Promotion of Work-Life Balance

• Work-Life Balance Promotion Initiatives
• Prevention of Excessive Working Hours
• Improvement of Motivation and Workplace Comfort
• External Recognition

Work-Life Balance Promotion Initiatives

In order to realize both expanded business activities and lifestyles that offer personal fulfillment, we will proactively promote work-life balance that respects a wide range of values and lifestyles. People can use the extra time created by increases in the quality and productivity of work as they please, which in doing so leads to the enhancement of the overall quality of life while energizing both body and mind. This energy can provide the power for new value creation while contributing to the enhancement of corporate value and the realization of an enriched personal life.

In addition, the Yamaha Group has established the Work-Life Balance Promotion Committee, which is jointly run by labor and management, to guide its efforts to reduce total working hours and establish and enhance work-life balance support systems as part of its drive to create workstyles that are self-directed and productive.

Prevention of Excessive Working Hours

The Yamaha Group aims to reduce overtime and weekend work, both causes of excessive working hours, while enhancing its leave systems and promoting their use.

To reduce total working hours, Yamaha Corporation established guidelines for overtime through a labor-management agreement. Based on these guidelines, monthly working hours are monitored, and prompt warnings are issued to workplaces deemed to be at risk of surpassing the limits set in the guidelines. In addition, the limits for monthly working hours described in these guidelines have been reduced in a phased manner. Since fiscal 2022, the Company has maintained targets of less than 60 hours of average monthly overtime and less than 540 hours of average yearly overtime. Since entrenching its flextime systems, the Company has been implementing various initiatives to further reduce working hours. For example, the last business day of each week has been designated as a day on which employees are prohibited from sending internal emails after 6 p.m. or exceeding the defined working hours. In addition, provisions were introduced in December 2024 to track objective data such as the times at which computers are turned on or off in order to contribute to increased efficiency in teleworking and other work activities while preventing excessive working hours. These are just some of our new initiatives for encouraging autonomous workstyles.

Furthermore, we have set goals for the number of days of paid leave acquired each year and are encouraging systematic leave acquisition through a joint labor-management effort. To further encourage leave acquisition, we reach out to people who have not taken a sufficient number of days off as well as their supervisors and conduct follow-up monitoring while remaining considerate of individual work circumstances. We have also arranged days in which all employees are encouraged to take the day off to ensure that leave is taken. In addition to annual paid leave days, we are developing a system for assorted types of leave, including leave related to bereavement or celebration as well as consecutive days of leave given upon company transfers, reaching retirement age, or reaching an auspicious age for the objective of enhancing the personal lives of employees and supporting them during major life events. These initiatives for reducing working hours and encouraging leave are being sequentially deployed throughout domestic Group companies.

Fiscal 2025

Total working hours per person at Yamaha Corporation amounted to 1,916.7 hours in fiscal 2025. Meanwhile, the average number of paid leave days used in fiscal 2025 was 16.0, surpassing the target of 15.

Improvement of Motivation and Workplace Comfort

The Yamaha Group is revising its systems and frameworks with the goal of realizing self-directed, highly productive workstyles while also improving employee motivation and workplace comfort. For example, a system was introduced in April 2024 that allows for teleworking to be performed on a half-day as well as a full-day basis. In addition, we are enhancing our telework systems as well as our childcare, nursing care, and medical treatment support systems for all employees. At the workplace level, efforts have included refining work processes and streamlining meetings. Through these efforts, we aim to develop flexible systems and workplace environments that are accommodating of the circumstances of individual employees. The hope is to allow our employees to exercise their skills while maintaining good physical and mental health and living enriching work and personal lives.

Establishment and Enhancement of Work-Life Balance Support Systems

The Yamaha Group is bolstering its work-life balance support systems, and the use of these systems is being promoted by spreading awareness among employees. In addition, Yamaha Corporation has formulated an action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children. The advancement of this plan led to the Company receiving Platinum “Kurumin” certification*1 in 2016. We continue to enhance our systems for supporting employees in working while raising children, which are already more robust than legally required. For example, we offer a flextime system for employees working reduced hours for childcare purposes. At the same time, the Group is pursuing the targets of an 85% rate of applicable male employees taking childcare leave and zero individuals working more than 60 hours of overtime in a month or 540 hours of overtime in a year.

Moreover, following a legislation revision instituted in October 2022, a leave system was introduced that can be used by men when their child is born. This system makes it possible for childcare and other leave to be split up and taken over different periods. By combining this new system with our prior childbirth support leave system, we aim to make our systems even easier to use. We also provide pertinent information along with childcare leave meeting sheets when the tentative date of birth of an employee’s child has been determined. These sheets are designed to facilitate communication between the employee and their partner about leave acquisition, the use of leave and other internal systems, and divisions of labor. In addition, the Company offers nursing care leave that surpasses the legal requirements, programs that make it possible to work fewer days a week or shorten hours until the need to provide nursing care has ended, and other systems for supporting employees working while caring for family members. We have also introduced systems that allow employees to work fewer days a week or shorten hours for the purpose of receiving medical treatment. We continue to expand the range of such support systems.

• 1 “Kurumin” is a Ministry of Health, Labour and Welfare system for certifying companies based on the Act on Advancement of Measures to Support Raising Next-Generation Children. Company action plans and performance are reviewed in accordance with this Act, and certified companies are allowed to display the “Kurumin” mark. Platinum “Kurumin” is a system that certifies, among the companies that have acquired the “Kurumin” mark, companies that conduct initiatives to support work-life balance at or above a specific standard.

Establishment of On-Site Daycare Facility

Yamaha Corporation has established an on-site daycare facility (Oto no Ie) at its headquarters.

Since 2019, Yamaha Group employees have continued to use this facility, which is operated based on a unique program that is distinctive of Yamaha’s commitment to providing opportunities to encounter and engage with sound. Through this facility, the Company aims to make it even easier for employees to return to work, and, because their children are nearby, enable them to better focus on their work.

Programs for Flexible Accommodation of Individual Circumstances

Yamaha Corporation offers an ever-growing range of programs that can be used to flexibly accommodate employee life events. We have in place rehiring programs as well as a system that expands the range of areas from which individuals can commute should they need to provide nursing care to family members and allows employees to work in remote locations to accommodate the differing needs of individuals.

Rehiring Program for Family Members Accompanying Spouses on Overseas Assignment

Yamaha Corporation has in place a system to rehire employees who left the Company in order to accompany a spouse on an overseas assignment after returning to Japan. This system is available even to employees accompanying spouses who do not work for Yamaha Group companies on overseas assignments, with a limit of five years from their retirement. A large number of employees have been rehired through this system since its introduction.

Rehiring Program for Workers Committed to Nursing Care

In fiscal 2017, Yamaha Corporation introduced a system that allows an employee to be rehired if they retired to provide nursing care for a family member. In such cases, the valid re-employment period is within five years of said retirement date.

Clear Standards Permitting Side Jobs

Yamaha Corporation defined clear standards permitting side jobs in April 2023 to support employees in pursuing autonomous skill development and self-actualization. This decision was based on the recognition that side jobs provide an opportunity for employees to experience diverse values outside of Yamaha’s business domain. Such opportunities allow employees to hone their thinking skills by broadening their horizons. For these reasons, side jobs are seen as a way for employees to obtain new knowledge, skills, and experience.

External Recognition

Yamaha Corporation has formulated an action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children. Through the advancement of this plan, the Company was able to receive “Kurumin” certification in 2008 and Platinum “Kurumin” certification in 2016. In 2018, Yamaha Corporate Services Corporation (then Yamaha Business Support Corporation) received “Kurumin” certification, and this company went on to earn Platinum “Kurumin” certification in 2020.

Yamaha remains committed to providing a workplace environment that is supportive of employees who seek to continue contributing in the workplace while providing care to family members.

Platinum “Kurumin” certification mark recognizing support for developing future generations

Tomonin^*2 symbol mark for companies promoting workplace environments that enable employees to balance work with nursing care

• 2 Tomonin is the symbol mark for the Ministry of Health, Labour and Welfare system for recognizing companies that promote the development of workplace environments that enable employees to balance work with nursing care.