OMRON Human Rights Policy

OMRON Human Rights Policy
Human Rights Promotion System
Human Rights Due Diligence
Human Rights Training
Initiatives Related to Major Human Rights Issues
Remediation/Remedy

Background to the Policy Development

In 2011, the United Nations adopted the “Guiding Principles on Business and Human Rights (UNGPs),” clarifying corporate responsibilities to respect human rights. Since then, there has been a growing trend towards mandating human rights initiatives for businesses, through legislation, regulations, and rule-making, in line with the UNGPs, and these initiatives are becoming increasingly important for business continuity. Amid such circumstances, recognizing that a comprehensive approach to human rights across the entire value chain is an essential element, we have identified "Respect for Human Rights in the Value Chain" as one of the key sustainability issues under our Long-term Vision, "Shaping the Future 2030 (SF2030)".

Based on this background, we established a new human rights policy based on the UNGPs in March 2022, and subsequently revised it in April 2026 based on the results of our human rights impact assessments.

OMRON Human Rights Policy

The OMRON Group, consisting of OMRON Corporation and its subsidiaries (hereinafter referred to as “OMRON”), will fulfill its responsibility as a business entity to respect human rights, based on its corporate philosophy. To this end, we hereby establish the "OMRON Human Rights Policy" (hereinafter referred to as "this Policy”) and will constantly strive to conduct its management and actions in harmony with the international community.

Scope of Application of the Human Rights Policy

OMRON applies this Policy to all its officers and employees. We also expect our business partners, including suppliers and distributors, to understand and support the content of this Policy, and we will continue to work to ensure this Policy is respected.

Commitment to Respecting Human Rights

OMRON declares that it will conduct human rights due diligence in accordance with the United Nations Guiding Principles on Business and Human Rights, and will avoid causing or contributing to any adverse impacts on human rights within its value chain, and, even if it is not contributing to such impacts, will endeavor to prevent or mitigate any adverse human rights impacts that are directly linked to OMRON's business, products, or services through its business relationships.
To fulfill the above commitments, OMRON supports international norms and principles on human rights, including the OECD Guidelines for Multinational Enterprises and the ten principles of the United Nations Global Compact, which OMRON signed in October 2008, and is committed to respecting human rights. Furthermore, OMRON respects the human rights expressed in the International Bill of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, and other relevant international instruments. OMRON seeks ways to honor the above human rights principles based on compliance with the laws and regulations of the countries and regions where it conducts business activities, when the requirements of the laws and regulations of each country or region differ from the internationally recognized principles of human rights, or when faced with conflicting requirements.

Human Rights Issues That OMRON Considers Important

OMRON has identified the following human rights issues as priorities for focused attention within its business processes, including development, procurement, manufacturing, logistics, and sales, and will address them through appropriate procedures. These human rights issues will be reviewed periodically based on the results of human rights impact assessments conducted through ongoing human rights due diligence implemented in accordance with this Policy.

1. Discrimination and Other Unfair Treatment
OMRON prohibits and will not tolerate any form of discrimination, harassment, or other unfair treatment based on ethnicity or nationality, citizenship, place of origin, race, color, creed, religion, family background, marital status, gender, sexual orientation, gender identity, gender expression, disability, age, pregnancy, political affiliation, union membership, social status, veteran status, protected genetic information, or any other grounds protected by local laws or regulations.

2. Forced Labor and Child Labor
OMRON tolerates neither any form of forced labor, including but not limited to bonded (including debt bondage) or indentured labor, involuntary or exploitative prison labor, slavery or trafficking of persons, nor any form of child labor.

3. Freedom of Association
OMRON respects the rights of freedom of association and collective bargaining, among others, in accordance with the laws and regulations of the countries and regions where it conducts business activities. To promote and maintain constructive relationships in the workplace, OMRON provides workers with the necessary information and engages in sincere consultation and exchange of opinions.

4. Harassment
OMRON does not tolerate any unpleasant or inhumane acts toward workers, including violence, gender-based violence, sexual harassment, sexual abuse, corporal punishment, mental or physical coercion, bullying, public humiliation, or verbal abuse.

5. Occupational Safety and Health
OMRON is committed to creating a safe and healthy work environment that allows people working in each workplace to perform to their full potential.

6. Responsible Mineral Sourcing
OMRON will continue to strengthen its due diligence activities on the source and chain of custody of the tantalum, tin, tungsten, gold, and cobalt, etc. in the products it manufactures to reasonably assure that they are sourced in a way consistent with the Organization for Economic Co-operation and Development (OECD) Guidance for Responsible Supply Chains of Minerals from Conflict-Affected and High-Risk Areas or an equivalent and recognized due diligence framework. This ensures that such minerals do not benefit or finance armed groups or other actors committing serious human rights abuses in the Conflict-Affected and High-Risk Areas.

7. Privacy and Personal Information
OMRON consistently respects the privacy of each individual and handles personal information with utmost care. We comply with the laws and regulations of countries and regions concerning personal information protection and do not tolerate leaks or attempts to unnecessarily obtain information.

8. Ethical Use of Technology
OMRON will understand, identify, and assess the impact of technologies such as Artificial Intelligence, robotics, and Internet of Things on human rights within OMRON's value chain, and will develop and utilize these technologies appropriately to prevent issues such as discrimination, privacy violations, and intellectual property infringements.

Governance for Fulfilling the Responsibility to Respect Human Rights

OMRON will establish a system where management and operational staff work together to fulfill its responsibility to respect human rights globally. Within this responsibility framework, which encompasses the entire value chain, the Head of Global Human Resources and Administration, the Head of Global Procurement, Quality and Logistics, and the heads of each business unit, all authorized by the President and CEO, will take responsibility for promoting human rights respect within their respective areas. Key decisions regarding the company's commitment to respecting human rights are made by the Board of Directors. The President and CEO reports to the Board on the implementation status of these decisions, and the Board monitors and oversees the execution.

Human Rights Due Diligence

To fulfill its responsibility to respect human rights, OMRON will conduct human rights due diligence in accordance with this Policy. OMRON will assess the human rights impacts arising from its own activities and, for any identified adverse impacts, will take measures to prevent them from occurring, and, if they do occur, will take appropriate action. Furthermore, OMRON will strive to prevent or mitigate adverse human rights impacts linked to its business, products, or services by its business relationships.

Remediation

OMRON will address through appropriate procedures any adverse human rights impacts that are found to have been caused or contributed to by OMRON's business activities. Furthermore, if any of OMRON's business partners are found to be adversely impacting the human rights of stakeholders in connection with OMRON's business activities in its value chain, OMRON will strive to cooperate with business partners toward corrective action through ongoing dialogue.

Stakeholder Engagement

OMRON will advance the initiatives outlined in this Policy through dialogue and consultation with various internal and external stakeholders, including individuals and groups adversely affected by human rights impacts, their legitimate representatives, and human rights defenders.

Information Disclosure

OMRON aims to achieve fair and transparent management practices. While giving full consideration to affected individuals, groups, and stakeholders such as investors, as well as to commercial confidentiality, we will periodically report the results and progress of our human rights due diligence.

Dissemination and Education

OMRON will implement appropriate education and training programs to ensure all OMRON officers and employees understand this Policy. Furthermore, OMRON will also conduct activities to promote understanding of this Policy among its business partners, such as suppliers and distributors.

Formulation and Review Process of the Human Rights Policy

OMRON Corporation has adopted this Policy through a resolution by its Board of Directors. We will periodically review the policy content and revise it as necessary to address human rights issues that evolve in response to social trends and business environments.

Established: March 1, 2022
Revised: April 1, 2026

ceo sign en Junta Tsujinaga
President and CEO
OMRON Corporation

OMRON Human Rights Policy

English (PDF) 　Japanese (PDF) 　Chinese (PDF)

Human Rights Promotion System

OMRON Human Rights Policy
Human Rights Promotion System
Human Rights Due Diligence
Human Rights Training
Initiatives Related to Major Human Rights Issues
Remediation/Remedy

OMRON is working to build a system in which management and front-line employees work together to fulfill their responsibility to respect human rights on a global basis.

The President & CEO delegates authority to each executive division head, who is then responsible for promoting respect for human rights, ensuring responsibility through the entire value chain. The President & CEO also reports to the Board of Directors on matters that are important in fulfilling our commitment to respect for human rights, and the Board of Directors monitors and supervises these matters. This process ensures responsibility throughout the entire value chain. We appointed a director in charge of human rights in fiscal 2023.

The Sustainability Committee receives reports and deliberates on all plans to address human rights responses and identified risks of salient human rights abuses as the decision-making forum for sustainability management issues. The sustainability officer chairs the committee, while members consist of the head of the head office functional divisions and the heads of each business company planning department. The committee works to implement high-cycle decision-making and discusses business implementation.

Human Rights Due Diligence

OMRON Human Rights Policy
Human Rights Promotion System
Human Rights Due Diligence
Human Rights Training
Initiatives Related to Major Human Rights Issues
Remediation/Remedy

OMRON established a Human Rights Policy in 2022 which respects the UN Guiding Principles on Business and Human Rights and fulfills our corporate responsibility to respect human rights by developing procedures to identify, prevent, mitigate, and remedy adverse human rights impacts.

Overall Initiatives to Respect Human Rights

(1) Human rights impact assessments

OMRON began implementing company-wide human rights impact assessments in fiscal 2017 as a part of our human rights due diligence process. We also conduct regular systematic reviews of risk mapping to identify potential issues.
In fiscal 2021, we reviewed our human rights initiatives under VG2.0, our medium-term management plan implemented between fiscal 2017 and fiscal 2020, and reassessed the key human rights issues relevant to our business. We also assessed the impact of OMRON technologies on human rights. We clarified the results of these assessments as Specific Human Rights Issues in the Human Rights Policy established in March 2022.

In fiscal 2022, we conducted a group-wide human rights impact assessment based on the UNGPs in collaboration with the Business for Social Responsibility (BSR), a US non-profit organization. In conducting this assessment, we evaluated and identified human rights risks that the OMRON Group may cause or contribute to through our business activities throughout our value chain, including the supply chain. Results found that forced labor, including slave labor, is a priority issue with potential risks at our production sites and within our supply chain in Japan, China, and Southeast Asia. Among these areas, we found particularly high potential risk among foreign national temporary and contract workers involved in production.

Our first step in conducting the human rights impact assessments was to survey international standards, industry trends, and stakeholder trends, as well as interview 15 divisions throughout OMRON, including regional headquarters outside Japan. After comprehensively identifying human rights issues based on international human rights standards, we narrowed issues down to those specific to the electrical and electronics industry. We also identified up to 19 issues in our value chain that could affect rights holders. Finally, we mapped and prioritized risks based on risk severity and relevance to business, enabling the identification of seven priority issues (salient human rights issues) to be addressed.

In fiscal 2025, each responsible department is formulating and advancing action plans to address the seven issues identified in the fiscal 2022 human rights impact assessment.

Our assessments are based on the OECD Due Diligence Guidelines, and we use the Self-Assessment Questionnaire and other tools provided by the Responsible Business Alliance (RBA).

Human Rights Impact Assessment flow

STEP1: Desktop Surveys and Internal Interviews

Survey human rights-related trends such as international standards and trends with industries and stakeholders
Conduct interviews with 15 divisions across each business company, head office functional division, and headquarters outside Japan

STEP2: Identification of Human Rights Issues

Comprehensively identify human rights issues based on international human rights standards
Narrow down issues to those specific to the electrical and electronic industry
Identify up to 19 potential human rights issues related to OMIRON, as suggested in internal interviews

STEP3: Issue Prioritization

Map human rights issues identified based on risk severity and relevance to business
Prioritize and identify seven priority issues to be addressed

Map of Identified Human Rights Issues

List of Identified Human Rights Issues

	Tier1	Tier2
Employees	Working conditions Occupational health and safety	Non-discrimination and equal opportunity Right to collective bargaining and freedom of association Forced labor
Supply chain	Labor standards Forced, slavery, bonded labor Child labor	Conflict minerals
Products and services	Ethical use of technology	Privacy and information security Right to life and safety Product quality and safety Access to healthcare
Entire value chain	Grievance mechanism and access to remedy	Fraud, bribery and corruption Environmental impact Diversity, Equity & Inclusion(DE&I) Risks in conflict-affected and high-risk areas

Tier 1 risks: Priority risks (salient human rights issues)
Tier 2 risks: Risks need to be addressed

(2) Integration of human rights into OMRON management

OMRON identified respect for human rights as a material sustainability issue in our 2030 Long-Term Vision. We set long-term targets through 2030, as well as medium-term targets through fiscal 2024. During this medium-term target period, we ensured that global employees were familiar with and understood the new OMRON Human Rights Policy. We also established a global human rights governance system by conducting human rights due diligence and establishing a human rights remedy mechanism in line with the UNGPs.

In addition, we conduct risk management based on a common Group framework called Integrated Risk Management, and defined human rights risk as one of the significant Group risks.

(3) Monitoring

OMRON conducts annual assessments using the RBA assessment tool at our production sites and suppliers identified as high human rights risk in past impact assessments. We then implement corrective and preventive measures to address any adverse impacts on human rights.

Groups Assessed

Own employees
Women
Temporary and contract workers
Migrant workers
Foreign workers
Local communities around own facilities
Critical suppliers and tier-1 suppliers

Major Human Rights Issues Assessed

Forced labor (Including human trafficking)
Child labor
Working hours
Wages (Including equal remuneration)
Benefits
Humane treatment
Discrimination
Harassment
Freedom of association
The right to collective bargaining
Occupational safety and health

OMRON Group internal initiatives

OMRON uses the Self-Assessment Questionnaire (SAQ) from the RBA to survey and assess the status of our global production sites. In fiscal 2024, we used the SAQ and other self-assessment tools to survey and assess 22 production sites in Japan, China, Asia-Pacific, Europe, and the Americas. We are continuing the use of SAQ in fiscal 2025.
OMRON made efforts to improve health, safety, and labor conditions based on the human rights impact assessment conducted in fiscal 2022. Our efforts included monitoring occupational accidents by region according to risk level and globally tracking long working hours under RBA standards.
We also monitored onsite contractor human rights and labor practices. When employees from onsite contractors started working within our sites, we communicated with them about our human rights policy and our initiatives to respect human rights. We also informed the employees of grievance mechanisms available for use, including human rights consultation desks and our whistleblower system.
For the onsite leaders of contractors, we conducted human rights training sessions and requested they share their learnings with other onsite members. Furthermore, we requested the onsite contractors to comply with the OMRON Group Supplier Code of Conduct, provide information on onsite personnel, and ensure secondary suppliers are fully aware of the code. We require them to confirm their agreement in writing.

Moreover, at the Japanese production sites where foreign technical intern trainees are employed by onsite contractors, human rights leaders examined the employment conditions of the trainees and confirmed that there were no cases of recruitment fees paid by workers themselves, that contracts were concluded with foreign workers in their native languages or a language they understood, and that identification documents are retained by the workers themselves.
Our production site in Malaysia underwent an RBA Validated Assessment Program (VAP) audit, implemented corrective actions for issues identified by third-party auditors, and achieved Silver recognition.

Main Initiatives Related to Labor Issues

Initiatives in the supply chain

OMRON conducts a periodic review of our suppliers to remedy and prevent human rights-related issues in our supply chains. Specifically, we ask suppliers to self-assess their compliance with the OMRON Group Sustainable Procurement Guidelines, including human rights compliance and labor practices. We then request any improvements required. Assessments are conducted annually for 60 critical suppliers and at least once every three years for other suppliers.
Based on the results of the human rights impact assessments, we designated suppliers with production bases in China and Malaysia in particular as targets of our initiatives through fiscal 2024. Our specific initiatives in fiscal 2024 included more detailed human rights self-checks, review of disclosure information, and individual interviews. These initiatives targeted 151 suppliers in China that had not conducted self-checks in fiscal 2023, and 5 suppliers in Malaysia that had not responded to self-checks in fiscal 2023 and were considered high risk for human rights due to employing foreign workers from neighboring countries. After reviewing supplier responses, we conducted an on-site survey at one supplier in China identified as high risk. Our investigation confirmed that no personnel had been designated or trained to provide medical first aid to injured or ill workers. OMRON pointed out this issue to the supplier, which is now making improvements based on a corrective action plan.

Management review

The Sustainability Promotion Committee assesses our efforts on sustainability issues annually, including human rights issues, submitting a report to the Executive Council and the Board of Directors.

(4) Information disclosure

Disclosing information on human rights initiatives

We report our human rights initiatives to all stakeholders through our website, integrated reports, and annual securities reports.

Stakeholder Engagement

In our Sustainability Policy, OMRON states: “We cultivate strong relationships with all of our stakeholders through responsible engagement.” In our human rights initiatives, we will engage in periodic dialogues with external human rights experts to deepen our understanding of respect for human rights in accordance with international standards and increase the effectiveness of our initiatives.

Opinion from a Human Rights Expert

Ms. Asako Nagai
Managing Director, BSR (Business for Social Responsibility)

OMRON established the OMRON Human Rights Policy as part of its management practices in line with its Corporate Philosophy and is steadily advancing initiatives in line with international Business and Human Rights. The Company works towards the medium to long term, clarifying its system of responsibility, including for the board of directors, and setting targets for 2030. At the same time, OMRON conducts commendable company-wide human rights impact assessments in line with the UN Guiding Principles on Business and Human Rights as part of its human rights due diligence and promotes initiatives at its own sites and in certain supply chains. Going forward, I expect OMRON to further strengthen its activities in the following three main areas: 1) continuous risk mitigation in the company and its supply chain, 2) risk mitigation in the use of its products and services, including the use of responsible technology (such as AI) and customer due diligence, and 3) the establishment of stakeholder engagement.

Human Rights Training

OMRON Human Rights Policy
Human Rights Promotion System
Human Rights Due Diligence
Human Rights Training
Initiatives Related to Major Human Rights Issues
Remediation/Remedy

OMRON sets every October as Corporate Ethics Month to implement sincere and fair business practices. During this month, we deliver top management messages and conduct workplace training for officers and employees globally, including subsidiaries. Our fiscal 2024 human rights training focused on business and human rights, and aimed to raise awareness of the OMRON Human Rights Policy and international standards. We conducted this training through e-learning, and 98.5% of employees worldwide, including onsite contractors, completed the program, deepening understanding of respect for human rights. The training also highlighted our grievance systems, including our human rights consultation desks and compliance hotline. After training, we conducted a human rights survey of all participants and promptly implemented remedial measures as necessary. We also held training sessions for managers and those who raise awareness and lead efforts to encourage respect for human rights. This training aimed to strengthen knowledge and facilitate an understanding of the priority issues OMRON addresses based on international standards.
OMRON remains committed to ensuring that everyone working at our sites is treated with dignity and respect and can work in a safe and secure environment.

Ratio of employees participating in human rights training (ESG Data)

Human rights training for top management

Global regulations and societal expectations regarding human rights have become more concrete. Supply chain management and responses to external evaluations are increasingly prioritized as management responsibilities in addition to compliance with laws, regulations, and international standards. Respect for human rights must be addressed throughout the value chain. As such, top management must have an in-depth understanding of international standards and social demands in business and human rights, and link this understanding to more effective initiatives. We provide training and information to directors and corporate auditors as necessary to enable them to properly fulfill their roles and responsibilities.

Framework for Fostering Human Rights Awareness in Japan

In Japan, to enhance human rights awareness more effectively and efficiently, the OMRON Group established the Basic Rules for Human Rights Awareness Promotion as common rules for all Group companies in Japan. In accordance with these rules, the Central Human Rights Committee chaired by Senior General Manager of Global Human Resources and Administration HQ has been established at OMRON headquarters. Under this core organization, a human rights committee has been set up at each OMRON Corporation site and each of the Group companies in Japan, working to raise human rights awareness among all employees in Japan.

Initiatives Related to Major Human Rights Issues

OMRON Human Rights Policy
Human Rights Promotion System
Human Rights Due Diligence
Human Rights Training
Initiatives Related to Major Human Rights Issues
Remediation/Remedy

Discrimination and other unjust treatment

The OMRON Group Human Rights Policy stipulates that the Group will not engage in discrimination, acts that offend personal dignity, harassment, or other unfair treatment of any kind, regardless of nationality, citizenship, place of birth, race, color, creed, religion, ancestry (ethnicity), marital status, gender, sexual orientation, gender identity, disability, age, social status, or other grounds specified by local laws and regulations.

Main Initiatives Related to Labor Issues

Forced labor and child labor

The OMRON Human Rights Policy prohibits all forced labor and child labor, including slavery and human trafficking. OMRON Group Sustainable Procurement Guidelines prohibit forced labor in our supply chain, including slavery and human trafficking, in our supply chain. We require all suppliers to comply with these guidelines.

Main Initiatives Related to Labor Issues
OMRON Group Sustainable Procurement Guidelines
OMRON Group Modern Slavery Act Statement for FY2024

Privacy and personal information

The OMRON Group Human Rights Policy declares that we respect the privacy of each individual, handle personal information with the utmost care, comply with national and regional laws and regulations related to the protection of personal information, and that will not tolerate leaks or unnecessary attempts to obtain personal information.

Under the supervision of the director in charge of cyber security, the general manager of the Global Risk Management and Legal HQ is responsible for the management of confidential and personal information. Divisions established under the supervision of the general manager monitor trends in the laws and regulations of each country and the status of the OMRON Group, pursuing any measures necessary.

Harassment

Main Initiatives Related to Labor Issues

Occupational safety and health

Ethical use of technology

We conducted a human rights impact assessment in fiscal 2021 regarding how our AI, robotics, IoT, and other technologies could affect human rights. Based on the results, we formulated the OMRON AI Policy in June 2024 to establish an AI governance structure. We strive to raise awareness of the appropriate use of AI within the OMRON Group based on this policy, aiming for the safe and secure use of AI and the minimization of accidents and risks of human rights abuse arising from the use of AI.

We also established the AI Governance Committee in March 2024. This committee supports the appropriate use of AI and reduces risks in accordance with the OMRON AI Policy. The committee also establishes governance structures and processes, gathers information, and provides advice on meeting the guidelines for AI providers stipulated by the government. The AI Governance Committee will continue to address necessary legal compliance, formulate and revise guidelines, and respond to specific consultations from Group divisions regarding the use of AI.

Through these efforts, OMRON strives to strengthen AI governance and prevent the occurrence of human rights abuses through our products and services.

Remediation/Remedy

OMRON Human Rights Policy
Human Rights Promotion System
Human Rights Due Diligence
Human Rights Training
Initiatives Related to Major Human Rights Issues
Remediation/Remedy

Consultation desks for OMRON employees

Human rights consultation desks

We at the OMRON Group (in Japan) have established consultation desks for human rights at all business locations. We appoint sexual and power harassment advisors, human rights committee members, and those in charge of human rights issues from among our employees. By posting these contacts and departments through the intranet and business office bulletin boards, as well as offering one-on-one, telephone- or email-based consultation, we are working to create an environment in which anyone can feel at ease and comfortable to talk to.

When advice is sought, the Group works to solve issues based on the defined, prepared escalation process, specifically as follows:

Investigate the facts of situation
Deliberate countermeasures with the consulter’s consent depending on the nature of the problem
The Central Human Rights Committee Chairperson decides to discuss measures with concerning Human Resources Department and General Affairs Department Senior General Managers if necessary.

Whistleblower hotline

The OMRON Group implements a global whistleblower system. Our whistleblower hotline enables employees to report their concerns to and seek advice from internal reporting offices located globally on discrimination, harassment, and other human rights issues, as well as violations of laws, regulations, internal rules, and unethical behavior. Reports may be made anonymously unless prohibited by the laws and regulations of the respective countries.
All information received is handled with strict confidentiality, and the Group guarantees that whistleblowers will not suffer retaliation or any disadvantage for making a report. The OMRON Group confirms the details of reports received in a neutral and fair manner and takes the appropriate measures.

Global operation of a Whistleblower Hotline that ensures fairness and protection for whistleblowers

Consultation desks for external stakeholders

Compliance hotline for suppliers

The OMRON Group accepts reports from suppliers in all regions. Suppliers may also use the compliance hotline to report suspected misconduct or seek advice. Reported cases are handled with strict confidentiality, and the Group guarantees that whistleblowers will not suffer retaliation or any disadvantage for making a report. The OMRON Group confirms the details of reports received in a neutral and fair manner and takes the appropriate measures.
Contact points vary by region. For details, please refer to the OMRON Group Sustainable Procurement Guidelines

OMRON Group Sustainable Procurement Guidelines
Japanese (PDF) English (PDF) Chinese (PDF) Portuguese (PDF) Spanish (PDF) French (PDF)

Consultation desk for external stakeholders: JaCER

The OMRON Group joined the Japan Center for Engagement and Remedy on Business and Human Rights (JaCER) as a full member in fiscal 2022. JaCER offers the Engagement and Remedy Platform, a non-judicial grievance platform in compliance with the UN Guiding Principles on Business and Human Rights.
In addition to the aforementioned internal and external consultation services, the OMRON Group accepts grievances and consultations on human rights from all stakeholders through JaCER. Stakeholders include local communities, customers, and secondary and subsequent suppliers with whom we have no direct business relationship. Reporting forms are available in Japanese, English, and Chinese, and an automatic translation function enables submissions in 32 additional languages.
We safeguard privacy and confidentiality and guarantee that whistleblowers will not suffer retaliation or any disadvantage for making a report. Anonymous reporting is also available, allowing whistleblowers to use the system with peace of mind. The OMRON Group confirms the details of reports received in a neutral and fair manner, takes the appropriate measures, and discloses progress and outcomes on the Grievance List published on the JaCER website.

JaCER Grievance Form (External site)

*An additional 32 languages are accessible from the English form

Contact information

We at the OMRON Group disclose contact information on our corporate website to respond to inquiries from customers, shareholders, investors, and other stakeholders.

Contact