Japan
Singapore
India
China
United States
Exchange rates: European Central Bank reference rates, 2026-10-23. Assumes the salary is paid evenly each month with no bonus, no dependants, standard deductions only, and tax residence. Japan: Tokyo, Kyokai Kenpo. India: Mumbai, basic pay at 50% of salary, EPF on the statutory wage ceiling. China: Shanghai. United States: New York City, single filer, federal, state and city income tax. CPF (Singapore), EPF (India) and the housing fund (China) are paid into the employee’s own account and come back to them later. Company benefits, industry rates and local variations are not included.
At three salary levels
| Salary (US$ equivalent) | Japan | Singapore | India | China | United States |
|---|---|---|---|---|---|
| $60,000 | Cost 1.14× Keeps 73% ¥9,408,202 | Cost 1.17× Keeps 77% S$76,709 | Cost 1.03× Keeps 74% ₹5,696,703 | Cost 1.33× Keeps 73% CN¥400,214 | Cost 1.22× Keeps 73% $60,000 |
| $120,000 | Cost 1.10× Keeps 66% ¥18,816,403 | Cost 1.11× Keeps 81% S$153,417 | Cost 1.03× Keeps 68% ₹11,393,407 | Cost 1.18× Keeps 72% CN¥800,429 | Cost 1.15× Keeps 67% $120,000 |
| $250,000 | Cost 1.05× Keeps 57% ¥39,200,840 | Cost 1.05× Keeps 81% S$319,619 | Cost 1.03× Keeps 63% ₹23,736,264 | Cost 1.09× Keeps 65% CN¥1,667,560 | Cost 1.10× Keeps 62% $250,000 |
Employment rules compared
| Japan | Singapore | India | China | United States | |
|---|---|---|---|---|---|
| Statutory annual leave | 10 days after six months, rising to 20; 5 days must be taken | 7 days, rising to 14 by year 8 | About 15 days’ earned leave plus 8 casual days (Maharashtra); managers by contract | 5 days; 10 after 10 years’ total work, 15 after 20 | None by law; New York paid sick leave up to 56 hours |
| Public holidays in 2026 | 18 | 11 | 20 (Mumbai) | 13 | 11 (federal; private employers need not give them) |
| Notice of dismissal | 30 days, or pay in lieu | By contract; if silent, 1 day to 4 weeks by service | Managers by contract; workers one month | 30 days, or one month’s pay in lieu (no-fault dismissal) | None (at will); 60–90 days for mass layoffs |
| Severance required by law | None | None | Workers: 15 days’ pay per year of service on retrenchment; gratuity after 5 years | One month’s pay per year of service (capped for high earners) | None |
| Typical negotiated exit | Commonly 3–6 months’ pay plus unused leave | Retrenchment benefit: median 1 month’s pay per year of service | No official benchmark; set by contract and negotiation | Commonly “N+1”: statutory severance plus a month in lieu of notice | By company policy, usually in return for a release of claims |
| Probation | Commonly 3–6 months; dismissal still needs grounds | Set by contract | By contract; 6 months (plus 3) for workers under the model standing orders | 1–6 months, by length of contract | No legal status |
| Working hours | 40 a week; overtime capped at 45 a month and 360 a year | 44 a week; overtime capped at 72 a month (not for managers) | 48 a week (Maharashtra); overtime at double pay | 40 a week; overtime capped at 36 hours a month | No cap; overtime pay for non-exempt staff over 40 a week |
| How hard is dismissal? | Very hard: needs objectively reasonable grounds | Relatively easy: notice or pay in lieu; wrongful-dismissal claims possible | Managers: by contract. Workers: inquiry, notice and compensation | Hard: needs a statutory ground | Easy: at will, within anti-discrimination law |
| Women in management (ILO) | 14.5% (2023) | 39.9% (2025) | 11.6% (2025) | No ILO data | 44.1% (2025) |
Questions
Is Japan expensive to employ in compared with other markets?
At a US$120,000-equivalent salary, the employer’s total cost is lowest in India (1.03 times salary) and highest in China (1.18 times); Japan is 1.10 times, on the rates as of October 2026. The US figure includes typical employer health insurance, which is not statutory but is near-universal for salaried roles.
Where does the employee keep the most of their salary?
At the same US$120,000-equivalent salary, the employee keeps the largest share in Singapore (81%) and the smallest in Japan (66%). Take-home here excludes money paid into the employee’s own account, such as Singapore’s CPF, which comes back to them later.
Why compare the same salary in every market?
To compare how each system loads a salary, on one yardstick. Real pay levels differ a great deal between markets, so each card also lets you enter a local salary of its own.
Which exchange rates are used?
The European Central Bank’s euro reference rates for 2026-10-23, so every market is converted on the same day and the same basis. They are refreshed with the rates each January and April.
Sources: Japan (Kyokai Kenpo, Japan Pension Service, MHLW, NTA, MIC); Singapore (CPF Board, IRAS, MOM); India (Income Tax Department, EPFO, ESIC, Ministry of Labour and Employment, Government of Maharashtra); China (Shanghai Human Resources and Social Security Bureau, Shanghai Healthcare Security Bureau, State Taxation Administration); United States (IRS, New York State Department of Taxation and Department of Labor, KFF); women in management (ILOSTAT).