Respect for Human Rights

Based on the view that respect for human rights is a universal value and is consistent with the realization of the Corporate Policy, the JAL Group has stipulated “JAL Group Human Rights Policy” in order to fulfill its responsibility to respect human rights of all stakeholders.

We have also stipulated "JAL Group Supplier Code of Conduct" as a content specific to the supply chain.

The JAL Group is taking steps to prevent forced labor and human trafficking in the Group and its supply chains, in accordance with Section 54 of the Modern Slavery Act 2015 (the United Kingdom), Part 2-16 of the Modern Slavery Act 2018 (Australia), and Section 11 of the Fighting Against Forced Labour and Child Labour in Supply Chains Act (Canada).

In order to promote respect for human rights, the JAL Group has established internal regulations for human rights due diligence and management and complaint handling mechanisms as follows.

Based on these regulations, we conduct a human rights risk survey for all Group companies every year, identify issues that are particularly important for each fiscal year through risk assessments related to human rights, extraction of issues, and hold dialogue with outside experts. We are working specifically to prevent and mitigate adverse impact on human rights.

01. Structure and operation of the "Human Rights Due Diligence (hereinafter HRDD)" as a means of respecting human rights in accordance with the JAL Group Human Rights Policy

The JAL Group is working on initiatives of respecting human rights as per the flow of 1～10 below every fiscal year.

The JAL Group identifies issues at each stage of the value chain by business, including risk identification in certain new business relationships. Further, while referring to issues raised by NGOs and civil society, and reflecting the opinions of specialists, we assess the impact of issues identified using a plot graph with (1) severity of potential human rights impact on one axis; and (2) likelihood of human rights impact on the other axis. We then clarify high-priority human rights issues and countermeasures.

In its annual human rights due diligence process, the JAL Group identifies "Priority Human Rights Issues" that require prioritized action and advanced initiatives to respect human rights based on these issues. To deepen our initiatives and make them more meaningful, we fundamentally reviewed and updated our Priority Human Rights Issues for FY2026. After consolidating the 11 key issues identified in FY2025 into five, we articulated and clarified the "reasons for prioritization" and "expected rights-holders (the individuals or groups whose human rights must be respected)," while keeping their connection to the JAL Group's corporate policy and business characteristics in mind. This highlighted the importance of each issue and further clarified why we address them, as well as whose and what adverse impacts we aim to prevent and mitigate. Moving forward, based on these newly established Priority Human Rights Issues, we will continue to deepen our human rights initiatives from the perspective of rights-holders.

Up until FY2025, we categorized issues and advanced our initiatives by linking them to each stakeholder group: suppliers, customers, and employees.

We will work together with our business partners to build a sustainable supply chain that includes respect for human rights and appropriate labor practices. We also conduct risk assessment and monitoring to confirm the soundness of our supply chain. In addition, we will respect human rights through dialogue with stakeholders, and also we will continue to procure products and meals that take human rights into consideration, such as service supplies and meals provided on flights and in lounges.

[Initiatives up to now]
To ensure a healthy supply chain, the JAL Group requests all business partners to comply with the "JAL Group Supplier Code of Conduct." In addition, suppliers that have deep ties with our company and handle commodities considered to have high ESG (environmental, human rights, labor, and anti-corruption) risks are designated as key Tier 1 suppliers, and we conduct assessments on them through self-assessment questionnaires and on-site checks. If a supplier does not meet our required standards, we request the submission of an improvement plan.

Furthermore, we have introduced SMETA audits* as third-party on-site verifications. We request business partners handling uniforms to undergo this audit when selecting their sourcing locations. To date, we have visited overseas suppliers based in countries such as China and Vietnam to conduct SMETA audits. Based on the audit results, we request improvements for items requiring action and work to prevent and mitigate adverse impacts on human rights through requests for improvement plans and hands-on support for remediation.

[Initiatives up to now]
For service items and meals offered onboard and in our lounges, we adopt certified products that respect the human rights of workers and indigenous peoples involved in forestry, agriculture, and fisheries. We strive to avoid complicity in human rights violations, such as forced labor, child labor, poor working conditions, and the infringement of indigenous land rights.

All of our coffee was fully transitioned to Rainforest Alliance Certified products in 2019, and by FY2025, we replaced all paper items used in inflight services—such as paper cups and menu cards—with FSC-certified paper. Additionally, select inflight meal options feature seafood and agricultural produce certified by MSC, ASC, or ASIAGAP. Furthermore, our group company, JAL Agriport, has achieved ASIAGAP certification for its own farm, and crops harvested there are served in our inflight meals and other offerings.

[Initiatives up to now]
Recognizing that damage to local natural environments—including biodiversity—adversely impacts the human rights of local residents, we are taking proactive steps to address this issue. In FY2025, we held a stakeholder dialogue with Naganuma Town, Hokkaido, our partner in red-crowned crane conservation. By incorporating feedback from local residents, including farmers and experts, we directly assessed local conditions aimed at "coexistence between humans and nature." Additionally, we worked to foster employee understanding by integrating this issue into our human rights training program.

We will focus on three areas: improving accessibility with the aim to create a society where everyone can enjoy an enriched life through travel; preventing human trafficking through air transport; and preventing human rights violations by external dissemination.

[Initiatives up to now]
Based on the JAL Group Accessibility Service Policy, we are working to create fun and affluence through travel by providing all customers with stress-free travel options. In fiscal 2025, we made the following efforts.

[Initiatives up to now]
Recognizing that preventing unintentional complicity in human trafficking via air transport is a corporate social responsibility, we established standard operating procedures in FY2020 for reporting suspected human trafficking cases and continue to conduct annual training for all employees.

In FY2025, as part of our collaboration with external stakeholders, we participated in an awareness video campaign conducted jointly by airlines, airport operators, and relevant public agencies at Narita Airport, sending a clear message to society about the industry-wide, public-private effort to combat human trafficking.

[Initiatives up to now]
To ensure that our external communications, such as advertising and promotional materials, do not unintentionally infringe upon human rights, we maintain a robust review system.

In FY2025, we properly operated our review process managed by the responsible department and integrated content on this topic into our human rights training programs to raise employee awareness.

In addition to improving the working environment by preventing harassment, curbing long working hours, and preventing leaks of personal information, we also promote respect for diversity by promoting DEI, such as promoting women and supporting the active participation of people with disabilities. Also, we will continue to take steps to prevent cases of human rights violations from occurring regarding our foreign employees, which are expected to increase in the future.

[Initiatives up to now]

We have established the "Regulations Concerning the Prevention of Workplace Harassment*" to take a strict stance against harassment. These regulations clearly prohibit various forms of harassment—including those related to pregnancy, childbirth, childcare leave, and nursing care leave, as well as sexual and power harassment—by defining them in detail and explicitly stating that violations are subject to disciplinary action. Furthermore, to maintain a healthy workplace environment free from harassment, we have set up direct consultation mechanisms for employees, including dedicated harassment helplines, a 24-hour compliance consultation desk (Group Hotline), and a specialized sexual harassment contact point for cabin crew.

To prevent workplace harassment before it occurs, we conduct annual awareness and educational programs focused on harassment prevention as part of training sessions for regional management across all areas, including overseas offices, as well as for newly appointed managerial leaders both domestically and internationally. Additionally, we conduct compliance e-learning for all employees and roving compliance visits to Group companies to ensure strict adherence.

In FY2025, from the perspective of harassment prevention, we placed particular emphasis on "creating workplaces with high psychological safety," striving to foster an environment where everyone feels secure to share their honest opinions.

We are also focusing on addressing customer harassment, having formulated and published the "the JAL Group Basic Policy on Customer Harassment" in FY2024. In FY2025, we expanded training programs to enhance employee response capabilities and actively participated in industry-wide collaborative initiatives to prevent customer harassment, such as producing educational videos aimed at customers.

[Initiatives up to now]
We created a system that supports workstyle's flexible work schedule by introducing a system that allows employees to change working hours, the Super Flex system, and a system that allows employees to take paid leave on an hourly basis. In this way, we are working to reduce overtime and holiday work. In addition, we created an environment that makes it easier for employees to take time off by establishing a workcation system that allows employees to work by telework during vacations, and a system that allows employees to take time off while on business trips.

In fiscal 2025, we continued a follow-up to solve problems in departments with problems regarding working hours management, and set training for new employees about working time management.

[Initiatives up to now]
We aim to be a company where everyone can thrive, regardless of attributes such as gender, age, nationality, race, ethnicity, religion, social status, disability, sexual orientation, or gender identity. In FY2025, as part of our efforts focused on gender balance, we initiated joint research with Ochanomizu University and held seminars and events promoting co-parenting to create an environment where all employees, regardless of gender, can balance work and childcare. Additionally, for employees with disabilities, we worked to build an organization where diverse talent can excel by supporting their individual skill development and career advancement, while expanding the locations and fields in which they actively contribute.

[Initiatives up to now]
We are committed to nurturing talent capable of respecting diverse cultures and values to create new value. In FY2025, as part of our initiatives for foreign national employees, we conducted on-site audits, including interviews with relevant staff, in accordance with our Regulations Concerning Employment Support regarding Foreign nationals with "Specified Skilled Worker" status. Additionally, we engaged in dialogues on human rights with local staff at overseas branches, striving to promote understanding of our policy on respecting human rights and to gain a clear view of on-the-ground conditions.

Furthermore, as part of our LGBTQ+ initiatives, we actively participated in regional LGBTQ+ events and conducted internal group employee training and events featuring guest speakers to foster deeper understanding of LGBTQ+ issues within the company.

[Initiatives up to now]
To establish an even more rigorous information management system, we expanded "ISO/IEC 27001:2022"—the international standard certification—to eight Group companies with information technology divisions. Furthermore, with the aim of raising employee awareness and improving response capabilities regarding information security, we further strengthened governance by conducting training for all JAL Group employees, hosting a designated security awareness month, and increasing the frequency of targeted email phishing drills to once every two months.

Please see our integrated report "JAL REPORT" for past actions of human rights due diligence.