Research Funding Alone Won't Retain Talent: Reflecting on Japan's Research Capabilities Through the German University Debate

New discoveries take time. However, the employment of researchers aiming for those discoveries has a deadline that comes first.

The controversy surrounding German universities is thought-provoking for Japan as well. We want to enhance research capabilities, attract talented individuals, and produce innovative results. Are these goals properly connected with the working conditions of those responsible for the research?

On October 18, 2026, the German newspaper WELT published an editorial by journalist Hanna Bethke criticizing the university employment system. The central argument is that unstable employment makes it difficult for researchers to plan their future, ultimately driving talent away from universities.

This is not investigative reporting that proves the scale and causes of talent outflow with new statistics. It should be read as an editorial questioning whether universities, while seeking creativity, are neglecting the working conditions that form the foundation.

"Six years before and after obtaining a Ph.D." is not a guarantee of six years of employment

At the center of the controversy is Germany's "Academic Fixed-Term Contract Law," commonly known as WissZeitVG. It establishes special rules for fixed-term employment for personnel involved in research and education at universities and other institutions.

Under the current law, fixed-term employment aimed at the academic development of researchers themselves is generally allowed for up to six years before obtaining a Ph.D. and up to six years after obtaining it.

However, the six years mentioned here do not guarantee six years of work from the start. If short contracts are repeated within that framework, researchers will continue their research while worrying about the next renewal.

Moreover, it is not accurate to understand that "after 12 years, all researchers will no longer be able to work at universities." The current law includes exceptions and extensions related to fields such as medicine and childcare, and there are separate regulations for employment through external funding. It is not a law that prohibits permanent employment itself.

Nevertheless, if the path from fixed-term positions to stable jobs is narrow, it becomes difficult for researchers to foresee their future. The issue lies not only in the number of years but also in what kind of jobs are available after that period.

The reform proposal extends contracts. What about the jobs beyond that?

According to the German Bundestag's public relations paper "Das Parlament," the reform proposal deliberated in parliament in October 2026 includes content that sets the initial contract for those aiming to obtain a Ph.D. to be at least three years in principle, and the initial contract after obtaining it to be at least two years in principle.

Reducing the repetition of short contracts is meaningful. Research plans and life planning change when the next renewal is imminent in a few months versus having a few years of outlook.

However, this is an explanation of the reform proposal under deliberation and cannot be treated as an established and implemented system.

Moreover, extending contract periods and creating long-term careers are not the same.

If the same anxiety awaits after several years of contracts end, researchers may end up just postponing their judgment about the future. The weakness in connecting to stable jobs is what the WELT editorial sees as problematic.

The clock of research and the clock of contracts are out of sync

From here, let's consider this issue in the context of Japan.

In research, there are things whose outcomes are not visible at the starting point. Experiments may not proceed as planned, and long-standing hypotheses may be disproven. Some fields require long periods for data collection and follow-up surveys.

On the other hand, in the next hiring or contract renewal, results that can be shown by a certain point in time are required.

If these two timelines are significantly out of sync, researchers may be more inclined to choose "questions that can be shaped within the contract period" over "important but time-consuming questions." This does not mean that fixed-term researchers lack originality. It is a problem where the system influences choices, separate from individual capabilities.

Moreover, job searching, relocating, and re-establishing research environments also require time. While the movement of researchers itself has value in terms of exchange and broadening experiences, it should be considered separately from moving due to an uncertain future.

On social media, voices say "extending contracts alone is not enough"

In Germany, the hashtag "#IchBinHanna," which calls attention to the unstable working conditions of researchers, has become a platform for ongoing discussion.

Researcher Amrei Bahr, involved in this movement, welcomed the policy towards reform in a LinkedIn post discussing the coalition negotiations in 2025, while pointing out that researchers after obtaining a Ph.D. need a long-term perspective rather than just an extension of contract periods. The stance is that stable jobs other than professorships are also important.

In the comments section of that post, in addition to gratitude for the reform, there were also voices expressing concern for the future of experienced researchers. The argument is that merely improving the entry point for young researchers cannot save those who have long been in unstable employment.

Additionally, a Bluesky post on August 19, 2026, shared a petition page calling for improvements in the continued fixed-term employment situation in the research field, along with "#IchBinHanna."

These are not direct responses to the current WELT article. They are examples of social media posts regarding the same employment issue and do not represent the overall opinion distribution of German society. Nonetheless, it can be read that what researchers are seeking is not just immediate renewals but a perspective on their future lives.

Reader comments include counterarguments like "just go to the private sector"

On the other hand, different perspectives can be seen in the reader comments provided in the WELT article. These are responses submitted to the article's comment section, not social media posts.

Broadly speaking, there are opinions worried about talent heading abroad in search of long-term research environments, opinions suggesting that skills should be utilized outside universities, and opinions that the reliance on fixed-term employment by universities should be limited.

The suggestion that "there are jobs outside universities" has points to consider. It is important for society that Ph.D. holders thrive in companies or government. Remaining in academia should not be the sole measure of success.

However, this does not solve the employment issues within universities.

Choosing a company willingly and being forced to leave due to a lack of stable positions despite wanting to continue research are different occurrences. Policies to broaden paths outside universities and policies to secure necessary personnel within universities need to coexist.

Additionally, some reader comments included figures without sources or blanket denials of the value of specific fields. These were not adopted as verified facts.

How does Japan's "10-year special rule" differ?

Japan also faces issues regarding the employment period of people working at universities and research institutions. However, it is not appropriate to explain Germany's system and Japan's "10-year special rule" as the same mechanism.

Japan's indefinite conversion rule is a system where, in principle, if a fixed-term labor contract with the same employer is renewed and exceeds a total of five years, the worker can apply to convert it to an indefinite-term labor contract.

For certain researchers and university faculty, a special rule extends the period before this application right arises from five years to ten years.

Thus, Japan's ten-year figure relates to the period before the right to apply for indefinite conversion arises for certain eligible individuals. It does not mean that one must retire after ten years, nor does it mean that one automatically becomes a professor or regular staff after ten years of work.

Based on the survey results for fiscal year 2025, the Ministry of Education, Culture, Sports, Science and Technology is urging each institution to appropriately respond to applications for indefinite conversion, explain the system, and provide career support.

Even if the structure of the system differs, the point that matters in Japan as well is whether the person working can predict their future and how the system is operated on the ground.

"Attracting talented individuals" and "being able to continue working" should be considered together

So, when bringing this discussion to Japanese universities, what should be debated?

First, it is necessary to organize the work that is constantly required at universities and the work of projects with limited periods. How to support ongoing necessary work such as education, research facility operation, and data management needs to be considered separately from individual research funds.

Next, it is important to clarify the options available beyond that position at the time of hiring as much as possible. If the possibility of continued employment, evaluation criteria, and timing of decisions are visible, researchers can prepare for their next actions more easily.

It is also a point of discussion how to position jobs that allow for the continuation of research and education utilizing expertise, not just the path to becoming a professor. Not everyone needs to follow the same promotion path.

Of course, increasing stable positions requires funding, and consideration must be given to the hiring opportunities for the next generation. Since changing only the rules of contract periods will not solve the issue, it is necessary to examine university staffing and continuous budgets together.

The future of universities cannot be separated from the future of researchers

Researchers moving to companies or challenging themselves overseas should not be automatically deemed a loss. There is value in spreading knowledge and experience throughout society.

The question is whether universities can present conditions that make the necessary personnel want to continue working there.

If society is waiting for research results, the conditions must also allow those responsible for the research to work until they reach those results. Even with excellent facilities and large research funds, if people cannot envision their future, their potential cannot be fully utilized.

The question posed by the German debate to Japan is not only how to attract talented researchers but also what kind of university life the researchers who are welcomed can lead.

Sources and References

1. WELT: Editorial dated October 18, 2026. The author's evaluation and institutional facts were distinguished and structured.
   https://www.welt.de/politik/deutschland/article6ad1f31451e5094f7a56e7a0/qualitaet-der-universitaeten-so-vertreibt-man-die-besten.html

2. German Federal Law Site: Academic Fixed-Term Contract Law Article 2. Confirmed the periods before and after obtaining a Ph.D., extensions/exceptions, and regulations for employment through external funding.Einzelnorm
   https://www.gesetze-im-internet.de/wisszeitvg/__2.html

3. Das Parlament: Explanation of the reform proposal dated October 9, 2026. Confirmed the minimum period for initial contracts and the deliberation status in parliament.das-parlament.de
   https://www.das-parlament.de/wirtschaft/forschung/koalition-plant-reform-des-wissenschaftszeitvertragsgesetzes

4. Amrei Bahr's LinkedIn post and comments section. Referenced opinions on social media regarding the evaluation of the coalition negotiations in 2025, the need for long-term positions after obtaining a Ph.D., etc. Not a direct response to the current WELT article.11 Kommentare
   https://de.linkedin.com/posts/amrei-bahr-8a9269275_ichbinhanna-koav-wisszeitvg-activity-7311117417034797056-ITIy

5. Benjamin Rosenbaum's Bluesky post: August 19, 2026. An example where a petition page opposing the continuation of fixed-term employment in the research field was shared along with "#IchBinHanna."bsky.app
   https://bsky.app/profile/benrosenbaum.bsky.social/post/3mtg6h4hvvs25

6. Ministry of Health, Labour and Welfare: Explanation of the indefinite conversion rule. Used to confirm Japan's general system and the special rule for researchers and faculty.mhlw.go.jp
   https://www.mhlw.go.jp/stf/newpage_21917.html

7. Ministry of Education, Culture, Sports, Science and Technology: Survey on employment status of researchers and faculty in fiscal year 2025. Confirmed requests for appropriate responses to applications for indefinite conversion, system explanations, and career support for those eligible for the 10-year special rule.mext.go.jp
   https://www.mext.go.jp/a_menu/jinzai/1357901_00018.htm