State of Efforts Relating to the ILO Core Labour Standards

Panasonic supports the fundamental principles of the United Nations Universal Declaration of Human Rights, the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work, and the OECD Guidelines for Multinational Enterprises. The major parts of these principles are embodied in the Panasonic Code of Conduct. Panasonic’s headquarters and each regional headquarters serve as bases for the collection of information on critical changes in legal requirements related to human rights and labor, and every one of our business sites works to ensure and strengthen our compliance with them.

The freedom of association and the right to collective bargaining

No. 87 (Freedom of Association and Protection of the Right to Organise Convention)
No. 98 (Right to Organise and Collective Bargaining Convention)

Prohibition of forced labor

No. 29 (Forced Labour Convention)
No. 105 (Abolition of Forced Labour Convention)

Effective abolition of child labor

No. 138 (Minimum Age Convention)
No. 182 (Worst Forms of Child Labour Convention)

Rejection of discrimination in employment and occupation

No. 100 (Equal Remuneration Convention)
No. 111 (Discrimination (Employment and Occupation) Convention)

Initiatives for the Prevention of Slavery and Human Trafficking

Modern Slavery can occur in various forms including servitude, forced or compulsory labor and human trafficking, all of which include the deprivation of a person’s (an adult or child’s) liberty by another (collectively “Modern Slavery”). The following sets out the procedures Panasonic has put in place with the aim of preventing opportunities for Modern Slavery to occur within our business or supply chain.
Panasonic is committed to a work environment that is free from Modern Slavery in accordance with the laws and regulations of the respective countries in which we operate.
We operate a zero-tolerance approach to Modern Slavery and we are committed to acting ethically and with integrity in all our business dealings and relationships and to implementing and enforcing effective systems and controls to ensure Modern Slavery is not taking place anywhere in our own business or in any of our supply chains. We will not knowingly use Modern Slavery in any of our products and/or services supplied, nor will we accept commodities, products and/or services from suppliers that we believe to engage in acts of Modern Slavery.

Our Business and Key Risk Areas:

Our Business

Panasonic’s business is organized into five key business segments: (as of April, 2019)

  • Appliances
  • Life Solutions
  • Connected Solutions
  • Automotive
  • Industrial Solutions

Our Supply Chain

Our supply chain management includes principles regarding the sourcing of raw materials and minerals primarily related to the provision or manufacture of electrical products. For more details, please refer to “Responsible Minerals Procurement.”

Our Key Risk Areas

The risk that Modern Slavery will occur is thought to be especially high in certain regions of the world. We are also aware there are greater human rights and labor related risks in areas where migrant foreign workers are widely employed. Panasonic is actively implementing a program of enhanced checks in these regions to ensure compliance with local legislation.

Due Diligence Process for the Prevention of Modern Slavery and Human Trafficking:

As part of our initiative to identify and mitigate risks, we have taken a number of actions to verify the absence of Modern Slavery in our supply chain, including the following:

Panasonic Code of Conduct

This includes requirements on ensuring respect for human rights and that Panasonic will not employ people against their will.

Chapter 3: Employee Relations
(2) Respect for Human Rights
2) The Company will not employ people against their will, and will not use child labor.
The Company will comply with the employment laws and regulations of the countries and regions in which it conducts business.


When recruiting employees, Panasonic adopts a perspective of protecting fundamental human rights and engages in recruitment activities that comply with the laws and regulations of the respective countries in which we operate. Panasonic also prohibits forced labor including child labor. In order to prevent child labor, we have included age verification in the ‘Self-Assessment Checklist’ which is used when individuals join the company. The risk of child labor is thought to be especially high in China and elsewhere in Asia and Panasonic is implementing age verification in these regions. The company does not allow employees under the age of 18 to engage in overtime work and heavy labor, and offers them consideration and support so that they have opportunities to receive education.


We conduct training for all new, permanent staff on our Basic Business Philosophy and Code of Conduct. This includes training on: compliance with local laws and a respect for basic human rights with emphasis on not employing persons against their will and on compliance with local employment laws.

Confidential Whistle-Blowing

We protect whistle blowers by providing an anonymous whistle-blowing hotline for employees. Employees are regularly reminded of the whistle-blowing hotline and are encouraged to use it if they suspect any potentially illegal behavior or practice.

3 Step Procurement Policy

This ensures respect for human rights and safety of labor.

Request to Suppliers

We ask our suppliers to meet our CSR requirements, including safeguarding human rights and the health and safety of laborers.

Panasonic Supply Chain CSR Promotion Guidelines (Excerpts)
1-1 Prohibition of Forced Labor
Suppliers shall employ all workers of their own free will with no worker being subject to forced labor.
Specific action items

  • Suppliers shall not engage in all forms of forced labor, involuntary prison labor, bonded labor, compulsory labor, indentured labor, or trafficking in persons.
  • Suppliers shall not impose unreasonable restrictions on entering or exiting dormitories and workplaces.
  • Suppliers shall give written notice to a worker concerning working conditions in the national language of the worker before entering into a definitive agreement (in the case of a foreign worker, before leaving his/her home country).
  • Suppliers shall permit workers to freely terminate their employment.
  • Suppliers, manpower supply companies, and staffing agencies shall not retain any government-issued identification card, passport, working permit (except the case where the retention of a working permit is required by law), immigration application, and any other similar document.
  • Suppliers, manpower supply companies, and staffing agencies shall not collect any recruitment fee from workers.
  • Suppliers shall inform workers of all items deducted from their salaries.
  • Suppliers shall request and confirm that manpower supply companies and staffing agencies comply with above items.

Standard Purchase Agreements (Excerpts)

(Demand on Suppliers to Respect Human Rights)

The Supplier shall not engage in forced or child labor, illegal employment of foreign workers, or other illegal or illegitimate employment practices; employment conditions, including wages and shift lengths, shall be based on the laws and regulations of the respective countries and regions in which the Supplier does business.

CSR Self-Assessments for Suppliers

We ask our suppliers to conduct CSR self-assessments. The checklists used for these self-assessments require responses to questions that address all the issues related to modern slavery, including the confirmation of worker ages in order to prevent child labor, prohibitions against the collection of fees or retention of worker passports or identification documents by recruitment agencies, the requirement to provide employment contracts (including terms of employment) in workers’ native languages. In fiscal 2019 we requested CSR self-assessments from roughly 3,000 suppliers, including new suppliers.
When any of a supplier’s answers cause concern, we engage that supplier further and in some cases, conduct site visits to investigate. We discuss the risks that have been identified with the supplier, and when necessary, Panasonic also provides support for corrective action plans. In fiscal 2018, on-site visits were conducted at four suppliers in Thailand and three in China. These resulted in the identification of issues including health and safety concerns, and Panasonic has requested that these suppliers take corrective action.

Continuous Improvement Activities for the Future:

Some of Panasonic’s supply chains fall in high-risk areas, and we are very much aware that there are serious risks in those areas with respect to human rights and labor. This has led us to announce publicly our commitment to doing everything we can to more fully understand our own supply chains, fulfill our responsibility to the workers in it, and improve transparency.
Given the complexity of these supply chains, completely eradicating Modern Slavery at all our suppliers will take time and effort. For this reason, we are committed to making sustained initiatives against the problem of Modern Slavery.
In fiscal 2018, we have considered and developed a number of initiatives, including the creation of a hot line for workers employed by suppliers and the use of an external information service for monitoring suppliers, but for various reasons, neither of these has come to fruition. Panasonic will continue to promote compliance with our own CSR policies and applicable laws and regulations in cooperation with our suppliers through the ongoing implementation of CSR self-assessments and follow-up activities.

Initiatives Relating to Compliance with Matters Demanded by SA8000

SA8000 is an international standard concerning labor and human rights that has been issued by the US NGO Social Accountability International. The standard provides for voluntary requirements that employers should fulfill, including those concerning the rights of workers in the workplace, the working environment, and management systems. The eight requirements that SA8000 demands and the state of Panasonic’s initiatives concerning each management system are publicly available from the following websites: