Astellas is working to ensure rewarding and safe work environments where employees are able to concentrate on their duties in confidence. This is to ensure that every employee is able to maximize their abilities and creativity on the job. In Japan, we have been promoting workstyle reforms since 2015 that include streamlining operations and encouraging our people to take the leave they have earned. This is all in an effort to strike an equilibrium that enables each person to establish their own work-life
balance while improving productivity and creativity. Our efforts to promote inclusive employment and decent work, one of the United Nations’ Sustainable Development Goals (SDGs), include initiatives for upgrading the work environment we provide for people with disabilities. We have been a participating member of Japan’s Accessibility Consortium for Enterprises (ACE)*. The support we provide people to overcome disabilities includes an app we have introduced for hearing-impaired employees that instantaneously converts voice data into written words.
Our e-orts to provide employees with a rewarding and safe workplace have garnered praise both inside and outside the Company. e selection of our Canadian subsidiary as one of the Best Workplaces in Canada by the Great Place to Work? Institute is one example.
Additionally, our U.S. subsidiary was recognized as one of America’s Best Employers by Forbes Magazine for the second consecutive year in March 2016.
Astellas continues to monitor the turnover rate of employees as an indicator for gauging the extent to which the Company provides a rewarding and safe place to work.

* Accessibility Consortium of Enterprises (ACE): A general incorporated association that was formed to conduct activities such as the establishment of a new employment model for people with disabilities who contribute to the growth of companies.

Number of Employees per Region and Turnover Rate

    2014.3 2015.3*2 2016.3
Japan Number of employees
Turnover rate*1
Americas Number of employees
Turnover rate
EMEA Number of employees
Turnover rate
Asia & Oceania Number of employees
Turnover rate
Total Number of employees
Turnover rate
7.7% 11.0% 7.8%


*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 The increase in the total turnover rate in fiscal 2014 is mainly due to the introduction of an early retirement plan in Japan.

Improving Employee Satisfaction

Astellas is also striving to improve employee satisfaction. As part of this effort, we conducted an awareness survey of Group employees in Japan in January 2016. rough a third party, we surveyed how our employees evaluate Astellas as a company in various categories. The survey showed that positive responses in more than 10 categories, including the overall direction of the Company, trust in management, and remuneration and employee welfare and benefits, were far higher than the
average for similar surveys conducted by Japanese companies, and we found that these areas have become Astellas’ strengths. Meanwhile, the results showed fewer positive responses in the category of operational efficiency, although the number was higher than the average for Japanese companies.
In response, Astellas will redouble its efforts to streamline its operations through workstyle reforms.

Ensuring Occupational Safety and Health

We have the Astellas Environmental and Safety Policy in place to prevent work-related accidents and minimize those caused by workplace mishaps and hazards. Under this policy, each facility is independently building environmental and safety management systems and promoting associated initiatives. We are also working to ensure occupational safety from many different perspectives based on the information we share on accidents and near misses that have occurred at our workplaces around the world.
Between January and December 2015, there were twowork-related injuries requiring leaves of absence in Japan. Of these two injuries, the longest leave of absence was 97 days. ere were two injuries requiring leaves of absence at our overseas plants, of which the longest leave of absence was 70 days. In view of the lengthy leaves resulting from injuries in Japan and at our overseas plants, we will strive to reduce our occupational safety risks with the goal of holding our severity rate of work-related injuries under 0.005 on a global basis.

Incidence of Work-Related Injuries in Japan

  2013.1-12 2014.1-12 2015.1-12
Number of injuries requiring leave of absence 3 5 2
Frequency rate of work-related injuries*1 0.18 0.34 0.14
Severity rate of work-related injuries*2 0.008 0.002 0.007


Incidence of Work-Related Injuries at Overseas Plants*3

Number of injuries requiring leave of absence 2
Frequency rate of work-related injuries*1 1.11
Severity rate of work-related injuries*2 0.047


*1 Frequency rate of work-related injuries: This rate shows the number of employee deaths or injuries resulting from work-related accidents causing leaves 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 days absent from work due to work-related injuries per thousand
hours of work. The larger the number, the more serious the injury.
*3 From 2015 onward, we began disclosing consolidated data for all five overseas plants. The data for each of the five overseas plants until 2014 is disclosed in the IR Library of the Astellas website.