Promoting Health Management

We support our employees’ working styles and well-being and strive for organizational health

For three consecutive years, Astellas’ effort to promote good health have been recognized with certification as a 2024 Certified Health & Productivity Management Outstanding Organization (in the large enterprise category) by the Ministry of Economy, Trade and Industry in Japan.

Fostering Employee Health and a Sound Corporate Culture

Putting into practice work styles that allow every employee to demonstrate high productivity and creativity and realize their own potential will energize us as an organization and lead to corporate growth as One Astellas. The realization of such work styles is predicated on employee health and the creation of a sound corporate culture.
A sound corporate culture requires a psychologically safe environment in which all employees respect each other and can actively communicate with peace of mind. Astellas is committed to pursuing organizational health through the support of diverse work styles and the promotion of employee health, ensuring all employees enjoy physical and mental wellbeing, thus enabling them to strive for even greater productivity.
 

Priority Items for Health Management (Japan)

Supporting Health

1. Rigorously ensure annual health examinations and re-examinations, as well as recommended examinations when necessary
   We maintain an annual health examination rate of 100% and also work to ensure employees receive re-examinations. In cooperation with the health insurance association, we also endeavor to encourage additional health examinations where necessary. For high-risk people whose blood pressure, blood sugar levels, etc., exceed standards, we ensure individual follow-ups such as conducting interviews with company physicians.
    
2. Supporting Specific Health Guidance
   We actively provide support for specific health guidance which the Astellas Health Insurance Society is required to provide to individual employees by law to prevent lifestyle diseases.
    
3. Approach to Health Issues
   An employee health survey was conducted in FY2022, and based on the results, efforts have been initiated to improve presenteeism^*1.
   ^*1 Presenteeism is a problem of workers being on the job but not fully functioning because of medical conditions.
    
4. Improving Health Literacy
   Seminars on various health issues, including mental health to raise interest in health and create opportunities for employees to think about their own health.

Creating Safe and Secure Workplaces

1. Surveys on the state of workplace environments aim to raise awareness of creating safe and secure workplaces
   We conduct surveys on the current state of workplaces to implement measures aimed at resolving problems such as various types of harassment.
    
2. Open Communication
   We value the psychological safety of each employee so they can respect each other and communicate openly and aim to create work environments that are high psychological safety. In fiscal 2021, we introduced a free address system amid renovations of the head office building. We expect further improvements in productivity and emergence in innovation processes through a combination of working remotely and direct connections with people in offices and other places.
    
3. Work-life balance support
   Since 2018, we have established the “Support System for Balancing Medical Treatment and Work” with the aim of creating an environment in which employees can flexibly balance work and treatment for their illnesses and work with more peace of mind.
   The aim is to create an environment in which employees can flexibly balance work and treatment of their illnesses and work with greater peace of mind. To promote awareness and understanding of the system, we have set up a consultation service, produced a guidebook and are promoting awareness-raising activities. In addition, we aim to foster a workplace culture of mutual understanding and respect, not only by making the system known, but also by creating opportunities for male employees who have taken parental leave to share their experiences in balancing work and childcare.

Work Style Reform

1. Preventing Long Working Hours
   Astellas uses original “Health Management Hours,”^*2 ascertaining the working hours of all employees and taking corrective measures for long working hours.
   ^*2 Healthcare Management Hours: Astellas’ standards calculate employee daily working hours by using data recorded in the attendance management system, such as start and end times and entering and exiting the office and refers to this as healthcare management hours.
    
2. Encouraging Employees to Take Annual Paid Leave
   Based on the assumption that employees with an annual leave entitlement of 10 days or more will take at least five days of annual paid leave, we have set a target of using at least 70% of their annual paid leave (14 days or more of the 20 days of paid leave granted yearly), and promote using even more.
    

Health Management Promotion System

Astellas' health management promotion system in Japan is planned and operated mainly by the Human Resources (including health staff), Astellas Health Insurance Society and labor union, and headed by the Chief People Officer and Chief Ethics & Compliance Officer（CPO & CECO).

Reference (1): Results of Initiatives Promoting Health Management (numerical values)

Reference (2): Astellas Health Management Strategy Map

The health management strategy map is a plan for companies to implement health management.

Please click the figure below to enlarge it.

In Fiscal 2023, we implemented measures focusing on “Lifestyle modification Program (including smoking cessation measures)”, “Health promotion measures (including for mental health)”, “Anti-harassment measures”, “Overwork measures” and “Encouraging employees to take paid leave” which are on the Astellas Health Management Strategy Map. For the details, please check [Fiscal 2023 Specific measures and results].