Creating the Right Working Conditions for Everyone

Employees of the Komatsu Group companies are an indispensable asset for the Group, which seeks to foster a safe and comfortable working environment, while maximizing opportunities for employees.

Global Personnel Policy

Personnel systems reflect the history and culture of each particular region. It is therefore important to recognize and understand those differences.

Based on the basic policy outlined below, the members of the Komatsu Group are creating a personnel system tailored to the needs and reflecting the circumstances of each particular region.

  • (1)  We shall respect each employee’ s fundamental human rights, inherent personality, individuality, and legally protected privacy.
  • (2)  We shall treat and appraise each individual employee in a fair and impartial manner. We shall not discriminate against any employee on the basis of nationality, race, religion, age, gender, physical or mental disability or other legally protected attributed that are irrelevant to his or her performance.
    We shall vigorously endeavor to promote equal opportunities for employment and eliminate harassment in the workplace.
  • (3)  We shall endeavor to provide employees with workplaces where they can seek a good balance between their private and professional lives, while effectively accomplishing their respective tasks with satisfaction and pride.
  • (4)  We shall endeavor to design and administer the system of human resource management in a manner that is most reasonable and persuasive to the employees. We shall make such systems open and clearly explain them to the employees to the maximum extent practicable.
  • (5)  Komatsu Group companies shall comply with all applicable laws and regulations governing employee rights in the jurisdictions in which they operate, and faithfully accommodate, wherever applicable, conversations or discussions with employees or their representatives.
  • (6)  We shall not tolerate child labor or forced labor.
  • (7)  Komatsu Group companies shall endeavor to offer to their respective employees those terms and conditions for employment that are sufficiently competitive in their respective regions.

Enhancing Work-Life Balance

Reducing the Total Number of Working Hours

Reducing the total number of working hours is a key factor in achieving a healthy work-life balance for employees. In Japan, for example, Komatsu has worked in coordination with labor unions on this issue to formulate numerical targets, which are now set at 2,100 or fewer working hours per year and at least 17 days of paid leave taken per year. Efforts are continuing to achieve efficient working conditions through measures such as the formulation of an activity schedule for each workplace.

Main Programs and Measures Designed to Enhance Work-Life Balance

Program/Measure Description
Childcare support Childcare leave program Available for a maximum of three years from the birth of the child to the time the child enters nursery school. Also available for a maximum of three years for children up to the third year of elementary school in cases where a spouse is transferred, etc.
Part-time work Shortening of working hours by a maximum of 3 hours per day to allow for care of children up to the third grade of elementary school
Allowance toward the cost of using childcare services Allowance toward the cost of childcare for infants up to age 2 before entering nursery school (10,000 yen/month)
Nursing leave 5 days for nursing care of one child up to the third grade of elementary school, and 10 days for the second child onward (Paid leave)
Care support Family-care leave program A maximum of 3 years available to employees taking care of family members
Part-time work Shortening of working hours by a maximum of 3 hours per day
Care leave 5 days per year for attending to one family member in need of nursing care, and 10 days for the second family member onward (Paid leave)
Other leave programs. Life support leave Can be used as sick leave, pregnancy leave, childcare leave, or for care of family members. An employee may add 5 new days of accumulated leave per year. A maximum of 40 days of unused annual leave may be accumulated. Childcare leave may be used for school events for children aged up to sixth grade in elementary school
Flexible leave Provided to encourage employees to take 5 consecutive days of leave for the mental and physical rejuvenation
Employees receive an additional 5 days of annual leave and a travel voucher upon completion of their 15th, 25th and 35th year of continued service
Volunteer incentive program Long-term paid leave of up to 2 years, or short-term paid leave of 12 days per year