• Approach
• Flexible Work Arrangements
• Power Harassment Prevention

• Wages
• Labor-Management Relations
• Employee Welfare Programs

Epson has a diverse workforce, including women, non-Japanese, mid-career hires, people with disabilities, and older workers, and has created an environment in which they can demonstrate their individual strengths. We aim to enable these autonomous and diverse employees to realize their own career development while adapting to changes in various life stages.

In addition to the flextime system and work-from-home, Seiko Epson we are creating an environment where employees can balance work with childcare, nursing care, medical treatment, and infertility treatment by taking advantage of flexibility in working styles through our unique short-time work system that exceeds legal requirements and the "wellbeing leave program" system. We are also working to create a healthy and safe working environment for employees by preventing harassment in the workplace and ensuring appropriate working hours.

Key Actions

Remote work program

At Epson, we position work-from-home system as one of the work style options that enables us to improve productivity and generate results. Therefore, recognizing the value of face-to-face communication, which is essential for maximizing teamwork, we select the optimal work style, including work-from-home, according to the nature and purpose of the work. This leads to improved productivity and results for the organization and team, while also creating an environment where each employee can work flexibly while work-life balance.

Hourly annual leave and flextime without core hours

We have introduced a system that allows employees to take annual paid leave by the hour and a core-time-less flextime system, creating an environment in which they can flexibly choose when to work according to their work and lifestyle. By allowing employees to take a break from work or take annual paid leave by the hour, we are supporting work-life balance and increasing productivity while accommodating diverse needs.

Support for Balancing Work with Childbirth/ Child care

To create an environment in which all employees can succeed regardless of gender in order to realize their own career goals, we are also focusing on childcare support so that both men and women can work without disparity when giving birth or raising children. We are working to create an environment in which employees can continue to take on challenges even during the childcare period, such as through leave, long-term leave, and reduced working hours.

Childcare Leave Trend (Men)

* Data for Seiko Epson Corporation employees as of March 20 every year
* Calculation formula from FY2022: Number of employees who took childcare leave in the fiscal year divided by the number of employees who gave birth or whose spouse gave birth in the fiscal year. Calculation formula for previous fiscal years: The number of people who took childcare leave divided by the number of people eligible for leave (i.e., those who gave birth to a child and who became eligible to take childcare leave).

育児休職取得者等の推移

*Data on those taking childcare leave, etc. is current as of March 31, 2026, Seiko Epson Corporation
Calculation from Fiscal Year 2022 Onward
*1 Ratio of workers who took childcare leave, etc. in fiscal year business business prior to publication to the number of workers who gave birth by their spouse or the individual in fiscal year prior to publication
Calculation up to Fiscal Year 2021
*2 Seiko Epson Number of people including the unique wellbeing leave system
*3 Number of employees taking childcare leave / Number of eligible persons
(Eligible recipients: Those who have a child and are now eligible to take childcare leave)

Childcare Leave Acquisition Promotion Activities (PAPA UP Project)

Support for Employees Undergoing Infertility Treatment

In response to the social issue of declining birthrates, companies are required to provide a work environment that allows employees to continue working while undergoing infertility treatment. To enable employees undergoing fertility treatment to balance work and work with peace of mind, we have expanded our vacation and leave system from September 2023, and from March 2025, we have made it possible to take leave in half-day increments. This system is used by employees undergoing fertility treatment, regardless of whether they are male or female.

<Support Systems for Infertility Treatment>

Support for balancing work and elder care

With the aging population, it is predicted that the number of employees elder care for family members will increase. To prevent employees from leaving their jobs due to elder care, Seiko Epson provides the following support:
- Disseminating information about company policies related to elder care and long-term care insurance system through the company website.
- Conducting elder care preparation seminars and providing various video content with the aim of providing prior knowledge so that people can respond calmly to unexpected elder care.
- Development of various systems to support the balance between elder care and work (details are shown in the table below)

*Data for elder care leave takers is for Seiko Epson Corporation as of March 31, 2026.

As part of work reform, Epson has been working to reduce working hours and prevent long working hours and overwork. As a result, total annual working hours have been reduced. The third phase of work reform ended in March 2026, marking a milestone in the series of initiatives. However, we will continue to promote employee health and create a more comfortable work environment by raising awareness of the need to reduce working hours and by closely monitoring key managers.

Achievements and Targets for Managing Working Hours and Preventing Long Working Hours Through the Above Activities

Total annual actual working hours Target for FY2025: 1,845 hours

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Harassment in the workplace is socially unacceptable behavior that unfairly harms an employee's character and dignity as an individual. It is also an important issue for the company as it interferes with workplace order and business execution and affects its social reputation. Epson has Principles of Corporate Behavior and the prevention of harassment in the Epson Group Human Rights Policy, and in addition, the General Administrative Manager of Human Capital & Well-Being Management Division has sent out a message stating our commitment to the eradication of such harassment.

Epson has established a harassment consultation service to prevent and eradicate power harassment in order to realize a fair and comfortable working environment. In consideration of the feelings of employees who do not wish to reveal their identities, Epson has integrated the consultation desk for harassment into an external desk opened in 2024 to allow for anonymous consultation. The harassment consultation service strictly manages information on reports, prohibits retaliation against whistleblowers, and ensures anonymity.
In addition, we promote training programs, including horizontal deployment of case examples and sharing of changes in the legal system, in order to improve the care and level of the personnel in charge of labor affairs who handle consultations.

To prevent power harassment, we are conducting power harassment prevention training tailored to each level within the Seiko Epson Group, including its affiliated companies.
The training covers fundamental topics such as the negative impact of power harassment on the work environment, the company's stance and approach, the definition of power harassment, the difference between power harassment and legitimate guidance, the legal responsibilities of companies, and sanctions and legal responsibilities for perpetrators. For executive management, the training provides an opportunity for top executives to consider how to create an organization free from power harassment. For managers, the training reinforces the significant impact of power harassment and provides an opportunity to consider necessary countermeasures through sharing cases and discussions among participants.
Every year, we conduct Online Courses training for company-wide, including general staff. We also promote education tailored to different levels and target groups, such as providing training for local managers and training for expatriates.
In addition to these measures, we are promoting the creation of an organizational culture free from power harassment by establishing a consultation service for management personnel and providing follow-up training for newly appointed section chiefs, thereby creating a system that prevents management from bearing the burden alone and by taking measures tailored to the specific circumstances of each workplace.

Human rights abuses including harassment and labor-related grievances are regularly reported to executive management. This information and company responses are shared with managers and disclosed company-wide to prevent similar incidents in the future. We require Group companies to report all material harassment incidents. There have been no omissions in reporting in recent years.

Anger management is said to be an effective way to prevent power harassment.
Since 2015, we have been conducting "Anger Management Training" to help people acquire the skills to deal with anger effectively and to control it properly. From basic courses that teach skills for dealing with anger in the moment and long-term improvement, to classes on how to reprimand effectively without causing power harassment, we have held over 1,000 courses by the end of 2025, with over 15,000 participants from Seiko Epson and domestic affiliates. These courses are primarily offered to executive management, but are also tailored to different levels, workplaces, and for self-development.
These efforts were recognized, and in June 2023, we received the Grand Prize at the 1st Japan Anger Management Management Awards, hosted by the Japan Anger Management Association.

Epson establishes appropriate wage, allowance, and other compensation conditions in its wage regulations and other rules based on labor laws and regulations in each country and region. Furthermore, in accordance with the "Epson Group Human Rights Policy," Epson promotes equal opportunities and equality in employment, work, and treatment, and refrains from discriminatory treatment.
In Japan, based on the principle of equal pay for equal work, measures are taken to ensure equal and balanced treatment without creating unreasonable differences in treatment. Furthermore, the wage system is designed to determine compensation based on objective criteria such as the content of roles and duties and the ability to perform them, regardless of attributes such as gender and age. In addition, for wage systems targeting labor union members, wage and labor-management committees are held to confirm the appropriateness of wage levels and wage systems with both labor and management.
Overseas, we have established regulations based on labor-related laws and regulations in each country and region, and we ensure the appropriateness and transparency of wage payments by appropriately paying minimum wage, statutory benefits, and overtime pay, as well as by paying wages to employees themselves on the designated dates.

Epson declares respect for the rights to freedom of association and collective bargaining in accordance with the laws of each country and region in the Epson Group Human Rights Policy. We maintain good labor-management relations, aim for sustainable growth of the business and improve workers' welfare, provide workers with necessary information, and engage in sincere consultations and exchanges of opinions.

Seiko Epson has established the Labor-Management Council as the basis for sound labor-management relations. The Labor-Management Council provides explanations to labor union on important management matters such as management policies and status, and regularly and as needed holds discussions on working conditions, productivity improvement, and health and safety. From labor union as well, based on opinions and requests consolidated at the workplace level, proposals regarding working conditions and various systems and issues regarding their implementation are made. The company sincerely discusses and exchanges opinions on these matters, leading to necessary system and operational revisions. The Labor-Management Council is held about 10 times a year, attended by the executive officer in charge of human resources, and the president also attends important agenda items. Minutes of the Labor-Management Council are made public within the company via intranet by both the company and the union, and the contents of labor-management negotiations are shared with employees.
Furthermore, to create a better workplace environment, labor-management committees have been established and held several times a year to conduct research, analysis, planning, and drafting of issues jointly addressed by both labor and management, covering work styles, Employee Welfare Programs, wages, post-retirement reemployment, health management, and more.
* labor union Employees are general employees other than managers (except for some job categories) and re-employment contract employees after retirement.
* labor union enrollment rate among all regular employees: 87.8%

In addition, Seiko Epson actively engages in dialogue and roundtable meetings between the president, executive management, and employees to directly share information with more employees and promote communication between the company and its employees. Through these forums, we convey management ideas and intentions to employees, directly grasp their opinions and recognition of issues, and utilize these to improve the workplace environment and consider various initiatives.
Through these labor-management and employee dialogue mechanisms, Seiko Epson continuously understands workers' voices and strives to identify and improve issues related to the labor environment as early as possible.

Epson offers a variety of welfare programs for its domestic group companies, including health insurance association, defined benefit and defined contribution pension plans, support for asset building through employee stock ownership plan, housing support through company housing and bachelor apartments, and support for leisure time and communication promotion through social gathering assistance and clubs.
Through these welfare programs, Epson aims to create an environment where employees can work with peace of mind and lead fulfilling, healthy lives. These efforts support both the growth of individual employees  and the enhancement of corporate value.

Major Employee Welfare Programs (Japan)

0: Covered △: Partially covered -: Not covered

Health Insurance (Epson health insurance association)

Approximately 35,000 people (including dependents) in the domestic Group are enrolled in the program, which helps to pay for medical expenses for employees and their families in the event of illness or injury, provides benefits, and supports disease prevention and health promotion.

Corporate Pension Fund, Defined Contribution Pension Plan

We have introduced a corporate pension fund (defined benefit pension plan) and a defined contribution pension plan for regular employees.
About 14,000 employees are enrolled in the corporate pension fund and defined contribution pension plan.

Clubs

There are approximately 40 clubs and activities organized voluntarily by employees, including soccer, futsal, basketball, marathon, table tennis, badminton, bowling, archery, kendo, mountaineering, skiing, snowboarding, curling, e-sports, drones, shogi, calligraphy, technology research, diversity research, and sauna.

Packaged Welfare Services

Various services are available, including discounts on leisure facilities, restaurant coupons, use of fitness gyms, childcare support, and self-development.
Subsidies for get-togethers held by employees and communication through thank you cards are also provided and used for internal communication.

Employee Stock Ownership Plan

Under this plan, contributions are collected monthly from members and used to purchase Epson shares. About 6,000 employees in Japan belong to the plan.
The employee stock ownership plan is the sixth largest shareholder, with 2.04% of shares outstanding.

Company Housing and Bachelor Apartments

Epson provides company housing known as "Green Field" and leases apartments near business sites. These accommodations are offered to employees who need housing due to joining the company, relocation, or marriage, etc.