2026 Hiring and Job Market Trends in Japan: Accounting and Finance (East Japan)

The accounting and finance sector in the Tokyo area faces pressure on a number of fronts. Rising costs of living have candidates prioritising guaranteed salaries over earning potential, but a number of organisations face budget constraints amid global restructuring or hiring freezes stemming from geo-political uncertainty and business performance struggles. The result is a tighter labour market in which competition for talented permanent-hire candidates is intensifying, and companies are becoming more open to utilising contract or non-standard employment arrangements to cover skill gaps while maintaining flexibility.

With fewer qualified juniors available, organisations that can remain flexible stand to gain by hiring experienced professionals at or beyond retirement age who can contribute right away. Companies that actively work to retain their highest-performing employees will likewise see strong advantages.

Age flexibility and retention initiatives in response to limited pool of young talent

In response to tightening business budgets, employers need professionals who can help drive the organisation towards margin improvements, such as financial planning/analysis candidates with experience in Excel modelling and data tool implementation for forecasting and scenario planning purposes. The treasury, tax, and external reporting fields have seen a modest but noticeable increase in hiring demand. Skill sets such as debt and cash management and strong knowledge of international financial reporting standards are also in high demand.

There is growing demand for candidates with experience in the M&A and corporate planning, development, and strategy fields. Interest is especially high from Japanese companies looking to fill vacancies where expertise in negotiation, project leadership, change management and multi-stakeholder communication/coordination are essential.

For bilingual mid-career professionals who can operate smoothly in the Japanese work environment, opportunities are particularly robust. This development stems from the limited supply of soft-skilled workers among younger candidates, and fixating on age will prove detrimental in companies’ staffing searches. Given the limited talent pool and tight hiring budgets, companies are likely to focus more on retention by investing in skill development and accelerating internal promotion paths to keep top performers motivated and committed. Expanded use of senior contractors will also be a method by which employers will address staffing shortages in 2026.

Low salary offers and in-office mandates preventing organisations from acquiring top talent

Held back by budget constraints, employers within the sector have been struggling to provide attractive salaries to candidates. Offers often constitute a gain of less than 5 percent over current earnings, a marked decrease from the 7 to 12 percent range that had been normal in previous years, and more. More importantly, it falls short of the 8 to 10 percent increases that qualified candidates, aware of ongoing talent shortages, expect when switching roles. Barring a deterioration in their current situation, it will be difficult to attract talent without higher base salaries.

However, Japanese cultural stigmas surrounding job-hopping continue to erode, lowering one barrier to drawing in experienced workers. This shift is evident both among mid-career professionals, who are increasingly aware of their market value, and among junior candidates entering the workforce in this more open environment. Both groups are receptive to opportunities offering better compensation, international exposure, and stronger paths for career advancement. Future skill development support in areas such as business partnering or data/AI utilisation are also proving alluring.

Accelerating hiring processes – by reducing interview rounds and shortening offer windows – is recommended, as vacancies left open for long periods may be viewed by candidates as less attractive roles. Finally, organisations that can offer flexible remote work options are strongly encouraged to do so, as companies requiring 4 to 5 days in the office each week are finding that such schedules become deal-breakers, making it difficult to fill roles with qualified talent in a reasonable amount of time.

Whether you’re growing your team or navigating your next career step, our 2026 Salary Survey Guide gives you the insights you need to have the right team in place to keep your business moving forward.

You can access our Salary Survey Guide (PDF) here.