Japan’s annual social insurance adjustments for 2026 introduce several updates that affect payroll administration in the Tokyo region. The changes will be implemented in two phases, starting from the March payroll cycle and continuing in April.

For employers and employees alike, these updates may result in changes to contribution amounts depending on the applicable insurance category and payroll period.

This article provides an overview of the main changes and when they take effect.

What Is Changing in 2026?

The 2026 update includes:

1. a reduction in the health insurance rate,
2. an increase in long-term care insurance,
3. and the introduction of a new child-rearing contribution beginning in April.

While not all contribution categories are changing, understanding which items are affected can help make payroll reviews and employee communication more straightforward.

Changes Effective from March 2026 Payroll

Health Insurance Rate Decrease

Starting from the March 2026 payroll cycle, the total health insurance rate will decrease from 9.91% to 9.85%.

The contribution remains shared equally:

1. Employer: 4.925%
2. Employee: 4.925%

This means that, assuming no other payroll changes, the health insurance deduction amount may become slightly lower compared with previous periods.

Long-Term Care Insurance Rate Increase

For employees aged 40 to 64, the long-term care insurance rate will increase from 1.59% to 1.62%.

Contribution split:

1. Employer: 0.81%
2. Employee: 0.81%

Because eligibility depends on age, the impact may vary across employee groups.

Changes Effective from April 2026 Payroll

Introduction of a New Child-Rearing Contribution

Beginning in April 2026, a new Child and Child-Rearing Support Contribution will be introduced with a total rate of 0.23%.

Contribution split:

1. Employer: 0.115%
2. Employee: 0.115%

This addition becomes part of the overall social insurance structure and should be considered alongside existing payroll components.

A Quick Note for Payroll Planning

Since the updates take effect across two different payroll periods, changes in contribution amounts may not happen all at once.

Reviewing payroll timing and communicating adjustments clearly can help reduce confusion when contribution amounts differ from previous months.

As payroll requirements continue to evolve, keeping track of regulatory updates can support smoother administration and clearer internal communication.

References

• Ministry of Health, Labour and Welfare (MHLW)
• Japan Pension Service

Remoly — Your Global Employment Partner Remoly provides Global Payroll and Employer of Record (EOR) services in over 100 countries worldwide. Visit: www.remoly.net

Disclaimer: This article is for general informational purposes only and does not constitute legal or professional advice. While we strive for accuracy, regulations may change. For specific compliance matters, please consult a qualified professional or contact Remoly for tailored guidance.