Japan offers substantial employment opportunities in IT, nursing, caregiving, agriculture, engineering and manufacturing. However, Bangladeshi workers are failing to fully capitalise on this potential because of inadequate Japanese language skills. Facing a severe labour shortage, Japan is increasingly recruiting foreign workers, including from Bangladesh. Yet, despite several bilateral agreements and training initiatives, Bangladesh has failed to produce enough skilled workers to meet Japanese employers’ requirements. A shortage of qualified language teachers remains a major obstacle.
The issue has gained renewed attention following Prime Minister Tarique Rahman’s recent visit to Japan, during which discussions included expanding employment opportunities, improving Japanese language education, easing internship visa requirements and addressing the shortage of language instructors. Working in Japan generally requires at least N4-level Japanese proficiency, while some occupations demand N3 or N2 qualifications. Inadequate language skills often prevent workers from understanding instructions and communicating effectively.
According to a report by Daily TIMES of Bangladesh, the two countries signed an employment and training agreement in July 2005, but only 41 Bangladeshis went to Japan over the following eight years. Subsequent initiatives with IM Japan in 2015 and a manufacturing and construction training programme in 2017 also failed to generate substantial employment.
A 2019 memorandum of cooperation aimed at facilitating recruitment under Japan’s Specified Skilled Worker scheme similarly produced limited results because of weaknesses in language training, skills assessment and recruitment transparency. According to the Bureau of Manpower, Employment and Training (BMET), only 163 Bangladeshis travelled to Japan in 2018, while just 119 were recruited by July 2019 against a target of 400.
Japan’s immigration authorities report that 11,756 Bangladeshis were working there under different visa categories as of December 2025. Experts attribute the slow progress to inadequate language education and demand-oriented skills training. Despite its large young workforce, Bangladesh has yet to translate this demographic advantage into substantial employment opportunities in Japan.
Beyond general language proficiency, workers need occupation-specific vocabulary and communication skills. Specialised training materials are therefore essential. High course fees, a shortage of teachers and inadequate training facilities outside Dhaka further disadvantage rural jobseekers. Private institutions charge approximately Tk25,000 for N5, Tk30,000 for N4 and up to Tk40,000 for N3 courses, making training unaffordable for many.
The government has recently undertaken initiatives to improve the situation, including developing a database connecting trained workers with Japanese employers, expanding examination centres and authorising the National Skills Development Authority to provide training aligned with Japanese standards.
We believe the government must work closely with Japanese employers and training institutions to establish a demand-driven training system. Alongside language skills, workers must learn workplace etiquette, labour laws, safety regulations and cultural practices. Reliable proficiency assessments, greater investment in qualified language teachers and the effective use of expatriates’ experience are equally important.
Sending more workers abroad should not be the sole objective. Ensuring dignified employment, fair wages and professional development must receive equal priority. Bangladesh must focus on skills and qualifications rather than recruitment numbers. Japanese language education should also become an integral part of migration preparation for other major overseas employment destinations. Only through systematic training and long-term international partnerships can the country turn its young workforce’s potential into sustainable overseas employment.
