Remote’s guide to employing in Japan.
Remote-Owned Entity in 2022
We own our own entity in the countries where we operate to shield your company from risk and provide you and your employees with the signature Remote experience.
Japan has enjoyed a long, rich history spanning around 2,000 years, and has given rise to a wonderful cultural heritage featuring samurai, ninjas, calligraphy, origami, sushi, ramen, and of course, anime!
Armed with a $5.5 trillion GDP, Japan is the world’s third-largest economy, built on powerful technology, automotive, tourism, and telecoms industries. And with unusually low unemployment figures, a welcoming population, and growing cultural diversity, Japan has maintained a solid place on the top of the world’s most desirable places to do business.
125,620,000 (est. 2021)
Ease of doing business
Cost of living index
VAT - standard rate
GDP - real growth rate
Remote currently offers contractor payment and management services in Japan. We are busy building our own entity in the country to provide you with best possible employment solutions for your employees.
Japanese labor laws are outlined across two regulations, namely:
Both of these define provisions for employee protections and workers’ rights which apply to Japan’s workforce of 68.7 million.
Employees in Japan enjoy protections against discrimination based on age, religion, sexual orientation, gender expression, and race.
Common questions that could come up during the hiring process include the minimum wage, overtime rates, and guaranteed paid time off. Remote can help you offer a complete, competitive, and compliant benefits package to your employees in Japan.
|Saturday, January 1, 2022||New Year's Day|
|Monday, January 3, 2022||Bank Holiday||*Saturday|
|Monday, January 10, 2022||Coming of Age Day|
|Friday, February 11, 2022||National Foundation day|
|Wednesday, February 23, 2022||Emperor's Birthday|
|Monday, March 21, 2022||Vernal Equinox Day|
|Friday, April 29, 2022||Showa day|
|Tuesday, May 3, 2022||Constitution day|
|Wednesday, May 4, 2022||Green day|
|Thursday, May 5, 2022||Children's day|
|Monday, July 18, 2022||Marine day|
|Thursday, August 11, 2022||Mountain day|
|Monday, September 19, 2022||Old age day|
|Friday, September 23, 2022||Autumn equinox day|
|Monday, October 10, 2022||Sports day|
|Thursday, November 3, 2022||Culture day|
|Wednesday, November 23, 2022||Labor Thanks giving day|
|Saturday, December 31, 2022||Bank Holiday|
|Sunday, January 1, 2023||New year's day|
|Monday, January 2, 2023||Subsidary holiday of New year's day|
|Tuesday, January 3, 2023||Bank Holiday|
In Japan, minimum wage rates are set regionally in line with local costs of living and range from ¥714 ($6.46) to ¥932 ($8.43) per hour. Japan’s hourly minimum wage depends on the region. The highest being 985 Yen in Tokyo and the lowest being 761 Yen in Kagoshima.
For customers of Remote, all employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.
We can help you get a new employee started in Japan fast. The minimum onboarding time we need is only 20 working days.
Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.
For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.
Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.
At Remote, we’re obsessed with helping you craft the best possible employee experience for your team. We are leading the way in practicing “fair equity,” which means making sure employees everywhere have access to both the required and supplemental benefits they need to thrive (and that will allow you to attract the best local talent).
Our benefits packages in Japan are tailored to fulfill the local needs of your employees. Typically, our packages contain some or all of the following benefits:
Learn how employment taxes affect your payroll and your employees’ paychecks in Japan.
9.15% - Pension contribution
4.935% - Health Insurance Contribution (or 5.83% if 40 years or older)
0.6% - Unemployment insurance
0.25% - 8.8% - Work injury
~0.36% - Family allowance
9.15% - Pension contribution
4.935% - Health insurance contribution
0.3% - Unemployment insurance
5% - Up to ¥1.95M ($17,629.67)
10% - ¥1.95 – ¥3.3M ($17,629.67 - $29,834.82)
20% - ¥3.3M – ¥6.95M ($29,834.82 - $59,579.24)
23% - ¥6.95M – ¥9M ($59,579.24 - $81,367.70)
33% - ¥9M – ¥18M ($81,367.70 – 162,735.41)
40% - ¥18M – ¥40M ($162,735.41 - $361,634.24)
45% - Over ¥40M (Over $361,634.24)
Employees earn paid vacation days based on their tenure, starting after they’ve spent six months working with an employer, and can accrue up to two years of paid vacation.
There are 16 public holidays in Japan and although it’s not obligatory for employers to pay employees on public holidays, it’s widely practiced.
Japanese employees are not explicitly entitled to any paid leave entitlement but can use their paid vacation in lieu of sick leave.
Female employees are entitled to 14 weeks of paid maternity starting six months before delivery and lasting until eight months, and are compensated at a rate equivalent to 2/3 of their normal salary, paid out by the labor insurance office.
New parents can embark on parental leave once maternity leave ends, until their child turns one, or one year and two months, if both partners opt for the parental leave.
Both parents are entitled to tax-exempt parental leave benefits equivalent to 2/3 of their normal wages, paid by the government labor insurance office. Male employees who have worked for the same employer for at least a year are entitled to 12 months paid leave.
In Japan, terminating employee contracts can be demanding, and employees can dispute and only accept to be let go with a severance package equivalent to a month’s pay for every year worked.
Employers are required to provide 30 days advance notice or compensate the employee in lieu of the mandatory notice period.
There are no requirements for employers to offer severance packages under Japanese labor laws.
Probation periods last anywhere from three to six months.