At ages 20–24, the wage gap between companies with 1,000 or more employees and those with 10–99 employees is ¥5,800 in Tokyo and ¥7,000 in Kanagawa, compared with roughly ¥13,000 in the other five prefectures. By ages 25–29, the gap is generally about twice as large. A company-size gap is already present at hiring and begins to widen during the first few years.
Scheduled monthly wages by company size at ages 20–24 (2023, men and women combined)
| Prefecture | 1,000+ employees | 100–999 | 10–99 | 1,000+ minus 10–99 |
|---|---|---|---|---|
| Tokyo | ¥267.3k | ¥266.2k | ¥261.5k | ¥5.8k |
| Kanagawa | ¥259.4k | ¥257.8k | ¥252.4k | ¥7.0k |
| Saitama | ¥251.3k | ¥248.7k | ¥238.4k | ¥12.9k |
| Chiba | ¥248.3k | ¥244.7k | ¥234.6k | ¥13.7k |
| Ibaraki | ¥244.6k | ¥241.3k | ¥231.8k | ¥12.8k |
| Tochigi | ¥248.3k | ¥245.1k | ¥235.7k | ¥12.6k |
| Gunma | ¥241.7k | ¥238.5k | ¥228.6k | ¥13.1k |
Examples of the gap widening at ages 25–29
| Prefecture | Gap at 20–24 | Gap at 25–29 | Multiple |
|---|---|---|---|
| Tokyo | ¥5.8k | ¥14.6k | 2.5× |
| Kanagawa | ¥7.0k | ¥16.8k | 2.4× |
| Saitama | ¥12.9k | ¥26.6k | 2.1× |
| Chiba | ¥13.7k | ¥27.8k | 2.0× |
| Gunma | ¥13.1k | ¥26.3k | 2.0× |
By the late 20s, the gap grows into the ¥10,000–¥20,000 range
At ages 20–24, Tokyo has the smallest company-size gap at ¥5,800 and Chiba the largest at ¥13,700. In Tokyo and Kanagawa, even small companies appear to offer wages close to those of large firms when recruiting younger workers.
By ages 25–29, the gaps expand to ¥14,600 in Tokyo, ¥16,800 in Kanagawa, ¥26,600 in Saitama, and ¥27,800 in Chiba. Differences in post-hire raises and job assignments are beginning to show within only a few years.
Tokyo SMEs may raise starting pay to compete for talent, but the gap appears later
Competition for young workers is intense in Tokyo and Kanagawa, so SMEs in IT, professional services, and technical fields often need to offer entry pay close to that of large companies. In Saitama, Chiba, and northern Kanto, local wage levels and the ability of smaller firms to pay are more visible in the initial gap.
Even in Tokyo, however, the difference is 2.5 times larger by ages 25–29. Large companies may combine structured training, qualification and occupational allowances, regular raises, and first promotions, while small companies vary widely in their wage systems. For young workers, the key question is not only starting pay but also "what will the salary look like three years from now?"
How to read these figures
These statistics measure scheduled monthly wages and exclude bonuses and overtime pay. They are averages for all industries and both sexes, so the table alone cannot capture differences in industrial mix, company-size composition, or tenure across prefectures.
What can be confirmed is that company-size differences at ages 20–24 are relatively limited across the seven Kanto prefectures, while the examples shown here indicate wider gaps by ages 25–29.
Summary: Company-size wage gaps begin moving within three to five years after entry
The gap may look small in the early 20s, but it widens in every prefecture shown by the late 20s. When comparing employers with similar starting salaries, young workers should also check actual raise histories, training, qualification allowances, and turnover among younger employees.
- Gap at ages 20–24: ¥5,800 to ¥13,700
- Tokyo and Kanagawa have relatively small company-size gaps at entry
- By ages 25–29, the gap is generally about twice as large
- For job comparisons, the wage curve a few years ahead matters more than the current starting amount alone
Source: Ministry of Health, Labour and Welfare, Basic Survey on Wage Structure (2023)
📊 Analysis notes
- Statistics used: Ministry of Health, Labour and Welfare, Basic Survey on Wage Structure (Table ID: 0003426933, view on e-Stat)
- Area: Seven Kanto prefectures
- Year: 2023
- Data retrieved: June 6, 2026
- Notes: The article primarily organizes published statistical values. Interpreting the background also involves factors outside the table, including industrial structure, tenure, and occupational mix, so directly observable figures should be distinguished from interpretation.
Figures in charts and tables were independently compiled and visualized from the statistical data above.