Approach to the human rights of our workforce

Our policy for workers’ human rights

To become an innovator by leveraging diverse human resources, it is essential to respect the human rights of individuals. Based on this belief, our Human Rights Policy specifies the commitment of each executive and employee to respect, protect, and not violate the basic human rights of all stakeholders. In particular, we believe that compliance with human rights of workers rules within the Group and propagation of that practice will lead to reinforcing the respect for human rights of workers in the entire value chain.

Link: Respect for Human Rights

Management system specialized in human rights of workers at Murata

We have established a "Human Rights and Labor Management System" at each business site, which conforms with the "Human Rights and Labor Management Manual."
We aim to solidly run through the PDCA cycle by conducting risk assessments; proposing and administering goals and plans; monitoring, evaluating, and making corrections; and holding an annual management review.
Any business site concerns are reported to the officers in charge of human rights and labor. We are also working toward strengthening the system while consulting with appropriate associated departments.

Link: Murata’s Corporate Governance System

Ongoing advancement in human rights initiatives

The assessment of impact on human rights and monitoring for mitigating adverse impact at high-risk sites

Based on the assessment of impact on human rights conducted throughout the value chain and the annual risk assessment through the human rights management system, Murata is practicing stakeholder engagement at sites with high human rights risks. During fiscal 2023 and 2024, we conducted on-site investigations with the cooperation of The Global Alliance for Sustainable Supply Chain (ASSC).

Link: The Global Alliance for Sustainable Supply Chain (ASSC). Murata Manufacturing Co., Ltd. Human Rights Impact Assessment Report 2023

Target site	Country	Period	Major stakeholders	Summary of results
Murata Electronics Singapore (Pte.) Ltd.	Singapore	October 2023	Directly employed workers / Migrant workers	It has been verified that foreign and migrant workers are employed through appropriate recruitment process. It has been confirmed that employees are paid living wages. It was pointed out that emergency evacuation routes should be presented in multiple languages and evacuation drills should be enhanced to ensure that all employees are fully prepared.
Izumo Murata Manufacturing	Japan	November 2023	Directly employed workers / Indirectly employed workers / Foreign workers	It has been confirmed that workplaces are organized to ensure a safe working environment. It was pointed out at some partner companies that the rule for switching from working on a fixed-term contract to permanent employment was not communicated sufficiently. (As of March 2025, improvement is confirmed through monitoring of the status of partner companies’ training)
Tohoku Murata Manufacturing	Japan	December 2023	Directly employed workers / Indirectly employed workers	It has been verified that the number of work-related accidents has dropped since the establishment of the safety and disaster-preparedness management system. It was also pointed out that, to further ensure safety for workers, it is necessary to enhance transparency by clarifying the history of supplies checks and making records available for viewing. (As of March 2025, Periodic disaster-preparedness patrols are conducted to ensure workers’ safety as part of our activities to detect and deal with defects as disaster-preparedness measures.)
Kanazawa Murata Manufacturing	Japan	July 2024	Directly employed workers / Indirectly employed workers / Foreign workers	It has been confirmed that necessary information is sufficiently explained in advance during the orientation upon joining the company. It has been confirmed through interviews with employees, including foreign employees, that there is a high level of satisfaction with the benefits package.
Murata Manufacturing Vietnam Co.,Ltd.	Vietnam	January 2025	Directly employed workers / Indirectly employed workers / In-country migrant workers	It has been confirmed through interviews with employees that the fees for medical checkups at the beginning of employment, which were previously paid partially by the employees themselves, have been reimbursed. It has been confirmed through work-hour monitoring that cases of working long hours have been reduced. It was pointed out that part of the payment of extra wages paid in the past was short of the eligible amount. (As of March 2025, it has been confirmed that the shortfall is compensated, and the working system has been revised to prevent recurrences.)
Toyama Murata Manufacturing Co., Ltd.	Japan	July 2025	Directly employed workers / Indirectly employed workers / Foreign workers	Interviews with employees indicated that workplace communication is smooth, and no issues constituting human rights violations were identified. No doubts were raised by directly employed workers, and a high level of satisfaction with workplace environments was confirmed. Indirectly employed workers including foreign workers also indicated that working conditions, etc. matched the prior explanations they had received, and no concerns about harassment were voiced. Some comments from indirectly employed workers suggested that they were unaware of the childcare leave system. We are working with our partner companies to ensure thorough awareness of the system.
Ogaki Murata Manufacturing Co., Ltd.	Japan	December 2025	Directly employed workers / Indirectly employed workers / Foreign workers	In interviews with employees, no issues constituting human rights violations were identified. No doubts were raised by directly employed workers, and a high level of satisfaction with workplace environments was confirmed. Indirectly employed workers including foreign workers also indicated that working conditions, etc. matched the prior explanations they had received, and no job-related trouble, etc. was identified. Some comments from indirectly employed workers suggested that they were not sufficiently aware of the consultation services provided by partner companies. We are working with our partner companies to ensure thorough awareness of the system.

Image-1 of Evaluation of human rights impact for fiscal 2023

Image-2 of Evaluation of human rights impact for fiscal 2023

Actions for preventing overwork

Beyond legal compliance, Murata is making efforts to prevent overwork and reduce long working hours.
Overwork can result in reduced productivity, increased turnover, and increased potential for injury and illness. We are working to reduce risks associated with overworking by providing employees with healthy lifestyles, both physically and mentally.
Murata Manufacturing has set a monthly overtime limit of 35 hours and established rules between labor and management, such as requiring approval from the labor union for overtime work during late-night hours. Murata also conducts labor and health management training for managers to ensure accurate monitoring of working hours and proper health management. Regular monitoring between labor and management is also conducted, including interview surveys on actual work hours by the labor union, supervisors, and HR staff as necessary, in an effort to suppress overtime working by giving first priority to employees’ mental and physical health and safety. We are also addressing the appropriate management of working hours, such as by introducing alerts when employees come close to working seven days in a row or 60 hours in a week based on international standards.

Reasonable accommodations for various cultural backgrounds including nationalities and religions

Employees with a variety of nationalities, and ethnic and religious backgrounds are working with us. We take reasonable accommodations to make working environments more comfortable, such as displaying internal information and evacuation routes, expanding our cafeteria menus, and setting up prayer rooms.

Human rights of dispatched and subcontracted manufacturing workers

We at Murata believe that we should never allow forced labor or any other human rights violations to happen to any of our own workers or those working on the supply chain. Notably, we have staffing and employment agencies that employ or handle foreign workers agree to Murata’s Human Rights Policy. We also use SAQs, audits, and other measures to watch out for human rights violations. We conduct human rights and harassment prevention training through our partner companies, and have a system in place to share information on any comments, reports, or complaints regarding human rights or harassment, in order to ensure understanding and agreement with Murata’s Human Rights Policy. We also promote processes to verify compliance with our policies and identify any potential human rights risks. Corrections are made upon our partner companies’ cooperation for any cases that require correction.

<Corrective actions>
Through these initiatives, we have discovered that some foreign workers in Japan are unaware of leave systems such as maternity leave and childcare leave. While no case was observed in which employees were prevented from taking such leave, we have partner companies conduct regular training to ensure thorough awareness of the leave systems and to prevent any such incidents.
Additionally, we found that an agent recruiting foreign workers for our overseas factories had received deposits from workers to prevent them from canceling their travel. Through the intervention of our recruitment agents, we put a stop to the practice of requiring temporary payments from workers. We now confirm there is no recurrence by interviewing all new hires.

Training to prevent discrimination and harassment

Since fiscal 2019, we have been using e-learning to provide all employees with annual training on our Human Rights Policy, as well as on different harassment types (including sexual harassment, workplace bullying, and SOGI* harassment) and whistle-blowing contact information, as part of our harassment prevention education. We treat these as valuable opportunities for all employees to recognize the importance of preventing harassment. We also include dispatched and subcontracted manufacturing workers in these efforts, with the cooperation of our partner companies. Our training programs also cover human rights topics, and we have established first-response guidelines on what to do if harassment may have occurred at a workplace. We implement punishments based on disciplinary regulations if workers receive discriminatory behavior and harassments, and make public announcements based on the policy (without disclosing personal information that may aid in identification).

SOGI: Sexual Orientation & Gender Identity

	e-learning
	General training	Manager training	New employee training
Consolidated (domestic)	95.7%	97.6%	-
Murata Manufacturing Co., Ltd.	98.3%	96.1%	100%

Results for fiscal 2025

In order to boost our employees’ awareness of human rights, we have translated our Human Rights Policy from Japanese to both English and Chinese, and are conducting human rights education as part of our stratified education programs. We revised the Code of Conduct in April 2024 to include respect for diversity and provided e-learning and other programs to propagate this to all Murata employees worldwide. We also provide harassment education to Group companies regarding laws and regulations of different countries, as well as specific cases.

Responding to harassment

We have established multiple internal and external channels that all workers can use for anonymous consultation on incidents of harassment or violations of human rights. We prohibit retaliation against workers and other interested parties who have used this service. We also created and distributed cards containing information on using the reporting service and are working on spreading awareness through e-learning, so that workers can use the service promptly whenever it becomes necessary.
There were no incidents involving child labor, forced labor, or other major incidents that could result in litigation, while during fiscal 2025, there were 213 incidents of harassment brought up anonymously by employees and dispatched workers , with the Harassment Consultation Hotline. All incidents were tackled and handled with the cooperation of related departments, after taking the wishes of the individual reporting the issue into consideration.
In addition to the above services, we also have a consultation desk that employees can use to report or consult on possible non-compliance cases, including harassment. Please visit here for more details.

Link: Internal reporting system and consulting service

Creating fair workplace environments and personnel systems

Murata Manufacturing has a labor union affiliated the Japanese Electrical Electric & Information Union, which works to ensure a workplace environment and personnel system that do not allow discrimination. Recognizing that labor disputes can be resolved through mutual understanding and trust, on the basis of dialogue between the parties, we strive for corporate development and securing stable life of employees from the standpoint of both labor and management. Systems and standards concerning work hours, holidays, leaves, wages and other labor-related matters, as well as labor-management relationship, are set, changed, and reviewed through discussions with the labor unions.
Our labor union collects and consolidates requests and complaints from employees regarding working conditions and monitors various work-related details such as long work hours (overtime), working with us to make improvements. At domestic Group companies with no labor unions, there are organizations that represent employees known as employee associations, to which every employee other than management belongs. In addition to holding discussions and exchanging views with top management, these groups facilitate communication among employees. Meetings are held at appropriate times to explain labor-related systems and standards to management and newly appointed officers, who do not belong to unions or employee associations.

Letter of request handed to the executive officer in charge of human resources by the chair of a labor union

Exchange of views between top management and employee representatives

Monitoring human rights of workers

We comply with laws and regulations. We have also received no warnings from supervisory authorities with regard to major violations of any labor-related laws or regulations.
During the last 12 months, there were not any public demonstrations, etc. involving site operations or business conduct.
Our investigation reported no incidents involving child labor or forced labor in any of our business sites or plants, including overseas.
49.6% of all Murata Group employees worldwide are covered by our labor union or by a collective bargaining agreement (As of March 31, 2025).
Employees are thoroughly informed about wage structures and personnel systems, and wages are paid regularly in full and on time. Also, deductions are detailed in pay stubs.
Our company-provided dormitories and workplaces offer sufficient living and work spaces and are maintained as clean, safe environments with proper ventilation and lighting. No unreasonable restriction is applied to the employees entering or leaving these places.
Where cafeterias are provided, we equip them with clean and sanitary food storage and cooking facilities, and we also carry out regular hygiene checks.
No wage suspension or reduction is performed for the purpose of punishment.
In consultation with labor unions and employee representatives, we pay the wages necessary to maintain a standard of living.
We are working to go beyond the standards stipulated by law for working hours, holidays, rest periods, and minimum wage.

To prevent child labor, we have identification check during employment for preventions.

Comparison between standard minimum wage versus regional minimum wage (Murata Manufacturing)
Regional minimum wage	172,702 yen
Standard minimum wage	214,000 yen
Percentage of regional minimum wage	124%

Value for major manufacturing sites. Not an average.
As of April 30, 2026

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