Employee Composition Data

  FY2020 FY2021 FY2022
Astellas Pharma Inc.(Japan) Full-time employees 4,647 3,943 4,867
Temporary staff 581 460 699
Group companies in Japan Full-time employees 1,012 1,005
Temporary staff 231 213
Other Areas Total Full-time employees 9,796 9,574 9,617
 Established Markets Full-time employees 3,608 3,454 3,365
Greater China Full-time employees 1,325 1,183 1,129
International Markets Full-time employees 1,524 1,445 1,493
United States Full-time employees 3,339 3,492 3,630
Total Full-time employees 15,455 14,522



Number of Employees per Region and Turnover Rate

  FY2020 FY2021 FY2022
Japan(Astellas Pharma inc.
・Group companies)
Number of employees 5,659 4,948 4,867
Turnover rate*1 2.60% *2   18.07% 4.42%
Other Areas Total Number of employees 9,796 9,574 9,617
Turnover rate 15.30% 15.65% 14.50%
 Established Markets Number of employees 3,608 3,454 3,365
Turnover rate 10.90% 14.10% 13.88%
Greater China Number of employees 1,325 1,183 1,129
Turnover rate *2   41.1% *2   30.18% 14.26%
Internaional Markets Number of employees 1,524 1,445 1,493
Turnover rate 12.90% 22.70% 15.81%
United States Number of employees 3,339 3,492 3,630
Turnover rate 10.90% 9.34% 14.52%
Total Number of employees 15,455 14,522 14,484
Turnover rate 10.60% 16.51% 11.09%

*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.


Employee Ratio per Region and Ratio of Female Managers *1

  FY2020 FY2021 FY2022
Japan (Astellas Pharma Inc. ・Group companies) Male 70.80% 69.10% 68.83%
Female 29.20% 30.90% 31.17%
Ratio of female managers 15.10% 17.20% 17.63%
Other Areas Total Male 44.10% 44.80% 44.80%
Female 55.80% 55.20% 55.20%
Ratio of female managers 52.60% 53.50% 54.02%


Established Markets Male 45.40% 46.20% 46.72%
Female 54.60% 53.80% 53.28%
Ratio of female managers 51.10% 53.00% 54.16%
Greater China Male 38.90% 39.50% 38.09%
Female 61.10% 60.50% 61.91%
Ratio of female managers 58.60% 59.50% 61.31%
International Markets Male 45.50% 44.30% 43.17%
Female 54.50% 55.70% 56.83%
Ratio of female managers 48.10% 50.90% 51.26%
United States Male 44.30% 45.40% 45.79%
Female 55.70% 54.60% 54.21%
Ratio of female managers 53.30% 53.00% 52.84%
Total Male 53.90% 53.10% 52.89%
Female 46.10% 46.90% 47.11%
Ratio of female managers 41.20% 43.90% 42.76%

*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.


Occupational Health & Safety

Incidence of Work-Related Injuries independent limited assurance

Global 2020.1-12 2021.1-12 2022.1-12
Number of work-related injuries (leave of absence) 6 10 17
Frequency rate of work-related injuries*1 0.18 0.33 0.57
Severity rate of work-related injuries*2 0.005 0.008 0.016

*1 Frequency rate of work-related injuries: This rate shows the number of employee deaths or injuries resulting from work-related accidents causing leave of absence per million hours of work. The larger the number, the more frequently work-related injuries occur.
*2 Severity rate of work-related injuries: This rate shows the number of lost work days due to work-related injuries per thousand hours worked. The higher the number, the more serious the injury.


FDA Inspection

US FDA inspection history

  FY2020 FY2021 FY2022
The number of FDA Inspections 2 0 0
Warning Letter Issued None
Form 483 Issued None
Location of Form 483 Issued None


Product recalls

History of product recall

  FY2020 FY2021 FY2022
The number of recall 1 1 0
Severe(ClassⅠ) 0 0
Moderate(Class Ⅱ) 0 0
Mild(Class Ⅲ) 1 1
Non Classified 0 0


Major Data in Japan

Average length of service (years) by gender (Japan consolidated basis.)

  FY2020 FY2021 FY2022
Male 18.4 17.4 17.3


13 13.6


Astellas Pharma Inc.

  FY2020 FY2021 FY2022
Average Length of service (years) 17.1 16.2 16.2
Avarage age of employees (years) 43 42.3 42.9



  FY2020 FY2021 FY2022
New graduates hires    
  Astellas Pharma Inc. Total 66 64 87
Male 41 36 53
Female 25 28 34
Group companies in Japan Total 0 7
Male 0 2
Female 0 5
Mid-career hires    
  Astellas Pharma Inc. Total 67 86 105
Male 41 64 66
Female 26 22 39
Group companies in Japan Total 11 10
Male 10 7
Female 1 3


Mid-career hire ratio of new hires (%)      (Publication date: July 5, 2023)

  FY2020 FY2021 FY2022
Astellas pharma Inc. 50.4 57.3 54.7%
Group companies in Japan




Ratio of female employees in new hires(%)*

  FY2020 FY2021 FY2022
Astellas pharma Inc. 36.1 34.7 38.0%

*Japan consolidated basis

Ratio of people with disabilities employed (%)*

  FY2020 FY2021 FY2022
people with disabilities employed as a percentage of workforce 2.37% 2.49% 2.78%

*Japan consolidated basis

Data related life event*

Life Event Program FY2020 FY2021 FY2022
Life Event Short-Term Disability Leave 30 28 35
Injury Family Leave for a Child, Spouse or Parent 369 419 419
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 : 2 Male : 2 Male : 2
Female : 9 Female : 10 Female : 10
Pregnancy and childbirth Maternity Protection Leave 5 4 5
Leave of Absence Before and After Childbirth 105 95 89
Child-raising Paternity Leave 95 96 101
Child Care Leave acquisition rate*1 Female : 105% Female : 101% Female : 97%
Average days used : 396 Average days used : 399 Average days used : 402
Male : 74% Male : 76% Male : 96%
Average days used : 29 Average days used : 91 Average days used : 62
Time off for Infant Care 14 14 10
Shortened Work Hours for Childcare 176 206 387
Average days used : 1037 Average days used : 1185 Average days used : 1224
Use of the Company's Vehicles for Child Raising Male : 17 Male : 22 Male : 17
Female : 39 Female : 57 Female : 52
Financial Assistance for Daycare 3 1 0
Paid Leave for Employees Returning to Work After Leave of Absence Before and After Childbirth/Leave for Child Care 24 24 14
Nursing care Nursing Care Holiday 20 22 18
Leave for Nursing Care 0 0 2
Shortened Work Hours for Nursing Care 1 3 4
Child care, nursing care, injury, other Working at Home Registered Employees for the Program : 5214 Registered Employees for the Program : 6014 Registered Employees for the Program : 4281
Retirement Extended Employment System Newly Contracted Employees : 27 Newly Contracted Employees : 24 Newly Contracted Employees : 29
Volunteer Leave/Leave of Absence Volunteer Leave : 2 Volunteer Leave : 3 Volunteer Leave : 6
Volunteer Leave of Absence : 0 Volunteer Leave of Absence : 0 Volunteer Leave of Absence : 0
Social contribution activities Bone-Marrow Registration Leave 0 1 0

*Japan consolidated basis
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.
*1 The Child Care Leave acquisition rate of male employees includes Astellas’ original child care leave system.


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