The Group is committed to health and productivity management that values the health and safety of people and organizations, aiming to enable each employee to enjoy working with energy and play an active role while keeping a good work-life balance and leading a fulfilling life.
The Group has defined the following health policy, which it is working to implement. With regard to initiatives for health management, the Group cooperates with the health insurance union to hold an annual health management promotion committee meeting at which labor health management coordinators, health management officers, health staff, and representatives of insured individuals discuss the background, challenges, and achievements of health management efforts, and exchange opinions.
Health and Productivity Management Policy
- To deliver hopeful choices to all those confronting illness, we will first and foremost ensure that our own employees remain healthy.
- We will foster a work environment where every employee can fully demonstrate their abilities and work with vitality.
Based on the Health and Productivity Management Policy, we promote diverse workstyles and employee wellness as the two pillars of our strategic health and productivity management initiatives. Through these efforts, we aim to enhance the well-being of each employee and maximize the performance of both individuals and the organization.
Strategy Map
-
Strategy Map
（179KB）
We have established indicators for evaluating the implementation of health and productivity management initiatives and summarized the results for each fiscal year. Of these, we endeavor to achieve a 100% examination (participation) rate with regard to periodic health checks and in-depth examinations. Our goal is to improve the ratio of findings in each item of health checkup and detailed examinations, the results of medical interviews, and the response to health surveys compared with the previous fiscal year. Our target for cancer screening rate is 75%, set by the health insurance association.
In fiscal 2024, as the Mitsubishi Chemical Group* we were certified by the Ministry of Economy, Trade and Industry’s Outstanding Organization of KENKO Investment for Health 2025 (large enterprise category).
Companies are evaluated on “Management Philosophy and Policies,” “Organizational Frameworks,” “Implementation of Systems and Measures,” and “Evaluation and Improvement.” The Mitsubishi Chemical Group exceeded the industry average in all evaluation items, particularly in the “Systems and Policies Implementation” field.
-
The Group was spun off from the Mitsubishi Chemical Group as of July 2025, becoming a new company.
The Group received Bronze Certification from Sports Yell Company 2025 (Japan Sports Agency), which recognizes companies that support and promote the sporting activities of their employees. Bronze Certification is a title awarded to companies that have received Sports Yell Company certification five or more times.
Every year, in cooperation with the health insurance association, we have held a walking campaign and health-related events that utilize wearable devices, in an effort to encourage people to exercise. Additionally, we have continued with multifaceted efforts to address physical issues stemming from reduced physical activity caused by desk work or working from home, encouraging people to exercise voluntarily through measures such as distributing stretching videos made by in-house massage therapists and offering exercise seminars from sports club trainers in a hybrid online/in-person format. We are also undertaking a range of initiatives that take other angles to this issue, such as offering discounts that families can use at sports gyms.
We were selected under the Action Plan for the Promotion of Cancer Control, a project commissioned by the Ministry of Health, Labour and Welfare, for recognition and commendation as a Cancer Control Promotion Excellent Company for the fifth consecutive year in recognition of our cancer prevention efforts on behalf of our employees.
We are improving measures to combat cancer for our employees, such as subsidizing fees for comprehensive medical checkups through the health assurance association, encouraging employees to undergo cancer screening by switching to regular health checkups, introducing systems to support a balance between work and medical treatment, and holding in-house cancer support group meetings. From fiscal 2021 through to fiscal 2023 we conducted cancer prevention e-learning for all employees, with a participation rate of 92.7% in fiscal 2021, 96.2% in fiscal 2022, and 96.5% in fiscal 2023. Additionally, in fiscal 2023 and 2024, as the Mitsubishi Chemical Group* we invited specialist physicians to give an online cancer seminar (attended by 260 people on the day, and played back 546 times from the archive). 97.2% of respondents to a survey said that they were able to understand the lecture, with 95.1% saying that they would like to participate in this kind of seminar in the future. Going forward, we will continue to work to increase the cancer screening rate while focusing on cancer education for employees.
- The Group was spun off from the Mitsubishi Chemical Group as of July 2025, becoming a new company.
To maintain the mental and physical health of our employees and help them live a fulfilling life with good work-life balance, the Company views the prevention of excessively long work hours and the taking of adequate paid leave as important issues for the realization of health and productivity management.
The health of employees is an important asset for the Company, and even in an era of changing workstyles, we believe that having each employee live a healthy life full of vitality every day helps bring about new ideas, higher motivation, and greater engagement. Therefore, based on the progress of the TM Campaign* in fiscal 2024, we will implement it throughout the Group in Japan in fiscal 2025, focusing on ensuring that people take paid leave and maintaining an appropriate number of total working hours.
- The Group in Japan, including management supervisors
In fiscal 2025, we will continue to roll out each initiative with the ultimate goal of reducing total annual working hours per person to under 1,850 hours by achieving the 2 TMs.
- Reduce overtime work (Time Management)
Throughout the Company we will, in principle, prohibit working and sending e-mails at night, early in the morning, and on holidays, and set a fixed time and day once a week for every employee to leave work (Friday is recommended). In particular, we will follow up individually with those who put in long working hours and check overtime working conditions with labor and management at each base. Each organization will also engage in activities that match their own particular circumstances, such as working styles and workloads. - Ensure proper rest (Time Making)
To achieve a paid leave utilization rate of 70% (15 days) or more, we will establish annual paid leave days taken simultaneously by all employees (two days a year), set aside days to encourage employees to take paid leave (five days a year), and individually follow up with employees who have not taken paid leave.
The paid leave utilization rate target of 70% was achieved, with 74.4% of people taking paid leave. From fiscal 2024, the Company did not set a companywide target for the number of employees working long hours (overtime in excess of 360 hours per year), including managers and supervisors, but conducted TM exercises (1)/(2) through which it set targets for total hours worked per year, met this target of less than 1,850 hours per year at 1,817.9 hours.
Paid leave utilization rate
Total annual working hours
The Company is focusing efforts on measures to counter high blood pressure as part of our endeavors to prevent lifestyle-related illnesses.
As a specific measure, we have run a risk-group specific blood pressure management program since fiscal 2017. This program is intended to encourage improvements to lifestyles, first stratifying the risk of developing brain or cardiovascular disorders over the next ten years based on medical histories and medical examination results, and then dividing groups targeted for support into three categories (high-, medium-, and low-risk) and checking control status based on blood pressure. From fiscal 2017 to 2023, we surveyed participants to assess their current treatment status, conducted interviews with occupational physicians as needed, and held lifestyle improvement seminars to manage blood pressure.
In fiscal 2024, accompanying changes to the health management system, we revised standards for eligibility. Accordingly, persons whose blood pressure at the time of health examinations was at or above the level for Stage II hypertension are now targeted for surveys on blood pressure management, and for consultations with an occupational physician if required, with the goal of preventing severe complications caused by hypertension. The fiscal 2024 survey response rate was 92.5%, of which 20.8% received health guidance in consultations with an industrial physician.
The Group has conducted stress checks once a year since 2010. The percentage of employees undergoing stress checks has increased every year, reaching 98.8% in fiscal 2024. The results of stress checks are analyzed to improve work environments, and the issues identified are provided as feedback to human resources managers at each department and affiliate in Japan in the form of reference materials for improvement.
Moreover, as a result of these stress checks, we have introduced a program provided by BackTech Inc. that addresses stress in terms of relieving pain for those people designated as having high levels of stress who suffer from stiff shoulders, back pain, or headaches. Program participants have been able to alleviate their pain, improving stress levels.
Source: BackTech Inc.
We are implementing e-learning-based training for all employees to promote self-care. The theme for training in fiscal 2024 was “Learning the mental health care fundamentals required for self-directed health management,” and achieved a high participation rate of 97.8%. Additionally, we conducted line care training* with a 96.0% attendance rate, themed on the communication skills necessary for line care, with the goal of teaching participants how to listen to their subordinates effectively and refer them to specialists when needed. Furthermore, a separate training program was held for new managers without any experience managing subordinates, focusing on being mentally prepared for line care in an era of rapid change, with a participation rate of 97.1%. We also launched an internal e-learning program in fiscal 2024 to teach new managers the basics of line care, developed in-house, in order to raise awareness of its importance.
Additionally, we have created and distributed a mental health guidebook that covers our internal operations, detailing how to respond when someone in the workplace suffers from mental health issues. We also distribute the Absence from Work Guide to employees taking a leave of absence due to mental difficulties, which explains the procedures necessary to take a leave of absence, how time should be spent during such an absence from work, and preparations for returning to the workplace, providing support for a trouble-free return. In fiscal 2024 we conducted online lectures by in-house mental health care professionals for employees, with the goal of promoting self-care.
- Line care is care provided by managers and supervisors, which includes monitoring and improving the daily work environment and counseling of their staff.
Starting in fiscal 2017, we have promoted a three-year program to help people quit smoking, and our working rules state clearly that smoking is prohibited on company premises at all times. From fiscal 2020, the Company, its health issuance association, and its labor union have worked as one to create a framework to encourage people to stop smoking and are aiming to reduce the smoking rate, with top management from each organization, including the President and Representative Director (the Company), the chairman of the labor union, and the chairman of the health insurance association offering messages to encourage people to stop smoking, with the goal of creating a smoke-free culture. The smoking rate, which was 22% when we instituted our measures to stop people smoking, dropped to 8.4% in fiscal 2022. However, the rate has risen slightly over the past two years, and accordingly we have implemented a new MinChalle program in which people use a habit-forming app to support them in their efforts to stop smoking and encourage them in their efforts to give up smoking for good.
Furthermore, from fiscal 2025 onwards, we plan to aim for a zero smoking rate and, by leveraging the strengths of each organization, work together to promote stopping smoking.
Smoking rate
Note: Survey methodology standards were revised starting in fiscal 2023
The results of a health awareness survey of our employees conducted in fiscal 2024 (Health Monitoring for All) showed that 38% of people were not satisfied with their sleep, an increase over last year’s survey. Many people reported being still fatigued or waking up in the night as reasons for their dissatisfaction with sleep. A large proportion of respondents said that the lack of sleep affects their work, and accordingly, beginning in the second half of fiscal 2024, we instituted measures to improve sleep as one of our key initiatives for health management.
In January 2025, as the Mitsubishi Chemical Group*, we held the Kirin Beverage Company, Limited's online sleep seminar. A total of 741 people participated in the live stream, which proved to be an opportunity for many employees (including those who viewed the archive) to understand the importance of sleep as well as to learn about self-care methods to ensure quality sleep. Additionally, we instituted the BackTech, Inc.'s sleep program for people facing difficulty sleeping who wished for it. This program involves individual consultations and watching seminar videos, with the goal of improving sleep over three months. A total of 74 people participated, with the goal of improving their sleep.
- The Group was spun off from the Mitsubishi Chemical Group as of July 2025, becoming a new company.
Source: BackTech Inc.
The Group conducted an awareness survey of all employees on women’s health in fiscal 2021. The results of this survey showed that the Group lacked a clear understanding of the effect that women’s health issues have on work productivity, and of the fact that symptoms and illnesses associated with pregnancy and giving birth are factors in women giving up their careers, taking leaves of absence, and retiring. Based on these conclusions, in fiscal 2022, we held online seminars for all employees on themes such as women’s health issues and menopausal syndrome, which proved to be opportunities to deepen understanding of women’s health.
In fiscal 2023 we conducted the LunaLuna Office Check (employee awareness survey on women’s health)*1 from LIFEM Co., Ltd., providing the first visual representation of presenteeism and absenteeism*2 brought on by menstrual difficulties and menopausal symptoms suffered by female employees of the Group.
To address these women’s health issues, as the Mitsubishi Chemical Group*3 we held online seminars with gynecologist Dr. Miho Takao, and conducted e-learning on women’s health for all employees in fiscal 2024, with a participation rate of 98.5%. Additionally, in July 2024 we opened the Working Women’s Support Site to provide information for employees, offering a variety of video content on menstrual difficulties, menopause symptoms, breast cancer, and osteoporosis. On International Women’s Day in March 2025, we held an online stretching seminar from BackTech, Inc., which focused on the mental and physical difficulties that sometimes occur in spring, featuring mindfulness and simple yoga that can be performed in the office. The seminar attracted many people of all genders, with 98.9% of participants stating that they were satisfied with the seminar in response to a survey.
- Femtech service for business provided by LIFEM Corporation to mitigate health problems faced by working women. “Femtech” is a portmanteau of the words female and technology, and uses technology to solve these health issues.
- Presenteeism is a term for the state in which a person is working with reduced productivity due to health problems they face, while absenteeism refers to the state of being absent from work.
- The Group was spun off from the Mitsubishi Chemical Group as of July 2025, becoming a new company.
In fiscal 2024, as the Mitsubishi Chemical Group*1, the Company Group applied for the SAFE Consortium Award from the Ministry of Health, Labour and Welfare. As a result of final selection by public vote, we were awarded the Gold Prize in the Safe Workplace Creation division of the Manufacturing, Construction, and Transportation category. We believe that this is a result of the Group’s efforts to work together, including exercises to prevent slipping and falling accidents, and conducting physical tests. Preventing work-related falls and accidents is now a worldwide concern, with businesses being asked to actively work to ensure safety and create age-friendly workplaces where older employees can continue to play an active and vital role as they age.
Accordingly, in addition to existing measures to prevent slipping and falling accidents, we will move forward with initiatives to address locomotive syndrome*2 in order to be age-friendly.
As a concrete initiative beginning in fiscal 2025, we plan to implement trials of health strength tests and provide information on everyday self-care.
- The Group was spun off from the Mitsubishi Chemical Group as of July 2025, becoming a new company.
- “Locomotive syndrome” is a term created in Japan from the words locomotion (the act of moving) and locomotive (having the ability to move). It refers to a condition in which the ability to move—necessary for daily activities—declines or becomes insufficient.
Because many sales personnel at the Group visit medical facilities frequently, we have worked to improve measures to counter infectious diseases. In fiscal 2024 our focus was on two activities: (1) promotion of additional measures against rubella, and (2) promotion of vaccination against influenza.
- Promotion of additional measures against rubella
Since fiscal 2019, we have actively moved ahead with in-house initiatives regarding additional measures against rubella recommended by the Japanese government. We are encouraged those eligible for the fifth-phase vaccinations to have a rubella antibody test and provided opportunities for on-site testing in offices at large-scale facilities in fiscal 2019 and 2020. Additionally, in 2023, we held video training for all employees regarding rubella. This training featured a lecture given by a member of a family with a child suffering from congenital rubella syndrome. In a survey after training, 99.6% of employees responded that they understood or had a greater understanding of congenital rubella syndrome, ensuring widespread comprehension of additional measures against rubella. In a survey conducted at the end of fiscal 2024 on people eligible for the fifth phase of vaccinations, 89% of employees responded that they had taken action of some form, such as vaccination or testing for antibodies. - Promotion of vaccination against influenza
We conduct group vaccinations against influenza at our offices every year to prevent the spread of infection within the Company. The cost of vaccination is subsidized by the health insurance association, and we achieved a 62.0% vaccination rate in fiscal 2024.
The Group is promoting collaborative health efforts with the health insurance association, and the two are working together on initiatives intended to encourage participation in a variety of healthcare programs, including a three-pronged approach to stopping smoking and improving participation in cancer screening and special health instruction.
- Initiatives aimed at improving participation in cancer screening
Since fiscal 2018, we have been encouraging employees aged 35 and over to have comprehensive physical examinations instead of periodic health checkups. We hope that substituting the results of comprehensive physical examinations for those of periodic health checks will increase the rate of participation in cancer screening, and in fact, uptake of screening for the five major forms of cancer is increasing yearly.
As part of our adult cancer education, since fiscal 2023 we have invited specialists from the Cancer Institute Hospital to give lectures in online cancer seminars for employees. In fiscal 2023, the seminar focused on breast cancer, covering screening, everyday self-care, and the importance of supporting fellow cancer patients. In fiscal 2024, the subject was colorectal cancer, with lecturers talking about the latest treatments and the importance of follow-up screening.
- Healthcare initiatives conducted by the health insurance association (Walking Campaign, dental examinations)
The health insurance association has implemented a range of healthcare initiatives for insured people. They hold a walking campaign every year that publishes the number of steps walked each day by participants on the campaign website by linking the health insurance association portal site to wearable devices. Points are awarded to reflect the number of steps walked during the campaign, and participants can exchange the points they collect for products they want. In fiscal 2024, the campaign had a 23.8% participation rate in the first half of the year, and 22.4% in the second half.
In addition to the walking campaign, we conduct an annual Lifestyle Improvement Campaign (the Yarukoto challenge). During this campaign, people set goals such as eating breakfast and using the stairs to encourage healthy behavior in their everyday lives, and input the results on a portal website during the campaign period. People who meet their goals are awarded points in the same manner as in the walking campaign, encouraging many insured people to enjoy improving their lifestyles.
Moreover, group dental checkups are offered to those who want them at offices once a year, in an initiative intended to improve oral hygiene. The health insurance association subsidizes recipients’ examination costs.
Trends in percentage of employees receiving physical examinations in place of periodic health checkups
Cancer screening participation rate recommended by the government (fiscal 2024)
- Lung cancer testing tabulated based on the number of people who have had chest X-rays or CT scans
We have opened a massage room at the headquarters as part of our health and productivity management initiative and in efforts to employee people with disabilities, where visually impaired employees who are government licensed Shiatsu massage professionals offer treatment. This initiative has been very well received, with some employees saying that they think this is an excellent initiative as a company welfare program, while others commented that the treatments offered by two massage professionals are outstanding. Others stated that regular treatment helps them feel refreshed and concentrate on their work. The utilization of the massage room remains very high, at 99.8% for fiscal 2024. Additionally, a survey of users showed a high level of satisfaction with the skill of the massage professionals, with 74% stating that it was “very good” and 26% stating it was “good.”
Due to the increased number of people working remotely, we regularly distribute online lectures showing stretches and pressure points that employees can use for self-care.
- 拡大
- Massage room treatment
Note: Information on this page pertains to activities and results for fiscal 2024.