DE&I, Work Style, and Well-being
- Creating Supportive Environments for Maximizing Performance

The LY Corporation Group (the “Group”) believes that employee performance is a major driving force behind its product-driven approach and is dedicated to creating an environment that enables peak performance.

Please click here for an explanation of the Group's human rights initiatives.

LY Corporation Group’s Human Capital Strategy Overview

Please click here for an explanation of the human capital strategy.

Creating Supportive Environments That Foster the Success of Diverse Employees

LY Corporation (the "Company") has established the LY Corporation Group Human Rights Policy and is committed to respecting human rights and creating supportive environments in which all employees can perform to their fullest regardless of their attributes and life stages.
The Company regularly conducts a DE&I awareness survey of the entire company to visualize the situation within the company and the awareness of the employees. One of the basic questions in the DE&I survey asks, “Do you think that in your surroundings at the Company, an environment is in place where all employees, including minorities and socially vulnerable groups, can perform their work safely, securely, and equitably regardless of their attributes?” In the most recent survey, positive responses accounted for 70.8% of the answers. The Company will continue to promote an environment where diverse employees can thrive.

The Basic Concept of DE&I at LY Corporation

LY Corporation has "WOW Our Users!" as its mission and has always been oriented to be product-driven. The Company believes that promoting DE&I is essential in accelerating its product-driven approach and realizing its mission. This is because the Company believes that, to create innovative, inspiring products that captivate many users, it is essential for the people who create those products to be diverse themselves and to understand and respect diversity. LY Corporation will continue to advance its DE&I initiatives based on the following fundamental principles.

• Understand and respect the attributes, individuality, and cultures of coworkers.
• Recognize differences and engage in open discussion and dialogue in pursuit of shared goals.
• Work together to create an environment where everyone, regardless of their attributes or life stage, can maximize their abilities.

Based on this "Basic Concept of DE&I at LY Corporation," the Company is implementing various initiatives. As a company-wide event, it annually holds "DE&I Week" to provide an opportunity to reconsider DE&I. The DE&I-related communications and awareness initiatives held during the event aim to increase awareness throughout the entire organization. Every year in April, the Company also conducts DE&I training for new graduate employees to help them understand its culture and values early on, as part of efforts to create a supportive environment where each employee understands and respects diversity.
As a result of these initiatives, the Company has been certified as a “Best Workplace” in the “D&I AWARD” for two consecutive years since 2024.

Initiatives to Promote Gender Equity

LY Corporation prioritizes gender equity as a crucial aspect of fostering diversity in its workplace, where impactful products are created.

Female Empowerment

As of FY2025, the employee gender ratio is approximately 32% female to 68% male. In contrast, the gender ratio of managerial positions is approximately 19% female to 81% male. While the results of a company-wide DE&I awareness survey did not show clear evidence of widespread discrimination, prejudice, or gender-based unconscious bias within the Company, it is aware of the fact that there is a discrepancy between the gender ratio of employees and that of the managerial staff.

Note: Gender information is based on the information provided by individuals in the legal notification documents at the time of employment.

Percentage of Women in Managerial Positions

The Company regards the percentage of women in managerial positions as one indicator of whether employees have opportunities to thrive regardless of gender. By FY2030, it aims to achieve the same gender composition among employees and managers.
In FY2025, the Company also updated its General Employer Action Plan and set an additional target for FY2030: to align the gender composition of employees who are at the entry point to senior leadership (level 4) with that of the overall workforce. To achieve these targets, it regularly monitors gender composition by organization and job grade. It is also working to build a pipeline of employees for leadership roles by raising awareness among managers and potential management candidates, taking steps to reduce unconscious bias, and providing development support through mentoring, coaching, and other initiatives.

Gender Pay Gap

To better understand the state of the Company’s human capital and enhance related disclosures, it has been analyzing the factors contributing to the gender pay gap since FY2025.
It recognizes that the gender pay gap is attributable in part to the relatively low representation of women among managers and employees in higher job grades (level 4 or above in its six-level job grade system, which serve as the entry point to senior leadership), primarily among permanent employees.

Results of Analysis by Employee Attribute

The Company’s analysis by attributes such as age group and job category identified the following trends.

By Age Group
The gender pay gap tends to begin widening from the late 20s to early 30s and reaches its widest point in the late 40s. The Company recognizes that these age groups also represent stages in career development when employees’ choices regarding their roles and ways of working tend to become more diverse, which may subsequently affect the composition of job grades and pay levels.

By Job Category
By job category, the gender pay gap tends to be relatively large in business roles (such as business planning and service planning) and corporate roles (administrative functions such as human resources, accounting, legal affairs, and corporate planning). The Company recognizes that, in these job categories, the lower representation of women in higher job grades compared with their representation across all job grades may be contributing to the gender pay gap.
Based on these findings, the Company believes that the gender pay gap may be attributable to a combination of factors, including differences in gender composition by age group and job category, particularly differences in gender composition at higher job grades.
Going forward, to gain a more accurate understanding of these compositional factors, the Company will continue its analysis using indicators such as the percentage of employees in management positions and job grade composition. It will also work to further identify the underlying factors and enhance the quality of analysis, including by establishing new indicators and conducting regular monitoring as necessary.

Programs Available for Employees

Mentorship program for female managers	The Company supports the expansion of perspectives and awareness through in-house mentor/mentee sessions. In addition, since it is essential to raise the awareness and understanding of those around female managers, the Company also provides training to supervisors.
Female leader class	With the aim of fostering the mindset of the next generation of female leaders, which is essential for closing the gender gap in management positions, this curriculum is offered to employees of the LY Corporation Group to provide an opportunity for leadership development and dialogue. Since its inception in 2019 through March 2024, the class is participated by a total of 297 persons.
Celebrating International Women's Day	In 2024, in collaboration with ZOZO, Inc., the Company invited Ms. Makiko Clapper from Women in Technology Japan (WITJ), a community that focuses on closing the gender gap in the technology industry, for a lecture on "International Women's Day: What Is a Self-Directed Career?" In 2026, DE&I representatives from ZOZO and LY Corporation appeared in “LY Corporation Sustainability Radio” as part of an International Women’s Day event to promote greater understanding of efforts to advance women’s empowerment.

Initiatives to Promote Understanding of LGBTQ and Other Sexual Minorities

LY Corporation hopes to realize a society where LGBTQ and other sexual minorities can work and live in peace without discrimination or prejudice and conducts initiatives both inside and outside of the Company.

Programs Available for Employees

Applying the same benefits to same-sex partners and common-law partners as to spouses	Same-sex partners and persons notifying a common-law marriage are treated in the same manner as spouses in the internal regulations covering days off and leave of absence (for marriage, mourning, nursing care, childcare etc.), financial support for a relocation within Japan or overseas (single-person relocation allowance, travel expenses, etc.), and congratulatory/condolence money (celebrating a marriage or birth, or condolence payments) for permanent employees, contract employees, fixed-term employees, and part-time employees.
Volunteer projects of LGBTQ+ employees	Employees who are LGBTQ or other sexual minorities have formed a voluntary project called "Rainbow Project" to regularly disseminate information and holds study sessions to promote understanding, provide internal briefings for new employees, and events to raise awareness. In addition, a consultation service for business and service divisions has been established, and upon request, reviews from the perspectives of LGBTQ and other sexual minorities are provided to help improve services.
Business/service initiatives	In the registration of Yahoo! JAPAN IDs, four choices (male/female/other/no answer) are available for gender selection. Yahoo! JAPAN Kids provides content to answer various questions about the mind and body mainly for elementary school students, and promotes correct understanding of human diversity, including gender identity and sexual orientation.

Support to Maintain Work-Life Balance

Based on the premise that changes in life stages and conditions can occur to anyone, LY Corporation develops measures to support each and every employee in achieving sustainable performance.

Balancing Work with Childbirth and Childcare

Holidays and leaves	In addition to the statutory maternity leave of absence, the Company provides sick leave for expecting mothers (paid, 5 days) and LY Corporation maternity leave before childbirth (unpaid, 7 days). When a spouse gives birth, the partner is entitled to paternity leave after childbirth (paid, 3 days) in addition to the statutory paternity leave after childbirth. Childcare leave can be extended until the day before the child's second birthday at the maximum if the child is unable to enter a licensed nursery school. Sick childcare leave may be taken to care for a sick or injured child who have not yet completed the sixth grade of elementary school, or to accompany the child for immunizations, medical checkups, or attend their child's kindergarten or school entrance or graduation ceremony. (Paid, for one child: within 5 working days, for two or more children: within 10 working days/every fiscal year.) Accumulated paid leave (a system that allows employees to accumulate up to 30 days of unused paid leave that has passed its expiration date) can be used not only in cases of non-work-related illness or injury or medical appointments but also for illness or medical examinations resulting from the employee's pregnancy, or when necessary for other maternal protection, or for childcare or participation in school events (regardless of the age of the child).
Balancing work with childcare	In addition to the Children and Families Agency Babysitter Voucher, the Company has established its own babysitter fee subsidy system to subsidize half of the fee of babysitters for employees who meet the requirements. The Company is broadening its partnerships with enterprise-led daycare centers. Furthermore, employees can choose from either shortened (five hours of work a day) or staggered working hours (a flexible window of 1.5 hours each day). If employees have children, they can use this system up until they finish the sixth grade of elementary school. Employees raising a child who is in sixth grade of elementary school or younger in their home can use the “Selectable Work System,” which allows them to take another day off (unpaid) once a week in addition to weekends, enabling them to work worry-free while caring for their family at the same time.
Provision of comprehensive information and support	The Company has set up a Maternity and Childcare Leave Portal on its internal intranet, bringing together information on systems and procedures related to childbirth for employees and their spouses. The “Childcare Support After Returning to Work” page also provides consolidated information on systems and procedures available to employees raising children, allowing them to find the information they need in one place. The Company also provides access to the same information while employees are on leave, helping ease concerns among employees who are mothers and fathers and supporting their smooth return to work.
Promoting interactions among relevant employees	An internal club “Parenting Club—parents all flags!” regularly holds events that employees can enjoy with their children, as well as seminars and other activities on parenting. Employees who are parents also use the Company’s internal communication tool to share information with one another.

Balancing Work with Nursing Care

Holidays and leaves

Employees who have a family member in need of nursing care are eligible to take nursing care leave. (Paid, for one family member: within 5 working days, for two or more family members: within 10 working days/every fiscal year) Accumulated paid leave (a system that allows employees to accumulate up to 30 days of unused paid leave that has passed its expiration date) can be used to provide nursing care for family members. Nursing care leave of absence (unpaid) can be taken to provide nursing care for family members. As a general rule, the period is limited to a total of one year per eligible family member and may be acquired separately up to a maximum of three times.

Support for balancing work and nursing care

Employees caring for a family member can choose either the shorter working hours system or the staggered working system. Working hours can be reduced by up to five hours per day or staggered by up to 1.5 hours per day. Furthermore, they may take one day off per week (unpaid) in addition to weekends off. This system (Selectable Work System) provides more work options for employees with nursing care responsibilities and to provide a work style that allows them to work with peace of mind while still supporting their families.

Balancing Work With Medical Treatment

Support for balancing treatment with work

The Company has prepared a program to make the workplace an easier place to work for employees receiving or having finished treatment. Especially, the Company offers all employees an online course on cancer to deepen their understanding towards others who are balancing work with cancer treatment. In addition, a consultation desk has been established and a support system is provided by occupational physicians and public health nurses of the health management promotion division.

Balancing Work with Fertility Treatment

Leave	Pregnancy support leave can be applied for and used when taking leave to visit a medical facility for fertility treatment (paid, 10 days/year). Furthermore, employees undergoing fertility treatment can also use F Leave (one paid day per month) and accumulated paid leave (a system that allows employees to accumulate up to 30 days of unused paid leave that has expired) when they feel unwell due to fertility treatment, need to attend medical appointments, or for other related purposes.
Leave of absence	This leave of absence is available to employees undergoing fertility treatment. It is intended to provide employees with greater flexibility in planning their lives by giving them the option to temporarily step away from work to focus on fertility treatment, rather than balancing treatment with work.
Subsidy	The Company partially subsidizes the cost of fertility treatment at medical institutions. The subsidy is also available for treatment for the spouse, and the amount is half of the cost borne by the individual, with a maximum of JPY100,000 per household per year.

Employment of Employees with Disabilities and Supporting Their Performance

LY Corporation offers a wide range of accessibility and support services with the aim of minimizing barriers and building an inclusive work environment where everyone can work comfortably and productively.

Employment Policy for Employees With Disabilities

Employment Policy

We are looking for talented professionals who will be assets to the company, regardless of whether disabled or not. We believe in accommodating, not creating unfair advantages and disadvantages. We create a level playing field wherein everyone has a fair chance to excel. The Company hires people with or without disabilities, and employees with disabilities work in a variety of positions, including sales, service planning, engineering, web design, customer support, and administration.

Support Environment

Tools	Slack is used as the internal communication tool as well as Google Meet and Zoom as the online conferencing tool, allowing for timely interactions in an accessible manner, whether text or conversation, no matter where the communication takes place on either end. The Company introduces voice recognition software as a work tool for employees with hearing disabilities to facilitate smooth communication. The Company's internal operations are paperless, and paper documents are rarely used. Therefore, if employees are proficient in using a computer, they can perform most of their work smoothly. Employees with visual disabilities are lent computers with enlarged screens, as well as screen-reading software.
Office environment	In the Kioicho Office and Akasaka Office, where the largest number of employees belong to, whiteboards are permanently installed on the walls of each floor and in all meeting spaces, allowing employees to easily share ideas with each other, and are also used for written communication by employees with hearing disabilities. The offices also have numerous electric elevating desks, allowing employees in wheelchairs to freely adjust to a height that is comfortable for them. Wheelchair-priority elevators are available for wheelchair users to move from floor to floor, and the aisles on each floor are equipped with curved mirrors to prevent collisions for employees with viewing disabilities or those who use wheelchairs. The offices have one multipurpose restroom on every floor. The sliding doors are easy to open and close and the restrooms are equipped with handrails, changing boards, and ostomate-accessible facilities.
Support services	HR staff provide support for work- and personal-life concerns, while a permanent consultation service staffed by occupational physicians and occupational health nurses is also available to help ease various concerns employees may have about their work. In addition, employees with disabilities can use the special leave for employees with disabilities (paid, 6 working days/every fiscal year) for the purpose of maintaining and managing their physical condition for more stable performance.

Promoting Active Participation

Volunteer projects	Through a voluntary internal project, employees continuously work with services offered on Yahoo! JAPAN and LINE to make improvements that incorporate the perspectives of people with disabilities.
Supporting para-athletes	LY Corporation has para-athletes among its employees and supports them in their athletic endeavors.

Achieving the Best Performance Unrestricted by Race, Nationality, Etc.

LY Corporation has established a specialized organization to support its foreign employees and is actively working to help resolve various issues they may face while working in Japan.

Support Environment

Support services	The Company's support services include assistance before starting to live in Japan, visa procedures, consultation on living arrangements, and advice on obtaining visas when an employee has a child or brings family members to Japan from overseas.

Development of a Multilingual and Multicultural Environment

Creating a multilingual working environment

Internal text communication tools are equipped with the ability to automatically translate between Japanese, English, and Korean, and are also utilized in conjunction with internal AI tools to facilitate communication. The Company has a dedicated interpretation and translation division for English and Korean to facilitate the communication of the Company's unique expressions and terminologies. Messages for all employees and all employee events are provided with translated texts and simultaneous interpretation in Japanese, English, and Korean. English, Korean, and Japanese language training is provided for employees whose work requires language skills.

Creating a multicultural working environment

In a quiet area of the Kioicho Office and Akasaka Office, a prayer room is available for use by all religions and denominations. At the internal cafe/restaurant, the ingredients of the menu items are displayed so that employees can understand the information, making menu selections easier for those with dietary restrictions due to religious reasons.

Promoting a Work Style Unrestricted by Time or Workspace

LY Corporation Working Style

To foster communication, strengthen teamwork, promote innovation, and improve productivity through in-person collaboration, from FY2026, LY Corporation is transitioning to a work model in which employees generally work from the office three days a week. While maintaining the flexibility of remote work, the Company is further evolving its hybrid work model to enable teams to perform at their best by maximizing the value of collaboration and coordination that in-person office work provides.

Workspace

Office environment	In addition to standard desks, workspaces are equipped with height-adjustable desks, as well as concentration booths and areas suitable for discussions among multiple employees, allowing employees to choose the environment in which they can best perform their work. Furthermore, the Company offers affordable lunches and drinks, supporting a comfortable work environment for employees.
Maintaining a working environment for each individual	LY Corporation Working Style allowance is provided to support the improvement of the working environment, and employees can use the allowance to make necessary improvements according to their respective working environments.

Working Hours

Autonomous designing of working hours	The Company has adopted a flextime system with no core hours, allowing employees to flexibly arrange their working hours to suit their lifestyles. (Some departments have fixed or shift-based working hours.)

Creating a Healthy Working Environment

Establishment of Consultation Desks for Employees

LY Corporation has established dedicated harassment consultation desks within its labor division and health management promotion division. Together with the Compliance Hotline, employees can seek advice through these three contacts points. The Company strives to create a positive, harassment-free workplace by providing consultation with adequate consideration for employees' privacy and their mental and physical well-being.

Labor-Management Cooperation

LY Corporation has an employee representative system that allows employees to express their opinions on various company rules and regulations. One employee representative is elected for each office by a majority vote of confidence of the employees in the office. The term of office is generally one year. The representatives are actively involved in submission of opinions upon revisions of internal regulations, signing of the "Article 36 Agreement" and other agreements, participation in the Health Committee to improve working conditions, exchanging opinions with the labor division on personnel-related measures, etc. Through these activities, employees and management work together to develop a healthy work environment.

Fixed-Term Employees

LY Corporation also appropriately provides various statutory social insurance benefits and leave in accordance with its Rules of Employment and other relevant regulations. In addition, health and productivity management initiatives, culture-building measures, and various welfare benefits are also available (with some exceptions).

Enhancing Employee Well-Being

Promotion of Health and Productivity Management

Under the "Good Condition Declaration" announced by the President and Representative Director of LY Corporation, the LY Corporation Group is engaged in various efforts to become a group where all employees can carry out their work in optimal condition in terms of both body and mind. In particular, the Group is undertaking specific measures to combat lifestyle diseases and overwork, protect mental health, and support women's health.

In March 2026, LY Corporation was selected in the large enterprise category (White 500) of the 2026 Certified KENKO Investment for Health Outstanding Organizations Recognition Program by Nippon Kenko Kaigi. The Company will continue to create a work environment where all employees can work in their best physical and mental conditions.

Note: “Kenkokeiei (KENKO Investment for Health)” is a registered trademark of the Nonprofit Organization Kenkokeiei.

System for Promoting Health and Productivity Management

At LY Corporation, the philosophy of health and productivity management is clearly stated in the Rules of Employment, and health-related target values are also established.

Excerpt from the Rules of Employment for Permanent Employees (Chapter 9: Health and Productivity Management; Article 70: Philosophy of Health and Productivity Management):

Operations of the Company will be managed with the philosophy that ensuring “the optimal well-being of employees is the key to achieving the best possible performance of employees and the happiness of employees and their families.”

Health-Related Targets

The Company's health-related target is 100% health checkup rate and 60% completion rate of specific health guidance in FY2028.
In addition, the following health-related information is identified and linked to measures.

• Presenteeism: FY2023 79.4% | FY2024 78.4% | FY2025 79.0% (Target: 90% and over)^*1*3
• Absenteeism: FY2023 3 days | FY2024 3.4 days | FY2025 3.2 days (Target: 4.5 days or less)^*2*3
• Results of Stress Checks (% of Those with High-Stress): FY2023 8.7% | FY2024 9.7%| FY2025 10.6%^*3
• Health literacy: FY2024 70%| FY2025 84%^*4*5

*1 Presenteeism: SPQ (University of Tokyo 1-item version)
*2 Absenteeism: number of days off work due to own illness in the past year (annual leave/ non-work-related illness or injury/sick leave, regardless of paid or unpaid)
*3 Measurement method: Stress check (35 items + 11 items of health awareness survey)
*4 Health Literacy: The ability to make decisions about health improvement plans and actions based on health-related information
*5 Measurement method: Employee health status survey (Condition Check)

Health Initiatives for Employees

Preventive Measures

LY Corporation conducts measures to promote employees' health from a preventive viewpoint.

Measures against lifestyle diseases	Based on the results of health checkups, occupational physicians and public health nurses provide individual health guidance and information to help prevent lifestyle-related diseases. LY Corporation also promotes employee health through initiatives such as internal seminars on common health conditions, eating and exercise habits, and sleep. Other benefits include discounted access to fitness clubs.
Mental health measures	The Company promotes mental health and well-being by holding mental health training for new entrants, "line-care seminars" and online training for managers, etc. The Company has also established a mental health consultation service that provides employees with access to consultations regarding their own concerns and enables managers to seek advice regarding their team members. Consultations are handled by occupational physicians and public health nurses. Additional initiatives include individualized support from medical professionals assigned to specific workplaces, the dissemination of information through the company intranet, and company-wide stress checks.
Measures against overwork	The Company considers reducing long working hours an important priority and works to appropriately manage and continuously reduce working hours. Employees who work long hours receive guidance through consultations with occupational physicians, HR personnel, and their supervisors to help reduce the risk of health problems associated with long working hours. As a key initiative, the Company takes preventive measures through its attendance management system, providing employees whose overtime exceeds a specified threshold with information during the month, including projections of their overtime hours through the end of the month, as a preventive measure. Monthly alerts are also issued, and the Company works to curb long working hours through measures such as consultations with occupational physicians and alerts to managers. The Company also has an educational program in place for all employees regarding long work hours and health, as well as employers' duty of care for employee safety. These initiatives and the status of excessive workloads are regularly reported to meetings attended by management and to the Health Committee, enabling monitoring and continuous improvement. Furthermore, the Company goes beyond compliance with applicable laws, regulations, and the "Article 36 Agreement" by rigorously managing working hours in accordance with its internal standards to prevent and reduce long working hours.
Health management for personnel dispatched abroad	The Company provides government-recommended vaccinations for employees dispatched overseas at company expense. In addition to annual medical checkups and consultations with occupational physicians upon their temporary return to their home countries, it also provides online consultation services tailored to local conditions.
Medical checkups	For early detection and treatment of disease, the Company provides systems enabling employees to obtain more complete physical exams in addition to legally mandated checkups. To encourage employees to take steps to maintain and improve their own health, the Company has also introduced electronic medical records, allowing employees to review the results of checkups at any time. Since the basic premise of health-related efforts is to ascertain the state of health through periodic medical checkups, the target is set at 100% for the rate of periodic medical checkups.
Precision examinations	Aiming at early detection and early treatment of diseases, the Company provides subsidies of up to JPY20,000/year for the cost of secondary examinations. 67.4% of patients underwent precision examinations in FY2024.
Cancer measures	The Company participates in Corporate Action for Cancer Prevention Promotion, a program commissioned by Japan's Ministry of Health, Labour and Welfare. The Company's cancer-prevention measures include activities to raise awareness among its employees, such as addition of cancer-related examination items in the regular medical checkups and information distribution through seminars and the company intranet. The Company has been recognized as an Excellent Company Promoting Cancer Control every year through the Award program launched in FY2021 as part of the "Corporate Action to Promote Cancer Control." In addition, a support system for balancing treatment and work is in place to enable cancer patients to continue working. To deepen understanding, the Company also conducts cancer education e-learning for all employees. A colonoscopy cost assistance program has been implemented since FY2023.
Measures against infectious diseases	The Company provides special leave for employees who contract infectious diseases as stipulated by law and subsidizes the cost of influenza vaccinations.
Measures against smoking	In the interest of employee health promotion and secondhand smoke prevention, the Company offers various support, including consultation for those who want to quit smoking, referral to smoking cessation clinics, and a subsidy for smoking cessation program fees. Starting from 2014, the Company also conducts awareness-raising activities on the World No Tobacco Day (May 31) every year. There are no installations of smoking rooms on its premises.

Employment Support

LY Corporation supports employees who wish to return to work after leaving for sickness or injury and employees who wish to balance treatment and work.

Support towards balancing treatment and work	The Company has prepared a program to make the workplace an easier place to work for employees receiving or having finished treatment. Especially, the Company provides guidebooks and conducts an online course on cancer towards all employees to deepen their understanding towards the balance of cancer treatment and work.
Support towards employees returning from leave for sickness or injury	Based on a job return support program, the personnel, workplace and the health management promotion division collaborate to support employees on leave for sickness or injury to make a smooth return to the workplace. The Company has a counselling desk for mental care so that employees can easily receive counselling. The desk also accepts consultation requests from supervisors in the workplace.

Health Support for Female Employees

Focusing on the diverse health challenges and lifestyles faced by women, the Company is working to improve health literacy and foster a corporate culture that encourages women to seek advice. In addition, the Company is committed to supporting women's health through the following initiatives:

• Regular hosting of various seminars focused on health care and DE&I
• E-learning programs focused on health issues at different life stages (FY2025 completion ratio: 93%); provision of discount coupons for fertility treatments, pill prescriptions, bone density tests, and whole-body cancer screenings also to non-females
• Establishment of pregnancy support leave and subsidy system (fertility treatment support system)
• Introduction of F leave system which caters to mental and physical disorders specific to women
• AMH test (ovarian reserve test) and free health consultation (Nishitan ART Clinic)
• "Clintal," a service that allows users to chat with a nurse about their health concerns

In addition, employee volunteers are engaged in women's health support project activities with the aim of deepening understanding of women's health, creating a vibrant workplace, and fostering a culture in which employees, their supervisors, and colleagues can work vigorously and in good health. These efforts are quantitatively evaluated through the establishment of KPIs and are linked to sustainable improvements.

Enhancing the Office Work Environment

• LY Corporation enhances the work environment in its offices in order to improve the performance of the employees (reducing presenteeism).
• The offices have separate resting rooms for both genders for employees to take a rest when they feel unwell during working hours. Also, there is a massage room where licensed caregivers give treatment to refresh the employees both physically and mentally.
• Since a 20 minute nap is regarded to be effective in improving the performance of workers, the Company also has napping and resting areas, as well as exercise area for employees to refresh or to tone up their muscles.
• In-house restaurant & cafe:
  The Company offers menus that are low in fat, high in vegetables (more than half of the daily requirement), and reduced in salt. The Company co-develops menus with Chuo Food Service Co., Ltd., and has received the highest three-star rating in the "Healthy Meals and Food Environment (also known as Smart Meal)" certification system. In March 2026, it was also certified as a “2026 Outstanding Corporation for Shokuiku (Food and Nutrition Education) Practices” by the Ministry of Agriculture, Forestry and Fisheries of Japan.

Encouraging Exercise

• LY Corporation hosts a physical fitness test every six months. In the survey conducted after the physical fitness testing event, over 90% of respondents said, "There was a change in my behavior" and "I would recommend it to others."
• In order to maintain an appropriate weight and increase physical activity, the Company offers a "GC Bonus" that is paid the following month with the salary based on the number of target steps achieved and the results of monthly weight measurements. Around 60% of employees participated, with each employee receiving an average of a little under JPY1,100 per month. (As of March 2026)
• "Stride length checkers" are placed in the Kioicho Office and other major offices to let employees easily experience the ideal walking stride length of "body height x 45%."
• Furthermore, October is designated as the "Good Condition Month" to raise health awareness for employees and their families.
• As an external evaluation, the Company is certified as a "Sports Yell Company" by the Japan Sports Agency every year, and won the "Excellence Award at the 4th Sport in Life Award" in March 2025, and was selected as a "Tokyo Sports Promotion Model Company for FY2025 (Sports Practice Category)" in March 2026.

Provision of Health and Safety Systems

In accordance with Japan’s Industrial Safety and Health Act, the Company has established internal regulations, a Health Committee, and conducts workplace inspections and other activities. The Company has also installed automated external defibrillators (AEDs), conducts regular disaster preparedness drills, and provides e-learning on emergency response. In addition, the Company has established the following framework to promote occupational health and safety initiatives.

1. Occupational Health and Safety Policy
The Company complies with the Industrial Safety and Health Act and its internal regulations and works to continuously improve the workplace environment to ensure the physical and mental health and safety of employees through the Health Committee, where management and employee representatives work together.

2. Scope
This policy applies to all officers and employees, as well as temporary staff and employees of contractors and partner companies who perform work under the Company’s supervision.

3. Alignment with International Standards and Legal Compliance
In addition to complying with applicable laws and regulations in each country, the Company operates an occupational health management system (OHMS) aligned with ISO 45001 and promotes improvement initiatives based on international frameworks.

4. Worker Consultation and Participation
Through the Health Committee and other mechanisms, the Company ensures opportunities for workers and worker representatives to discuss and participate and has established an environment in which they can report and share information on hazards and propose improvements.

5. Continuous Improvement and Action Plans
The Company follows the PDCA cycle based on the three fundamental areas of occupational health management—work environment management, work management, and health management—to continuously improve its occupational health and safety performance. The Company also conducts regular workplace inspections to appropriately maintain a comfortable, hygienic, and safe work environment, assesses workplace conditions, and makes improvements.

6. Quantitative Target
The Company aims to achieve zero occupational accidents within its workplace.

Measures to Support Life Plans

LY Corporation is committed to creating an environment where employees can work in a sustainable manner.

Leaves

• When a public holiday falls on a Saturday, employees will be given the previous business day off as Happy Friday.
• For the purpose of personal growth, a sabbatical leave can be taken for 2–3 months as an opportunity to think about career, experience, and working style. The leave is available to permanent employees who have worked for at least ten years.

Long Service Award

• The LY Corporation Long Service Award is given to employees who have reached 20 years of service.

Formation of a Financial Base

• The Company supports the formation of an individual financial base for each employee through the Optional Defined Contribution (DC) Pension Plan, a property accumulation savings plan, and a stock accumulation investment plan. (More than 90% of employees are eligible.)
• To prepare for death or severe disability in case employees become unable to work due to illness or injury, the Company subscribes to a Group Long-Term Disability Plan and a Comprehensive Welfare Group Term Insurance (a livelihood security program for surviving families).