We comply with laws and regulations related to working hours, such as 36 Agreements, set limits on overtime work below the legal requirements, and have a policy of reducing excessive working hours. Based on this policy, we work on the proper management of working hours at each workplace so that each and every employee can fully demonstrate his or her abilities and work with vigor. We also implement a variety of initiatives to reduce overtime work by improving operational efficiency and reforming work styles. In addition, the human resources division regularly monitors the number of overtime hours worked by employees and the status of paid leave usage, and shares the results with each workplace to encourage improvements.

Note: We pay wages required by laws and regulations for all overtime work. (Excluding employees receiving a management allowance)

• ESG Data - Social "Work-Life Balance" (Monthly average amount of overtime per employee and Rate of taking paid leave)

Our basic policy is to comply with minimum wage law and other labor laws and regulations and to pay all employees a wage that exceeds the regional minimum wage so that they can maintain the minimum standards of wholesome and cultured living. In line with our employee compensation regulations, we pay wages appropriate to the position and content of each job, and we have made efforts to raise wage levels so that employees in all regions can enjoy a more affluent life, and we will continue to do so.
In addition, there is no disparity in the wages we pay based on nationality, creed, social status, or gender. We support the International Labour Organization's Convention No. 100 "Convention concerning Equal Remuneration for Men and Women Workers for Work of Equal Value" and set pay standards without gender-based discrimination for work of equal value. We also regularly monitor differences in average wages between men and women.

Note: We comply with the Labor Standards Act. In cases where an employee must be laid off due to unavoidable circumstances such as business downsizing, we generally give at least 30 days' advance notice prior to the termination date. When the termination is immediate, we provide a dismissal notice allowance equivalent to 30 days of average wages.

• ESG Data - Social "Salary" (Average annual salary and Wage difference between men and women)

In accordance with the Japanese Constitution and the Labor Union Law, we respect the rights of workers (the right to organize, to bargain collectively, and to take other collective actions).
The Japan Post Group, including the Company, has organized labor unions such as the Japan Postal Group Union. They conduct regular consultations and engage in collective bargaining on an equal footing between labor and management regarding various working conditions, including employee wages and working hours, and other matters.

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Number of employees covered by collective bargaining agreements as of March 2025: approx. 18,000 (roughly 90% of our total workforce)

We provide all employees, including regular and contract employees, with information and training on laws and regulations related to labor standards (36 Agreements and other laws and regulations related to working hours, etc.) and explanations. We work to promote understanding of labor standards.