Respect for Human Rights

Sysmex strives to deliver “confidence” to all its stakeholders through business activities under its Group corporate philosophy, the Sysmex Way, and its Shared Values. Believing that respect for human rights is fundamental to achieving “confidence,” we emphasize respect for human rights and the elimination of discrimination in our Global Compliance Code. We have also established a Human Rights Policy to serve as a concrete guideline for respecting human rights. Based on this policy, we strive to conduct business and workplace environment that respect the human rights of all employees and various stakeholders. These initiatives are in keeping with the UN Guiding Principles on Business and Human Rights and the spirit of the ILOʼs Core Labor Standards, which define the minimum labor standards to be observed in the workplace.
To ensure that these principles are effectively put into practice, we have codified rules and behavioral guidelines to prohibit discrimination, harassment, forced labor, and child labor, based on our zero-tolerance policy. We conduct various types of training to raise employee awareness of these standards. In 2011, we joined the UN Global Compact and clarified our corporate stance by demonstrating our commitment to its Ten Principles regarding human rights, labor, the environment, and anti-corruption. Furthermore, as part of its efforts to respect human rights, including the prevention of forced labor and child labor, Sysmex UK publishes a statement in compliance with the UK Modern Slavery Act.

Since 2024, the Human Rights Due Diligence Promotion Subcommittee has collaborated with external experts to prioritize the scope of our human rights due diligence, taking into account relevance to our business and country- and region-specific human rights risks. As a result, we initially conducted a survey of suppliers involved in the procurement and production processes of our core hematology business.
Questionnaires were distributed to approximately 400 key suppliers in Japan and overseas to assess the status of their human rights management and to confirm whether any human rights violations were present, with a response rate of 96%. Analyzing the survey results, we carried out risk mapping based on severity and likelihood. The survey confirmed no risks immediately leading to critical human rights violations. However, we identified “occupational health and safety” and “harassment” as priority human rights risks requiring prioritized action. For certain suppliers, we are conducting follow-up interviews to clarify details and engaging in dialogue and consultation to encourage improvements in their human rights initiatives.
Going forward, Sysmex will continue to enhance mechanisms to proactively identify and address potential human rights impacts, ensuring that its business activities and transactions with business partners do not contribute to or become involved in human rights violations.

Sysmex accepts consultation to and receives reports from suppliers, partners, customers, and members of the local community to identify at an early stage any negative human rights impacts caused by its business activities and to facilitate corrective and remedial action. For external stakeholders, we have also established a reporting contact point through the Engagement and Remedy Platform operated by the Japan Center for Engagement and Remedy on Business and Human Rights (JaCER)¹. This platform accepts reports on human rights concerns that may arise within the supply chain, such as responsible mineral procurement, workers’ human rights, and working environments.
We have a system in place to appropriately handle information received and protect anyone who consults with us or reports to us from being disadvantaged and to take necessary corrective and remedial measures if an investigation confirms negative human rights impacts. As of the end of March 2026, no reports concerning the Sysmex Group had been received through the JaCER reporting form.

Sysmex conducts educational and awareness-raising activities to prevent harassment and promote a proper understanding of labor practices. Through these efforts, we work to prevent human rights violations, raise human rights awareness, and foster a workplace environment where a diverse workforce can work with peace of mind.

Sysmex respects employee rights, such as the right to form a union and the right to collective bargaining, based on its participation in the UN Global Compact and its support for the ILOʼs Core Labor Standards.
As of the end of March 2026, 66% of eligible employees were members of the Sysmex Union, our in-house labor union. We conduct annual collective bargaining with the Sysmex Union. In fiscal 2025, in addition to regular labor-management council meetings, labor and management held discussions improving productivity through the optimization of working hours and operational efficiency, enhancing working environments and personnel systems to meet the needs of diverse employees, responding to working environment changes, and promoting health management.
Similar dialogues are conducted across Group companies. Labor unions have been formed at overseas Group companies, including Jinan Sysmex, Sysmex Vietnam, and HYPHEN BioMed, and hold regular dialogues with respective Group companies. At Sysmex CNA, an employee group consisting of departmental representatives has been formed, holding quarterly labor-management discussions on topics such as workplace environments, working hours management, and the use of paid vacation. Sysmex TMC also holds quarterly labor-management meetings. Through these dialogues, we strive to reflect employees’ opinions in our corporate management and workplace operations, working to create a comfortable working environment and enhance employee engagement.