Labor practices

Basic Personnel Data

Employment Situation

Employment situation of the Mitsubishi Electric Group

1. Consolidated data

(As of March 31, 2021)

Segment No. of employees (persons)
Energy & Electric Systems 47,697
Industrial Automation Systems 32,975
Information & Communication Systems 13,900
Electronic Devices 5,323
Home Appliances 27,545
Other 12,603
Common 5,610
Total 145,653

2. Data for Mitsubishi Electric Corporation

(As of March 31, 2021)

Category No. of employees (persons)
Full-time employee Total 36,162
Male 32,346
Female 3,816
Temporary staff Total 6,838
Male 4,179
Female 2,659

(As of March 31, 2021)

Segment No. of employees (persons)
Energy & Electric Systems 9,741
Industrial Automation Systems 10,654
Information & Communication Systems 4,018
Electronic Devices 2,084
Home Appliances 5,212
Other 0
Common 4,453
Total 36,162
Category Average age Average No. of years worked Turnover rate Average annual income
Total 40.7 years of age 16.6 years 2.30% 7,963,544 yen
Male 40.6 years of age 16.5 years 2.20%
Female 41.2 years of age 17.2 years 2.40%
  1. "Employees" refers to all personnel who are working.
  2. Turnover rate includes retirement on reaching retirement age.
  3. Average annual income includes bonuses and extra wages.
  4. There is no difference in the amount of remuneration between men and women under Mitsubishi Electric Group's personnel treatment system.

Starting Salary at Mitsubishi Electric

Monthly wage (yen) Compared to the minimum wage
High school graduate 169,000 yen 104%
Technical high school graduate 192,000 yen 118%
College graduate 217,000 yen 133%
Graduate school graduate 241,000 yen 148%
  1. * Minimum wage is calculated based on the minimum wage for Tokyo Prefecture as of March 2021 (1,013 yen per hour), working 20 8-hour days per month. There are no regional or gender disparities in wage among similarly qualified employees at the same level.

Relationship with Labor Union

Mitsubishi Electric and Mitsubishi Electric labor union strongly realize that it is important for them to cooperate in promoting the company's growth and improving the working conditions of labor union members based on an awareness of the company's social mission and responsibility, and to form and maintain a labor-management relationship founded on mutual sincerity and trust. Based on this realization, they enter into a labor contract by consent of both parties and mutually comply with the contract in good faith.

Under the union-shop system, employees (excluding management level employees) become union members after completing a trial period, as a rule. To facilitate mutual negotiations, the company and labor unions periodically hold meetings of a management council and labor council, and endeavor to seek resolutions by holding thorough rational discussions on equal footing, as a basic principle.

Group companies in Japan and overseas also share the principle of holding thorough rational discussions between labor and management, and endeavor to maintain and improve sound working conditions and workplace environments in compliance with labor-related laws and regulations concerning employment, personnel affairs, work duties, wages, working hours, immigration control, and so on in the countries and regions where they do business, as well as with internal regulations and procedures.

Notification of secondments and transfers within and outside the organization

In the labor contract established with the Mitsubishi Electric labor union, Mitsubishi Electric has stipulated that the company will swiftly notify the labor union of secondments and transfers of employees within and outside the organization for business reasons. The contract states that, particularly when large numbers of employees will be seconded or transferred within or outside the organization, Mitsubishi Electric will consult with the labor union regarding the basic terms.