At Toyota Tsusho, our basic policy is to reduce long working hours and eliminate unpaid overtime, in order to maintain and promote employee health, and help employees achieve a harmonious work-life balance, and we will ensure strict compliance with maximum working hours as defined by the company, in addition to observing statutory working hour limits in each country. In Japan, we have introduced a Work Management System so we can track the hours worked by all our employees; in order to comply with the Labor Standards Act regarding overtime and holiday work, employees are required to submit applications if they wish to work more than 50 hours of overtime in a month, while we actively encourage employees with long working hours to consult with industrial physicians. Since 2017, we have been implementing various initiatives to eradicate overtime work, including turning off all company lights at 8 p.m. to encourage employees to go home early. In the fiscal year ended March 31, 2018, we established an in advance overtime application system at each of our divisions; this enables managers to swiftly grasp employee working hours and work progress, distribute work in an appropriate manner, and so manage the health of their employees. Though the percentage of paid leave taken declined from the fiscal year 2020 to fiscal year 2021 due to the travel difficulties and other impacts of COVID-19, the percentage of leave taken for the fiscal year ended March 31, 2023 improved to 66.1%, thanks in part to the easing of restrictions on activities in the wake of COVID-19 and the "Monthly Paid Leave Campaign," which we have implemented since the fiscal year ended March 31, 2011. Going forward, we will continue to encourage employees to take paid leave, promote workstyle reforms, and thereby create working environments that make it easier for paid leave to be taken. In June 2022, we reviewed our work-from-home system, and through the optimal mix of coming to work and working at home, we aim to improve individual and organizational productivity, contribute to customers, and promote a better work-life balance, self-fulfillment, and job satisfaction.

Percentage of Paid Leave Used

Monthly Overtime

Toyota Tsusho respects workers' right to freedom of association. Under the fundamental labor agreement between Toyota Tsusho Corporation and the Toyota Tsusho Labor Union, the rights to collective bargaining and to engage in disputes are clearly guaranteed. As of May 2025, 2,190 employees (56%) of Toyota Tsusho belong to the labor union. In principle, all non-managerial employees are required to join the union.

The Labor-Management Council, held six times a year between union representatives and management, serves as a forum to discuss employee views and negotiate on basic salary, bonuses, and various initiatives to improve working conditions and the workplace environment. For fiscal year 2025, discussions will focus on creating a vibrant work environment and career support measures, based on the results of organizational surveys conducted by the union.

The Work Style Reform Review Committee, jointly established by labor and management, continues to address issues such as reducing long working hours, promoting male childcare leave, and developing systems and measures to support employees working actively on the global stage.

We continue to encourage employees to take one paid leave day each month. Additionally, we operate a "Refresher Holiday Subsidy" program that provides financial support to employees who take five or more consecutive days off, with the amount based on their length of service. This helps employees take meaningful breaks to rest both physically and mentally.Toyota Tsusho also subsidizes Christmas social event expenses as a form of support for and cooperation with the labor union.

We have installed barrier-free elevators, multi-purpose restrooms, and Braille blocks to make our facilities barrier-free. In addition, we promote the employment of people with disabilities together with Toyotsu Office Service Corporation, a special subsidiary* under the Act to Facilitate the Employment of Persons with Disabilities, and Toyotsu Human Resource Corporation, an affiliated company*. As part of our commitment to employing people with disabilities and enhancing employee benefits, we have established in-house massage facilities where we specifically hire visually impaired licensed massage therapists, such as those holding national qualifications in massage, to work as health keepers. Since 2016, we also have had special medical staff such as a certified clinical psychologist and a mental health social worker, who are capable of supporting those with disabilities.

Toyotsu Office Service Corporation has taken an initiative action to guide eligible 47 Toyota Tsusho Group companies to make their best efforts for the full-compliance with the statutory employment rate, with a view to steadily increasing the employment ratio of people with disabilities. We are engaged in initiatives ranging from support for recruitment to retention, as well as various awareness-raising activities.

In addition, we are strengthening the recruitment of both new graduates and mid-career hires at our head office in order to instill and foster a culture of DE&I as the foundation for realizing "Be the Right ONE."

• *Special subsidiaries, affiliated companies: A subsidiary that, subject to certain requirements, is considered jointly as a single operating location for the purposes of calculating the parent company's percentage of employees with disabilities.
• *The statutory employment rate of the people with disabilities in the Group, including Toyotsu Office Service Corporation and Toyotsu Human Resources Corporation, was 2.95% as of June 2025.

Number of Employees with Disabilities

• *As of June 1 each year