Workplace Safety and Employee Health

Recruitment and Employment

As of the end of August 2025, there were 28,432 employees (including 14,520 temporary employees, etc.) working for the Ryohin Keikaku Group worldwide. In its employment activities, Ryohin Keikaku makes sure to understand the customs of the countries and regions in which it does business. We also make sure to comply with the laws and regulations of those countries and regions.
Employment contracts, in which terms of employment are specified, are written in local languages and signed by both the employee and the employer. A copy of the employment contract will be given to the employee.
Ryohin Keikaku publishes the MUJI Employee Handbook in three languages (Japanese, English and Chinese) as a way to present its recruitment and employment policies and has also issued the Group Compliance Code of Conduct. To ensure that all employees understand its content, explanations and training are provided when they join the Company.

Basic Principles for Recruitment and Employment

In developing its business globally, Ryohin Keikaku complies with international human rights standards including the United Nations Global Compact, and acts with integrity in all of its business activities in accordance with the laws and regulations of each country and region that govern labor conditions and human rights.

1. Prohibition of Child Employment
The Ryohin Keikaku Group respects and supports the Children’s Rights and Business Principles framework and does not use children as a labor force. A “child” is generally defined as a person under 15 years of age, or who has not completed compulsory education in that country or region, or who is under the applicable legal minimum age for employment, whichever is higher. We prevent the occurrence of child labor by thoroughly checking the age of our employees at the time of employment.

2. Prohibition of Forced Labor
The Ryohin Keikaku Group strictly prohibits forced labor, including political repression, punishments for political views, and restrictions on the movement of employees.

3. Prohibition of Discrimination
The Ryohin Keikaku Group does not discriminate on the basis of race, color, gender, religion, political opinion, national origin, social origin, age, disability, sexual orientation or gender identity, union membership, or any other status in hiring or making employment decisions. Decisions regarding personnel matters, such as hiring, wages, benefits, training opportunities, duties, raises, penalties and terminations, are based solely on the employee’s abilities and performance.

4. Fair Wages
The Ryohin Keikaku Group pays a wage that is higher than the minimum wage level stipulated by the laws and regulations of the country/region or by the local customs. We will also strive to provide better wages and benefits within the range appropriate to the circumstances in each country or region.
In line with the principle of equal pay for equal work, we have established a fair wage system that ensures the same pay for the same work.

5. Freedom of Assembly
The Ryohin Keikaku Group guarantees the rights of our employees to organize and participate in labor unions and other organizations of their own free will without fear of intimidation or retaliation. We also ensure that they have the right to negotiate as a group.

6. Prohibition of Harassment
The Ryohin Keikaku Group respects the integrity of its employees. We will not allow any of our employees to be physically, sexually or psychologically harassed or subjected to verbal abuse. We conduct harassment training to help employees recognize harassment in the workplace, raise awareness of prevention, and promote understanding of the risks of mental health issues that can arise from it.

7. Safe and Healthy Working Environment and Reduction of Long Working Hours
The Ryohin Keikaku Group ensures a safe and healthy work environment that does not put employees at risk. To this end, we provide safe drinking water and proper sanitation, lighting, temperature control, ventilation, changing rooms, etc., for our employees.
We make sure to comply with laws and regulations related to labor standards, safety, health, etc., and take into account the physical and mental health of each and every employee. We also strive to maintain a healthy, safe and hygienic work environment and prevent industrial accidents. In addition, we make sure to comply with international standards and local laws and regulations in terms of working hours, rest periods and vacation time and promote a work style that does not require overtime. In the unlikely event of a disaster, accident or other problem occurring in the workplace, we will strive to minimize the damage and work quickly to prevent recurrence.

Ryohin Keikaku Human Rights Policy

The Ryohin Keikaku Group recognizes that safeguarding and respecting the human rights of all individuals is integral to achieving its corporate purpose of promoting “a truthful and sustainable life for all.” While we have been promoting human rights initiatives based on the Ryohin Keikaku Group Compliance Code of Conduct and the Code of Conduct for Production Partners, we established the Ryohin Keikaku Human Rights Policy in December 2022 with the approval of the Board of Directors, and through the commitment of our management team, including top leadership. This policy applies to all employees and executives of the Ryohin Keikaku Group.

Occupational Safety and Health Initiatives

1. Occupational Safety and Health
Ryohin Keikaku has established an Occupational Safety & Health Committee, chaired by an executive of the Company, to investigate and deliberate on matters related to health and safety and employee health management at business sites. Although we have not received OHSAS 18001 certification, our health and safety managers, occupational physicians, and employee and union representatives hold monthly Occupational Safety & Health Committee meetings to discuss and resolve specific issues such as store and office safety management and employee health management and mental healthcare. In addition, all store managers are certified as health and safety officers, and at stores with 50 or more employees (excluding part-time workers) a mandatory Safety and Health Committee meets once a month, led by the store manager and an industrial physician appointed in each locality. Multiple people participate in workshops on safety and health at business sites and employee health management.

For new projects, such as openings of stores in new regions, we examine occupational health and safety risks and work to prevent them from manifesting. In addition, an audit office has been established as an internal audit division to audit the status of occupational health and safety at the stores and headquarters, compliance with internal regulations and manuals, overall business activities, and the appropriateness and effectiveness of procedures. This office reports periodically to the representative director and the Board of Directors.

2. Initiatives for Workplace Accident Prevention
We have set the goals to achieve "zero" serious work-related injuries resulting in death or permanent disability and "zero" personal injuries with 100% negligence for work-related traffic accidents. In FY2025/8, as in the previous fiscal year, no fatalities or serious occupational injuries that resulted in permanent disability were recorded. As a company that meets global standards for health and safety, we will continue to implement thorough measures to prevent occupational accidents and strive to prevent serious occupational accidents.

1. Calculated as “Number of casualties due to lost time injuries ÷ Total actual working hours x 1,000,000”
2. Occupational accidents that fall under disability grades 1 to 7, causing death, injury or illness. If a permanent disability appears in the following year or later, the results of the year in which the injury occurred are updated accordingly.

3. Addressing Labor Standards Violations
In the event that the Ryohin Keikaku Group receives any guidance on violation of labor standards, such as the Labor Standards Act or the Industrial Safety and Health Act, we will immediately report the issues to the executive officers and the Audit Committee. In addition, we will discuss corrective measures with the relevant departments, set deadlines for correction and monitor the improvement progress accordingly. We will also share examples of non-compliance or good practices throughout the Company to raise awareness and prevent recurrence.
We will continue to actively promote reforms in work styles as well as other initiatives in order to maintain a sound and appropriate work environment that conforms to labor standards, and make further improvements.

Administrative Notices regarding Labor Standards Violations

* Calculated based on whether incidents are deemed violations according to a survey by the Labor Standards Inspection Office.

4. Physical and Mental Health of Employees
Each of our business sites will proactively address solutions to global health issues such as cholera, tuberculosis, pneumonic plague and malaria. In addition, measures have been put in place to prevent the spread of COVID-19 and other globally prevalent infectious diseases. We are actively supporting counter-infection activities.
Employees (excluding part-time workers) are given annual physical examinations, including chest X-ray examinations that enable early detection of tuberculosis. Other preventive activities are also carried out. In July 2024, we made comprehensive health screenings available to employees of all ages. We also added gastric X-ray screenings to all medical examination courses in response to employee requests. In addition, female employees 40 years old and over are now able to receive an osteoporosis test. The Company has also significantly increased its contribution to medical examination costs, and upfront payments at the reception desk are generally no longer required. Moreover, we have introduced an online system for all processes, from making an appointment to checking the results of the medical examination.
In addition, employees in Japan receive annual stress checks. Our goal is to prevent mental health problems before they occur by making employees aware of stress, helping them to manage it, and making improvements in the work environment.
In order to support the mental and physical health of our employees, we have set up a mental health consultation service provided by ADVANTAGE Risk Management’s Mental Healthcare Service. This program is made available to all employees, including part-time workers (as well as family members and relatives of the second degree in the case of mental healthcare), for consultation on mental health or health issues. This might include issues such as “I am not in the best condition somehow,” “I can’t focus on my work because I am worried about my problems,” or “I don't where to go for help with my personal problems.” We work to maintain and improve the physical and mental health of our employees and their families through a variety of measures.

5. Reduction of Long Working Hours
Ryohin Keikaku complies with international standards and local laws and regulations regarding working hours, rest periods and vacation time, and further promotes a work style that does not require overtime. Managers in each department keep track of their employees’ working hours on a monthly basis to ensure that employees are pre-planning and taking their holidays in accordance with the plan. The goal is to reduce the average monthly overtime hours of regular employees to 16 hours or fewer by FY2027/8.
In order to encourage employees to use their annual leave and take public holidays off, all employees are required to register their annual leave plans via the attendance management system at the beginning of the year, and the plans will be reviewed and approved by the managers. Employees responsible for human resources monitor the registration status, and remind employees and managers if the plans are not properly submitted or the days of registration are insufficient. Employees then take leave according to their plans, and employees responsible for human resources use the attendance management system to monitor the progress, and make sure that everyone takes proper leave as required by laws and regulations.
We will continue to reduce long working hours by strengthening management and supervision of working hours.

6. Prevention of Harassment
The Ryohin Keikaku Group, working together with outside experts, has identified human rights issues with high priority both within the Group and in the supply chain by evaluating the severity and likelihood, referring to the United Nations Guiding Principles on Business and Human Rights and the OECD Due Diligence Guidance for Responsible Business Conduct. In the Ryohin Keikaku Group, the primary human rights issue we are prioritizing is harassment, including harassment of employees by customers.
In order to prevent harassment, we conduct anti-harassment training and provide education on the definition and examples of harassment, preventive measures, and what to do if harassment occurs. This training was expanded to more employees in FY2024/8, and we are working to raise awareness throughout the Company.

7. Employee Helpline
Ryohin Keikaku has established the Ryohin Keikaku Group Helpline as a whistleblowing system to prevent serious problems associated with business activities, including compliance violations, corruption, human rights issues (including harassment), and any other activities that violate (or may violate) the Group Compliance Code of Conduct.
This helpline is available to all employees of Ryohin Keikaku and its domestic and overseas subsidiaries. This includes directors, regular employees, contract employees, partner employees, part-time workers and temporary employees. Employees may report and consult anonymously.
Privacy of those who report or consult is protected, and we prohibit any adverse treatment of persons consulting with or reporting to the helpline.
Anyone may make a report to the helpline by telephone, email (including those using an anonymous system) or in person.
Depending on the results of investigations, internal procedures may be initiated as provided in the Rules of Employment, including the formulation of measures to prevent recurrence, the issuance of work orders and instructions, and disciplinary action and other personnel measures, as well as necessary external measures such as press releases, media relations and criminal charges.

8. Labor Union
Ryohin Keikaku Co., Ltd. and the Ryohin Keikaku Labor Union respect each other’s position, wherein they coordinate to establish fair labor-management practices, democratically develop the Company’s management, and promote the maintenance and improvement of employees’ working conditions and their status. In order to facilitate democratization of management and negotiations, the Central Labor-Management Council was established, and Council meetings are held on a monthly basis in principle.