Health management
We view the health of our employees as the most vital of our management resources. We have established a health promotion office in the headquarters, and have readied systems for the comprehensive support of employees’ health with the cooperation of industrial physicians and health promotion managers at all branches. Every fiscal year, we formulate an employee health promotion plan as part of our programs for mental and physical health promotion, and carry out health promotion activities that seek an upward spiral in the PDCA cycle. The company regularly provides employees with information on a variety of health-related topics to promote wellness. We have been recognized by the Health and Productivity Management Organization Recognition Program of the Ministry of Economy, Trade and Industry as a corporation that practices excellent health management for nine consecutive years.
Initiatives for employees with higher risks
All employee health checkup results undergo careful checks by industrial physicians with follow-up conducted. To prevent brain and cardiac disease and mental health disorders caused by overtime hours, we offer accumulated fatigue checklists for eligible employees and every month provide consultation with industrial physicians to persons who request it. In addition to this, we provide special follow-up through visits by occupational health experts, interviews, and other measures to address workplaces in special environments.
Plan for the Promotion of Employee Health (FY2025)
- Initiatives to prevent work-related accidents among employees
- Assessing working hours and approaching high-risk individuals
- Conducting general health examinations and approaching high-risk individuals
- Implementation of stress checks and approach to high-risk persons
- Efforts in individual cases
- Initiatives to maintain and promote the physical, mental, and social health of employees
Initiatives for mental health
We conduct initiatives such as individual case support, proposals for organizational development through stress checks (covering 80 items), and tiered employee training programs focused on self-care and organizational care.
For employees on leave, we have established a support system that facilitates smooth return-to-work by ensuring close coordination between the company (occupational physician) and the attending physician, thereby resolving any discrepancies in understanding. As part of this effort, we distribute the “Handbook on Taking Leave and Return to Work” to affected employees, clearly outlining necessary procedures, compensation, and other relevant information.
During leave, the company (HR, supervisors, and occupational physician) contacts the employee once a month to provide information and confirm the situation regarding return-to-work criteria, duration, and compensation. When returning to work, employees are required to express their intention and submit a companydesignated medical certificate from their attending physician. In advance, we share the return-to-work system with the physician to promote understanding of the criteria.
To further alleviate financial concerns, we have introduced a Group Long-Term Disability (GLTD) insurance program, which compensates income during leave and contributes to employees’ financial stability.
Initiatives for mental health
We conduct initiatives such as individual case support, proposals for organizational development through stress checks (covering 80 items), and tiered employee training programs focused on self-care and organizational care.
For employees on leave, we have established a support system that facilitates smooth return-to-work by ensuring close coordination between the company (occupational physician) and the attending physician, thereby resolving any discrepancies in understanding. As part of this effort, we distribute the “Handbook on Taking Leave and Return to Work” to affected employees, clearly outlining necessary procedures, compensation, and other relevant information.
During leave, the company (HR, supervisors, and occupational physician) contacts the employee once a month to provide information and confirm the situation regarding return-to-work criteria, duration, and compensation. When returning to work, employees are required to express their intention and submit a companydesignated medical certificate from their attending physician. In advance, we share the return-to-work system with the physician to promote understanding of the criteria.
To further alleviate financial concerns, we have introduced a Group Long-Term Disability (GLTD) insurance program, which compensates income during leave and contributes to employees’ financial stability.