Approach and structure for promoting work-life balance

In order to realize a fulfilling life for each individual employee as the company grows, the Yamaha Group is working together with labor and management to promote a work-life balance.

In addition to its longstanding efforts to reduce total working hours, Yamaha Corporation introduced a childcare leave system in 1990 and a nursing care leave system in 1992, prior to the enforcement of the law, and labor and management have worked together to enhance the systems. Since 2012, each division has formulated a "Work-Life Balance Action Plan," an action plan for realizing more efficient work styles, and has been working on it. We are working on it.

Labor-Management Work-Life Balance Basic Policy

We will actively promote support for work-life balance that respects diverse values and lifestyles in order to achieve further business development and a fulfilling life for individuals.

Effective use of the time created by improving the quality and productivity of work in accordance with individual diversity enriches the entire life and leads to mental and physical vitality.

This vitality is the driving force for the creation of new value, and is the source for perpetually doing good work, which in turn improves the value of the company and the wealthy lives of individuals. We are committed to creating such a virtuous cycle.

Establish/improve compatibility support system

Aiming to be a "dynamic organization" realized through the fulfillment of each and every employee, we are working to establish and improve a work-life balance support system to create a flexible work system that can respond to the diverse circumstances of individual employees.

Yamaha Corporation has been working on an action plan and targets through Labour-management consultations based on the "Law for Measures to Support the Development of the Next Generation". The company was certified by the Ministry of Health, Labour and Welfare as an employer supporting the development of the next generation in 2008 and 2014, and has acquired the Next Generation Certification Mark "Kurumin (2014.08)".

As part of our activities, since the agreement reached at the spring labor-management negotiations in 2008, we have been progressively expanding the work-life balance system, and in the third three-year action plan starting from FY2013, we have been promoting the use of childcare leave for male employees, implementing the "Frog Day" program, and encouraging employees to take paid leave, and as a result we have received "Platinum As a result, we obtained "Platinum Kurumin" certification. Platinum Kurumin" is a system to certify companies that have acquired the Kurumin Mark and are making progress in their efforts to support a better work-life balance at a certain level.