Japan
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 | United States |
|---|---|---|
| $60,000 | Cost 1.14× Keeps 73% ¥9,408,202 | Cost 1.22× Keeps 73% $60,000 |
| $120,000 | Cost 1.10× Keeps 66% ¥18,816,403 | Cost 1.15× Keeps 67% $120,000 |
| $250,000 | Cost 1.05× Keeps 57% ¥39,200,840 | Cost 1.10× Keeps 62% $250,000 |
Employment rules compared
| Japan | United States | |
|---|---|---|
| Statutory annual leave | 10 days after six months, rising to 20; 5 days must be taken | None by law; New York paid sick leave up to 56 hours |
| Public holidays in 2026 | 18 | 11 (federal; private employers need not give them) |
| Notice of dismissal | 30 days, or pay in lieu | None (at will); 60–90 days for mass layoffs |
| Severance required by law | None | None |
| Typical negotiated exit | Commonly 3–6 months’ pay plus unused leave | By company policy, usually in return for a release of claims |
| Probation | Commonly 3–6 months; dismissal still needs grounds | No legal status |
| Working hours | 40 a week; overtime capped at 45 a month and 360 a year | No cap; overtime pay for non-exempt staff over 40 a week |
| How hard is dismissal? | Very hard: needs objectively reasonable grounds | Easy: at will, within anti-discrimination law |
| Women in management (ILO) | 14.5% (2023) | 44.1% (2025) |
Questions
What does a US$120,000 salary cost an employer in Japan and United States?
With the rates and exchange rates as of October 2026, in Japan (Tokyo, ¥18,816,403) the employer’s total cost is 1.10 times the salary; in United States ($120,000) it is 1.15 times. The employee keeps 66% of salary in Japan and 67% in United States.
Is it cheaper to employ someone in Japan or United States?
At this salary, the employer’s on-cost is lower in Japan. The ratio changes with pay, though: where contributions are capped, the on-cost falls as a share of salary for high earners. Enter the real salary in the calculator above to compare.
How do notice and severance compare?
Japan: 30 days, or pay in lieu; no severance is required by law, and negotiated exits are commonly 3–6 months’ pay plus unused leave. United States: notice is none (at will); 60–90 days for mass layoffs; severance required by law: none; typical negotiated exit: by company policy, usually in return for a release of claims.
Which has more paid leave and public holidays?
Japan: 10 days after six months, rising to 20; 5 days must be taken, and 18 public holidays in 2026. United States: none by law; new york paid sick leave up to 56 hours, and 11 public holidays in 2026.
Why are some deductions savings rather than cost?
Singapore’s CPF, India’s EPF and China’s housing provident fund are paid into the employee’s own account and come back to them later, for retirement, housing or medical costs. They reduce take-home pay but work differently from Japan’s social insurance premiums. The calculator shows them separately in the breakdown.
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).