Respect for Human Rights

As a comprehensive electronics manufacturer, Panasonic Groupdevelops, produces, sells, and provides services in relevant sectors
through close cooperation with Group companies in Japan and abroad.
Our business activities all depend on the support of many people,

Policyincluding our Group employees, customers who use our products andservices, suppliers involved in procurement and sales, and our businessResponsible Executive andFramework

partners. Therefore, our business activities may impact them positively

Internal Training & ExternalCommunications

develop the expense of these people, and that we have a responsibility
happiness of these people.

Human Rights Due Diligence

Furthermore, as a global company operating worldwide, we comply

Major Initiatives
Grievance Mechanism
Participation in Internationaland Industrial Partnerships

or negatively. Under our management philosophy that “a company is a
public entity of society,” we recognize that we cannot allow ourselves toto protect their rights and contribute to the well-being and andwith all applicable laws and regulations in our business activities whileconsidering the human rights of all our stakeholders and respecting
internationally recognized human rights as expressed in the International
Bill of Human Rights and the International Labour Organization’s (ILO)
Declaration on Fundamental Principles and Rights at Work. We strive
to prevent, mitigate, and correct any possible negative impact ourbusiness activities, products, services, or related translations have on
individuals, workers, and society.
We also seek our suppliers and business partners to understandand implement our human rights and labour compliance policies; incooperation with our partners, we strive to monitor supply chain risks
and take appropriate measures to prevent, mitigate, and correct theoccurrence of such risks.
Specifically, we address the following issues:• Formulating and reviewing human rights policies;• Raising awareness on human rights;• Conducting human rights due diligence;• Responding to human rights risks in the supply chain;• Establishing and operating grievance mechanisms;• Engaging with stakeholders.
We also seek the advice of external experts in our human rights efforts.
Respect for human rights is one of the utmost material sustainability
issues to the Group. For more details, see the “Materiality” section (onpage 6).

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Respect for
Human Rights

PolicyPanasonic Group established the Panasonic Group Human Rights and Labour Policy (the “Human
Rights and Labour Policy”), referencing the below international standards and incorporating

PolicyResponsible Executive andFramework

external experts’ opinions. This policy states that, predicated on compliance with international
standards and the laws and regulations of each country that apply to our business activities

Management Committee, chaired by the Group CEO, discusses crucial human rights issues andreports them to the Group Management Committee and the Board of Directors. The Board of
Directors also oversees these issues. In fiscal 2023, compliance on mandatory human rights andlabour requirements in various countries has been discussed at the sustainability management
committee.

and transactions, we are committed to respecting internationally recognized human rights;

In fiscal 2024 (continued from fiscal 2023), we identified fraud and misconduct on human rights byidentifying, preventing, and correcting human rights violation risks; promoting remedy and othersuppliers and outsourcing partners as a major Group risk. Each business unit is working to reduce

measures for victims; creating a rewarding working environment; and engaging in dialogue on

this risk. For more on risk management, see the “Risk Management” chapter (on page 130).

Internal Training & ExternalCommunications

these issues with various stakeholders. Following this policy, we have established internal rules,

We established the Strategic Human Resources Department within Panasonic Holdings

developed a promotion system, and advanced specific initiatives for respecting human rights

Corporation (PHD) to promote our day-to-day efforts to respect human rights and oversee theand creating a rewarding work environment.

Group’s human rights and labour initiatives. It works with Group companies to promote initiatives

Human Rights Due Diligence

Moreover, the Panasonic Group Code of Ethics and Compliance (“Code of Ethics andat business sites across the Group.

Compliance”) defines the commitments that all Group employees must fulfill and positions

Major Initiatives

When it comes to human rights in our supply chains, procurement divisions take initiatives forrespect for human rights as our social responsibility. We strive to raise awareness of thisrespecting them and they gain the understanding and cooperation from our suppliers all aroundresponsibility.

the world in line with our Group-wide human rights initiatives.

Grievance Mechanism
Participation in Internationaland Industrial Partnerships■Main international standards used as reference:• The United Nations’ Guiding Principles on Business and Human Rights• The United Nations’ International Bill of Human Rights (Universal Declaration of Human Rights,
International Covenant on Civil and Political Rights, and International Covenant on Economic,
Social and Cultural Rights)• ILO Declaration on Fundamental Principles and Rights at Work and ILO Core Conventions
WEB

Panasonic Group Human Rights and Labour Policy

https://holdings.panasonic/global/corporate/sustainability/social/human-rights/policy.html
The Panasonic Group’ Code of Ethics & Compliance, 5. Our Social Responsibilities, 1. Respecting
human rights
https://holdings.panasonic/global/corporate/about/code-of-conduct/chapter-5.html
WEB

We will periodically review and improve these policies based on the opinions of external experts,
relevant stakeholders, and their representatives.

Responsible Executive and Framework
The executive officer responsible for the Group’s initiatives to respect human rights is the Group
Chief Human Resources Officer, who is also in charge of the CSR and Corporate Citizenship

For more details, see the “Responsible Supply Chain” chapter (on page 102).

Internal Training & External Communications
Panasonic Group has translated its Code of Ethics and Compliance, which includes respectfor human rights, into 22 languages and provides regular opportunities for employees to learn
about it at the time of entry into a company and promotion. In fiscal 2023, following the revisionof the Code of Ethics and Compliance, we provided trainings for all employees, with 150,000
taking part. Furthermore, starting in fiscal 2023, the Human Resources Division, a critical relevant
division, added human rights and labour compliance as a basic training elective for Group HR
employees in Japan. We plan to update the content of this module and keep it for fiscal 2024.
We also provide Pre-Overseas assignment Training for employees, including managers, posted
from Japan to overseas subsidiaries, on international standards and the laws of each country
regarding corporate responsibility to respect human rights. Additionally, in Southeast Asia,
where many of our manufacturing companies are located, personnel from the PHD Strategic
Human Resources Department have conducted direct training in Malaysia and other countries
for managing directors and human resources managers at manufacturing sites.

Activities (as of August 2023). Our operating officers’ remuneration are linked to relevant KPIs

We also publish the Panasonic Group Human Rights and Labour Policy in Japanese and English

which reflect their responsible filed in sustainability.

on our website and ask all our suppliers to respect human rights as part of our Panasonic Supply

In fiscal 2024, human rights and labour compliance initiatives is a part of our short- andmedium-term performance-linked compensation metrics for Group CHRO. The Sustainability

Chain CSR Promotion Guidelines. For more details, see the “Responsible Supply Chain” chapter(on page 102).

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Respect for
Human Rights
PolicyResponsible Executive andFramework

The Panasonic Group’s Code of Ethics & Compliance Chapter, 5. Our Social Responsibilities, 1.
Respecting human rights
https://holdings.panasonic/global/corporate/about/code-of-conduct/chapter-5.html
WEB

Human Rights Due Diligence

by August 2023. Panasonic Holdings Corporation (PHD) will provide support, as appropriate, tocomplete the corrective measures by March 31, 2024.
In fiscal 2024, we will target all domestic manufacturing sites to identify and correct potential andpresent human rights issues.

The Group is committed to respecting the human rights of the stakeholders in its business

Please see the “Responsible Supply Chain” chapter (on page 102) for our approach to humanactivities, products and services, and transactions, based on the United Nations’ Guiding

rights due diligence in the supply chain.

Principles on Business and Human Rights, referring to the OECD Due Diligence Guidance for
Responsible Business Conduct. We conduct human rights due diligence to identify, prevent, andmitigate any adverse impact our operations could have on human rights, correct issues that may

We will operate the system by building and making continuous improvements through dialogue,
discussion, and cooperation with relevant stakeholders both internally and externally. We will

Internal Training & ExternalCommunications

external experts and stakeholders in formulating related mechanisms and processes.

Human Rights Due Diligence

The Group recognizes the need to identify human rights issues throughout its value chain and

Major Initiatives

business activities and has begun analyzing priority issues. As we operate globally in a wide

▪Prohibiting Child Labour and Protecting Young Workers

Major Initiatives
Grievance Mechanism
Participation in Internationaland Industrial Partnerships

arise, and explain the results of our actions to relevant stakeholders. We incorporate input fromrange of business area, some of our businesses have extensive supply chains and we recognize
the risk that workers in these supply chains may be in vulnerable positions or unsafe working
environments in different countries or regions. Therefore, we begin by addressing human rights

also make disclosures about initiatives as appropriate using our official website, relevant reports,
and other means of communication.

Our Human Rights and Labour Policy includes a clear expectation to work toward the effective
eradication of child labour.

issues at our manufacturing sites and in our supply chain. For more details, see the “Responsible

When we hire employees, in addition to complying with all applicable laws, we also require theSupply Chain” chapter (on page 102).

staffing firms, suppliers, and other companies we work with to do the same.

In fiscal 2022, we conducted a detailed self-assessment of human rights and labour issues at

We also do not permit any midnight work, heavy labour, or dangerous labour for employees

almost all of our overseas manufacturing companies to gain a bird’s eye view of the Group’s

under 18 years old.

risks. The questions we asked referenced the self-assessment metrics from the Responsible
Business Alliance (RBA) that applied to the Group. Through this process, we gained a general

Providing Employment Opportunities to Young People

understanding of human rights and labour issues. However, we recognized that we need a more

We provide young job seekers with career education, human resource development withdetailed understanding of issues to quickly address them.

industry-academia collaboration, and employment opportunities through internships and otherIn light of this recognition, in fiscal 2023, we reviewed and added questions to our list before
conducting another detailed self-assessment of some domestic manufacturing sites that wereselected by our Group companies alongside our overseas manufacturing companies (for a totalof 127 companies and sites). As a result of this survey, we identified 96 issues at 38 companies.
Sample issues:• Inadequacies in contracts between companies and recruitment agencies for employing foreign
workers;• Insufficient fire alarms and similar devices installed in dormitories for foreign workers;• Overtime by young workers;• Hiring and promotion processes which may cause discrimination
To address these issues, the relevant companies and sites has formulated improvement plans

programs. In Japan, we run several internship programs throughout the year through industryuniversity cooperation. These internships have the following three goals:• To train human resources through industry-university cooperation• To provide an opportunity for learning through work experience focused on career education• To eliminate employment mismatches by verifying work appropriatenessAll our Group companies in China also offer internship programs and accept university students
at business sites during their long holidays. These programs provide opportunities for students
to learn about real business challenges and to propose ideas for solutions.

Efforts to Protect the Rights of Children
Through the programs below, we show respect for the human rights of children and supports
their healthy growth.

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Respect for
Human Rights• Programs supporting employees raising children
WEB

https://holdings.panasonic/global/corporate/sustainability/diversity-equity-inclusion/support-worklifebalance.html• Providing products that support people raising children
WEB

PolicyResponsible Executive andFrameworkhttps://holdings.panasonic/global/corporate/universal-design/products/declining_birth_rate.html• Safe and secure, child-friendly product design that is conscious of healthy development(Japanese only)
PDF

https://www.panasonic.com/jp/corporate/technology-design/ud/pdf/KIDSDESIGN_pamphlet2021.pdf• Corporate citizenship activities that safeguard and support the rights of children We arecommitted to fostering the next generation through corporate citizenship activities, such as
funding scholarships and offering career education programs.

For countries with potential risks, the PHD Strategic Human Resources Department personnel
interview each manufacturing company about their efforts and use their experience in Malaysia
to provide advice on and check the status of corrective measures. In fiscal 2023, they provided
advice and guidance in Singapore and Taiwan.
In the supply chain, we make similar requests to our suppliers through the Panasonic Supply
Chain CSR Promotion Guidelines. For more details, see the “Responsible Supply Chain” chapter(on page 103).

▪Prohibition of Discrimination

Internal Training & ExternalCommunications• Details on corporate citizenship activities

Human Rights Due Diligence

Furthermore, with the spread of COVID-19, we are rolling out new initiatives, including support

age, gender, race, skin color, beliefs, religion, social status, citizenship, ethnicity, marital status,

Major Initiatives

for at-home learning, mental health care and donations to related NPOs to assist children

sexual orientation, gender identity and expression, pregnancy, medical history, viral infection

impacted by the state of emergency.

status, genetic information, disability status, political affiliation or orientation, labour union

Grievance Mechanism• Support for at-home learning: Panasonic Kids’ School (Japanese only)

affiliation, veteran status, or any similar status or characteristic. We also strive to raise awarenessParticipation in Internationaland Industrial Partnerships▪Responsible recruitment and employment

WEB

WEB

https://holdings.panasonic/global/corporate/sustainability/citizenship.html

https://holdings.panasonic/jp/corporate/sustainability/citizenship/pks/ouchide.html

Our Human Rights and Labour Policy includes a clear prohibition of “any and all forms of forced
labour.” We recognize that migrant workers who cross national and regional borders to workat our manufacturing sites and in our supply chain are particularly vulnerable. In light of thisrecognition, while Panasonic Group respects the human rights of such workers, we promote
efforts to establish a recruitment and employment environment free from forced labour andunfair treatment, following all applicable laws, regulations, and internal rules and referencing
international standards and guidelines the ILO and other organizations established.

Our Human Rights and Labour Policy includes the elimination of discrimination in the field of
employment and occupation. Moreover, in our Code of Ethics and Compliance, the Groupprohibits discrimination, behavior that leads to discrimination, and harassment on the basis ofof this prohibition. By doing so, we are working on creating workplaces where it is possible fordiverse talents to form critical partnerships with mutual respect and work together dynamically.
In Japan, we are engaged in the following efforts to prevent sexual discrimination, including
sexual harassment, as well as harassment based on power differentials, and to comply with the
Act for Eliminating Discrimination against Persons with Disabilities in order to create a more fair,equal, and pleasant workplace:• Establishing, publishing, and thoroughly implementing sexual harassment policies• Distributing leaflets and manuals on sexual harassment• Holding seminars and training on preventing sexual harassment and harassment based on
power differentials, and workplace culture revitalization

For example, in Malaysia, based on the expert advice, technical support, and training delivered• Conducting management-level harassment training

by the International Organization for Migration (IOM), UN Migration Agency, and other experts,• Running LGBTQ-related training

management and human resources managers of our group companies in Malaysia formulated• Distributing educational materials to help employees understand the difficulties of andpolicies and standard operating procedures for the ethical recruitment and employment ofnecessary considerations for people with disabilities

foreign migrant workers. Through identifying and remediating issues by checking the on-site
operational status of policies and manuals, they are working to establish compliance related tohuman rights and labour. Some specifics from this policy are as follows:• Prohibiting companies from retaining passports and other personal documents;• Prohibiting employees from paying recruiting and hiring fees;• Providing safe and sanitary dormitories.

About hiring decisions
We work to continuously improve awareness with reference to the laws and guidelines for eachcountry and make sure we apply them consistently based on the appropriateness, ability, anddesire of the candidate. After identifying issues, we strive to correct them in the short term while
ensuring that we take measures to prevent recurrence through awareness-raising and education.

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Respect for
Human Rights
PolicyResponsible Executive andFramework▪Respect for the Freedom of Association and the Right to Collective
Bargaining▪Occupational Health and Safety

Our Human Rights and Labour Policy includes our effective approval of freedom of associationa priority, as stipulated in the Human Rights and Labour Policy. Please see "Creating a safe,

and the right to collective bargaining. In each country and region, we make efforts to establish

secure, and healthy workplace" in the “Employee Well-being” chapter (on page 83).

healthy relations with employees and to solve their issues by active dialogue with them. In▪Managing Working Hours

addition, based on our Human Rights and Labour Policy, we will pursue ways to respect
internationally recognized human rights principles at our locations in countries that do not legally

We have included provisions in our Employee Handbook related to proper management

permit the formation of labour unions.

of working hours, break times, overtime work, holidays, leave, and other matters based on

Internal Training & ExternalCommunications

In Japan

Human Rights Due Diligenceto organize, collectively bargain, and strike, as well as prohibitions on discrimination against

Major Initiatives

Support for ensuring a safe work environment and promoting physical and mental health is also

PHD and each Group companies have stipulated in their collective agreements concluded withthe labour unions representing PHD and Group company employees that unions retain the rightunion members and interference with union activities. The labour union membership rate among
non-management employees is 97.2%.

Grievance Mechanism

Based on a common understanding that the Company’s sound development, improvements

Participation in Internationaland Industrial Partnerships

Company and the Union have established a system of Union participation in management basedin labour and welfare conditions for employees, and social development are inseparable, theon equality and robust trust between labour and management. The Company and the Union
discuss essential management matters in Labor-Management Council.

In Europe
Following an EU directive* adopted in 1994, we have set up a voluntary labour agreement
to provide a venue for healthy discussion between labour and management. We have alsoestablished the Panasonic European Employee Congress (PEEC). Employee representatives andcompany representatives also meet to exchange opinions and discuss business issues including

labour laws in each country and labour-management agreements (e.g. collective bargaining
agreements).
In Japan, the standard working day is set at 7.75 hours per day, and any extra hours worked
are eligible for extra pay, going beyond the minimum required by law. We have also establishedinternal working hour management standards that are even stricter than legal standards as part ofour efforts to eradicate long working hours for all employees, including managers and supervisors.
We also provide employees with more annual paid leave than legally required, and they may
accumulate up to 50 days of leave. Our system has been improved in terms of flexibility toaccommodate individual needs for using annual leave, including not only having no restrictions
on the purpose of the leave, but also making hourly or half-day leave available to all employees
regardless of work style.
On top of these system enhancements, we address the physical and mental health managementof employees by allocating human resources in ways optimized for preventing uneven overtime
workload distributions among specific employees, and by providing additional medical
examinations for employees who have worked long hours.

▪Wage Management

management strategies and living support for employees.

We have established guidelines for compensation system design and aims to achieve*EU directive: A directive that obliges all companies employing 1,000 or more employees in two or more
European Union countries to establish a pan-European labour-management consultation committee.

competitive compensation levels, wherein we have set guidelines for appropriate wages,

In China

based on national laws governing labour, labour-management agreements (such as collective

Nearly all Group-affiliated companies in China have labour unions (gōnghuì). We hold regularallowances, bonuses, and other types of occasional compensation or retirement pay, allagreements), and the like.

opinion exchanges and discussions surrounding compensation, welfare and benefits, training,

We also establish company regulations for each country in compliance with all wage-related

and the like through initiatives including periodic labour-management dialogues, proactive

laws and regulations concerning minimum wages, statutory benefits, and overtime. We operate

joint labour-management recreational events, and advance briefings to unions concerning

according to these regulations pays employees directly for an agreed-upon period at agreed-uponcritical management decisions, with a focus on building good relations between labour andtime and provides employees with notifications of pay through pay statements or electronic data.

management.

Furthermore, in countries and regions where the law permits monetary penalties, we recognize

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Respect for
Human Rights

and allows these penalties as an option of disciplinary action. However, this permission ishttps://www.unglobalcompact.org/what-is-gc/participants/149557-Panasonic-Corporation

predicated on the penalty procedures and amounts being set within legal limits and within the

WEB Responsible Business Alliance (RBA)

limits of reasonable impact on the livelihood of those penalized, as well as such measures being

https://www.responsiblebusiness.org/about/members/

codified in internal regulations and made well known to employees.

PolicyGrievance Mechanism

Responsible Executive andFramework

In order for us to respond quickly to remedy any complaints we receive related to human rights

Internal Training & ExternalCommunications

violations they have become aware of, including those issues involving human rights or labour.

Human Rights Due Diligence
Major Initiatives

violations, we established a global hotline (supporting 32 languages) as a point of contact where
our employees or external business partners and their employees can report any complianceThis hotline uses an external, independent system that prevents the identity of the internal orexternal person reporting being revealed, and we have internal rules in place such that we arecareful to protect the confidentiality of such reports and to make sure that the person reporting
the violation does not suffer any acts of retaliation and detrimental treatment.
For more details, see the “Whistle-blowing System” in the "Business Ethics" chapter (on page 138).

Grievance Mechanism

In addition, to encourage wider acceptance of complaints from outside our group, we joined theParticipation in Internationaland Industrial Partnerships

Information Technology Industries Association (JEITA) CSR Committee.

new industry joint grievance system established in October 2022 by the Japan Electronics and
WEB Japan Center for Engagement and Remedy on Business and Human Rights (JaCER)

https://jacer-bhr.org/en/index.html

Participation in International and Industrial Partnerships
Panasonic Group has been a participant in the United Nations Global Compact since January
2022. In addition to declaring 10 fundamental principles in four different fields, including respectfor human rights, we are working to make our efforts related to human rights and labourreference international standards, and we fulfill our duty to communicate with the public bydisclosing the progress and results of those efforts.
We also joined the Responsible Business Alliance (RBA)—an international CSR organization
involved in the electronics, ICT, and automotive sectors—in October 2021. We are working todevelop a highly reliable management system by their excellent self-assessments tools, theguidance document for solving of issues and participation in their affiliated, Responsible Mineral
Initiative for the promotion of responsible mineral procurement.
Panasonic Group is working to build a highly reliable management system through the above
efforts.
WEB United Nations Global Compact

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