JEPPCA Holds Online "BMW" Learning Session on Japan’s ESD Framework

JEPPCA conducted an online learning and insight-sharing session on September 4 for its member-agencies, focusing on the latest developments surrounding Japan’s Employment for Skill Development (ESD) framework, which is expected to replace the Technical Intern Training Program (TITP) next year.

Led by JEPPCA President Nora Braganza ("Pres.Nora"), the interactive session was attended by more than 80 representatives from member-agencies. Beyond providing updates on the evolving Japanese framework, the session served as a venue for members to exchange views, raise questions, and discuss other Japan-related issues and policies that may have significant implications for the industry.

Pres. Nora shared the summary-outcome of JEPPCA's survey with agencies deploying to Japan, about the upcoming framework, including the matter on Japan's proposal on Worker-borne Pre-Deployment Costs.

One of the key issues reported to members was the Japanese side’s proposal concerning pre-deployment costs that could potentially be borne by workers, reportedly equivalent to up to 2 months’ remuneration.

Pres. Nora reported how she raised the industry’s position on this matter with the Department of Migrant Workers (DMW) during a recent consultation meeting witb stakeholders, emphasizing the importance of maintaining a NO PLACEMENT FEE policy under the forthcoming ESD framework, which is anchored on 3 key considerations:

First, the existing TITP framework prohibits the charging of placement or recruitment fees to workers.As ESD is intended to replace TITP, the industry believes that the no placement fee policy should remain an important principle in the new framework.

Second, while we support measures to reduce employers’ recruitment costs, allowing placement fees could create risks of unmonitored or excessive charges, which could ultimately impose an unnecessary financial burden on Filipino workers seeking employment in Japan.

Third, the industry recognizes that there may be legitimate and necessary expenses that workers may reasonably shoulder as "investment" for their overseas employment application. Where legally permissible, these may include personal expenses that primarily benefit the worker and can reasonably be regarded as an investment in their own overseas career. Such expenses, however, should be properly disclosed, reasonable, transparent, and clearly distinguished from placement or recruitment fees. In short, NO PLACEMENT FEE, while allowing reasonable and legitimate worker-paid personal expenses where legally permitted and properly disclosed.

The said position received support from other organizations including PASEI, CMA, PINAY and other NGOs, and was positively noted by the DMW officials.

The DMW will come up with an outline of reasonable worker-paud pre-deployment expenses, based on the consolidated feedback from the stakeholders.

The MOC signing on between Japan and Philippines regarding the ESD framework is expected to take place within September-October 2026, with ESD program's implementing guidelines being finalized and issued thereafter.

The September 4 session underscored JEPPCA's continuing commitment of keeping members informed. The session is particularly important during the framework-transition from TITP to ESDP , as the new system will require recruitment agencies to understand not only the emerging rules but also their implications for ethical recruitment, worker protection, and sustainable industry practices.