- Message from CHRO
- Eisai's Approach to Health Management
- Health and Productivity Management Promotion System
- Strategy
- Goals and Indicators
- Health Promotion Measures
- Data
- Third-Party Recognition
Message from CHRO (Chief HR Officer)
Eisai aims to be "a company that supports people (patients and the people in the daily living domain) to realize their fullest lives" based on the hhc (human health care) concept. To achieve this, Eisai issued the Eisai Health Declaration in 2019, positioning the health of employees and their families as the extremely important, and established our commitment to maintaining and promoting the health and prevent disease of employees, their families, and everyone involved with the company, as well as preventing disease.
In addition, at the 2022 Ordinary General Meeting of Shareholders, we amended the Articles of Incorporation to add the core concepts of human capital management, "respect for human rights and diversity," "enhancement of growth opportunities to support self-realization," and "creation of a comfortable working environment," in addition to "ensuring stable employment," in order to increase human capital value. This lead to the formulation of our Integrated HR Strategy" based on the pillars of "well-being, including employee health," "diverse work styles," "employee growth," and "organizational and business growth," strengthening our efforts to maintain and improve employee health. By ensuring that our employees are physically and mentally healthy and utilize optimal work styles and growth opportunities, we aim to unleash the energy of each individual, generate organizational synergy, lead to dramatic business growth, and ultimately contribute to maximizing social impact.
Eisai's Approach to Health Management
The Eisai Health Declaration defines three key strategic priorities as "physical and mental health," "work-life health," and "social health." With the aim of maintaining and improving the health of employees and their families, we are working to improve the rate of secondary examinations after health checkups, expand the target age for medical checkups, support the balance of infertility treatment and work, introduce dementia insurance, and also work to create an easy environment to work in by improving various measures and employee benefits. In addition, we will enhance dialogue so that people can feel connected both internally and externally through active disclosure of information on human capital management information using the Human Capital Report.
In order to clearly identify priority issues to be addressed to effectively realize social good and maximize corporate value over the medium to long term through the realization of our corporate concept, we are identifying materiality and medium-term targets. Of these, we believe that promoting health management will greatly contribute to achieving two goals aimed at maximizing human capital value: increasing the ratio of highly engaged employees from the current 85% to 90% by fiscal 2025, and increasing human resource investment efficiency from 81% in fiscal 2023 to 87% by fiscal 2030. On the other hand, we believe that it is also important to promote various measures based on the understanding the health literacy levels, and from fiscal 2023, we will conduct a company-wide survey on health literacy once a year. We believe that it is important to maintain the health of the body and mind so that we can live vibrantly and true to ourselves through improving literacy.
Health and Productivity Management Promotion System
At Eisai, we have established a health promotion system with the Chief HR Officer, who oversees health and productivity management, at the highest level of responsibility, and we are promoting human capital management aligned with our company-wide strategy. We view health from a broad perspective of well-being, and recognize that it is inseparable from solving management issues. With the system illustrated above as the core, we regularly report progress to the Growth & Operating Committee, and gather opinions from a wide range of employees, involving the entire company in promoting health management.
From the perspective of collaborative health, we work with the Eisai Health Insurance Association and the Health Management Office, including industrial physicians, to understand and share employees' health indicators at the Health Promotion Council every month, as well as the results of analyses of the employer's activities, the health insurance association's insurance business, and data health, aiming for integrated promotion.
In addition, efforts toward maintaining and improving employee health and work style reform are inseparable, and we are promoting employee health management, time management, and correction of long working hours, along with the development of a working environment based on the concept of various “work-life bests”. Recently, in addition to internal initiatives, we have been holding information exchange meetings with business partners on health management, taking advantage of the opportunity of publishing the Human Capital Report for the first time as a domestic pharmaceutical company in 2023
Strategy
In promoting health management, we have formulated a strategy map that shows our goals and measures to solve health issues, as well as the indicators necessary to achieve these goals.
Goals and Indicators
We have set goals and indicators centered on the three key strategic priorities in the Eisai Health Declaration. In terms of physical health, we are working with the Eisai Health Insurance Association to actively invest in health of our employees through initiatives such as enhancing various health checkups, providing smoking cessation assistance, holding health events, and vaccinations. By utilizing the health prediction simulation introduced in 2024, we will work to prevent lifestyle-related diseases and reduce smoking rates, which will have a certain effect on reducing medical expenses. Regarding well-being, we will work to improve health fulfillment by strengthening management training on interpersonal relationships, which are the biggest cause of high stress, to reduce the number of individuals with high stress and overall health risk values. Mental health care will continue to operate the existing return-to-work program to allow employees to return to work with peace of mind, and we will work with a specialized department in charge of insomnia treatment to improve employee quality of sleep.
In terms of work, we are striving to correct long working hours and promote the use of vacation leave systems throughout the company to promote hybrid work and paid leave. We will also actively challenge ourselves to create new systems, such as employment opportunities for those over the age of 65. In terms of life, we aim to hold exercise promotion events, increase the rate of acquisition of childcare and nursing care related systems as career support, and promote cross-border and refreshment leave within the company.
In an environment where employees feel connected both inside and outside the company, we will work to improve their physical and mental health by providing opportunities for each employee to feel connected not only to the company but also to their families, local communities, and other external relationships.
Health Promotion Measures
Business Performance Indicators
＊E-HCI (Eisai Human Capital Index): Evaluation indicators of human capital management that contribute to the efficient creation of social impact.
Health Prediction Simulation
Eisai provides employees with a health prediction (disease onset prediction) simulation based on the concept that "changing your lifestyle will change your future." This is a simulation of disease onset prediction based on current health check results and lifestyle habits, and health prediction if lifestyle habits such as diet, sleep, and exercise are improved. This simulation will also be used to encourage behavioral changes in employees, leading to the maintenance and improvement of health.
Data
| FY2021 | FY2022 | FY2023 | Notes | |
|---|---|---|---|---|
| Regular health check-up rate | 99.0% | 99.9% | 100.0% | |
| Glycemic metabolic disorder rate | 2.10% | 0.70% | 0.80% | |
| Blood pressure risk rate | 0.20% | 0.10% | 0.30% | |
| Rate of employees maintaining an appropriate body weight | 68.7% | 69.6% | 68.1% | |
| Rate of employees with satisfactory amounts of sleep | 73.0% | 73.1％ | 70.4％ | |
| Rate of employees who exercise | 26.5% | 27.6% | 27.9% | Percentage of those who exercise more than 30 minutes a day |
| Smoking rate | 11.8% | 10.9% | 10.3% | |
| Participation rate in specific health guidance | 6.8% | 76.4% | 64.0% | |
| Secondary check-up attendance rate | 78.6% | 72.9% | 89.6% | |
| Employees who used NOUKNOW (total) | ー | 1,322 | 986 | |
| Health investment amount | ー | 1,290 | 1,378 | Amounts in 10,000 yen |
| Medical cost (per person) | 167,000 | 175,000 | 196,000 | Amounts in yen |
| Stress check participation rate | 96.8% | 97.3% | 97.3% | |
| High-stress individual rate | 9.3% | 8.3% | 9.4% | |
| Overall health risk score | 86 | 83 | 84 | |
| Absenteeism (Rate of employees on leave) |
1.21% |
1.18% | 1.17% | |
| Presenteeism* | ー | 86.0% | 83.2% | Company-wide survey results in SPQ (Single-Question) format. ※Response rates were 67% and 98%, respectively |
| Engagement (morale) |
79 |
79 | 81 |
Mean value of engagement scores related to corporate morale detected by visualizing tools |
| Employee Satisfaction | 2.8 | 2.8 |
2.8 |
Work satisfaction level found in stress check results |
| Health literacy survey response rate | ー | 59.8% | 66.6% | |
| Number of participants in health-related events and seminars | ー |
555 |
818 | |
| Participation rate of women's health seminars |
13.0% |
10.0% |
95.8% | |
| Average number of annual paid leave days taken |
11.2 |
13.3 | 12.8 | |
| Average monthly working hours |
163 |
178 | 169 | |
| Number of employees on leave | 40 | 38 | 37 | Number of employees on long-term leave/absence for more than one consecutive month |
|
Cases of workplace accidents |
21 | 11 | 8 | |
| Turnover rate | 4.0% | 4.4% | 4.4% |
*Work performance when in good health set as 100% (at time of questionnaire response)
Third-Party Recognition
Eisai has been selected for the first time as a "Health and Productivity Stock 2025" jointly implemented by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange as a company that considers employee health management from a management perspective and is working on it strategically. In addition, we have been certified for the sixth time as a "Health and Productivity Management Excellent Corporation (Large Corporation Division) 2025 White 500" implemented by the Ministry of Economy, Trade and Industry and the Japan Health Conference.
In the Human Capital Survey 2024, Eisai was elected for the second consecutive year as a Human Capital Leader and Human Capital Management Quality (Gold).
In March 2025, Eisai was selected for the second consecutive year as a Nadeshiko Brand by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange.
