Labor Practice Initiatives

Labor risk assessment

To ensure compliance with fair labor practices in our own business activities, we conduct labor risk assessments—including risks of overwork—for all new business initiatives. We have also established a framework that enables timely implementation of countermeasures and resolution of issues when risks are identified. Especially, we assign a human resources area specialist as the person in charge of human resources when launching a newsubsidiary so that the organization functions in a healthy manner to accomplish goals and to make sure that the affiliate employees do not ruin their health.

In our existing businesses as well, we continuously conduct risk assessments and implement corrective measures to address the risk of overwork for the purpose of compliance with the “Article 36 agreement.” Specifically, we adjust the working hours particularly for employees who are projected to work long hours according to a simulation of monthly and annual working hours using the attendance management system by verifying each individual situation, considering countermeasures, and reporting on each case one by one to management. Moreover, we conduct regular “unpaid overtime surveys” covering all employees to identify actual conditions and ensure proper payment of overtime allowances. In addition, we carry out awareness-raising initiatives through employee attitude surveys on overtime work. Through regular reporting to the Division Heads Meeting and the Occupational Safety and Health Committee about such initiatives and the overwork situation, we verify the effects of risk reduction while also further strengthening the initiatives.

Labor-related compliance

In FY2021, one labor-related compliance violation occurred. The violation involved a failure to conduct health checkups necessary for those working late at night in certain workplaces. Following the violation, we have revised the operation of health screening for late night work, and submitted this to the Labor Standards Inspection Office to correct our practices.

Promotion of vacation use

To support employees in achieving a healthy work-life balance and maintaining their physical and mental well-being, we actively encourage the use of paid annual leave. In addition to monitoring usage rates, we continuously implement initiatives aimed at promoting planned and effective use of vacation.

Specifically, we encourage employees to take their annual paid leave during the summer period and have designated “recommended paid leave days” throughout the year. By identifying weekdays that fall between weekends or public holidays—such as those during the Golden Week—we aim to select days that have relatively minimal impact on business operations, thereby fostering an environment in which employees can take leave with peace of mind. At the company-wide level, we have set a target of achieving a 70% utilization rate for annual paid leave, and each department actively monitors and follows up on the leave-taking status of their members.

In addition, we have established many unique leave systems that exceed legal requirements, such as “Medical and Cancer Treatment Leave,” which can also be taken for hospital visits including fertility treatment, and the special paid leave program “Spousal Childbirth Leave.” Through these initiatives, we strive to ensure that each employee can take adequate rest and realize a sustainable way of working.

Ensuring fair and industry-competitive treatment

SoftBank strives to pay industry-competitive wages which go beyond compliance with the legal minimum wage and exceed a living wage. When it comes to deciding remuneration, we comply with the laws in each region and set a standard^* for the starting wage of new graduates which greatly exceeds the national weighted average amount of the regional minimum wage. We also strive to ensure fair compensation regardless of gender, and aim to eliminate the gender pay gap by conducting annual monitoring of differences in “salary” or “salary and bonuses” between men and women.

[Note]

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  Equivalent to approximately 165% as of 2025 (the comparison with the minimum wage in Tokyo is approximately 150%)

Talent development initiative

We are actively engaged in realizing workplaces that allow each employee to work to achieve self-actualization, with support for independent career development.