Omnipresent provides global employment solutions and professional employment organisation (PEO) services for companies looking to grow and build out a global team in Japan. Traditional methods of establishing global employment and subsidiaries in Japan typically take months and can incur heavy costs. Omnipresent’s global employment solutions and PEO services is helping hundreds of organisations onboard new employees in Japan in a matter of days with full compliance of local labour laws. We use a tech-forward approach to streamline the process.
Income tax and resident tax are deducted from payroll.
5% for income under 1,950,000 JPY
10% for income over 1,950,000 JPY but under 3,300,000 JPY
20% for income over 3,300,000 JPY but under 6,950,000 JPY
23% for income over 6,950,000 JPY but under 9,000,000 JPY
33% for income over 9,000,000 JPY but under 18,000,000 JPY
40% for income over 18,000,000 JPY but under 40,000,000 JPY
45% for income over 40,000,000 JPY
Maximum possible aggregate employer contribution is 14.35-15.69%.
Maximum possible aggregate employee contribution is 14.685-16.63%.
The typical work week in Japan consists of 40 hours per week.
It’s important to note that typical working hours can vary by industry in some countries. Contact our team for the most up-to-date information!
Overtime laws in Japan are complex and can depend on the specific circumstances and the employee. We are happy to discuss in more detail for a specific context.
If the employee has been continuously employed for 6 months and has an attendance of at least 80% of the total number of working days during that period, they are entitled to a minimum of 10 days' paid annual leave.
Entitlement increases by 1 day per year for the following 2 years and by 2 days per year thereafter, up to a maximum of 20 days per year. Employees are entitled to carryover unused annual leave for 1 year only.
In general, there are no sick leave rights in Japan. Employers may have a discretionary sick leave policy.
Japan’s maternity leave regulations include 14 weeks (6 weeks before and 8 weeks after birth) at two thirds of the base salary, which is covered by Social Security.
Paternity leave in Japan may last up to 12 months.
Unpaid childcare leave exists in Japan and its length varies depending on whether both parents intend to take it.
We believe that remote employees should be able to access their local, as well as a high standard international benefits anywhere they are. Details about international or country specific benefits packages can be provided on request. Please contact us for further details.
There are a range of reasons that an employer in Japan can use to lawfully terminate an employment relationship, which depend on the specific circumstances. If you would like to know more specific details, please contact us.
There is no statutory entitlement to severance pay, but often terminations are accompanied by negotiation between the parties to establish an exit package.
It is mandatory to provide at least 30 days notice in Japan.
The benefits of growing a global team and finding the best talent anywhere in the world are endless. It’s important to note that labour laws and regulations in Japan are strict with penalties for non-compliance. Let our team take care of the details such as payroll, benefits, compliance, taxes, and admin so you can focus on growing your business. We are here to help you every step of the way.
Join thousands of companies who are leading the way and employing remote teams all over the world.
Omnipresent makes it easy to employ, pay and support your international team.
Book a call with us to start building your global team today.
Employ Anywhere. Be Omnipresent.