Japan’s Specified Skilled Worker (SSW) Visa provides foreign workers with an opportunity to work in Japan in designated skilled occupations. Along with meeting skill and language requirements, applicants should understand an important part of the SSW system: salary and employment conditions.
One of the key principles of the SSW program is that foreign workers should not be paid less simply because they are foreign nationals. Under Japan’s immigration rules, remuneration for an SSW worker must be equal to or greater than the remuneration a Japanese worker would receive for comparable work.
This means there is no single nationwide “SSW salary” that applies to every worker. Salary can vary depending on the occupation, employer, location, experience, working conditions and other factors.
The Japan SSW salary requirements are based primarily on the principle of equal remuneration for comparable work.
According to Japan’s Immigration Services Agency, an SSW worker must receive compensation that is equal to or greater than the amount a Japanese national would receive for the same type of work.
The employment contract and related documents can therefore include information such as:
Official SSW employment forms specifically require employers to provide information about the worker’s monthly remuneration and the remuneration of a Japanese national engaged in comparable work.
No. Japan does not have one fixed monthly salary applicable to every SSW worker.
Instead, employers must comply with the relevant regional minimum wage and other applicable employment laws, while also meeting the SSW requirement that remuneration be at least equivalent to that of a Japanese worker performing comparable duties.
For example, minimum wages differ between prefectures. The Ministry of Health, Labour and Welfare’s published figures show that Tokyo’s FY2025 regional minimum wage is ¥1,226 per hour, while several prefectures have lower rates. The FY2026 regional wage revisions are scheduled to take effect progressively from October 1 through December 2, 2026, following the relevant procedures.
Therefore, applicants should check the minimum wage applicable to the prefecture where they will work rather than relying on one national salary figure.
Japan’s minimum-wage system generally establishes a minimum hourly wage for workers in each prefecture. Certain industries may also have specific minimum wages.
The SSW worker’s contractual salary must comply with these requirements. However, simply meeting the regional minimum wage does not automatically answer the SSW remuneration requirement. The employer must also demonstrate that the foreign worker’s remuneration is appropriate compared with Japanese workers performing comparable work.
| Salary Factor | What It Means for SSW Workers |
|---|---|
| Regional minimum wage | The worker must receive at least the legally applicable minimum wage |
| Comparable Japanese worker | SSW remuneration must generally be equal to or higher than comparable Japanese remuneration |
| Basic salary | Forms an important part of the remuneration assessment |
| Working hours | Should generally be equivalent to those of regular workers in comparable employment |
| Experience | Can be relevant when determining whether differences in remuneration are reasonable |
| Job responsibilities | Duties, position and responsibility can affect appropriate remuneration |
| Allowances | Certain allowances may be treated separately when assessing remuneration |
| Overtime | Overtime work must follow applicable Japanese labor rules |
| Salary payment | The employment contract must specify the payment method and remuneration |
The comparison is not necessarily based on a simple nationwide average salary.
If an employer has Japanese workers doing the same or comparable job, their remuneration can be used as a reference. Where there is no directly comparable Japanese employee, the Immigration Services Agency explains that other factors may be considered.
These can include:
The objective is to determine whether the proposed salary is reasonable and satisfies the equal-remuneration requirement.
Suppose a Japanese employee and an SSW worker are hired to perform substantially comparable duties.
If the Japanese employee receives ¥220,000 per month for the relevant work, an employer generally cannot simply offer the SSW worker ¥180,000 per month because the worker is from overseas.
The employer would need to ensure that the SSW worker’s remuneration satisfies the applicable equal-remuneration requirement.
The exact assessment can depend on factors such as experience, responsibilities and the employer’s wage structure. Therefore, salary comparisons should not be reduced to a single fixed formula.
Salary is only one part of the employment conditions.
SSW employment contracts must also provide appropriate working conditions. Japan’s Immigration Services Agency states that the prescribed working hours should be equivalent to those of regular workers.
An SSW worker should therefore carefully review:
The employment contract should clearly explain these conditions before employment begins.
SSW workers are employees in Japan and are subject to applicable Japanese labor regulations.
If the employment arrangement involves overtime, night work or work on statutory holidays, the applicable rules regarding working hours and additional payments should be followed.
Applicants should not assume that overtime is automatically included in the advertised monthly salary. They should check the employment contract to understand:
Understanding the difference between basic salary and total monthly earnings can help applicants make a more realistic assessment of a job offer.
The official SSW employment documentation includes a section specifying how remuneration will be paid, such as payment in currency or by bank transfer.
Before accepting a job, applicants should confirm:
The amount stated in a recruitment advertisement may not always be the same as the amount ultimately received after legally permitted deductions.
The gross salary shown in an employment contract is not necessarily the worker’s take-home salary.
Depending on the individual’s circumstances, deductions can include items such as:
Applicants should therefore distinguish between gross salary and net salary when comparing SSW job offers.
Employers must provide appropriate employment conditions and comply with the requirements associated with accepting SSW workers.
Japan’s Immigration Services Agency highlights requirements relating to appropriate employment contracts, remuneration and working hours. Employers must also meet other requirements concerning compliance and support for foreign workers.
| Employment Condition | Key Point |
|---|---|
| Salary | Equal to or greater than comparable Japanese remuneration |
| Minimum wage | Applicable regional or industry minimum wage must be respected |
| Working hours | Generally equivalent to regular workers |
| Employment contract | Must clearly establish employment conditions |
| Paid leave | Workers are entitled to applicable statutory leave |
| Social insurance | Applicable workers must be covered according to Japanese law |
| Taxes | Applicable taxes must be handled according to Japanese rules |
| Workplace safety | Employer must comply with relevant labor and safety requirements |
| Support | SSW Type 1 workers receive required support under the SSW system |
SSW employment conditions also take into account situations where a foreign worker needs to temporarily return to their home country.
The Immigration Services Agency states that employers should allow necessary paid leave when an SSW worker requests temporary return to their home country, subject to the applicable rules.
This is an important point for workers who want to visit their families during their employment in Japan.
Generally, no.
The SSW system requires remuneration to be equal to or greater than what a Japanese worker would receive for comparable work. Japan’s Immigration Services Agency also identifies appropriate remuneration and working conditions as requirements for SSW employment.
Employers should therefore not use foreign nationality as a reason to provide an unfairly lower salary.
Official SSW documentation also asks whether the worker will receive treatment different from a Japanese national because of being a foreign national.
Before signing an employment contract, applicants should carefully check the complete package rather than looking only at the headline salary.
Find out exactly how much of the monthly amount represents basic salary.
Compare the stated working hours with the salary and confirm whether overtime is expected.
Understand whether overtime is paid separately and how the amount is calculated.
Ask what will be deducted for taxes, insurance, accommodation or other permitted expenses.
Minimum wages differ by prefecture, so the work location matters.
A salary should be assessed against comparable positions, responsibilities and experience rather than only against an internet salary estimate.
Do not rely only on verbal promises or recruitment advertisements. Make sure important terms are written into the employment documentation.
Minimum wages are an important consideration for SSW applicants in 2026.
Japan’s Ministry of Health, Labour and Welfare announced in September 2026 that all 47 prefectures had submitted their FY2026 regional minimum-wage recommendations. The proposed revised rates represent increases of ¥54 to ¥65 per hour, with a nationwide weighted average of ¥1,177 per hour. The revised rates are expected to come into effect progressively between October 1 and December 2, 2026, after the required procedures.
For example, the published FY2026 recommendations include:
| Example Prefecture | FY2026 Recommended Minimum Wage |
|---|---|
| Tokyo | ¥1,280/hour |
| Kanagawa | ¥1,279/hour |
| Osaka | ¥1,177/hour |
| Saitama | ¥1,196/hour |
| Chiba | ¥1,195/hour |
| Hokkaido | ¥1,131/hour |
| Fukuoka | ¥1,114/hour |
These are regional minimum-wage figures, not standard SSW salaries. An SSW worker’s actual required remuneration may need to be higher based on the comparable Japanese worker’s pay and the specific employment conditions.
There is no universal SSW salary because compensation can vary based on several factors.
Construction, manufacturing, food service, agriculture, caregiving and other SSW sectors can have different wage structures.
Workers with greater relevant experience may receive higher remuneration.
Regional minimum wages differ across Japan.
Different companies may offer different salaries, allowances and benefits for comparable positions.
A worker with greater responsibility or a higher position may receive higher remuneration.
Night shifts, overtime and other work patterns can affect total earnings where additional payments apply.
SSW applicants should be careful about several common salary-related mistakes.
Mistake 1: Assuming there is one fixed SSW salary
There is no single nationwide monthly SSW salary.
Mistake 2: Looking only at gross salary
Taxes, insurance and other lawful deductions can affect take-home pay.
Mistake 3: Ignoring the prefecture
Minimum wages vary by location.
Mistake 4: Comparing only job advertisements
The headline salary may not explain overtime, deductions, accommodation or other conditions.
Mistake 5: Accepting verbal promises
Important employment conditions should be clearly documented.
Mistake 6: Assuming minimum wage equals SSW salary
Meeting minimum wage requirements does not necessarily establish compliance with the separate SSW comparable-remuneration requirement.
The Japan SSW salary requirements require remuneration to be equal to or greater than the remuneration a Japanese worker would receive for comparable work. The applicable regional minimum wage must also be respected.
No. There is no single fixed monthly salary for every SSW worker. Pay depends on the occupation, employer, location, experience, responsibilities and comparable Japanese remuneration.
SSW remuneration must generally be equal to or greater than that of a Japanese worker performing comparable work.
Yes. Regional minimum-wage rules apply to workers covered by the relevant Japanese labor laws, and SSW workers must also satisfy the separate remuneration requirements of the SSW system.
Not necessarily. Applicants should check their employment contract to determine whether overtime is paid separately and what additional payments apply.
Yes. SSW workers are subject to applicable Japanese employment and leave rules. The Immigration Services Agency also specifically addresses necessary paid leave when a worker wishes to temporarily return home.
Understanding salary is essential before applying for a Japan Specified Skilled Worker Visa. Instead of looking for one fixed SSW salary figure, applicants should evaluate the complete employment package.
The most important points are:
By understanding these requirements before accepting a job offer, prospective SSW workers can make better-informed decisions about employment and their future in Japan.