The FANCL Group recognizes that the health of its employees is the foundation supporting its goal to "Eliminate the 'Negatives' with a Sense of Justice," which is our founding philosophy. In August 2017, we established a Declaration of Health Management, and in March 2018 we established the Health Support Office.
In recognition of our efforts, we have been certified as an "Excellent Health and Productivity Management Organization (Large Enterprise Category (White 500 status))" for nine consecutive years.
Click here to see our commendation achievements.
FANCL Group "Declaration of Health Management"
＜ Slogan ＞
The greatest testament is for us to be beautiful and healthy
＜ Health philosophy ＞
The health of our employees is the foundation upon which the entirety of the FANCL Group and its commitment to health and beauty rests. With this in mind, as pioneers in the health food industry, we will promote the creation of a culture in which health is the top priority and ensure sound and healthy management while continuing to take on the challenge of creating new value and eliminating all the "negativities".
＜ FANCL Health Guidelines ＞
1.We will ensure the health of employees by making maximum use of our knowledge of preventive medicine and health foods.
2.We will create a positive and lively workplace where employees can work vibrantly.
3.We will make the physical and mental health of employees our top priority, actively undertaking primary prevention (preventing the onset of diseases or disorders).
＜ Employee Code of Conduct ＞
1.Each and every employee shall actively consume health foods in an effort to enhance their own health.
2.Each and every employee shall strive to embody health and beauty as advertisements for FANCL.
3.Each and every employee shall actively participate in health enhancing activities both inside and outside the company as experts in health and beauty.
Message from the President
FANCL Group continues to take on the challenge of eliminating "negatives" for our customers.
We believe that in order to do so, we must ensure that each and every employee is happy and motivated in their work.
As a Group, we will continue to actively implement health management founded on the physical and mental health of our employees.
April 2025
President & Representative Director
FANCL CORPORATION
Hideki Mitsuhashi
Health Management Promotion Structure
The President and Representative Director is responsible for health management and promotes health management throughout the Group from a managerial perspective. The officer in charge of health management reports the results to our President, who is in charge of health management, and also to the FANCL Management Strategy Conference.
To speed up health management initiatives, the Health Support Office serves as the health management promotion body, coordinating with human resources, health and safety committees, and employee representatives.
Six full-time public health nurses work at the Health Support Office. Together with doctors of internal medicine and psychiatry, they form a system that enables collaboration between the workplace and medical care. We support the health of our employees working at Group companies, factories, and stores nationwide. We have also introduced a health management system that allows employees to easily check the results of their health checkups and stress checks. We are developing a system that allows employees to easily consult with occupational physicians and public health nurses through e-mail exchanges.
We have created a strategic map for VISION 2030 and are implementing various health measures with the goal of improving employee performance.
Regular health checkups
The rate of FANCL employees receiving regular health checkups is 100%, including employees who are not members of our social security scheme, part-time workers, and employees posted overseas. We set the type of health checkups received in accordance with age, and coverage has been expanded to include cancer screenings.
| Age | Type of health checkup | Cancer and other screenings |
|---|---|---|
|
Up to 35 |
Regular health checkup |
Bowel cancer, stomach cancer, breast cancer, cervical cancer, hepatitis, bone density |
|
35 to 50 |
Checkup including prevention of lifestyle-related diseases |
|
|
Over 50 |
Full health checkup |
Initiatives to prevent lifestyle-related illnesses
Measures concerning blood pressure
Current situation and challenges
The percentage of our employees at risk from high blood pressure (systolic pressure of 140 mm Hg or higher and diastolic pressure of 90 mm Hg or higher) in the fiscal year ended December 2023 remained low at 4.1%, but considering that high blood pressure also heightens the risk of brain and heart disorders, this percentage needs to be further lowered. We will continue to promote blood pressure measurement prioritizing high-risk employees.
Initiatives
Follow up with at-risk employees
- Following health checkups, we provide guidance via interviews and emails (including encouraging employees to take health checkups and measure their blood pressure, and guidance for employees to improve their lifestyles)
Encouragement to take interest in blood pressure and regular measurement
- We have installed permanent blood pressure monitors in all offices including our head office building to enable employees to measure blood pressure at any time
- We lend employees small blood pressure monitors to encourage them to measure blood pressure at home
Results and future initiatives
The percentage of employees at risk from high blood pressure in the fiscal year ended December 2024 was 4.2%.
We increased the number of small blood pressure monitors available for loan to 12, increasing the number of people measuring blood pressure at home. We will continue to promote blood pressure measurement (through the installation of permanent blood pressure monitors in all offices and the loan of small blood pressure monitors) prioritizing high-risk employees.
Measures concerning exercise
Current situation and challenges
In fiscal year ended December 2023, the percentage of employees who walk regularly (walking or an equivalent physical activity for at least one hour a day) remained high at over 60%, but the percentage of employees who engage in physical exercise regularly (at least 30 minutes a day at least two days a week) was low at 16.7%.
Initiatives
To encourage good exercise habits, we implement walking classes and walking competitions—two activities that are easy to fit into one's daily life.
- 1) Walking classes
Led by employees who have health and exercise instructor qualifications, these classes give tips on proper walking posture and styles in a fun way. - 2) Walking competitions organized by the health insurance association (twice a year)
Implemented in collaboration with the health insurance association. Employees take part in groups of three, providing opportunities for communication.
Results and future initiatives
| Exercise promotion initiative | Number of participants | Results of post-initiative survey | |
|---|---|---|---|
| Ratio of respondents who were "satisfied" | Ratio of respondents who have become more aware regarding exercise or who have started exercising | ||
|
1) Classes on walking form |
59 |
95% |
84.2% |
|
2) Walking festivals hosted by the health insurance association (twice a year) |
（total）776 |
-
|
-
|
A survey conducted after these events showed high levels of satisfaction among participants and increased numbers of new participants, demonstrating that participation in company events raises awareness of the importance of exercise among employees.
In the fiscal year ended December 2024, the percentage of employees who walk regularly (at least one hour a day) remained high at over 60%. However, while the percentage of employees who exercise regularly (at least 30 minutes a day at least two days a week) was low at 19.6%, it had increased by 2.9% since fiscal year ended December 2023.
We will continue to research and hold events in addition to 1) and 2) to encourage and provide employees with opportunities to exercise, with the aim of encouraging them to engage in regular exercise.
Measures concerning sleep
Current situation and challenges
In a survey given to employees during health checkups in the fiscal year ended December 2023, 58.9% of employees answered that they were "sufficiently rested through sleep." However, the survey found that 50.5% of employees sleep for six hours a night or less and that performance declined on average 21.5% due to lack of sleep.
Initiatives
・Implemented video training for all employees
・Implemented seminars by sleep improvement instructors
・Set up power nap spaces
Results and future initiatives
In the fiscal year ended December 2024, 60.8% of employees said that they were "sufficiently rested through sleep." FANCL will continue working to raise employee sleep literacy and provide the means to visualize sleep-related information through wearable devices and other tools.
Initiatives related to mental health
Current situation and challenges
The results of a group analysis of stress checks held in the fiscal year ended December 2023 were positive, with a score of 82 for "overall health risk" (national average was 100; the lower the score the better) and 13.1 for "overall assessment of workplace enthusiasm" (national average was 11.5; the higher the score the better).
Further, the rate of absence from work due to mental health issues in the fiscal year ended December 2023 was 1.27%. An analysis of the reasons for these absences showed the most common was difficulty in handling the nature and volume of one's work.
Initiatives
We carry out the mental health initiatives as below.
- Individual counseling with public health nurses for highly stressed employees
- Counseling with public health nurses for all new employees
- Training on self-care and mental health care in reporting lines for each level of employee, including new employees, mid-career hires, and new officers
- Work environment improvement seminars (employees at the general manager level or higher)
Discussions at each department covering feedback from group analysis and specific ways to solve workplace issues and improve working environments - Introduction of a health management system to create environments where it is easy to discuss matters with public health nurses
Results and future initiatives
In the fiscal year ended December 2024, the rate of absence from work due to mental health issues was 1.27%, not a significant change from the previous year, and the most common reason given was due to the nature and volume of one's work.
Further, the results of a group analysis of stress checks remained positive, with a score of 82 for "overall health risk" and 13.2 for "overall assessment of workplace enthusiasm." In the fiscal year ending December 2025, we will continue to provide one-on-one consultations with public health nurses and seminars on improving the workplace environment to enable managers to implement effective improvements, aiming to reduce the number of employees experiencing mental health issues.
Intiatives related to cancer
Current situation and challenges
In order to prevent losses of manpower through the early detection and treatment of cancer, we have implemented further initiatives to improve our already high cancer screening rate.
Initiatives
The rate of employees who have received cancer screenings
- Cancer screenings
Inhouse health checkups include screening for cervical, breast, bowel, and stomach cancer free of charge. - Information sharing and events
We carry out initiatives to deepen understanding regarding cancer and cancer screenings, including initiatives in the period preceding health checkups and for Pink Ribbon Month. We also provide information that may be of interest to not only our employees, but also their families and friends.
Support for balancing treatment with work
- Associate regular employee system
A system that helps employees with physical illnesses balance treatment and work by maintaining their status as regular employees while enabling them to control the number of hours or days worked in accordance with their treatment schedule and physical health. - Establishment of a consultation framework
We have established a framework that enables employees to consult with an occupational physician or public health nurse at any stage before, during, and after returning to work. - Handbook for Supporting Work and Cancer Treatment
We have created a handbook that summarizes the support that cancer patients can access both inside and outside the Company, and to provide an image of how their leave of absence, return to work, and the balancing of work and treatment will be handled. All employees are made aware of the handbook. - 「Nagomi time」
We distributed the "Nagomi Time" booklet to employees. This is a comprehensive resource on caring for one's physical appearance during cancer treatment.
Employees can access more detailed information by using the booklet in conjunction with a comprehensive information website.
Results and future initiatives
- We will continue working to raise the rate of cancer screenings received
- We will continue initiatives to raise breast awareness knowledge
- We will foster environments that enable employees with cancer to continue working with peace of mind
- We will continue to offer full medical examinations during working hours
- We will provide an e-learning course on cancer for all employees
External awards
- 2023 Minister of Health, Labour and Welfare's Excellence Award for Corporate Action on Measures to Fight Cancer
- 2024 Cancer Ally Gold Award (received for the fifth consecutive year)
Initiatives related to women's health
Current situation and challenges
The majority of FANCL employees are women, and we believe that all employees, regardless of position or gender, should have an understanding of women's health, and that it is important to further deepen that understanding. We see providing an understanding and comfortable working environment as an ongoing challenge for FANCL to address.
Initiatives
Based on a survey to ascertain the circumstances and support needs of employees in relation to PMS and the menopause conducted in the fiscal year ended December 2023, we implemented the following initiatives:
| Theme | Target |
|---|---|
|
Appropriate steps for handling the effects of changes in hormone balance |
All employees |
|
Women-specific cancers |
Women employees |
|
Top five things supervisors should understand |
Management employees |
|
Male menopause |
Men employees |
- Provided e-learning courses, including about cancers specific to women
- Organized a health seminar led by a physician: “Lessons from a gynecologist: Gynecological conditions that can affect even the younger generation”
- Provided consultation services on preconception care and information on free testing, and held seminars
- Conducted a survey to ascertain the current status of preconception care
Results and future initiatives
100% of employees have now been shown a video about women's health.
A high number of employees (99.8%) responded to the survey that they "understand PMS and menopause." While there is a high level of understanding towards women's health within the Group, we intend to further deepen this understanding by continuing to share information each year.
Initiatives related to giving up smoking
Current situation and challenges
Although the smoking rate among our employees in the fiscal year ended December 2023 was 6.6%, which was lower than the national average (15.7%), we have continued to take measures, taking into account that smoking lowers productivity and raises the risk of lifestyle-related diseases.
Initiatives
- Foster a work culture that is aware of smoking-related issues
We have released the FANCL Group's "No Smoking Declaration," create anti-smoking slogans, and provide information in line with World No Tobacco Day. - Systems and workplace environment initiatives
We have suspended the hiring of new graduates who smoke, prohibited smoking during working hours, and completely banned smoking on Company premises. - Creating environments that support people who want to quit smoking
We provide guidance for quitting smoking from occupational physicians and public health nurses, bring together smokers who want to take on the challenge of quitting, and subsidize the cost of smoking cessation treatment.
Results and future initiatives
The smoking rate among employees fell further to 6.2% in fiscal year ended December 2024. Going forward, we will continue working to make it even lower.
The FANCL Group's "No Smoking Declaration"
One important FANCL Group health management initiative is our declaration to encourage employees to stop smoking.
We aim to be a company with zero smokers by creating an organizational culture in which all employees (whether they smoke or not) are interested in giving up smoking, and by creating an environment and systems that makes it easier to quit.
May 2023
Initiatives related to infectious diseases
Current situation and challenges
Employees working in direct stores (including contract employees and part-time workers) account for about 50% of our entire workforce. Sales staff in these stores in particular are doing a job that cannot be done from home and therefore face a high risk from an outbreak of infectious disease. This means if a mass infection outbreak was to occur, in addition to creating a loss in manpower, it would also put customers at risk. Also, from a business continuity perspective, we need to take thorough measures to prevent infections not only among store staff, but among all employees.
Initiatives
- We maintain a manual for employees who become ill
- We provide information regarding infectious diseases
- We subsidize the cost of influenza vaccines and carry out group vaccinations at workplaces
*The annual cost of subsidizing influenza vaccinations in the fiscal year ended December 2024 was ¥1,000,164
Results and future initiatives
- One case of a group outbreak of an infectious disease
- We will continue to provide information regarding infectious diseases
- We will continue to subsidize the cost of influenza vaccines and carry out group vaccinations at workplaces
*The anticipated annual cost of subsidizing influenza vaccinations in the fiscal year ending December 2025 is ¥1,400,000
Other initiatives
As a measure to prevent infections among employees in overseas postings and the people who accompany them, we provide education and information about the situation concerning infectious diseases at their destination before travel. We also provide vaccinations based on a consultation with an expert, and carry out health management through regular conversations.
Initiatives to create energizing workplace environments
FANCL Educational Healthy Eating Restaurant
In August 2017, we launched the FANCL Educational Healthy Eating Restaurant at staff cafeterias as a way for employees to begin learning about healthy eating. It is helping to prevent lifestyle-related diseases among employees by providing healthy, delicious, and satisfying meals as well as knowledge required to improve health.
The FANCL Educational Healthy Eating Restaurant and FANCL Healthy Menu have been certified by Kanagawa Prefecture as a MEーBYO BRAND. This status is awarded to brands that are global leaders in preventative health.
Facilitating Bicycle Commutes at the Headquarter Building
In consideration of the effective utilization of the FANCL building basement area as well as employee health and reducing the impact on the environment, we created a bicycle parking area in the basement of the FANCL Head Office building, and began offering permits for commutes by bicycle from April 2020.
Employees are putting this to good use.
Comment from an Employee who Commutes by Bicycle
"My commute only take about 10 minutes and it is really easy. It is especially enjoyable when the weather is fine.
It is also pretty good exercise and by the time I arrive at my desk, my brain is firing, and I am ready to work. Not having to ride a crowded train to work has reduced my daily stress, so it is good in terms of both health and work."
Status of taking of annual paid leave and overtime work
Initiatives tackling excessive overtime work
As part of our policy to promote work-life balance and create a space for efficient and productive work so that a diverse workforce can flourish, we have established an action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children, as well as complying with local laws and regulations. We we promote the reduction of overtime work and conduct regular observations of employees who work excessive overtime. We also conduct hearings with departments with excessive overtime to encourage them to make improvements. In the event that an employee exceeds 45 hours of overtime per month, a meeting is immediately held between the employee and their supervisor, and a corrective report specifying improvement measures is submitted to the Human Resources Department by the head of the organization, and implemented to curb the occurrence of overtime work.
In addition, in order to prevent health problems caused by long working hours, in accordance with laws and regulations, employees whose overtime hours exceed 80 hours per month are interviewed by an industrial physician.
KPI
【Background behind the setting of quantitative targets】
In order to systematically achieve our final indicator targets, including reducing absenteeism and presenteeism and improving engagement, we have set quantitative targets concerning employee health in accordance with our health and productivity management strategy map and based on data, including the results of health checkups and stress checks.
| Items | FY 2023 Actual results | FY 2024 Actual results | FY 2025 target | FY 2030 target | |
|---|---|---|---|---|---|
| Health checkup | Percentage of employees receiving health checkups |
100% |
100% |
100% |
100% |
| Percentage of employees receiving detailed follow-up examinations |
81.8% |
72.9% |
100% |
100% |
|
| Measures against lifestyle-related diseases | Percentage of employees with blood pressure risks (systolic blood pressure of 140 mmHg or higher or a diastolic pressure of 90 mmHg or higher) |
4.1% |
4.2% |
4.6% |
3.6% |
| Percentage of employees with blood sugar risks (HbA1c: 6.0% or higher) |
3.2% |
3.5% |
2.3% |
2.0% |
|
| Percentage of employees with lipid risks (LH ratio: 2.0 or higher) |
24.6% |
26.7% |
23.6% |
19.6% |
|
| Mental health care | Percentage of employees receiving stress checks |
99.2% |
99.9% |
Maintain |
Maintain |
| Score for "overall health risk" on stress checks |
85 |
82 |
Maintain |
Maintain |
|
| Measures against cancer | Breast cancer screening uptake rate (women aged 35 and older) Note. Calculating the rate of those who can receive medical examinations once every two years from FY Mar/2023 |
- |
86.4% |
84.0% |
85.0% |
| Cervical cancer screening rate Note. Calculating the rate of those who are able to receive medical examinations once every two years from FY Mar/2023 |
- |
82.1% |
78.0% |
80.0% |
|
| Women's health care | Participation rate in seminars on women's healthcare |
- |
100% |
Permanent employees: 100% |
Permanent employees: 100% |
| Anti-smoking measures | Percentage of smokers |
6.6% |
6.2% |
6.0% |
5.0% |
| Measures against infectious diseases | Number of infectious disease outbreaks |
0 outbreaks |
1 outbreaks |
0 outbreaks |
0 outbreaks |
| Interviews regarding long working hours | Number of interviews regarding long working hours |
2 |
1 |
0 |
0 |
| Absenteeism | Leave of absence rate (mental) |
1.27% |
1.6% |
1.83% |
1.52% |
| Leave of absence rate (physical) |
0.7% |
0.9% |
0.30% |
0.30% |
|
| Percentage of employees who were absent for five days or fewer due to ill health in the last 12 months |
81.7% |
83.0% |
Maintain |
Maintain |
|
| Scope of employees measured |
1,903 employees |
2,002 employees |
- |
- |
|
| Response rate |
90.4% |
99.9% |
- |
- |
|
| Presenteeism | A comprehensive evaluation of the organization's labor function Note. Utilization of Wfun provided by Sompo Health Support Co., Ltd. |
Judgment A |
Judgment A |
Judgment A |
Judgment A |
| Scope of employees measured |
1,867 employees |
2,002 employees |
- |
- |
|
| Response rate |
99.5% |
99.9% |
- |
- |
|
| Work engagement | Utrecht Work Engagement Scale (UWES) Note. UWES is a scale that evaluates the vitality, enthusiasm, and degree of devotion to work. |
2.6 |
2.6 |
2.7 |
2.8 |
| Scope of employees measured |
1,867 employees |
2,002 employees |
- |
- |
|
| Response rate |
99.5% |
99.9% |
- |
- |
|