ESG data

Social*

Employee Composition Data

		FY 2022	FY 2023	FY 2024
Astellas Pharma Inc. (Japan)	Full-time employees	4,867	4,806	4,105
Astellas Pharma Inc. (Japan)	Temporary staff	699	692	670
Other Areas Total	Full-time employees	9,617	9,948	9,538
Established Markets	Full-time employees	3,365	3,350	3,172
China	Full-time employees	1,129	1,035	1,144
International Markets	Full-time employees	1,493	1,446	1,735
United States	Full-time employees	3,630	4,117	3,487
Total	Full-time employees	14,484	14,754	13,643

Number of Employees per Region and Turnover Rate

		FY 2022	FY 2023	FY 2024
Japan(Astellas Pharma inc. ・Group companies)	Number of employees	4,867	4,806	4,105
Japan(Astellas Pharma inc. ・Group companies)	Turnover rate ^*1	4.42%	16.19%	7.75%
Other Areas Total	Number of employees	9,617	9,948	9,538
Other Areas Total	Turnover rate	14.50%	15.98%	18.23%
Established Markets	Number of employees	3,365	3,350	3,172
Established Markets	Turnover rate	13.88%	22.00%	13.43%
China	Number of employees	1,129	1,035	1,144
China	Turnover rate	14.26%	15.17%	15.03%
International Markets	Number of employees	1,493	1,446	1,735
International Markets	Turnover rate	15.81%	19.50%	12.91%
United States	Number of employees	3,630	4,117	3,487
United States	Turnover rate	14.52%	10.03%	26.30%
Total	Number of employees	14,484	14,754	13,643
Total	Turnover rate	11.09%	16.05%	15.08%

^*1The 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.

Employee Ratio per Region and Ratio of Female Managers ^*１

		FY2022	FY2023	FY2024
Japan (Astellas Pharma Inc. ・Group companies)	Male	68.83%	68.85%	67.60%
	Female	31.17%	31.15%	32.40%
	Ratio of female managers	17.63%	19.00%	18.30%
Other Areas Total	Male	44.80%	44.58%	43.50%
	Female	55.20%	55.42%	56.50%
	Ratio of female managers	54.02%	54.73%	54.10%
Established Markets	Male	46.72%	46.21%	42.40%
	Female	53.28%	53.79%	57.60%
	Ratio of female managers	54.16%	54.94%	53.20%
China	Male	38.09%	37.78%	38.10%
	Female	61.91%	62.22%	61.90%
	Ratio of female managers	61.31%	62.89%	63.00%
International Markets	Male	43.17%	43.26%	44.30%
	Female	56.83%	56.74%	55.70%
	Ratio of female managers	51.26%	52.53%	51.40%
United States	Male	45.79%	45.43%	44.30%
	Female	54.21%	54.57%	55.70%
	Ratio of female managers	52.84%	53.44%	54.00%
Total	Male	52.89%	52.49%	50.30%
	Female	47.11%	47.51%	49.70%
	Ratio of female managers	42.76%	44.14%	44.40%

^*1Expatriate 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

check_box Incidence of Work-Related Injuries

		FY2022	FY2023	FY2024
Global	Number of fatal work-related accidents	0	0	0check_box
	Number of work-related injuries (leave of absence)	17	20	9check_box
	Frequency rate*¹	0.57	0.66	0.32check_box
	Severity rate*²	0.016	0.005	0.008check_box
Japan	Number of work-related injuries (leave of absence)	1	2	1check_box
	Frequency rate*¹	0.10	0.20	0.11check_box
	Severity rate*²	0.002	0.001	0.000check_box
Established Markets	Number of work-related injuries (leave of absence)	4	7	4check_box
	Frequency rate*¹	0.59	1.01	0.62check_box
	Severity rate*²	0.058	0.007	0.025check_box
China	Number of work-related injuries (leave of absence)	0	0	0check_box
	Frequency rate*¹	0.00	0.00	0.00check_box
	Severity rate*²	0.000	0.000	0.000check_box
International Markets	Number of work-related injuries (leave of absence)	7	3	3check_box
	Frequency rate*¹	2.35	1.01	0.86check_box
	Severity rate*²	0.023	0.006	0.015check_box
US	Number of work-related injuries (leave of absence)	4	8	1check_box
	Frequency rate*¹	0.54	1.00	0.13check_box
	Severity rate*²	0.002	0.007	0.000check_box

The subject of the assurance provided by EY ShinNihon LLC is marked with check_box. For details on the assurance, please refer to the Independent Assurance Report. For more information on the calculation methods, please refer to Reporting coverage, methods, etc.

*1Frequency 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.
*2Severity 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

Global	FY2022	FY2023	FY2024
The number of FDA Inspections	0	1	1
Warning Letter Issued	-	-	-
Form 483 Issued	-	1	-
Location of Form 483 Issued	-	Yaizu	Toyama

Product recalls

History of product recall

	FY2022	FY2023	FY2024
The number of recall	0	1	2
Severe（Class I)	-	0	1
Moderate（Class II)	-	0	1
Mild（Class III）	-	1	0
Non Classified	-	0	0

Major Data in Japan

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

	FY2022	FY2023	FY2024
Male	17.3	17.76	16.78
Female	13.6	13.81	13.31

Astellas Pharma Inc.

	FY2022	FY2023	FY2024
Average Length of service (years)	16.2	16.5	15.65
Avarage age of employees (years)	42.9	42.7	42.31

Employment

		FY2022	FY2023	FY2024
New graduates hires
Astellas Pharma Inc.	Total	87	101	69
	Male	53	58	36
	Female	34	43	33
Group companies in Japan	Total	-	-	-
	Male	-	-	-
	Female	-	-	-
Mid-career hires
Astellas Pharma Inc.	Total	105	88	132
	Male	66	59	103
	Female	39	29	29
Group companies in Japan	Total	-	-	-
	Male	-	-	-
	Female	-	-	-

Mid-career hire ratio of new hires (%) (Publication date: Oct 8, 2025)

	FY2022	FY2023	FY2024
Astellas Pharma Inc.	54.7%	46.6%	65.7%
Avarage age of employees (years)	-	-	-

Ratio of female employees in new hires(%)*

	FY2022	FY2023	FY2024
Astellas Pharma Inc.	38.0%	38.1%	30.8%

^*Japan consolidated basis

Ratio of people with disabilities employed (%)*

	FY2022	FY2023	FY2024
people with disabilities employed as a percentage of workforce	2.78%	2.73%	2.91%

^*Japan consolidated basis

Data related life event*

<.thead> 419

Life Event	Program	FY2022	FY2023	FY2024
Life Event	Short-Term Disability Leave	35	27	37
Injury	Family Leave for a Child, Spouse or Parent	538	503
Nursing care・Transfer of spouse	Registration for Reemployment	Number of reemployed-people : 5	Number of reemployed-people : 5	Number of reemployed-people : 3
Marriage	Program for Helping Sales Personnel Live with Their Spouse When They Get Married	Male : 2	Male : 2	Male : 2
Marriage		Female : 10	Female : 10	Female : 1
Pregnancy and childbirth	Maternity Protection Leave	5	3	2
Pregnancy and childbirth	Leave of Absence Before and After Childbirth	89	97	68
Child-raising	Paternity Leave	101	111	114
	Child Care Leave acquisition rate^*1	Female : 97%	Female : 135%	Female: 122%
		Average days used : 402	Average days used : 408	Average days used : 414
		Male : 96%	Male : 93%	Male: 82.5%
		Average days used : 62	Average days used : 74	Average days used : 91.1
	Time off for Infant Care	10	9	8
	Shortened Work Hours for Childcare	387	206	133
	Shortened Work Hours for Childcare	Average days used : 1224	Average days used : 669	Average days used : 335.7
	Use of the Company's Vehicles for Child Raising	Male : 17	Male : 28	Male : 17
	Use of the Company's Vehicles for Child Raising	Female : 52	Female : 75	Female : 47
	Financial Assistance for Daycare	0	0	0
	Paid Leave for Employees Returning to Work After Leave of Absence Before and After Childbirth/Leave for Child Care	14	15	35
Nursing care	Nursing Care Holiday	18	22	21
	Leave for Nursing Care	2	4	1
	Shortened Work Hours for Nursing Care	4	3	1
Child care, nursing care, injury, other	Working at Home	Registered Employees for the Program : 4,281	Registered Employees for the Program : 4,662	Registered Employees for the Program : 3,262
Retirement	Extended Employment System	Newly Contracted Employees : 29	Newly Contracted Employees : 11	Newly Contracted Employees : 15
Social contribution activities	Volunteer Leave/Leave of Absence	Volunteer Leave : 6	Volunteer Leave : 6	Volunteer Leave : 8
	Volunteer Leave/Leave of Absence	Volunteer Leave of Absence : 0	Volunteer Leave of Absence : 0	Volunteer Leave of Absence : 0
	Bone-Marrow Registration Leave	0	4	1

^*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.

^*1The 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

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