How to Negotiate Your Salary in Japan (for Developers, 2025)
When it comes to salary growth in Japan’s tech industry, one truth remains unchanged:
The fastest way to raise your salary is still changing jobs.
But what if you want to stay where you are — maybe you like your team, your manager, or your project?
Can you still increase your salary without switching companies?
Let’s look at how salary negotiation actually works in Japan — and how strategies differ between Japanese and foreign tech companies.
1. How Salary Increases Work in Japanese Companies
Most domestic Japanese companies follow a fixed annual salary table (給与テーブル).
Raises are determined by evaluation scores within this table — not by ad-hoc negotiation.
Even excellent performers often see only 3–4% annual raises unless they’re promoted.
That’s because:
- Evaluation systems are calibrated around seniority and fairness.
- HR budgets are pre-approved annually.
- Raises are tied to “level changes,” not performance exceptions.
In short:
Unless your level or title changes, your salary won’t move much — even if you double your output.
Typical Scenarios
| Case | Result |
|---|---|
| Good performance review | +3% base salary |
| Promotion to next grade | +10–20% |
| No promotion | No change or +1–2% |
2. How It’s Different in Foreign or Global Companies
Foreign or globally operating tech firms — such as Google, Indeed, Amazon, or Meta — follow market-based compensation models.
Here, your pay depends more on skills, impact, and market value, not seniority.
Typical features:
- Annual performance reviews with 10–20% variance possible.
- Equity or stock options are often included.
- Counteroffers from other companies are normal and respected.
If you perform well or receive an external offer, you can often negotiate directly with HR —
something that’s almost impossible in traditional Japanese firms.
3. Two Ways to Get a Real Raise (Without Quitting)
(1) Get Promoted — Move Up the Level
Promotion is the only structural way to jump to a new salary band.
When your grade changes, so does your entire pay scale.
Average raise from promotion: +10–20%
Prepare by:
- Asking your manager about your promotion criteria.
- Taking visible ownership of cross-team projects.
- Documenting measurable achievements before performance review season.
(2) Negotiate a “Salary Adjustment”
This is rare — but possible.
It requires a clear, data-backed reason to justify a higher base pay without title change.
You’ll need at least one of these:
- Market benchmark data (e.g., average salary for your role from external sites)
- New responsibilities added beyond your job description
- Proof of direct business impact (revenue, cost savings, etc.)
Approach your manager before the official review cycle.
After the review starts, HR budgets are already locked.
4. The Right Timing for Negotiation
Timing is everything in Japan.
Discuss your raise before the company’s evaluation season (usually February–March or August–September).
Once evaluations are finalized, even sympathetic managers can’t help — it’s “frozen” until next cycle.
Best practice:
- Gather data and prepare your case early.
- Have a private 1on1 with your manager.
- Ask indirectly first:
“How is salary adjustment usually decided here?”
“Would it be possible to review my compensation this cycle?”
5. Using External Offers (the Smart Way)
If your internal raise request doesn’t work, external validation is powerful.
Example:
- Current salary: ¥10M
- External offer: ¥15M
- Internal counteroffer: ¥12–13M (if they want to retain you)
You don’t have to leave — but showing your market value changes the conversation.
Be polite and transparent:
“I’ve received another offer around ¥X, but I really enjoy my current role.
I wanted to understand if there’s any flexibility for alignment.”
Companies respect calm, data-based negotiation — not threats.
6. What Really Increases Your Market Value
The truth: skills, scarcity, and scope drive pay more than “effort.”
Examples:
| Role | Salary Range (2025) | Reason |
|---|---|---|
| Machine Learning Engineer | ¥12M–¥20M | High scarcity |
| Fullstack Engineer (React + Go) | ¥9M–¥15M | In-demand stack |
| Bilingual PM / Tech Lead | ¥10M–¥18M | Cross-functional leadership |
| QA / Tester | ¥5M–¥8M | Standardized, lower leverage |
So instead of only asking for a raise — build leverage:
- Learn skills that are in short supply.
- Improve communication or bilingual fluency.
- Take ownership of measurable business outcomes.
7. Polite Phrases for Salary Conversations
Even in English-friendly environments, tone matters.
Here are a few polite, professional ways to discuss salary:
“I wanted to check if my current compensation aligns with my role and contribution.”
“Based on market data and recent projects I’ve led, I was wondering if we could review my compensation level.”
“I’d love to continue growing with the team, and I wanted to ensure my salary reflects my responsibilities.”
Never say “I deserve” — it sounds confrontational in Japanese business culture.
Use “align,” “reflect,” or “review” instead.
8. Key Takeaways
| Tip | Why It Works |
|---|---|
| Research market data | Gives you leverage and confidence |
| Time it before evaluations | HR budget flexibility |
| Be calm and polite | Culturally effective |
| Document everything | Makes your manager’s job easier |
| Build scarce skills | Long-term raise multiplier |
9. Final Thoughts
In Japan, salary growth is slower — but not impossible.
You can’t rely on annual reviews alone, but with the right timing, attitude, and leverage,
you can absolutely move your number up.
“No one will raise your salary for you.
If you don’t ask — nothing changes.”
Stay professional, prepare data, and start the conversation early.