Hiring in Japan

Japan’s advanced economy and skilled talent are a draw, but its labor laws and taxes can be intricate. Omnipresent serves as your Employer of Record (EOR), managing compliance with NTA regulations without a local setup.

We handle payroll, benefits like 10 days of leave, and tax filings, so you can focus on teams in Tokyo or Osaka. Our platform delivers a seamless solution for Japan’s high-standard market.

• Rapid onboarding in days.
• Contracts in JPY, fully aligned.
• Guidance on local practices.
• Hassle-free growth support.

Employer costs include Pension Insurance, Health Insurance, and Long-term Care Insurance. Use the OmniCalculator to estimate costs or contact us for further information.

Income tax and resident tax are deducted from payroll. The rate of personal taxation varies depending on the income tax bracket the individual belongs to. This ranges between 5% - 45%.

Employee contributions include Pension, Health Insurance, and Unemployment Insurance.

The typical working week in Japan consists of 40 hours per week. Overtime laws in Japan are complex and can depend on the specific circumstances and the employee. 

No statutory right to paid sick leave (unless the work rules or employment contract provide otherwise).

Maternity leave includes 14 weeks at two thirds of the base salary, which is covered by social insurance. Childcare leave applies to both female and male employees.

Annual leave entitlement depends on how much time the employee has worked. Minimum of 10 days' paid annual leave.

No statutory entitlement to severance pay, and in the absence of just cause, the dismissal is invalid.

Termination must be for cause. Termination without cause is highly difficult to be accepted by Courts. Best to terminate by mutual agreement.