm have lodged complaints of physical assaults and sexual harassment by the farm workers, leading to a new case of labour abuse involving workers in Japan. This has important implications for visa status and employment rights for migrants already in Japan—and those who may move there.
Quick Facts: The Hokkaido Case at a Glance
| What | Details |
| Who is affected? | 6 Myanmar nationals (men and women, aged 30s or younger) |
| Where? | A farm located in Kyogoku, Hokkaido, near Sapporo |
| Visa type | Specified Skilled Worker program |
| Abuse alleged | Physical attack, sexual harassment, verbal abuse, threats of deportation |
| Who sheltered them? | Sapporo General Union |
| Action taken | A criminal complaint is under consideration; the information was sent to the immigration bureau in Sapporo. |
| Ever had any problems here before? | Yes, in 2022, one of the farms at the same address had its accreditation of foreign workers revoked. |
What Happened?
Six workers from Myanmar, who work at a Hokkaido farm under the Specified Skilled Worker visa, claimed they were subjected to an extended period of abuse. Staff became frustrated by language barriers, and workers were hit on the head, both with hands and farm equipment. Unwanted touching and daily verbal harassment, including repeated deportation threats, were also reported.
The workers approached the Sapporo General Union and requested that it provide them with shelter and submit information to the regional immigration bureau to make a formal investigation. A criminal complaint is also being considered.
The alarming factor in this case is that in 2022, another company at the same Kyogoku address had its accreditation to host foreign workers on Japan’s Technical Intern Training Program (TITP) withdrawn due to human rights abuses. The same place has now become the focus of a second abuse allegation, this time via a new program called the Specified Skilled Worker (SSW) program that has supplanted the TITP.
TITP vs SSW: What Myanmar Migrants Are Actually Signing Up For
| Feature | TITP (phased out) | SSW Program (current) |
| Employer mobility | Severely restricted | More flexible (sector-based) |
| Duration | Up to 5 years | Until 5 years old (SSW-1); until as long as (SSW-2). |
| Family allowed? | No | SSW-2 only |
| Key criticism | Widely exploitative | Still employer-dependent |
The purpose of the SSW program was to increase mobility and protection for foreign workers in Hokkaido and throughout Japan. Employer dependency continues, however — and threats of losing the visa status continue to be one of the most effective pieces of coercion.
What’s Really Happening Behind Myanmar’s Deepening Crisis?
Why Do Migrant Workers Struggle?
Check out the challenges migrant workers face in Thailand.
Why Does Japan Value Myanmar Ties?
Find out why Japan seeks cordial relations with Myanmar.
Is Myanmar Near Total Civil War?
Uncover the UN warning about Myanmar’s escalating crisis.
Is Japan Funding Myanmar’s Military?
Look into concerns over Japan’s financial links to Myanmar.
Why Is Japan Condemning Embassy Raids?
See why Japan has condemned repeated raids in Myanmar.
What Happens to Their Visas and Jobs Now?
Do they have the ability to switch jobs? Yes. If the worker is seeking an alternative job within the same sector under the SSW visa. It should be noted that deportation does not occur upon termination of employment with an abusive employer, particularly if a union is involved and a complaint is filed with the immigration bureau.
Should they report abuse, do they risk their visa? Generally, such workers who have informed immigration of their intention to seek alternative placement in their visa category can stay in Japan during the processing.
Can employers “threaten” deportation? No. Employers should not make the decision to deport. Do not use it as a threat – it is illegal coercion and can be reported to the labour bureau.
What Myanmar Workers in Japan Should Know
- There is no restriction on the visa category on your right to join a union.
- Physical assault and sexual harassment are criminal offences and cannot be prevented from accessing the justice system by having a visa.
- Leaving an abusive employer ≠ overstaying. The change of employment is not a reason alone to refuse renewal of a visa for Myanmar workers, particularly if there is evidence of abuse.
- The immigration bureau can be an ally instead of an enforcement agency – providing information does the job of creating an official record.
- The language barrier is NOT your fault. The employer has to arrange communication support, and a lack of Japanese is never a reason for physical punishment.
FAQs
If a worker leaves an abusive employer, will he/she lose his/her visa?
No. The workers are able to find alternative jobs in the same industry under the SSW program. Complaining to a union and the immigration bureau will help ensure their right to stay.
Can a Japanese employer legally threaten a worker with deportation?
No, deportation can only be commenced by the immigration authorities. Deportation threats by employers are illegal and should be reported to the labour bureau.
Is migrant worker abuse in Japan common?
Incidents are continuously being reported throughout the agriculture and manufacturing industries in Japan. A specific concern was that the TITP program facilitated abuse. The case of Hokkaido is not a one-off occurrence but belongs to a growing trend.
If a Myanmar worker is being abused, what should they do?
Reach out to a local labour union (in languages spoken), report to the regional labour bureau, report to the nearest immigration bureau and record all incidents. Do not leave Japan without legal advice.
