• Sustainability
• Social

• Stable Labor-Management Relations

• Product Quality and Safety
• Reduction in Traffic Accidents
• Sustainable Local Community
• Respect for Human Rights
• Nurturing of Human Capital
• Diversity of Human Capital
• Occupational Health and Safety
• Stable Labor-Management Relations
• Establishing a Robust Supply Chain

Stable Labor-Management Relations

• Labor-Management Relations

• Wages

• President’s Workplace Dialogue

• Welfare and Benefits

Labor-Management Relations

Suzuki has built a mutual trust and a good relationship with the Suzuki Labor Union, which represents Suzuki employees. The number of labor union members is 17,592 as of the end of FY2024, and the unionization rate of full-time employees (excluding managers and non-union members defined in the labor agreement) is 100%.

Transformation in the negotiation style from 2022 onwards

Labor-management negotiations had primarily been held once a year in spring, the Shunto labor-management wage negotiation. The main topic at Shunto was largely on salary raises and bonuses; however, information exchange and discussion about other issues between employees and management was limited, and the exchange of opinions was only a formality. Given this situation, to enliven communication between managers and their teammates at each workplace, the core site of labor-management trust, we tried holding debates at each level, and at the 2022 spring management-labor negotiations, we conducted measures to realize this. These efforts will continue from 2023 as well.

Activities during Shunto labor-management wage negotiations

Suzuki made negotiations “a place of dialogue,” in which the Company conveys its initiatives for the future, and shares with the union the issues that should be addressed in relation to those measures, with both sides aligning their positions while discussing ways to reach solutions. Based on the belief that it would be effective for not only union members, but also managers to work together on labor-management negotiations, all managers participate in the negotiations online, and the president also delivers a message to all managers.

Continuous activities after labor-management negotiations

Conducting union member attitude survey

The Suzuki Labor Union, which represents Suzuki employees, conducts an attitude survey of all union members in collaboration with the Federation of Suzuki Automobile Workers' Unions (a federation of Suzuki-related labor unions whose members are Suzuki Group labor unions). This survey has been conducted every year since 2018 in order to create a better company and workplace by grasping the strengths and weaknesses of the Suzuki Group as a whole from an inside perspective. Issues identified through the survey results are reported to union members and incorporated into union activities. Concurrently, labor and management share the issues, which are put to good use in joint labor-management activities to solve workplace issues, thereby maintaining a stable labor-management relationship.

Summary of 2024 survey results

• Survey Target: All union members
• Survey Period: June 2024
• Response Rate: Valid response rate 77.6%
• Survey Categories:
  1. 1. Strategy & Organizational Culture
  2. 2. Management
  3. 3. Communication & Motivation
  4. 4. Working Environment
  5. 5. Union Activities

Building a stable relationship with the labor unions in the Suzuki Group

The Suzuki Group has 122 member companies (manufacturers, non-manufacturers, sales distributors) in Japan and abroad. It is our hope that those 122 member companies are individually trusted by the local residents, society, and customers.
At Suzuki, we hold seminars for union officials and staff at human capital departments from overseas Group companies to make them understand the importance of trusting relationships and smooth communication between labor and management, as well as the need for a fair and equal personnel management system, etc. We also work with the Suzuki Union to promote global personnel exchanges both domestically and abroad, and we strive to establish a work environment which allows our approximately 70,000 employees in 122 companies to work with creativity and enthusiasm, and to maintain a stable labor-management relationship.

IndiaMaruti Suzuki India Limited

Freedom of Association and Collective Bargaining

The Company respects freedom of association and promotes collective bargaining. There are a total of three workers’ unions. The Company allows collective bargaining and actively collaborates with all the unions. During the year, elections to elect workforce union representatives at the powertrain manufacturing facility at Manesar were conducted in a smooth manner.

Compensation

The Company offers industry-leading benefits with the average compensation being higher than the industry benchmark. The Company’s compensation policies are gender-neutral. To improve productivity and help achieve business goals, the Company also put in place a structured performance-based incentive pay structure that covers all categories of workforce.

Employee Welfare

The Company values its employees, who are considered to be an essential part of its progress. The Company contributes 1% of the previous year’s Profit After Tax to a fund exclusively earmarked for employee welfare. The fund is used to provide welfare measures, such as housing loan subsidies, educational support for employees’ children, developing common infrastructure facilities in employee housing projects, and to provide social security measures, such as post-retirement medical benefits for employees as well as their spouses. At the housing project being undertaken in Dharuhera, Haryana, 289 houses have been delivered to employees.

Capability Upgradation and Career Development

The Company has been partnering with various academic institutions to provide access higher education programmes to its employees. Under this programme, the shopfloor workers are eligible to participate in 3-year diploma programmes. Eligible employees who complete the higher education programme are considered for promotions to take up higher responsibilities.

Course	Course taken by	Number of employees benefitted so far under higher education programmes offered by the Company
Diploma programme (Mechanical)	Workers	780

Grievance Redressal Mechanism

To address any grievances reported by its workforce, including the temporary workforce, the Company has a well-structured grievance redressal mechanism in place. Periodic grievance redressal camps are organised to address their issues.

Awards and Recognition

Maruti Suzuki has been recognised at the Economic Times (ET) HRWorld EX Awards under the Large-Scale Enterprise Category for Exceptional Employee Experience.
Also, the Company has been recognized at the ET Human Capital Awards 2025 under the Automobile Industry Category for ‘Excellence in Creating a Culture of Continuous Learning and Upskilling.

Wages

Through mutual trust, we have developed a good relationship with the Suzuki Labor Union, which represents Suzuki employees. Among the labor union’s goals are stable employment and maintaining and improving work conditions. In order to meet these conditions, stable development of the Company is essential. When negotiating salaries, bonuses, labor hours, etc., as distributions of the results of corporate activities, we share the same direction of trying to develop the Company in a stable manner while having discussions from the standpoints of the Company and the labor union.

In addition, labor and management conclude an agreement to guarantee minimum wages annually.

President’s Workplace Dialogue

To facilitate smooth communication among supervisors, subordinates, colleagues, and departments, and to create an environment where problems can be easily reported, communicated, and discussed, since 2021, workplace dialogues led by the president have been conducted for all divisions, with each workplace participating (target: 29 divisions, 40 workplaces). In these dialogues, the president personally conveys his thoughts directly to employees, and employees share their daily concerns and opinions, engaging in open conversation. Especially for younger and mid-career employees, this provides an opportunity to express their thoughts directly to the president in their own words. Additionally, by sharing excerpts of these workplace dialogues on the Company’s internal website, all employees are kept informed, which not only makes the dialogues more active but also helps boost employee motivation and align everyone’s direction within the Company.

Welfare and Benefits

Dormitory for single employees and housing

Suzuki has a dormitory for single employees who join the Company from distant areas. Depending on the region, there is also company housing for employees working at domestic offices (including those on secondment).

Company-subsidized housing

Suzuki also has subsidized housing where the Company rents ordinary homes for employees as a dormitory or company housing for employees (including those on secondment) working at domestic offices or sales distributors in regions where there is no dormitory or company housing.

Sports facilities

Suzuki has established gym facilities that are provided to employees to improve their health, boost their physical condition, or spend their leisure time.

Employee cafeterias and food trucks

In addition to the employee cafeteria during lunchtime, food trucks also operate on the Company premises on certain days of the week. Not only do they offer café menu items such as crepes, shaved ice, sweets, and drinks, but they also serve lunch options like hamburgers, plate lunches, and soups. On sunny days, you can enjoy your meal on the benches in the lawn area. On January 15, 2024 we began providing vegetarian Indian food at our employee cafeteria at the head office. The food is prepared by a company offering restaurant business in Hamamatsu City, and the flavors were codeveloped by Suzuki’s employees from India to align with Indian tastes. At sites other than head office, the food is available by reservation. Since there are many requests to open kitchen cars from locations other than the headquarters, we are expanding openings to other sites such as factories.

Asset accumulation savings program

Suzuki has an asset building savings program for the purpose of encouraging employees to save, and any employee under the age of 55 can take part (with the three types of assets: general assets, annuity assets, and housing assets).

Employee vehicle or family vehicle purchase program

This is a program that enables employees or a member of their family (a spouse or child of an employee) to receive a predefined discount upon purchase of a (new Suzuki) vehicle (some models are excluded). The program also enables funding if purchase funds are needed.

Employee stock purchase plan

The employee stock purchase plan is a program where a certain amount of money is deducted from monthly pay to buy Company stock regularly. Employees can acquire stock easily in proportion to their monthly contribution and the Company also provides an incentive for the contribution to support employees’ asset building. Employees hold stock in their own company, so when the Company’s results improve, the stock price goes up and as a result their own asset value increases. For this reason, the program can be expected to raise employee motivation and also foster an awareness of participating in management.

Suzuki has raised the incentive grant rate for its employee shareholders’ association from the previous 5.6% to 100% (maximum incentive of 10,000 yen) as part of its human capital investment initiatives since April 2023. By making the program attractive and easy to join, even more employees are participating in the stock ownership association, which supports asset formation and raises their sense of participation in management.

Annual	After change		Before change
	Salary	Bonus	Salary	Bonus
Maximum amount of accumulated funds eligible for incentive payment	120,000 Yen (10,000 Yen/month)	‐	600,000 Yen (50,000 Yen/month)	400,000 Yen (200,000 Yen × 2)
Maximum annual incentive amount	120,000 Yen	‐	33,600 Yen	22,400 Yen

Selective welfare system (Cafeteria plan)

Benefit station

Uniform renewal