Promotion of Health and Productivity Management

• Promotion of health and productivity management
• Promotion of work-life balance
• Implementation of periodic health check-ups
• Mental Health Support Measures
• Other indicators and results
• Acquisition of various certifications

Employees take their own initiative in efforts to realize a work–life balance, and work while maintaining a sense of satisfaction and fulfillment as they aim to lead a rich life, both physically and mentally. Through efforts to reform working styles and strengthened collaboration on health issues with the Company’s health insurance society, JACCS supports the maintenance and enhancement of employee health. JACCS’ fundamental policy is to aim for the realization of an open, employee-friendly work environment. As part of the structure to promote these objectives, the Company established the Health and Productivity Management Promotion Committee.

The organizational structure of health and productivity management may be viewed here.

JACCS has established a basic health and productivity management policy and system to promote health and productivity management.

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  We were selected as a brand for the 2024 Health & Productivity Stock Selection in recognition of our health and productivity management initiatives. This photo was taken at the award ceremony.

JACCS Group recognizes the importance of each employee being able to work energetically and with peace of mind while maintaining a high level of physical and mental health. Based on a health and productivity management philosophy, JACCS Group works strategically to maintain and enhance employee health, and aims to realize working styles and a work environment environment in which employees can achieve a work–life balance.

Ryo Murakami
President and Representative Director

The Company has created a strategy map, which visualizes the process from health investment (programs / indicators) to health issue solutions, and is executing these strategies.

The Company recognizes the importance of each employee being able to work energetically and with peace of mind while maintaining a high level of physical and mental health. Based on this recognition, the Company aims to make “qualitative improvements to the working environment.”

JACCS is engaged in this initiative with the aim of re-evaluating working styles adopted to date, and enabling employees to increase fulfillment in both their work and non-work lives.

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  “Premium Weekday” is JACCS adaptation of “Premium Friday.”

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  In the Fiscal years ended March 31, 2021, owing to measures implemented to prevent the spread of COVID-19, the conventional working styles of employees were significantly altered. Consequently, this goal was temporarily suspended.
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  Average percentage of annual leave days taken by employees in the Fiscal years ended March 31, 2021 is the reference actual result.

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  Employees who report chronic overtime are required to submit a report on the reasons for this, and an interview and reform of their work practices is carried out.

The Company, in collaboration with the JACCS Health Insurance Association, implements the JACCS Group Life Care Points (JLP) program, while coordinating this with a wide range of initiatives and programs.
JACCS is working to develop an environment in which employees can take the initiative in maintaining and enhancing their own health and engaging in self-development and study. To further improve work-life balance, the Company awards JACCS Group Life-Care Points (JLP) to employees who achieve the targets set under the initiatives outlined below.

The Company awards JLP to employees who achieve the targets set under the following initiatives.

1. 1.
   At least seven days per month with no overtime worked
2. 2.
   At least 70% of annual leave days used
3. 3.
   Volunteer activities (twice a year)
4. 4.
   Enployees who have taken and completed a correspondence course
5. 5.
   Walking events: average number of steps exceeding 5,000 (twice a year)

To assist employees establish exercise habits, the Company holds group-participation-based walking events twice a year. During the event period, the groups who achieve the highest total number of steps walked receive rewards, including JLP points. This is designed to encourage increased participation rates.

This initiative is necessary to help each individual employee maintain their own health in good condition. The Company provides regular communication and educational information using such methods as notices and e-mail. From the Fiscal years ended March 31, 2021, the Company introduced a medical check-up management system. Under this system, the Company undertakes early response through recommendations to undertake examinations, etc., vis-a-vis employees who require follow-up testing or detailed examinations. This is based on strengthened management of health check-up data. These measures are designed to prevent disease or illness from becoming severe.

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  Actual figures

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  appropriate weight=BMI:18.5～24.9

For employees who have a high risk of lifestyle-related diseases based on specific health checkup results and who can expect high preventive effects through lifestyle improvements, we implement "Specific Health Guidance" and "Severe Disease Prevention Programs" sponsored by the health insurance association.
Professional staff (public health nurses, registered dietitians, etc.) provide support for reviewing lifestyle habits.

With the aims of preventing mental health deterioration before it occurs and improving work environments, which can be a source of stress, the Company implements stress checks based on the Industrial Safety and Health Law.

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  Overall Health Risk: A risk value representing the overall likelihood of physical and mental health issues occurring in the workplace. The baseline value is set at 100.

To understand actual conditions in the work environment and the situation of each individual employee (career and life plans, etc.), specialist staff carry out visits to business departments and individual interviews.

The Company, labor union, and health insurance association have jointly established an externally based consultation service for employees.
Highly experienced staff provide consultation on such matters as health, medical treatment, nursing care, child-rearing, medical second opinions, and mental health. The service also offers information on medical institutions, etc.
In addition, for employees who have been transferred from Japan to work at overseas associated companies, JACCS has introduced a 24-hour overseas medical consultation service.

When the Company receives a consultation request regarding an aspect of health essential to the continuation of employment—either from an individual employee or a department of the company—the Health Management Promotion Office responds while receiving the cooperation of relevant specialists. The office provides full support at each stage, from leave of absence through return to work.

We measure employee performance in health management using three indicators: "Absenteeism," "Presenteeism," and "Work Engagement," as part of our stress checks.

• *1
  Absenteeism: Number of absent days due to health reasons. We calculate the average value by asking employees how many days they took off due to illness or other personal health issues in the past year as part of our annual questionnaire.
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  Presenteeism: A numerical value indicating productivity decline due to health issues. We calculate this based on SPQ (Single-Item Presenteeism Question, University of Tokyo Version 1), where "100% - response value" represents the result.
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  Work Engagement: A numerical value indicating positive mental state related to work fulfillment. We calculate the deviation value from a nationwide average of 50, based on employee responses to the New Brief Job Stress Questionnaire about whether they feel vigor in their work and pride in their job.

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  17 items ranked on a 7-point scale (0=No satisfaction at all; 6=always feel satisfaction)

At JACCS, we have concluded a labor agreement with the JACCS Labor Union and conduct discussions aimed at developing business and achieving a richer life for union members.
Discussions are conducted through the "Labor-Management Year-round Consultation (Season Session)" which aims for consultation and resolution throughout the year.
In health and productivity management, we share information, consult, and jointly implement measures.

At JACCS, based on the Industrial Safety and Health Act, we take necessary measures to ensure and improve employee safety and health and create a comfortable workplace environment. In addition, at locations with 50 or more employees, we establish health committees that meet at least once a month and industrial physicians and health managers conduct workplace inspections.
In the health committees, members share opinions about measures to prevent health hazards and promote health maintenance and improvement, and discuss workplace environment improvements. (We have not implemented an occupational safety and health management system.)

JACCS has acquired certification under various programs based on the high appraisal of its initiatives to date.

2026 Health & Productivity Stock Selection

The Ministry of Economy, Trade and Industry (METI) and the Tokyo Stock Exchange (TSE) jointly select and publicly announce the "Health Management Issues" from among listed companies that consider the health management of their employees from a management perspective and are strategically engaged in such management, with one company in each industry being selected as a company with particularly outstanding health management practices. This marks the second time that JACCS has been selected.
As a company committed to health management, JACCS provides information on health management to its partner companies and encourages them to comply with laws and regulations related to occupational health and safety and to acquire certification systems.

2026Certified Health & Productivity Management Outstanding Organizations (White 500)

This program is operated by the Ministry of Economy, Trade and Industry (METI). “White 500” status is awarded to certain organizations that have been recognized as high-quality health and productivity management organizations. From 2020, based on the results of the health and productivity management survey, only the top 500 organizations from among those certified within the large organizations category are awarded “White 500” status.
JACCS has received White 500 certification in nine consecutive years since 2018, reflecting the high appraisal of initiatives it has implemented to date.

Act on Advancement of Measures to Support Raising Next-Generation Children (“Platinum Kurumin”)

“Platinum Kurumin” is a special certification granted by the Minister of Health, Labour and Welfare to companies that have already obtained the “Kurumin” certification and, by implementing initiatives at a higher level and meeting certain criteria, are recognized as outstanding “childcare support companies.”
At JACCS, we received our fifth “Kurumin” certification in 2021 and were additionally certified as a “Platinum Kurumin” company.

“Eruboshi” Certification under the Act on Promotion of Women’s Participation and Advancement in the Workplace

“Eruboshi” is a certification granted by the Minister of Health, Labour and Welfare to companies that meet certain criteria, such as demonstrating excellence in their initiatives to promote active participation by women in accordance with the Act on the Promotion of Women’s Participation andAdvancement in the Workplace.
At JACCS, the implementation status over the three years up to the previous fiscal year was evaluated in 2021, and the company was certified as an “Eruboshi” company.