Month: March 2026

One of the most widely used corporate forms when starting a business in Japan is the “Kabushiki Kaisha (Kabushiki-Kaisha / K.K.).” While foreign companies expanding into Japan sometimes choose a “Godo Kaisha (Godo-Kaisha / GK),” Kabushiki Kaisha are still selected in many cases, including from the perspective of ease of building a governance structure and social credibility in Japan. (See: SERIES 1-01: Types of Companies and Legal Entities in Japan)

Japan’s Kabushiki Kaisha share many features with global corporate governance concepts, but they also have unique institutional design and practical operation based on the Companies Act. Below, we explain the basic governance structure and key legal points under the Companies Act.

 

1．Main Corporate Bodies of a Kabushiki Kaisha and Their Roles

Under the Companies Act, the basic approach is the “separation of ownership and management,” clearly distinguishing the roles of owners (shareholders) and managers (directors). However, in small companies, it is common in practice for the shareholder(s) and director(s) to be the same person(s), i.e., “unity of ownership and management.”

 

Name	Role Description
Shareholder (Kabunushi)	An investor in the company who constitutes the shareholders’ meeting, the highest decision-making body. Shareholders have the authority to decide important matters for corporate governance, such as amending the articles of incorporation (Teikan) and appointing or removing officers.
Director (Torishimariyaku)	Appointed at the shareholders’ meeting, directors are responsible for deciding and executing the company’s business operations (day-to-day management). The relationship with the company is based on a mandate-type relationship(“Inin-Keiyaku”), and directors owe the duty of care and the duty of loyalty. The term is generally two years, which may be extended up to ten years for a “Private Company” (Hi-koukai-kaisha). *Private Company means a company whose Articles of Incorporation restrict the transfer of all its shares.
Representative Director (Daihyou-Torishimariyaku)	Selected from among the directors, the representative director is legally vested with authority to represent the company in all judicial and non-judicial acts relating to its business. Although internal restrictions may be imposed on this authority, such internal restrictions generally cannot be asserted against a third party acting in good faith. In Japanese practice, the representative director (Daihyou-Torishimariyaku) is required to register the company’s representative seal with the Legal Affairs Bureau. Important contracts commonly require affixing the registered seal and attaching a seal certificate, reflecting a practice that is closely associated with Japan’s seal system.
Board of Directors (Torishimariyaku-kai)	If a board of directors is established, at least three directors are required. The board of directors makes decisions on day-to-day business execution, and the representative director carries out the execution. This structure provides organizational checks and balances.

 

2．Limited Liability as Shareholders vs. Potential Unlimited Liability as Managers

The greatest advantage of choosing a Kabushiki Kaisha is the shareholders’ “limited liability.” Even if the business fails and the company becomes insolvent, shareholders’ legal liability is, in principle, limited to the amount they invested. In other words, shareholders are not legally required to repay company debts to creditors using their personal assets. This strong liability shield allows investors to invest boldly and take on new market challenges without undue fear of unexpected losses.

 

However, as noted above, in small Japanese companies it is common for the same person to serve both as shareholder (investor) and director (manager). In such cases, one may not be able to fully enjoy the practical benefit of “limited liability” as a shareholder and may instead face situations in which the manager bears substantial personal responsibility.

The first example is fundraising. In Japanese lending practice, when a small company borrows from a bank or financial institution, the management, such as the representative director, may be required to act as a joint and several guarantors (Rentai-Hoshounin) (often referred to as “management guarantees”). In such cases, if the company goes bankrupt, the manager may be obligated to repay the company’s debt using personal assets based on the guarantee obligation. Although Japanese government guidelines have promoted lending that does not rely on management guarantees, this remains a practical issue that companies often face.

The second example is legal liability where management failure causes harm to third parties. Directors are obligated to perform their duties faithfully in compliance with laws and the articles of incorporation, including the duty of care and the duty of loyalty. If a director, in performing their duties, causes damage to a third party (e.g., a business counterparty) through “bad faith or gross negligence,” the director may be directly liable to compensate that third party from the director’s personal assets. This is a heavy statutory responsibility imposed directly on an individual serving as a manager (director), separate from the principle of limited liability as a shareholder.

 

3．Three Key Rights of Owning Shares

Holding shares means not only making an investment but also having strong rights protected by law. Key shareholder rights include the following three:

Name	Description of the Right
Voting Rights	The right to vote at the shareholders’ meeting on key corporate matters, such as amendments to the company rules (articles of incorporation), appointment or removal of directors, and other important resolutions.
Right to Receive Dividends	The right to receive dividends in proportion to the number of shares held when the company generates profits. Under the Companies Act, dividends are not automatically paid every year; they are subject to the legally distributable amount and the relevant corporate decision-making procedures.
Right to Receive Residual Assets	When the company is dissolved, the right to receive a distribution of the remaining assets after all debts have been repaid, in proportion to shareholding.

 

Japan’s Companies Act is relatively flexible. By issuing different classes of shares, it is possible to design various capital policies aligned with shareholder preferences (e.g., a foreign parent company), such as restricting voting rights or granting dividend preferences.

 

4．Common Corporate Organization Models in Japan

When incorporating in Japan, a common choice, especially at the early stage of a foreign company’s entry into Japan, is a simple organizational model without a board of directors or a company auditor.

Item	Simple Model	Governance-Enhanced Model
Number of Directors	One or more (incorporation is possible with one)	Three or more (if a board of directors is established, at least three directors are required)
Board of Directors (Torishimariyaku-kai)	No (decisions can be made very quickly)	Yes (organizational checks and balances function)
Company Auditor* (Kansayaku)	No (if no board of directors is established, appointing a company auditor is optional)	Yes (in principle required if a board of directors is established)

*A company auditor (Kansayaku) is one of the audit bodies established under the Companies Act and is an officer who audits directors’ execution of duties.

 

5．Summary

The Kabushiki Kaisha structure is highly effective for gaining trust in Japanese society while controlling risk. Keeping in mind the two perspectives of “ownership (shareholders)” and “management (directors)” is key to business success in Japan.

 

 

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When starting a business in Japan, one of the most important and most difficult tasks—alongside the incorporation process—is obtaining a work visa (status of residence ; Zairyuu-Shikaku) for foreign founders and employees who wish to reside in Japan.

 

In particular, the Business Manager Visa (“Keiei-Kanri” Visa), which had historically been comparatively easier to obtain and was frequently used by founders, became subject to dramatically stricter eligibility standards in October 2025.

 

1．Main Types of Work Visas and Key Features

When a foreign company expands into Japan, the following three Work Visas (status-of-residence; Zairyuu-Shikaku) categories are typically most relevant:

 

Category	Status of residence (Zairyuu-Shikaku)	Typical applicant	Key requirements / characteristics
Managers / Executives	Business Manager Visa (“Keiei-Kanri” Visa)	Representative director; officers; managers	[Stricter from Oct 2025] The highest-threshold visa in practice. Capital of JPY 30,000,000 or more is required, and hiring Japanese nationals, permanent residents, long-term residents, etc. is effectively mandatory. The applicant’s background and Japanese language ability are also reviewed.
Transferees	Intra-Company Transferee Visa (Kigyou-Nai-Tenkin)	Employees of the foreign HQ/branch, etc.	Must have worked at the foreign HQ/branch for at least one continuous year immediately prior to the transfer. No formal academic degree requirement, but compensation must be at least comparable to that of Japanese employees. In practice, it may be difficult for the representative director to obtain this status.
Employees	Engineer / Specialist in Humanities / International Services (Gijutsu-Jinbun-Chishiki-Kokusai-Gyoumu)	Locally hired employees in Japan	A commonly used work status. Requires a university degree or higher, or 10+ years of relevant professional experience. Simple labor (e.g., factory line work, waiter, etc.) is not permitted under this category.

 

2．Practical Focus: Dramatic Changes to the Business Manager Visa Standards (2025 Revision)

The eligibility standards for the Business Manager Visa (“Keiei-Kanri” Visa), which many foreign founders had been able to obtain in the past, were substantially raised effective October 16, 2025. Accordingly, if a Japanese entity is incorporated with the intent of securing the Business Manager Visa (“Keiei-Kanri” Visa), the entity must be structured to satisfy these new standards.

 

＜Comparison of Old vs. New Requirements＞

 

Item	Before revision (old standard)	After revision (new standard: from Oct 2025)
Capital	JPY 5,000,000 or more	JPY 30,000,000 or more (or total investment amount of JPY 30,000,000 or more)
Employees	Not required (waived if capital was JPY 5,000,000 or more)	Hiring at least one full-time employee is mandatory (Japanese national, permanent resident, long-term resident, etc.)
Japanese language	No requirement	Japanese language proficiency equivalent to JLPT N2 (CEFR B2) (held either by the applicant or by the full-time employee)
Academic / professional background	No requirement	A master’s degree (e.g., MBA) or at least 3 years of relevant work experience
Business plan	Any format acceptable	Must be confirmed by a recognized professional (e.g., SME Management Consultant (Chuushou-Kigyou-Shindanshi))

 

3．Other Practical Approaches

In practice, preparing JPY 30,000,000 in capital at the incorporation stage can be a major barrier. As a result, companies increasingly consider alternative approaches to the Business Manager Visa (“Keiei-Kanri” Visa), such as:

 

(1) Considering the Intra-Company Transferee Visa (Kigyou-Nai-Tenkin)

 

If the company will transfer personnel from an overseas HQ/branch to the Japanese entity, it may be possible to begin the assignment under the Intra-Company Transferee Visa (Kigyou-Nai-Tenkin) rather than the more demanding Business Manager Visa (“Keiei-Kanri” Visa).

That said, in practice it may be difficult for a person who will serve as the representative director in the Japanese entity to obtain the Intra-Company Transferee Visa (Kigyou-Nai-Tenkin). Also, the transferee must have at least one year of prior employment at the overseas HQ/branch.

 

(2) Using the Highly Skilled Professional Visa (Koudo-Senmonshoku)

 

Under this framework, points are calculated based on factors such as educational background, work history, and annual income. If the applicant scores 70 points or more, they may be eligible to obtain the Highly Skilled Professional Visa (Koudou-Senmonshoku). Even in this case, the company’s business scale requirements will still be examined; however, the program offers preferential treatment such as a shortened path to obtaining permanent residence.

 

4．Conclusion

Due to the 2025 revision of the eligibility standards for the Business Manager Visa (“Keiei-Kanri” Visa), the previously common approach of “incorporate first with JPY 5,000,000 capital in order to obtain the Business Manager Visa” is no longer viable.

 

Going forward, if the business plan includes obtaining the Business Manager Visa (“Keiei-Kanri” Visa), it is essential to incorporate (from an early stage) a concrete strategy for raising at least JPY 30,000,000 and for hiring Japanese staff.

 

 

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Contact Us

In our Japan Business Law Guide, we will continue to share useful information tosupport your business expansion and operations in Japan.
If you have any questions or would like advice on a specific matter, please feelfree to contact us at our firm’s Contact Email.

 

　AZ MORE International Law Firm