Past Endeavors and Status in FY2019

The maintenance of a healthy work-life balance is an integral component in bringing the best out of our employees. Studies have shown that individuals who are able to nurture a fulfilling personal life alongside their work commitments are both more motivated and driven, while being able to draw out the full potential of their abilities. With this understanding in mind, Komatsu is working to reduce the total number of required working hours for our personnel by setting up a number of work-life balance systems to improve workplace sustainability.

We are currently engaged in co-operative undertakings with labor unions in order to formulate specific quantifiable targets to reduce the total number of working hours for our employees. We establish commendable goals of less than 2,100 working hours per year, along with the provision of an average of at least 18 days of paid leave per year for each employee. In addition, based on compliance with the Article 36 Agreement or agreement on overtime, we are working to realize an efficient way of working. In FY2018, we began an interval system that enforces a minimum of 10 hours of rest following long periods of work in order to promote safe and healthy workstyles.

In addition, we consider the arrangement of systems for child-care leave and short working hours to be a requisite in creating a sustainable work environment. Our efforts to promote work-life balance in the workplace have not gone unnoticed, and in 2007, we were certified by the Japan Ministry of Health, Labour, and Welfare with the "Kurumin" symbol. This prestigious accolade marks us as a company that supports the development of the next generation, and has encouraged us to bolster our already significant commitments.

In addition to child-care leave and the reduction of working hours, we launched the "Panel on Fostering Future Generations", as well as the "Research Group on Solutions against Low Birthrate and Longevity". We have also continued to work on improving the reach and extent of our child-care support systems by extending periods of child-care leave (to a maximum of three years) in 2011. In 2018, we further expanded the system by establishing a leave system that caters to spousal relocation.

Our personnel evaluation systems continue to be improved upon, and we now offer options such as temporary part-time work for employees raising children and personal goal-setting in accordance to employee working conditions. In doing so, we provide realistic motivation for employees, ensuring the continuance of their careers alongside the raising of their children.

Komatsu is also committed to providing aid to employees who are providing nursing care for their family members. In 2013, we introduced an allowance for employees on family-care leave as a means of financial support, and in 2014, we rolled out a home teleworking option for employees who are required to stay home in order to take care of children/other family members. With these systems and initiatives, we will further enforce our initiatives to balance work with home life of each employee.

DATA

• Information on this page is non-consolidated with the exception of certain programs, which encompass not only Komatsu Ltd. but also our subsidiaries in Japan.