The NISSIN FOODS Group is committed to creating a work environment where all employees can work safely and securely, while realizing a workplace in which each individual feels a sense of fulfillment. The Group complies with labor standards laws and regulations in each country and region, while promoting flexible work styles that take into account employees’ lifestyles and values. Furthermore, in order to prevent long working hours, the Group has set an upper limit on total annual working hours. While complying with applicable laws and regulations, it also appropriately manages working conditions and promotes the use of annual paid leave.
The Group also respects freedom of association and the right to collective bargaining as basic employee rights and recognizes their exercise.

Approach to Living Wage

Living wage refers to the wage necessary for workers and their families to maintain an appropriate standard of living. NISSIN FOODS Group considers a living wage as a right for workers. We aim not only to comply with minimum wage laws but also to ensure that employees can lead fulfilling lives with a sense of purpose under an appropriate standard of living. To pay proper wages for workers and their families to maintain an appropriate standard of living, we conduct comparative surveys of the Group’s wages with the living wages of each region each year, including expenses for food, residences, and clothing, referencing the methodology for estimating living wages from the Global Living Wage Coalition, an international NPO that develops living wage benchmarks. Through this survey, we evaluate whether we are paying proper wages, and we will take actions toward improvement if there are cases where our wages are below the region’s living wages.

Promoting Flexible Work Styles and Reducing Long Working Hours

NISSIN FOODS HOLDINGS undertakes initiatives aimed at enhancing employee work-life balance and raising their work productivity. As part of work style reform, since FY 3/2018, we set total annual working hours per person of less than 2,000 hours as a target. In addition, by monitoring working conditions such as overtime hours and paid leave utilization, we appropriately manage employees’ working hours. In cases where work in excess of prescribed working hours occurs, overtime allowances are paid in accordance with laws and internal regulations. Furthermore, by introducing a flex-time system with no core hours, a telecommuting program, and a half-day paid leave system, we promote flexible work styles tailored to each individual.

Improving Operational Efficiency through DX Promotion

The NISSIN FOODS Group is leveraging digital technology to enhance operational efficiency and productivity. In addition to expanding the functionality of the Group’s proprietary conversational AI application “NISSIN AI-chat,” we are proceeding with the development of a company-wide integrated database to centrally manage and utilize both internal data and applicable external data. Furthermore, we are focusing on the development of AI agents that can autonomously carry out tasks ranging from information gathering to analysis, proposal generation, and implementation, utilizing the data accumulated in this database.

Employee Attitude Survey

The attitude survey conducted annually for employees of Group companies in Japan and overseas includes questions on satisfaction with the company, communication within departments, the presence or absence of harassment by managers, and empathy with the company’s mission, vision, values, and strategies. The survey findings and collected opinions are shared with top management and department managers for use in creating workplaces that allow employees to apply their skills with healthy mental and physical states as well as improving working conditions.

Employee Interview

All employees* can request interviews with members of the Human Resources Division. Employees in their third year of graduate employment and up to their third year of career employment are asked to complete a survey every month on work, relationships, and health. Depending on the nature of the responses, interviews are conducted and used to support performance improvement and as a reference when deciding where to transfer them. In addition, there is an annual opportunity for the heads of divisions to meet with the President and CEO, which provides an opportunity for management to gain an understanding of each department's strategy, performance and human resources development policy. In addition, the heads of divisions hear directly from the President and CEO to gain an accurate understanding of the company's management policies and reflect them in the management of each division.

• *Employees of NISSIN FOOD PRODUCTS (including employees on temporary assignment to companies such as NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, and NISSIN FROZEN FOODS, etc.)

Labor-management Relations

In principle, NISSIN FOODS HOLDINGS, NISSIN FOOD PRODUCTS, NISSIN CHILLED FOODS, and NISSIN FROZEN FOODS inform their employees and labor unions at least 24 weeks prior to undertaking major business changes that may significantly impact employees.
In addition, NISSIN FOODS HOLDINGS, NISSIN FOOD PRODUCTS, NISSIN CHILLED FOODS, and NISSIN FROZEN FOODS has established NISSIN FOODS Labor Union (union shop system). Labor agreements are signed with the labor union to create working environments that are conducive to employees. Additionally, as a means of dialogue between labor and management, discussions are held between the representatives of the labor union and the company regarding appropriate working conditions and environments. In FY 3/2026, deliberations were carried out mainly for issues related to the following.

• ・Agreement regarding work on days off (Article 36 Agreement)
• ・Planned granting of annual paid leave in FY 3/2026
• ・Revisions of regulations due to legal revisions
• ・Overtime work in FY 3/2025
• ・Attendance management methods
• ・Pay increases and bonuses
• ・Review of human resource systems (reemployment schemes, etc.)
• ・Talent management measures
• ・Issuing the Diversity & Inclusion Promotion
• ・Welfare measures
• ・Initiatives to promote health and productivity management

As of the end of FY 3/2026, the rate of labor union membership is 100% for employees working at Group companies in Japan.