2026 Hiring and Job Market Trends in Japan: Accounting and Finance (West Japan)
The business landscape of western Japan, in general, is more heavily characterised by manufacturing (automotive, pharmaceutical and chemical) and hospitality providers than by the IT, trading, retail and service firms prominent in eastern Japan. Barring unpredictable upheavals such as the COVID-19 pandemic, operations at manufacturing organisations tend to be more stable than in other industries, and we are observing that hiring trends in accounting and finance across the Kansai region remain largely unchanged from 2025. Continued growth in government and university-funded start-ups will contribute to the number of job openings, as will increase interest in professional placement agencies among Nikkei-listed clients.
On the candidate side, a rising number of overseas professionals who previously lived in Japan are returning to the country. This group comprises both Japanese citizens and foreign nationals married to Japanese spouses, some of whom are looking to emigrate from the US, EU or other parts of Asia in search of a higher quality of life and sense of security. A desire to return to their hometowns and care for elderly parents is also a factor for returning Japanese professionals, with many of these “U-turn candidates” seeking positions in Kansai.
Accelerating development of junior candidates and extending the careers of experienced experts
By skillset and field, strong demand is expected for M&A and investor relations professionals at manufacturing organisations, as well as for candidates specialising in financial planning and analysis within both manufacturing and pharmaceutical companies. We are also seeing demand for qualified candidates for senior accounting positions, with many finding opportunities within the hotel industry.
When bringing younger professionals onboard, finance organisations are keen to accelerate their development and build confidence by giving them early opportunities to coordinate with foreign consultants. Several employers are also easing upper age limits during candidate evaluations, raising company retirement ages from 60 to 65 or even 70 to better accommodate skilled talent within Japan’s ageing society. By contrast, major global firms and publicly listed companies are tightening their standards, placing stricter requirements on candidate age, skill sets and professional background.
For higher-level positions, including senior managers, heads of finance and CFOs, the majority of openings require prior experience within the manufacturing industry, with cost accounting expertise often necessary. In addition, strong communication and language abilities are absolutely essential for top-level positions. In general, workplaces in Kansai expect at least business-level Japanese proficiency compared to similar organisations in the Tokyo area, regardless of whether the organisation is Japanese or foreign-affiliated.
Different candidate desires by age group, but excessive overtime a threat to all
Salary increases of at least 8 to 10 per cent have become common for professionals changing jobs within the sector. However, consistent with the stable operating environment of Kansai-based companies, professionals at domestic firms tend to stay in the same workplace longer, while those with current or previous experience in international environments are more receptive to new career opportunities.
Enticing non-salary factors tend to vary by age. Junior candidates are drawn to established international firms offering strong work-life balance, while those with advanced bilingual skills are often more motivated by clear career progression paths than by a marginally higher starting salary. Middle-aged candidates consistently seek hybrid or remote work options—a preference that is especially strong among female professionals. For senior candidates in their late 50s, extending the retirement age is often a decisive factor in securing their commitment.
Long-term retention of existing talent will depend on continuing to offer market-level compensation, comprehensive training for junior candidates, and swift support when teams encounter problems. Overwork is emerging as a pressing concern for many Kansai employers, where staffing shortages are pushing employees into excessive overtime—even at international firms. Improving workload balance to prevent exhaustion and burnout is essential for companies that do not want their most capable workers to take their talents elsewhere.
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.