Health and Productivity Management
Occupational Safety and Health
Contribution to the SDGs
We regard our employees as our most important asset and are committed to h health and productivity management.
We aim to improve labor productivity by maintaining and improving employee health, and to become a company that is easy to work for while growing sustainably.
We promote the creation of a workplace free of industrial accidents and a safe and comfortable
working environment.
We will implement various measures to prevent accidents and create workplaces and environments with the aim of realizing a comfortable work environment where employees and others involved in our business can work safely and with peace of mind.
Declaration of Health and Productivity Management
We recognize that our employees are our most important asset, we will take the following actions to improve the mental and physical health of each employee and to continue to be a vibrant company.
- We actively support employees' efforts to independently maintain and promote their own health.
- We will work to create a comfortable work environment in which each employee can maximize his or her abilities.
- We promote health and productivity management supported by the organization so that employees can return home to their precious families with a smile.
- We aim to improve the vitality and productivity of our employees by instilling a "culture of valuing health”.
Organization
The General Manager of the Administration Division, headed by the President, is the chief health and productivity management officer. In addition, the health and productivity management Promotion Secretariat, including industrial physicians and public health nurses, as well as the Health Committee established at each workplace, serve as health and productivity management promoters, promoting efforts to maintain and enhance workplace safety and employee health.
Health and Productivity Management KPI
The following health and productivity management KPIs will be monitored at regular intervals as indicators of our health and productivity management. In addition, we are promoting health and productivity management with the following goals by the end of FY2026, the final year of our mid-term management plan. In addition to items that perform worse than the national average, we use KPIs as indicators that allow us to understand the working environment and conditions of our employees.
| Data Item | Targets by FY2026 | FY2022 | FY2023 | FY2024 | FY2025 |
|---|---|---|---|---|---|
| Smoking Rate | 18% or less | 22.4% | 22.2% | 21.9% | 23.1% |
| Percentage of Employees Within the Healthy BMI Range (BMI 18.5 to <25.0) |
70% or more | 62.6% | 64.1% | 63.2% | 60.5% |
| Health Checkup Participation Rate | 100% | 99.8% | 100% | 100% | 100% |
| Follow-up Examination Participation Rate*1 | 100% | 50.6% (42 out of 83) |
57.0% (57 out of 100) |
57.5% (77 out of 134) |
41.4% (67 out of 162) |
| Stress Check Participation Rate | 100% | 99.3% | 97.7% | 98.4% | 99.0% |
| High-Stress Employee Rate | 10% or less | 14.4% | 14.2% | 11.9% | 12.2% |
| Number of Employees Exceeding 60 Hours of Monthly Overtime ・Total |
0 | 2 | 10 | 10 | 1 |
| ・Non-Managerial Employees | 0 | 0 | 4 | 3 | 0 |
| Average Monthly Overtime Hours ・Total |
10hours or less | 8.4hours | 8.9hours | 9.2hours | 9.2hours |
| ・Non-Managerial Employees | 10hours or less | 5.9hours | 6.4hours | 6.8hours | 6.4hours |
| Average Annual Paid Leave Days Taken | 16days or more | 14.0days | 13.6days | 13.7days | 13.7days |
- *1Number of employees who had their medical examinations reexamined/Percentage of employees who were recommended to undergo medical examinations at the direction of an occupational physician
Initiatives
- Use of health and productivity management system
- Using "WellGo" a cloud-based health managament service, we are creating a system that allows employees to live their lives with an awareness of their own health. WellGo provides health and productivity management services such as recording daily life logs of weight, blood pressure, diet, etc., distributing health quizzes, checking health checkup results, and viewing in-house step count rankings.
In addition, employees can accumulate points by using WellGo's functions, giving them the enjoyment of accumulating points and creating an ongoing awareness of their health. Accumulated points can be exchanged for Group Companies products and other items.
We invests approximately 2 million yen annually in this policy to promote the maintenance and promotion of employee health.
- Walking campaign
- We have a higher percentage of employees with a BMI of 25 or higher than the national average, and we are promoting efforts to establish exercise habits to protect the future health of our employees. Using "WellGo", we conduct walking campaigns that encourage employees to walk at least 8,000 steps per day and increase their daily physical activity.
Employee Health Care
- Smoking countermeasures
- As a measure against passive smoking, smoking areas in business facilities have been removed and smoking is prohibited during working hours. As a measure to reduce the smoking rate, we provide cost subsidies to smokers who complete outpatient smoking cessation visits.
- Working Hour Initiatives
- We are working to reform the way we work, including a monthly no-overtime day and hourly paid leave that can be taken in increments of hours. In addition, regardless of the legally mandated overtime work hours, we conduct interviews with industrial physicians and public health nurses upon request.
- Health Examination and Cancer Screening
- In order to ensure early detection and early treatment of illnesses, we have established health checkup items that exceed those required by law and conduct health checkups for all employees. In addition, each employee whose health checkup results indicate that he or she needs to be reexamined is recommended to undergo a second examination.
- Subsidies for breast cancer screening (mammography and echography) and uterine cancer screening for female employees 30 years of age and older
- Cancer screenings (prostate cancer (PSA), breast cancer (age 35 and over 40), cervical cancer) at company expense
- Provide generous physical examinations to employees 40 years and older
- Mental Health
- As a mental health measure, we conduct stress checks for all employees so that they can understand their own stress condition. After stress checks are conducted, management training is provided to improve the workplace environment based on the results of group analysis. In addition, we have established an external consultation service where employees and their families can freely consult with us on any matter without the company's knowledge.
- Work-Life Balance
- We believe that in order to fully demonstrate our abilities at work, it is also important to have a fulfilling personal life. As part of our efforts to create an environment in which it is easy to take paid leave, we have a five consecutive leave system and an anniversary leave system, event leave system.
We also have a staggered work schedule, a telecommuting system, a pair transfer system that allows in-house married couples to transfer together to the same work area, and a life event system that exempts employees from relocation for a certain period of time to accommodate diverse and flexible work styles.
- Consultation and Support Framework
- In FY2025, we established the Consultation and Support Section within the Human Resources Department, staffed by a qualified occupational health nurse.
To support employee development and maximize talent potential, we conduct interviews with all employees.
These efforts help us identify health concerns at an early stage and gain insights into workplace issues, enabling timely and appropriate support.
- Infection Control Measures
- We subsidize the cost of influenza vaccinations for employees and their dependents. For children, the cost of the second vaccination is also subsidized.
- Cooperation with industrial physicians and public health nurses
- In promoting health and productivity management, we are also strengthening cooperation with industrial physicians and public health nurses. In addition to conducting interviews during overtime hours that are shorter than legally mandated, the company provides advice on health and productivity management measures, conducts regular interviews with employees on leave and after returning to work, distributes a health column by public health nurses, and publishes comments in the company newsletter issued once a quarter.
- Cooperation with Health Insurance Associations
- We are working with health insurance associations to improve the numbers and implementation rates of smoking cessation support and specific health guidance, which are available free of charge to insured persons.
- Information Sharing and Consultation with Labor Unions
- Well-being meetings are held once a month between company and labor union representatives. In addition to health and productivity management measures, we have a system in place to discuss and share information on the status of overtime work and improvements to the workplace environment, and to listen to employees' opinions.
- Improved Health Literacy
- To improve health literacy, all employees are trained through e-learning. We also distribute seasonal health-related information and have introduced an application that allows users to record their weight, blood pressure, diet, and number of steps taken.
- Health and Productivity Management Strategy Map
- In July 2022, we developed a strategic map aimed at enhancing the physical and mental well-being of all employees and fostering a healthy, vibrant workplace. In 2026, the map was revised and updated as part of our ongoing commitment to continuously improving our Health and Productivity Management initiatives. We believe it is important for our employees to be in good health and to be able to work with vitality. Therefore, we have incorporated this idea into our strategic map, which includes indicators related to physical and mental health, as well as indicators that are linked to diverse work styles and job satisfaction.
Actual Values of Indicators Related to Health and Productivity Management
- Indicators Regarding the Status of Health Investment Policy Initiatives
-
FY2021 FY2022 FY2023 FY2024 FY2025 Walking Campaign Participation Rate 163
(23.2%)Jun.: 194
(30.7%)Nov.: 273
(42.2%)May: 236
(35.9%)Oct.: 216
(34.0%)May: 203
(31.3%)Oct.: 204
(31.7%)Oct.: 230
(33.2%)Participation Rate in Health Programs for High-Risk* Employees 30.3%
(10 out of 33)76.3%
(29 out of 38)75.7%
(28 out of 37)86.4%
(19 out of 22)85.7%
(18 out of 21)- *High-risk employees are defined as those with HbA1c ≥6.5% and/or systolic blood pressure ≥160 mmHg or diastolic blood pressure ≥100 mmHg, including those undergoing medical treatment.
- Indicators Related to Changes in Employee Awareness and Behavior
-
FY2021 FY2022 FY2023 FY2024 FY2025 Turnover Rate 3.8% 4.1% 3.1% 2.4% 2.1% Percentage of Employees with Exercise Habits
(Employees who engage in physical exercise at least twice a week for 30 minutes or more and have maintained the habit for at least one year.)26.1% 31.2% 31.9% 28.7% 30.7% Percentage of Employees Getting Adequate Rest Through Sleep 72.3% 68.8% 69.2% 69.1% 66.5% Treatment Continuation Rate Among High-Risk*1 Employees 61.1%
(22 out of 36)63.6%
(21 out of 33)94.6%
(35 out of 37)75.0%
(21 out of 28)84.2%
(16 out of 19)Health-Related e-Learning Completion Rate 100% 100% 100% 100% 99.8% Number of New Employees Completing Stress Management Training 26 14 22 29 29 Number of Participants in Manager Mental Health Training 17 19 29 -*2 - Number of Managers Participating in Stress Check Group Analysis Training 30 35 29 24 18 Number of Health Seminars Conducted by Occupational Health Nurses 1 1 5 12 12 Number of Participants in Training on Gender-Specific Health Issues - - 39 38 44 - *1Percentage of high-risk employees who continued receiving medical treatment in the following year.
- *2Integrated into Stress Check Group Analysis Training.
- Health Outcome Indicators
-
FY2021 FY2022 FY2023 FY2024 FY2025 Presenteeism Score*1
Number of Employees Surveyed/ Response Rate- 79.3%
611/99.3%79.9%
621/97.7%77.7%
630/98.4%78.2%
685/99.0%Absenteeism Score (Number of Employees on Leave)
Number of Employees Measured/ Measurement Rate11
638/100%11
622/100%8
631/100%8
633/100%7
694/100%Absenteeism Score (Number of Leave Days)*2
Number of Employees Measured/ Measurement Rate1.34
638/100%3.06
622/100%2.18
631/100%2.31
633/100%1.71
694/100%Work Engagement Score*3
Number of Employees Surveyed/ Response Rate- 2.67
611/99.3%2.71
621/97.7%2.84
630/98.4%2.85
685/99.0%Positive Response Rate to "I Like the Company"*4
Number of Employees Surveyed/ Response Rate- - 85.9%
613/96.9%88.7%
626/96.0%86.6%
680/97.9%Positive Response Rate to "I Want to Continue Working for the Company"*4
Number of Employees Surveyed/ Response Rate- - 85.0%
613/96.9%86.4%
626/96.0%85.6%
680/97.9%Positive Response Rate to "I Find My Work Meaningful"*4
Number of Employees Surveyed/ Response Rate- - 77.9%
613/96.9%81.2%
626/96.0%77.5%
680/97.9%- *1Presenteeism: SPQ (Single-Item Presenteeism Question, University of Tokyo 1-item version)
- *2Absenteeism: Average number of days of leave taken by all employees due to personal injury or illness
- *3Work Engagement Score: Utrecht Work Engagement Scale Question 17 Edition
- *4Based on the Company's own engagement survey.
Employee Occupational Health and Safety
- Workplace Accident Response
- We strive to prevent industrial accidents so that our employees can work safely and with peace of mind. When an workplace accident or injury occurs, we confirm the circumstances of the accident or injury that occurred and work to prevent recurrence.
- Response to earthquakes
- We have business sites throughout Japan, and we believe that responding to earthquakes that occur in various regions is important to ensure the safety of our employees and their families. In the event of an earthquake of intensity 5 or lower on the Japanese seismic intensity scale or higher, we have a system in place that automatically sends out safety confirmation e-mails to employees residing in the area to promptly confirm their status.
- Performance Indicators for Occupational Safety and Health
-
FY2020 FY2021 FY2022 FY2023 FY2024 FY2025 Number of Occupational Accidents 3 4 3 5 8 8 Number of Commuting Accidents 1 3 1 2 0 0