Is It Normal to Get 70% of Your Salary During Training in Japan?

When you’re gearing up to teach English in Japan, the excitement is real. You’ve got your visa lined up, your suitcase packed with snacks from home, and a head full of daydreams about cherry blossoms and izakayas.

Then the contract arrives.

You scan the fine print and suddenly stop cold. A line reads: “During the training period, you will receive 70% of your base salary.” Your heart sinks. Is this normal? Is it legal? Are they taking advantage of you?

Let’s break it down.

The Reality of Training Pay in Japan

First, don’t panic. Reduced pay during training is a common practice in the English teaching industry in Japan, especially with larger eikaiwa (conversation school) chains. Many schools call this an “initial adjustment period” or “probationary training month.” It usually lasts from one week to one month, but sometimes extends to three months.

The 70% figure pops up often. Some schools pay 80%. Others pay full salary from day one but with fewer benefits. It’s not a universal rule, but it’s very common.

Why Do Schools Do This?

From a business perspective, schools argue that new teachers are not yet productive. You’re being trained on their curriculum, classroom management styles, and company philosophy. You’re sitting in on classes or doing trial runs with supervision. They see it as an investment in you, and they want to offset the cost.

However, some critics point out that the training period is also a test. They want to see if you’ll stick around. If you complain too much about the pay cut, you might be seen as a “difficult” hire.

Is It Legal?

Under Japanese labor law, it is generally legal to pay a reduced salary during a training period, as long as it meets the minimum wage requirements for your prefecture. In Tokyo, for example, minimum wage hovers around ¥1,072 per hour (as of 2024). So if 70% of your promised salary still clears that bar, the arrangement is technically legal.

But here’s the catch: if the training period drags on too long or the salary drops below minimum wage, you may have grounds to push back. Also, if the contract is vague about when the full salary kicks in, that is a red flag.

What You Should Do Before Signing

Don’t be afraid to ask questions. A legitimate school should be transparent about training pay.

• Ask for a timeline. When exactly does full pay start? After two weeks? After a month? Get it in writing.
• Check the total compensation. Look at annual salary, not just one month. A lower training pay might be offset by bonuses, housing allowances, or higher pay later on.
• Search for reviews. Look up the school name plus “training salary” or “black company” to get the inside scoop from former teachers.
• Negotiate. It never hurts to politely ask if the training pay can be increased or the period shortened. The worst they can say is no.

When to Walk Away

While reduced training pay is common, there are signs it’s a bad deal. If the school refuses to clarify the pay change date, if they pressure you to sign quickly, or if you hear multiple reports of teachers being stuck at 70% for months on end, trust your gut.

Teaching in Japan is a dream for many, but it should also be a fair exchange of your time and expertise. That 30% cut this month might be worth it if the job is great—or it could be a sign of a company culture that squeezes every last yen out of its staff.

Know your worth. Read the fine print. And then go chase those cherry blossoms.