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Working conditions
- Appropriate work environments and prohibition of child labor and forced labor
- Working conditions
- Retirement program
- Non-fixed-term employment of part-timers
- Labor relations: freedom of association
- Establishing work-life balance
- Encouraging employees to take paid leave
- Paid-leave accumulation program
- Temporary-retirement program
- Measures to enable continuing employment: combining work with childcare or nursing care
- Employee shareholding association program
- Operation of a dormitories for single employees
Appropriate work environments and prohibition of child labor and forced labor
The aim of Hamamatsu Photonics is to contribute to the health and wellbeing of people around the world by supplying key products for medical, industrial, analytical and measurement applications on a global basis. To fulfill that need, we recognize the importance of building an organization and corporate culture in which employees are encouraged not merely to support the status quo but to engage actively based on free and innovative thinking.
This is an ambitious goal. To achieve it, Hamamatsu Photonics is committed to placing human rights—the basic rights of all people everywhere—in the foundation of our business. All employees are expected to understand the tenets of our corporate code of conduct, which includes prohibition of employment discrimination and advancement of equality of opportunity; prohibition of child labor and forced labor; and respect for human rights. In August 2017 Hamamatsu Photonics signed the United Nations Global Compact, declaring the Company’s support for its 10 Principles.
The Company will continue to advance efforts for the respect of human rights, under the direction of the Human Resources Department and the Human Resources group of the General Affairs Department.
Working conditions
Hamamatsu Photonics is in the business of light, and much about the nature of light remains unanswered. We address these questions from a perspective of long-term pursuit of unknown and unexplored realms. At Hamamatsu Photonics, we assume that our employees are with us for the long haul. That is why we expend great effort in creating work environments that are comfortable and supportive of employees long-term. Based on a wage structure that rewards employees for their long-term contributions to the Company’s business results, Hamamatsu Photonics ensures that employee wages exceed the statutory minimum wage, and pays salaries accompanied by bonuses (including performance bonuses) that are fair compensation for employees’ work.
Our employment regulations regarding working conditions are posted on our in-house website, where any employee can read them anytime.
Retirement program
Hamamatsu Photonics maintains a retirement program. In March 2002 the Company introduced a continuing-employment program. Under this program, the retirement age for monthly wage earners was raised from 60 to 65 years of age. In tandem with continuing employment, the Company offers the same amount of wages as received at the age of 60 for the period of extension. This scheme creates an environment in which veteran employees can enjoy making full use of their skills and capabilities, passing their knowledge on to younger colleagues. This plan also enables Hamamatsu Photonics to secure the talented employees it needs.
Non-fixed-term employment of part-timers
Previously Hamamatsu Photonics employed a large number of part-time workers. Part-timers were hired with fixed-term contracts. Their daily working hours were shorter than those of monthly wage earners. Yet part-timers play a vital role in a wide range of processes at Hamamatsu Photonics. Mindful of this contribution, in 2010 the Company changed the status of all part-timers to “defined-hours employees,” introducing employment contracts without fixed terms. The employment program thus established provides part-time employees with stable positions in the Company, enabling them to carry out their duties with peace of mind.
Labor relations: freedom of association
Hamamatsu Photonics respects workers’ right to organize. Today the Company’s workers are represented by the Hamamatsu Photonics Labor Union. As of September 2023, 97.9 % of non-management employees belong to the union. Both the Company and the union work hard to establish labor-management relations characterized by mutual good faith and trust. Both parties are committed to the growth of the Company’s business.
Every month, the Company and union hold a regularly scheduled meeting, called the labor-management conference. When the union calls for collective bargaining, the company responds in good faith. Based on a common recognition that labor and management must devote themselves to cooperation to improve business results, the two sides engage in repeated discussions on a variety of themes, beginning with working conditions.
As a result of labor-management negotiations, the following increases in base salary and bonus payments were implemented in recent years.
| Increase in base salary (%) | Bonus (monthly-salary equivalent) | |
|---|---|---|
| FY2023 | 2.86 | 6.1 |
| FY2022 | 0.78 | 5.8 |
| FY2021 | 0.33 | 5.5 |
Establishing work-life balance
Hamamatsu Photonics understands that, to play a dynamic role in the affairs of the Company, each employee depends on a solid foundation of family and community life. That is why the Company works hard to secure the work-life balance employees need. We confer with the labor union as needed to undertake measures such as the following.
- To eliminate excessive work hours, work hours of employees are not only overseen by management but are confirmed at labor-management conferences as well.
- Every Wednesday is designated a no-overtime day.
- Managers are provided with appropriate training.
- When an employee’s overtime seems excessive, managers engage in dialogue with that employee and arrange for interviews with an appropriate professional, such as an industrial physician or public health nurse.
【Average overtime hours】
FY2022: 13.1 hours
FY2021: 14.2 hours
FY2020: 12.2 hours
Encouraging employees to take paid leave
When employees take paid leave, they return to work refreshed, ready to tackle their next tasks with renewed vigor. Hamamatsu Photonics recognizes the contribution to improved productivity that paid leave provides. For this reason, Hamamatsu Photonics provides employees with annual paid leave from their first year of employment. The Company also offers a variety of special leave programs, examples of which are listed below, and encourages employees to take advantage of them.
- Wedding leave: 5 days
- Childbirth leave: 2 days
- Bereavement leave
- Birthday leave: 1 day (provided to employees in their birth months)
- Refreshment leave: 3 days after 15 years of service, 5 days after 25 years of service and 5 days after 35 years of service
【Status of uptake of paid leave】
FY2022: 84.2%
FY2021: 77.0%
FY2020: 72.8%
【Status of uptake of birthday leave】
FY2022: 95.4%
FY2021: 95.2%
FY2020: 95.5%
Paid-leave accumulation program
- Personal illness or injury requiring leave of more than 7 continuous days or approved by the company(of the worker or a family member), nursing care, assistance(a family member)
- Infertility treatment
- For protection of maternal health during pregnancy, when so advised by a physician
- When necessary in connection with pregnancy and childbirth of a spouse
- For care, education, etc. of children up to graduation from junior high school
- To participate in activities to support recovery and restoration in the wake of major natural disasters and in other volunteer activities recognized by Hamamatsu Photonics to contribute significantly to society
【Status of use of accumulated leave】
FY2022：7,482.5 days
FY2021：3,763.5 days
FY2020：2,439 days
Temporary-retirement program
When an accomplished employee who contributes to the Company becomes unable to work, for example due to illness, that employee may be obliged to retire due to inability to work. Such a circumstance represents a heavy loss not only for the employee but for the Company as well. To address this issue, Hamamatsu Photonics has established a temporary-retirement program for illness or injury. Under this scheme, employees can take temporary retirement of a period based on their number of years of continuous service, with paid leave constituting a part of that temporary-retirement period. The Company has established guidelines for temporary retirement due to illness or injury, so that employees who take temporary retirement can return to work safely and once again play an active role with the Company.
Measures to enable continuing employment: combining work with childcare or nursing care
The retirement of an employee with experience and a proven track record represents a significant loss for the Company. To enable employees to work continuously for Hamamatsu Photonics, the Company has set in place the following measures.
- Our programs related to childcare are summarized on the on the Company’s internal website, to familiarize all employees with them.
- Employees who are caring for small children can choose from four childcare programs: Temporary retirement for childcare (to care for children up to 3rd grade primary school), shortened work hours for childcare (to care for children up to commencement of primary school), and childcare flextime work and childcare shift work (both to care for children up to primary school graduation). Also, pregnant woman can choose prenatal shortened working hours.
- Employees who are caring for elderly relatives can choose from four nursing-care programs: Temporary retirement for nursing care (up to 93 days), shortened work hours for nursing care (up to 3 years), nursing-care flextime work (up to 3 years), and nursing-care shift work (up to 3 years). Also, they can choose to have a combination of two or three options selected from the following programs: shortened work hours for nursing care, nursing-care flextime work, and nursing-care shift work (up to 3 years combined).
- For childcare or nursing care, employees can request exemption from overtime work or a cap on hours worked and can take paid-leave accumulation program.
- In the case of temporary retirement due to personal illness or injury, employees can take temporary leave of a period varying with their number of years of continuous service, lasting up to 3 years.
- Employees who are facing difficulties in returning to work may be ordered to perform reinstatement preparatory duties, subject to guidance from a physician. Alternatively, work hours may be phased in, gradually approaching prescribed work hours.
【Number of female employees who have given birth and status of continuing employment】
| Number of female employees who have given birth | Number of female employees who have resigned due to childbirth | |
|---|---|---|
| FY2022 | 16 | 0 |
| FY2021 | 20 | 0 |
| FY2020 | 14 | 0 |
Men are also eligible to take up temporary retirement for childcare, shortened work hours for childcare, childcare flextime work and childcare shift work.
【Uptake of temporary retirement for childcare】
| Temporary retirement for childcare | Shortened work hours for childcare | Childcare flextime work | Childcare shift work | |||||
|---|---|---|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female | Male | Female | |
| FY2022 | 83 | 14 | 6 | 30 | 77 | 6 | 18 | 1 |
| FY2021 | 42 | 22 | 7 | 25 | 65 | 4 | 14 | 0 |
| FY2020 | 26 | 14 | 3 | 32 | 59 | 9 | 10 | 1 |
The results for temporary retirement for nursing care, shortened work hours for nursing care, nursing-care flextime work and nursing-care shift work are as follows.
【Uptake of temporary retirement for nursing care】
| Temporary retirement for nursing care | Shortened work hours for nursing care | Nursing-care flextime work | Nursing-care shift work | |||||
|---|---|---|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female | Male | Female | |
| FY2022 | 0 | 1 | 0 | 0 | 2 | 2 | 0 | 1 |
| FY2021 | 2 | 0 | 1 | 0 | 4 | 1 | 0 | 0 |
| FY2020 | 0 | 0 | 0 | 0 | 1 | 0 | 0 | 0 |
Employee shareholding association program
To assist employees in building their asset portfolios, the Company has introduced an employee shareholding association program. The employee shareholding association program was introduced before Hamamatsu Photonics’ initial public offering of shares (IPO). To encourage diligence in employees and contribute further to the improvement of the Company’s business results, Hamamatsu Photonics offers an incentive payment of 10% of the cost of employee purchases of Company shares.
As a result of these long-running shareholding-association activities, over 90% of Hamamatsu Photonics employees have joined the shareholding association. In some years, 100% of newly hired employees have joined the shareholding association.
【Shareholding-association membership】
Operation of a dormitories for single employees
Every year Hamamatsu Photonics welcomes over 100 new employees from every corner of Japan. Finding a place to live is especially important for employees arriving from distant regions. To assist these employees, Hamamatsu Photonics builds dormitories and provides residences for single employees. We also provide interested employees with breakfast and dinner service at low cost. By keeping costs low for dormitory residents, Hamamatsu Photonics supports the work and home lives of employees joining the Company from distant regions.
Our dormitories respect single employees’ dignity and privacy. Each resident is assigned his or her own suite, and no curfew is imposed. Also, when trainees from overseas subsidiaries and researchers from foreign joint-research partners arrive in Japan, the Company provides them with unoccupied dormitory suites as temporary residences.
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