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Employee Composition Data

  FY2019 FY2020 FY2021
Astellas Pharma Inc.（Japan） Full-time employees 4,560 4,647 3,943
Temporary staff 492 581 460
Group companies in Japan Full-time employees 1,048 1,012 1,005
Temporary staff 201 231 213
Other Areas Total Full-time employees 10,275 9,796 9,574
　Established Markets Full-time employees － 3,608 3,454
Greater China Full-time employees － 1,325 1,183
International Markets Full-time employees － 1,524 1,445
United States Full-time employees － 3,339 3,492
Total Full-time employees 15,883 15,455 14,522

Note:
*Figures for Full-time employees in Japan include employees on loan.
*Regional data for 2019 (Established Market, Greater China, International Market, USA) are not aggregated due to regional classification changes.

 

Number of Employees per Region and Turnover Rate

  FY2019 FY2020 FY2021
Japan(Astellas Pharma inc.
・Group companies)		 Number of employees 5,608 5,659 4,948
Turnover rate*1 10.70% 2.60% *2   18.07%
Other Areas Total Number of employees 10,275 9,796 9,574
Turnover rate － 15.30% 15.65%
　Established Markets Number of employees － 3,608 3,454
Turnover rate － 10.90% 14.10%
Greater China Number of employees － 1,325 1,183
Turnover rate － *2   41.1% *2   30.18%
Internaional Markets Number of employees － 1,524 1,445
Turnover rate － 12.90% 22.70%
United States Number of employees － 3,339 3,492
Turnover rate － 10.90% 9.34%
Total Number of employees 15,883 15,455 14,522
Turnover rate 11.60% 10.60% 16.51%

Note：
*1 The turnover rate in Japan excludes people retiring at the mandatory retirement age and employees moving outside of the Group due to transfer of Group businesses.
*2  Implemented early retirement incentive system.
*Regional data for 2019 (Established Market, Greater China, International Market, USA) are not aggregated due to regional classification changes.

 

Employee Ratio per Region and Ratio of Female Managers *１

  FY2019 FY2020 FY2021
Japan (Astellas Pharma Inc. ・Group companies) Male 70.70% 70.80% 69.10%
Female 29.30% 29.20% 30.90%
Ratio of female managers 10.20% 11.60% 13.30%
Other Areas Total Male 43.40% 44.10% 44.80%
Female 56.60% 55.80% 55.20%
Ratio of female managers 51.60% 52.60% 53.50%

　

 Established Markets Male 44.90% 45.40% 46.20%
Female 55.10% 54.60% 53.80%
Ratio of female managers 50.90% 51.10% 53.00%
Greater China Male 41.20% 38.90% 39.50%
Female 58.80% 61.10% 60.50%
Ratio of female managers 56.30% 58.60% 59.50%
International Markets Male 39.70% 45.50% 44.30%
Female 60.30% 54.50% 55.70%
Ratio of female managers 49.70% 48.10% 50.90%
United States Male 45.10% 44.30% 45.40%
Female 54.90% 55.70% 54.60%
Ratio of female managers 51.30% 53.30% 53.00%
Total Male 53.00% 53.90% 53.10%
Female 47.00% 46.10% 46.90%
Ratio of female managers 40.00% 41.20% 43.90%

*1 Expatriate employees seconded within the Astellas corporate group are included in the headcount of their current location.
Expatriate employees seconded out of the Astellas corporate group are excluded from the headcount.
*Regional data for 2018 (Established Market, Greater China, International Market, USA) are not aggregated due to regional classification changes.
*As of June 2022, the ratio of female in Board of Directors was 30% and the ratio of female in managerial positions in Japan was 14.5%.


 

Occupational Health & Safety

Incidence of Work-Related Injuries independent limited assurance

Global 2019.1-12 2020.1-12 2021.1-12
Number of work-related injuries (leave of absence) 19 6 10
Frequency rate of work-related injuries 0.58 0.18 0.33
Severity rate of work-related injuries 0.244 0.005 0.008

Number of work-related injuries (leave of absence), frequency rate of work-related injuries and severity rate of work-related injuries for 2019 have been revised due to its recognition in 2021 as an occupational accident. Severity rate of work-related injuries for 2020 has been revised due to settlement of days lost in an occupational accident in 2021.

 

FDA Inspection

US FDA inspection history

  FY2019 FY2020 FY2021
The number of FDA Inspections 2 2 0
Warning Letter Issued None None －
Form 483 Issued 1 None －
Location of Form 483 Issued Toyama (Japan) None －


 

Product recalls

History of product recall

  FY2019 FY2020 FY2021
The number of recall 2 1 1
Severe（ClassⅠ） 0 0 0
Moderate（Class Ⅱ） 1 0 0
Mild（Class Ⅲ） 0 1 1
Non Classified 1 0 0


 

Major Data in Japan

Average length of service (years) by gender (Japan consolidated basis.)
ARC
  FY2019 FY2020 FY2021
Male 18.5 18.4 17.4
Female 13.8

13.4

 13

 

Astellas Pharma Inc.
ARC
  FY2019 FY2020 FY2021
Average Length of service (years) 17.3 17.1 16.2
Avarage age of employees (years) 42.9 43.0 42.3

 

Employment

  FY2019 FY2020 FY2021
New graduates hires  
  Astellas Pharma Inc. Total 101 66 64
Male 53 41 36
Female 48 25 28
Group companies in Japan Total 21 0 7
Male 7 0 2
Female 14 0 5
Mid-career hires  
  Astellas Pharma Inc. Total 76 67 86
Male 47 41 64
Female 29 26 22
Group companies in Japan Total 2 11 10
Male 1 10 7
Female 1 1 3

 

Mid-career hire ratio of new hires (%)      (Publication date: August 31, 2022)
ARC
  FY2019 FY2020 FY2021
Astellas pharma Inc. 42.9 50.4 57.3
Group companies in Japan 8.7

100

 58.8

 

Ratio of female employees in new hires(%)*
ARC
  FY2019 FY2020 FY2021
  46 36.1 34.7

*Japan consolidated basis
 

Ratio of people with disabilities employed (%)*
ARC
  FY2019 FY2020 FY2021
people with disabilities employed as a percentage of workforce 2.11 2.37 2.49

*Japan consolidated basis
 

Data related life event*

(people)
Life Event Program FY2019 FY2020 FY2021
Life Event Short-Term Disability Leave 44 30 28
Injury Family Leave for a Child, Spouse or Parent 572 369 419
Nursing care・Transfer of spouse　 Registration for Reemployment Number of reemployed-people : 7 Number of reemployed-people : 7 Number of reemployed-people : 7
Marriage Program for Helping Sales Personnel Live with Their Spouse When They Get Married Male : 5 Male : 2 Male : 2
Female : 9 Female : 9 Female : 10
Pregnancy and childbirth Maternity Protection Leave 5 5 4
Leave of Absence Before and After Childbirth 119 105 95
Child-raising Paternity Leave 104 95 96
Leave for Child Care Female : 190 Female : 195 Female : 186
Average days used : 402 Average days used : 396 Average days used : 399
Male : 11 Male : 13 Male : 27
Average days used : 60 Average days used : 29 Average days used : 91
Time off for Infant Care 12 14 14
Shortened Work Hours for Childcare 186 176 206
Average days used : 1166 Average days used : 1037 Average days used : 1185
Use of the Company's Vehicles for Child Raising Male : 10 Male : 17 Male : 22
Female : 36 Female : 39 Female : 57
Financial Assistance for Daycare 3 3 1
Paid Leave for Employees Returning to Work After Leave of Absence Before and After Childbirth/Leave for Child Care 45 24 24
Nursing care Nursing Care Holiday 28 20 22
Leave for Nursing Care 0 0 0
Average days used :－ Average days used :－ Average days used :－
Shortened Work Hours for Nursing Care 0 1 3
Child care, nursing care, injury, other Working at Home Registered Employees for the Program : 4501 Registered Employees for the Program : 5214 Registered Employees for the Program : 6014
Retirement Extended Employment System Newly Contracted Employees : 27 Newly Contracted Employees : 27 Newly Contracted Employees : 24
Volunteer Leave/Leave of Absence Volunteer Leave : 4 Volunteer Leave : 2 Volunteer Leave : 3
Volunteer Leave of Absence : 0 Volunteer Leave of Absence : 0 Volunteer Leave of Absence : 0
Social contribution activities Bone-Marrow Registration Leave 1 0 1

*Japan consolidated basis
Note:
The number of users indicates those who used the system in each fiscal year. This figure excludes cases where the term of leave was not completed by the end of each fiscal year. In other words, it is limited to cases which ended within the fiscal year.
 

Details 

Short-Term Disability Leave The Short-term disability leave of up to 30 business days shall be granted when an employee requires additional or continued hospitalization and/or recuperation at home after receiving medical treatment for one month or more. This leave shall commence immediately after one month.
Family Leave for a Child, Spouse or Parent Employees may take leave to care for indisposed family members up to a prescribed number of days. For employees with one child, the prescribed number of days is five, 10 days for an employee with two or more children, and five days for a spouse and/or a parent. Leave may be taken in units of half days.
Registration for Reemployment Regular employees who have to give up their jobs due to responsibilities involving child raising, nursing care for family members or the transfer of a spouse to a new work location can at the time of resignation register for reemployment due to changes in circumstances since leaving their jobs. These individuals will be given preference when hiring is necessary.
Program for Helping Sales Personnel Live with Their Spouse When They Get Married This program allows sales personnel to be dispatched to areas that allow them to live with their spouse where the person that they inted to marry fulfills certain preconditions.
Maternity Protection Leave Units of leave from two weeks to three months can be taken when work is not possible due to pregnancy complicaation such as morning sickness, the danger of miscarriage, pregnancy induced hypertension, and premature delivery, or when leave is necessary for preventing these problem, or recovering from injury caused by still birth or miscarriage which took place before the fourth month of pregnancy. This leave may be taken multiple times, for each leave from two weeks to three months.
Leave of Absence Before and After Childbirth Employees may request for six weeks leave prior to childbirth (14 weeks in the case of multiple births). In principle, employee may not return to work for a period of eight weeks after childbirth.
Paternity Leave At the time a spouse is to give birth to a child, employees may take Paternity Leave up to five days as and when necessary. The total number of paternity leave days may be distributed over the period two weeks prior and up to eight weeks after childbirth.
Leave for Child Care Employees are able to take leave until the child is three years old.
Time off for Infant Care Female employees raising a child less than one year old may request for child raising time twice per day and 30 minutes for each time.
Shortened Work Hours for Childcare Employees may apply for shortened work hours. Options are available to shorten work hours by one or two hours (however, when combined with regulatory child-raising time, shortened work hours are limited to one hour).
Use of the Company's Vehicles for Child Raising Sales personnel may use the Company's vehicles to drop off and pick up children from daycare and other facilities.
Financial Assistance for Daycare For employees seeking to return to work, financial assistance is provided to such employees if their children are not admitted to authorized nurseries. Financial assistance will be provided for costs of alternative daycare that exceed ¥80,000 per child (maximum amount: ¥160,000; term: six months). Financial assistance is also available to employees who have to move due to transfer.
Paid Leave for Employees Returning to Work After Leave of Absence Before and After Childbirth/Leave for Child Care A maximum of 10 days of annual paid leave is granted to employees returning to work after Leave of absence before and after childbirth/Leave for child care.
Nursing Care Holiday For family members requiring nursing care, employees may take time off up to prescribed limits. In principle, leave of five days is given for care of one family member and 10 days for two or more family members (Leave may be taken in units of half days).
Leave for Nursing Care Employees may take up to one year of leave to care for a family member requiring nursing care. As a complementary support program, employees may participate in interviews prior to taking leave, during leave and after returning to work or borrow PCs to obtain information from the Company.
Shortened Work Hours for Nursing Care Employees caring for family mambers in need of nursing care can benefit from reduced working hours for the duration of the nursing care. Working hours may be shortened by 25% of monthly working hours with the options of reducations by one hour, two hours, half days and full days on a quarterly basis. Employees may use this program multiple times. They may also use this option together with flexible working hours.
Working at Home Under this program, the Company may permit employees to work at home for all or part of their scheduled working hours in consideration of each applicant's purpose, job content, quality, frequency of utilization of this program and desired period.
Extended Employment System Employees aged 60 and over who have specialist skills and expertise will be allowed to continue working on a yearly contract basis.
Volunteer Leave/Leave of Absence In support of the voluntary and proactive efforts of individual employees to contribute to society through volunteer activities, the Company's volunteer leave system allows for up to five days of leave to be taken each year. The volunteer leave of absence system can be used to take leave of absence of up to three years.
Bone-Marrow Registration Leave The bone-marrow registration leave program reflects the Company's respect for employees' wishes to donate bone marrow. The program allows employees to take special leave to register and donate.


Other Data

Program Details Scope
Home help assistance Employees who are members of Kyosaikai and who require the support of a home helper due to an injury to themselves and/or their spouses or other life event including childbirth may receive financial assistance from Kyosaikai to a maximum of ¥3,000 per day and ¥90,000 per year. Female employees prior to and after childbirth Male employees
Child-raising assistance In the event of unforeseen circumstances, employees requiring daycare, nursery or sitter services (including extended day care) may receive financial assistance to a maximum of ¥3,000 per day and ¥90,000 per year. Employees raising children up to third year of elementary school
Nursing care assistance Employees who are living with family members who require nursing care, who for unforeseen circumstances require the services of a nursing care facility or institution or a helper may receive financial assistance to a maximum of ¥3,000 per day and ¥90,000 per year. Employees with family members who require nursing care