Health and Productivity Management
- Health Management at Epson
- Health Management Objectives and Organization
- The "Health Action 2025" Health Management Policy
Health Management at Epson
Epson considers the health of all Group workers to be of paramount importance. Based on Purpose, Epson Way, Epson Group Basic Occupational Health and Safety Policy and Epson Group Health and Productivity Management Declaration, we are working to create a workplace environment where people can work with vitality and enjoyment, and to promote mental and physical health.
In April 2020, we formulated the Epson Group Health and Productivity Management Declaration and announced it internally and externally. In April 2025, we revised a part of Health and Productivity Management Declaration, and stated clearly that not only employees but also all Group employees should participate in the health and productivity management initiative, and we are expanding it globally to our overseas bases. Even though occupational health laws and cultures differ from country to country and region to region, Epson's commitment to the health and wellness of all employees remains the same. Epson is committed to promoting health and productivity management on a global scale, with all Group employees and the company working together to achieve the corporate goal of aspirational goal" achieving sustainability and enriching communities".
Health and Productivity Management Declaration
At Epson, we consider the health of all people in the Epson Group to be our top priority.
We therefore take a proactive, participatory approach to creating a rewarding, dynamic, and engaging workplace environment and promoting physical and mental wellness for all.
Our goal is for all Epson Group contributors to feel energized, produce results that surprise and delight, and make the world a better place.
Workers: Persons performing work or work-related activities that are under the control of an Epson Group company, including top management and employees of Epson Group companies, contractors, and persons who, while not employed by a Group company, work under the control of an Epson Group company, such as student workers and temporary workers, etc.
Junkichi Yoshida
President
Seiko Epson Corporation
Health Management Objectives and Organization
Health Management Goals
Our goal through health and productivity management is to enhance corporate value. To achieve this, we aim to solve more social issues by providing a workplace where all Group employees can work with vitality and enjoyment, where they can feel fulfilled in their jobs, and where each individual can exert his or her fullest potential. We also believe that the result will lead to the company's aspirational goal" achieving sustainability and enriching communities".
In order to realize this goal, we regard it as an important item to work on health promotion that suits us, even in the midst of diversifying work styles and changing workplace environments, and we are working on "improving self-management of mental and physical health " and "fostering a workplace culture".
Organization
health and productivity management Under the leadership of the president, who is responsible for health and productivity management, Epson has established the Capital & Well-Being Management Division
, an integrated structure to promote Epson's unique health and productivity management (Well-being Management) approach to value creation that solves social issues. The head of this division will participate in Corporate Management Council as an executive officer and will also serve as chairman of health insurance association and comprehensively manage health and productivity management.
In Japan, we have established a mid-term health plan and are working on it in cooperation with related divisions, each business office, and affiliated companies. In addition, Health and Productivity Management Committee, which is jointly operated by the company and health insurance association, is responsible for information analysis, planning, evaluation, and improvement of measures related to health and productivity management as a collaborative health program, and holds regular promotion meetings so that the company, health insurance association, and the employee-led health promotion committee can work together on activities.
In addition to the health maintenance and promotion activities for workers overseas, which had been independently organized by each base, we have been working on the Group-wide health and productivity management promotion activities, including cooperation with overseas bases, since FY2024. We are promoting global health and productivity management activities in line with the actual conditions of each company, such as occupational health laws and regulations and cultures in each country and region.
See the following links for more information about actions being carried out with the Human Capital & Well-Being Management Division:
Epson Group Basic Occupational Health and Safety Policy
Occupational Health and Safety
Diversification of work arrangements (working hours, child and elder caregiving, etc.)
The "Health Action 2025" Health Management Policy
Health Action 2025
Since 2001, we have formulated and regularly reviewed a mid-term plan on health. Health Action 2025" was established in FY2022.
diversification of work arrangements The environment in which we operate is expected to undergo significant changes, such as changes in the health status of our employees and the age structure of our workforce. In preparation for such changes, we believe it is important for each employee to understand his or her own health condition and to engage in health promotion suited to his or her own situation. Therefore, we are working on two priority areas: "mental and physical health," which aims to foster autonomy and harmonize work and health, and "workplace health*1 ," which aims to ensure safety and foster an organizational culture in which employees work as a team in an energetic manner. In addition, Health Action 2025 is promoting activities under the slogan, "Recognize, Learn, Act, and Recognize Each Other.
*1Epson's own terminology, used since fiscal 2016, based on the concept of health and productivity management, which places physical and mental health and the way we work at two sides of the same coin, and taking into account the social aspects of the World Health Organization's definition of health. It refers not only to safety considerations, but also to the creation of a workplace full of communication and vitality, where everyone works with vitality and satisfaction.
Key areas
We have a duty as a company to provide a safe working environment and have safety programs geared toward this. But we also have programs to address mental and physical health1 and workplace health2. These programs are designed to deal with changes that could impact health, such as new work arrangements and an aging workforce.
Slogan
In the midst of diversifying work arrangements and changing employee demographics, we anticipate major changes in things such as lifestyle and communication methods. These changes have the potential to improve work-life balance, but they could also adversely impact health. To adapt to these changes, it will be more important than ever for employees to understand themselves and to work toward personal wellness. On top of this, workplaces must embrace diversity and foster relationships where there is mutual acknowledgement and respect.
Therefore, to translate the intent of the policies under Health Action 2025 into action, we added “acknowledge” to the key words “notice, learn, act” to emphasize the importance of mutual respect and cooperation.
Objective and targets
・Objective
Promote the self-management of mental and physical health and achieve a balance between work and health among all employees.
・Objective
Pay sufficient attention to safety to prevent impairment of health due to work or the work environment. Develop a vibrant workplace climate where there is good teamwork.
health and productivity management The following is a strategic map of the
Health-Related Data Analysis
We have developed a health information analysis infrastructure that combines and visualizes the health information held by the company and health insurance association respectively. health and productivity management In FY2024, we analyzed health information with external organizations. The results will be reflected in the next mid-term plan.
Recognized under the Health & Productivity Stock Selection Program for the 4th Consecutive Year
In March 2025, Epson was recognized under the Health & Productivity Stock Selection Program for the fourth consecutive year.
The Health and Productivity Management Stock program was launched jointly by the Ministry of Economy, Trade and Industry (METI) and the Tokyo Stock Exchange. The program selects publicly traded companies that pursue strategic health management initiatives to promote the health of employees and other personnel from a management perspective. By highlighting companies that are attractive for investors who prioritize long-term improvement in corporate value, the program seeks to encourage companies to engage in health management efforts.
Epson received high scores in all four areas of health and productivity management: management philosophy and policy, organization, program and action implementation, and evaluation and improvement. As a result of its ongoing efforts, Epson has also been certified for nine consecutive years under the Certified Health and Productivity Management Organization Recognition Program (White 500), which was started in 2017 by METI and the Nippon Kenko Kaigi as a way to recognize companies that practice excellent health and productivity management.
Mental and Physical Health
Increasing health literacy
In order to promote self-management of mental and physical health of "mind" and "body," we provide various education and training programs focusing on stress management, healthy lifestyle, weight, cancer, etc.
In Online Courses for all employees, "Sleep" (88.6% attendance rate) / "Cancer" (88.6% attendance rate) / "Communication" (81.1% attendance rate) were conducted in FY2024. In FY2025, "Creating a Workplace that is Easy to Work in" / "Oral Care" are scheduled to be conducted.
In addition, we are working to improve health literacy by providing self-care education by age group from the time employees join the company as education that is linked to the life stages of employees.
We provide various education and training courses as part of our mental and physical health and workplace health initiatives. These courses are tailored to different echelons and roles within the organization and are designed to encourage people to manage their own health.
In the area of mental and physical health, the courses focus on key topics such as stress management, healthy lifestyle habits, and weight management. They are offered primarily online to accommodate diverse working arrangements.
In the area of workplace health, we conduct self-care education courses focused on fostering a healthy workplace climate. In the area of workplace health, we conduct self-care education courses focused on fostering a healthy workplace climate.
In FY2023, we provided an online course in body weight management for all personnel. (The completion rate was 88.2%.) In FY2024, we plan to offer online courses in sleep, cancer, and communication. We also provide self-care education tailored to different age groups from the time people join the company.
Wellness activities
The origin of "health promotion activities" dates back to the early 1990s, when occupational health staff at several sites took the initiative in establishing a health promotion organization with the aim of "fostering a culture of health promotion in which employees themselves are proactively involved" from the perspective of disease prevention. These activities spread to all domestic bases and were institutionalized into the current "health promotion committee" program, which has developed into an organized and ongoing activity that unites Group employees, the company, labor and management, and the health insurance company.
The committee at each site is composed of employees representing workplaces and departments, managers and supervisors from the general affairs department, labor union representatives, and others. The committee plans and operates events that address health issues from the perspective of the workplace and that allow employees to participate while having fun.
In addition, since FY2024, all sites have been connected online to hold company-wide training sessions. The workshop provides an opportunity to raise awareness of company-wide health promotion through lectures on improving health literacy by occupational physician, the role of fostering workplace culture and health maintenance and promotion, and messages from executive management. In FY2025, this was a large workshop with 342 participants. In response to many who expressed a desire to learn about the activities of other business places, examples of activities in Hokkaido and Nagano Prefecture were featured, and initiatives that make the most of regional and workplace characteristics were shared, company-wide leading to a sense of unity in health promotion activities and an increase in the level of knowledge.
Health Promotion Staff Activities at Each Site
business We pick up health issues at each location and workplace, and plan and manage events that employees can enjoy and participate in.
We are working to establish healthy lifestyles by holding body composition measurement sessions, exercise events to trigger exercise habits, nutritional lectures to improve dietary habits, and activities on themes such as sleep and oral care.
Action Promotion Activities
Health Action 2025 Activities aimed at promoting health that lead to action under the slogan "Notice, Learn, Act" of the
Walking Events
Since FY2021, we have been co-hosting walking events with health insurance association twice a year, in spring and fall, and the number of participants has been increasing every year.
The purpose of these events is to make employees aware of the importance of exercise in their daily lives and to engage in health promotion while having fun without strain. Participants are encouraged to participate not only individually but also as a team, and awards and incentives are set up according to the participation and achievement rates of each business office to which they belong.
Through walking, employees are able to establish an exercise routine, refresh their minds and bodies, and invigorate communication within the workplace.
Flexibility and Prevention of Muscle Weakness (Measures against Falls and Back Pain)
As part of measures to prevent falls and back pain , in FY2022 we began promoting locomotive syndrome
measurement sessions and educational campaigns on locomotive syndrome
, and began working on flexibility and prevention of muscle weakness.
Seiko Epson In FY2024, the Company conducted initiatives utilizing outside organizations. At the locomotive syndrome
measurement sessions, individual support was provided by a health exercise instructor based on the measurement results, and individual support by a physical therapist was provided to those at high risk. As a result, both of these initiatives not only improved the flexibility and muscle strength of participating employees, but also helped them acquire knowledge and take action related to exercise.
Event to Improve Eating Habits
Since fiscal 2019, we have been implementing health maintenance and promotion activities through dietary habits as a joint activity between the Co-op and the company. As part of these activities, in fiscal year 2023, we increased the amount of vegetables and provided soups with the right amount of salt in all Group employee cafeterias in Japan.
In fiscal 2024, in addition to providing soups with the right amount of salt, we implemented an activity focusing on salt intake called "Check your salt intake and take a step forward in your health! In addition to providing soup with the right amount of salt, in FY2024, we implemented an activity focusing on "salt intake" called "Salt Check, Take a Step Forward! The "Salt Check Sheet," a simple dietary questionnaire, helped people to become aware of their salt intake status and provided an opportunity to change their behavior.
Individual support
The Health Management Offices at Seiko Epson sites have medical professionals, including occupational physicians and nurses, who are available to provide counseling. Communication is emphasized, and employees are encouraged to seek counseling and mental and physical health support whenever they feel the need. Particular emphasis is placed on getting employees who show signs of potential cardiovascular or brain disease at the annual physical checkup to seek medical care to prevent the progression of symptoms. Furthermore, supervisors, HR, occupational physicians, and others collaborate to provide personalized support to enable individuals who are receiving treatment to continue to work in good health.
Meanwhile, we have employee counseling offices staffed by industrial counselors who provide both mental health and career counseling.
Cancer screening
Epson and the health insurance association work together to provide cancer screening at the annual physical.
They help build awareness and increase the cancer screening rate and follow-up testing by distributing informational materials and encouraging symptomatic individuals to seek further testing.
Workplace Health
Mental health and wellness programs
To support the smooth return to work of employees who have returned from leave due to mental health problems and to prevent recurrence of recurrence, we are operating back-to-work program. We are strengthening efforts to reflect on the reasons why employees took leave upon their return to work in accordance with their individual circumstances, and this has been effective in reducing the number of employees who have taken leave again. In addition, medical specialists and industrial counselors are working together to examine measures to be taken, and close cooperation is maintained with the attending physician, managers and supervisors and the Human Resources and Labor Relations Department to enhance support. In addition, among highly stressed employees, those who have requested an interview with a doctor as a result of a stress check, and for those who have not requested such an interview, health counseling is provided by industrial health staff. In addition, we provide e-learning and group training as line care education for managers and supervisors including leaders, to promote a workplace where employees can work with vitality and to prevent the occurrence of mental disorders.
Workplace environment improvement activities (sharing of good practices & support for improving high-risk workplaces)
To avert work-related mental health issues, we conduct stress checks to assess the situation in each department and provide support to relieve stress in collaboration with senior management.
We began providing workplaces with feedback on analysis results in 2017 with the goal of further enhancing workplace support. The main actions that started from 2020 were the use of workplace improvement sheets and the facilitation of discussions.
We continue to provide traditional workplace support because we are seeing the average overall health risk across the company decrease. On the other hand, the percentage of high-risk workplaces has stopped declining, so we continue to provide workplace support while also enhancing training for managers and supervisors to prevent further increases.
Workplace environment improvement activities (sharing of good practices & support for improving high-risk workplaces)
To avert work-related mental health issues, we conduct stress checks to assess the situation in each department and provide support to relieve stress in We began providing workplaces with feedback on analysis results in 2017 with the goal of further enhancing workplace support.
We began providing workplaces with feedback on analysis results in 2017 with the goal of further enhancing workplace support. The main actions that started from 2020 were the use of workplace improvement sheets and the facilitation of discussions.
We continue to provide traditional workplace support because we are seeing the average overall health risk across the company decrease. On the other hand, the percentage of high-risk workplaces has stopped declining, so we continue to provide workplace support while also enhancing training for managers On the other hand , the percentage of high-risk workplaces has stopped declining, so we continue to provide workplace support while also enhancing training for managers and supervisors to prevent further increases.
Measures to prevent the spread of infectious disease
infectious disease We are promoting activities with the aim of achieving a state in which infection prevention measures are encouraged on a daily basis in the workplace, and awareness of the importance of infection prevention measures is widespread.
To ensure that each and every employee takes routine infection prevention measures, Online Courses "Infection Prevention Measures in the Workplace" was implemented in March 2024 (implementation rate: 91.8%).
Epson views infectious disease expansion as a major risk affecting its global corporate activities, and has formulated infectious disease contingency business continuity plan (BCP) and manuals for each Group company, including those in Japan and overseas, in the event of an outbreak in each country and region. In addition, we are promoting self-propelled efforts to ensure the safety of employees, minimize damage, and continue business through emergency drills and the management of stockpiles of quarantine supplies.
Other Initiatives
Overseas overseas affiliate health care assistance
Epson's overseas employees account for 70% of the company's total workforce. Epson believes that it is important to work globally to maintain and improve the health of its workers, and is developing activities to this end.
Epson's overseas bases are planning initiatives to address health issues in accordance with the culture, working environment, and health issues in each region, and are supporting workers' self-care through measures to prevent occupational diseases and other health risks in the workplace, as well as lifestyle-related diseases and mental health measures.
In addition, the head office division responds to and supports problems by sharing the progress of promotion plans and initiatives at each site while proactively communicating with overseas overseas affiliate.
Support for Japanese Employees Working Overseas
We have set up a global health support desk to provide consultation services and health-related information to Epson employees from Japan who are working overseas.
Prior to assignment, our occupational physician responsible for overseas provides information and education on three major infectious diseases (HIV, malaria, and tuberculosis).
To reduce mental and physical health risks associated with overseas assignments, the physician interviews expats when they temporarily return to Japan during the first three to six months after assignment. In addition, individual interviews are conducted online within the first year of the assignment.
Expats are provided with the same level of health-related support health as our employees in Japan. We regularly send them health-related information, conduct physical and mental health assessments, provide follow-up, and post information on the company intranet.
Support for Women’s Health Issues
Counseling services
Epson aims to create a work environment where employees can work comfortably together, regardless of gender. We offer counseling and support for health issues related to childbirth, childcare, menopause, and more. Support is available not only to the employees themselves but also to their supervisors and coworkers.
Education programs
We provide education on women's health at various level-specific training sessions.
We are also considering various initiatives in cooperation with related divisions.
Training in Life-Saving Procedures
Based on lessons learned from past cases of emergency transport due to cardiopulmonary arrest that occurred within the company, we are promoting awareness-raising activities on first aid and lifesaving measures at all Group companies in Japan so that employees can provide the best possible first aid and lifesaving measures when they are on the scene, both within and outside the company.
We provide hands-on first aid training for directors and company-wide employees on CPR procedures Online Courses and automated external defibrillator (AED) operation, with over 90% of employees having participated in both (as of March 2025).
Initiatives Involving External Partners
We believe that improving health literacy related to "mental and physical health" is relevant to all people working at Seiko Epson. In Japan, we encourage our external partners who work together with us to participate in health literacy education, walking events, and health promotion activities held at each site on a voluntary basis. In particular, company-wide walking events provide opportunities to exercise by "walking" and improve communication among participants and within workplaces.
Promoting Broader Health Management Activities
health and productivity management As part of our activities to promote health and productivity management, we respond to questionnaires requested by companies, contribute articles to health-related information magazines, and provide information and lectures on Epson's initiatives.
At the Health business Promotion Seminar, we introduced the Seiko Epson initiative as well as examples of collaboration with Epson's health insurance association.
Official Account
