Social
Employee Composition Data
| FY2021 | FY2022 | FY2023 | |||
| Astellas Pharma Inc.（Japan） | Full-time employees | 3,943 | 4,867 | 4,806 | |
| Temporary staff | 460 | 699 | 692 | ||
| Group companies in Japan | Full-time employees | 1,005 | － | － | |
| Temporary staff | 213 | － | － | ||
| Other Areas Total | Full-time employees | 9,574 | 9,617 | 9,948 | |
| Established Markets | Full-time employees | 3,454 | 3,365 | 3,350 | |
| Greater China | Full-time employees | 1,183 | 1,129 | 1,035 | |
| International Markets | Full-time employees | 1,445 | 1,493 | 1,446 | |
| United States | Full-time employees | 3,492 | 3,630 | 4,117 | |
| Total | Full-time employees | 14,522 | 14,484 | 14,754 | |
Number of Employees per Region and Turnover Rate
| FY2021 | FY2022 | FY2023 | |||
| Japan(Astellas Pharma inc. ・Group companies) | Number of employees | 4,948 | 4,867 | 4,806 | |
| Turnover rate*1 | *2 18.07% | 4.42% | 16.19% | ||
| Other Areas Total | Number of employees | 9,574 | 9,617 | 9,948 | |
| Turnover rate | 15.65% | 14.50% | 15.98% | ||
| Established Markets | Number of employees | 3,454 | 3,365 | 3,350 | |
| Turnover rate | 14.10% | 13.88% | 22.00% | ||
| Greater China | Number of employees | 1,183 | 1,129 | 1,035 | |
| Turnover rate | *2 30.18% | 14.26% | 15.17% | ||
| International Markets | Number of employees | 1,445 | 1,493 | 1,446 | |
| Turnover rate | 22.70% | 15.81% | 19.50% | ||
| United States | Number of employees | 3,492 | 3,630 | 4,117 | |
| Turnover rate | 9.34% | 14.52% | 10.03% | ||
| Total | Number of employees | 14,522 | 14,484 | 14,754 | |
| Turnover rate | 16.51% | 11.09% | 16.05% | ||
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.
Employee Ratio per Region and Ratio of Female Managers *１
| FY2021 | FY2022 | FY2023 | |||
| Japan (Astellas Pharma Inc. ・Group companies) | Male | 69.10% | 68.83% | 68.85% | |
| Female | 30.90% | 31.17% | 31.15% | ||
| Ratio of female managers | 17.20% | 17.63% | 19.00% | ||
| Other Areas Total | Male | 44.80% | 44.80% | 44.58% | |
| Female | 55.20% | 55.20% | 55.42% | ||
| Ratio of female managers | 53.50% | 54.02% | 54.73% | ||
| Established Markets | Male | 46.20% | 46.72% | 46.21% | |
| Female | 53.80% | 53.28% | 53.79% | ||
| Ratio of female managers | 53.00% | 54.16% | 54.94% | ||
| Greater China | Male | 39.50% | 38.09% | 37.78% | |
| Female | 60.50% | 61.91% | 62.22% | ||
| Ratio of female managers | 59.50% | 61.31% | 62.89% | ||
| International Markets | Male | 44.30% | 43.17% | 43.26% | |
| Female | 55.70% | 56.83% | 56.74% | ||
| Ratio of female managers | 50.90% | 51.26% | 52.53% | ||
| United States | Male | 45.40% | 45.79% | 45.43% | |
| Female | 54.60% | 54.21% | 54.57% | ||
| Ratio of female managers | 53.00% | 52.84% | 53.44% | ||
| Total | Male | 53.10% | 52.89% | 52.49% | |
| Female | 46.90% | 47.11% | 47.51% | ||
| Ratio of female managers | 43.90% | 42.76% | 44.14% | ||
*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 
| Global | 2021.1-12 | 2022.1-12 | 2023.1-12 |
| Number of work-related injuries (leave of absence) | 10 | 17 | 20 |
| Frequency rate of work-related injuries*1 | 0.33 | 0.57 | 0.66 |
| Severity rate of work-related injuries*2 | 0.008 | 0.016 | 0.005 |
*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
| FY2021 | FY2022 | FY2023 | |
| The number of FDA Inspections | 0 | 0 | 1 |
| Warning Letter Issued | － | － | － |
| Form 483 Issued | － | － | 1 |
| Location of Form 483 Issued | － | － | Yaizu |
Product recalls
History of product recall
| FY2021 | FY2022 | FY2023 | |
| The number of recall | 1 | 0 | 1 |
| Severe（ClassⅠ） | 0 | － | 0 |
| Moderate（Class Ⅱ） | 0 | － | 0 |
| Mild（Class Ⅲ） | 1 | － | 1 |
| Non Classified | 0 | － | 0 |
Major Data in Japan
| FY2021 | FY2022 | FY2023 | |
| Male | 17.4 | 17.3 | 17.76 |
| Female | 13 | 13.6 | 13.81 |
| FY2021 | FY2022 | FY2023 | |
| Average Length of service (years) | 16.2 | 16.2 | 16.5 |
| Avarage age of employees (years) | 42.3 | 42.9 | 42.7 |
Employment
| FY2021 | FY2022 | FY2023 | |||
| New graduates hires | |||||
| Astellas Pharma Inc. | Total | 64 | 87 | 101 | |
| Male | 36 | 53 | 58 | ||
| Female | 28 | 34 | 43 | ||
| Group companies in Japan | Total | 7 | － | － | |
| Male | 2 | － | － | ||
| Female | 5 | － | － | ||
| Mid-career hires | |||||
| Astellas Pharma Inc. | Total | 86 | 105 | 88 | |
| Male | 64 | 66 | 59 | ||
| Female | 22 | 39 | 29 | ||
| Group companies in Japan | Total | 10 | － | － | |
| Male | 7 | － | － | ||
| Female | 3 | － | － | ||
| FY2021 | FY2022 | FY2023 | |
| Astellas pharma Inc. | 57.3 | 54.7% | 46.6% |
| Group companies in Japan | 58.8 | － | － |
| FY2021 | FY2022 | FY2023 | |
| Astellas pharma Inc. | 34.7 | 38.0% | 38.1% |
*Japan consolidated basis
| FY2021 | FY2022 | FY2023 | |
| people with disabilities employed as a percentage of workforce | 2.49% | 2.78% | 2.73% |
*Japan consolidated basis
Data related life event*
| Life Event | Program | FY2021 | FY2022 | FY2023 |
| Life Event | Short-Term Disability Leave | 28 | 35 | 27 |
| Injury | Family Leave for a Child, Spouse or Parent | 419 | 419 | 538 |
| Nursing care・Transfer of spouse | Registration for Reemployment | Number of reemployed-people : 7 | Number of reemployed-people : 7 | Number of reemployed-people : 5 |
| Marriage | Program for Helping Sales Personnel Live with Their Spouse When They Get Married | Male : 2 | Male : 2 | Male : 2 |
| Female : 10 | Female : 10 | Female : 8 | ||
| Pregnancy and childbirth | Maternity Protection Leave | 4 | 5 | 3 |
| Leave of Absence Before and After Childbirth | 95 | 89 | 97 | |
| Child-raising | Paternity Leave | 96 | 101 | 111 |
| Child Care Leave acquisition rate*1 | Female : 101% | Female : 97% | Female : 135% | |
| Average days used : 399 | Average days used : 402 | Average days used : 408 | ||
| Male : 76% | Male : 96% | Male : 93% | ||
| Average days used : 91 | Average days used : 62 | Average days used : 74 | ||
| Time off for Infant Care | 14 | 10 | 9 | |
| Shortened Work Hours for Childcare | 206 | 387 | 206 | |
| Average days used : 1185 | Average days used : 1224 | Average days used : 669 | ||
| Use of the Company's Vehicles for Child Raising | Male : 22 | Male : 17 | Male : 28 | |
| Female : 57 | Female : 52 | Female : 75 | ||
| Financial Assistance for Daycare | 1 | 0 | 0 | |
| Paid Leave for Employees Returning to Work After Leave of Absence Before and After Childbirth/Leave for Child Care | 24 | 14 | 15 | |
| Nursing care | Nursing Care Holiday | 22 | 18 | 22 |
| Leave for Nursing Care | 0 | 2 | 4 | |
| Shortened Work Hours for Nursing Care | 3 | 4 | 3 | |
| Child care, nursing care, injury, other | Working at Home | Registered Employees for the Program : 6,014 | Registered Employees for the Program : 4,281 | Registered Employees for the Program : 4,662 |
| Retirement | Extended Employment System | Newly Contracted Employees : 24 | Newly Contracted Employees : 29 | Newly Contracted Employees : 11 |
| Social contribution activities | Volunteer Leave/Leave of Absence | Volunteer Leave : 3 | Volunteer Leave : 6 | Volunteer Leave : 6 |
| Volunteer Leave of Absence : 0 | Volunteer Leave of Absence : 0 | Volunteer Leave of Absence : 0 | ||
| Bone-Marrow Registration Leave | 1 | 0 | 4 |
*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.
*1 The Child Care Leave acquisition rate of male employees includes Astellas’ original child care leave system.
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 |