As a company that contributes to people’s health, it is important for us to provide our employees with an environment where they can work with peace of mind, which is why we also actively engage in health management under our “Health Up Declaration.”

We have set a goal of increasing the healthy gap between employees’ Health Age^®* and their actual age—which stood at -1.8 years in FY2022—to -3.0 years in FY2026 and are making efforts to raise employees’ awareness of health. One example of our efforts to achieve this is our company-wide walking campaign. The walking campaign also incorporates an element of social contribution that supports patients and their families based on the number of participants and the number of steps taken. This campaign is conducted on a global scale. Moving forward, we will continue to promote health management through various activities.

• “Health Age^®” is an indicator of a person's physical health relative to their actual age. It is calculated statistically based on the results of health checkups, and is a registered trademark developed by JMDC Inc.

Support for Disease Prevention, Early Detection and Early Treatment

• All our employees are required to undergo health checkups once a year, and of these, employees aged 35 years or older can undergo a comprehensive medical examination in lieu of statutory health checkups. Excluding unavoidable reasons such as absence from work, the proportion of subjects undergoing comprehensive medical examinations in FY2025 was 99.8%.
• We hold contracts with medical facilities nationwide for thorough medical checkups. The number of contract facilities as of May 2026 was 219. We work to make it easier for our employees and their family members to receive thorough medical checkups.
• We assist with expenses for cancer screenings. Many employees receive optional cancer-related screenings at the time of a thorough medical checkup.
• It is recommended that women be screened for cervical cancer (a disease which is common among young women) once every two years, and we also allow our female employees under the age of 35 to be screened for cervical cancer at the same time as their regular health checkups.

• The age range for calculating the consultation rate is set at 40 years or older (20 years or older for cervical cancer screening) in accordance with the standards of the National Livelihood Survey by the Ministry of Health, Labor and Welfare.
• Regular screenings for uterine cancer are recommended every two years.

• We strongly encourage employees who have been identified as having a high risk of lifestyle-related diseases or have shown abnormal findings in various screenings but have not undergone re-examination or detailed examinations, to receive medical examination recommendations and health guidance from our occupational health staff. We also recommend their participation in specific health guidance programs. In addition, since FY2023 we have also been offering lifestyle (health guidance) programs for those seconded overseas who are undergoing major changes in their living environment, including dietary habits.

• The treatment continuation rate refers to the percentage of individuals aged 40 and above who have undergone health checkups and are currently taking medication for conditions such as hypertension, dyslipidemia, and diabetes.

The rate of employees on leave due to illness or injury in FY2025 was 1.8%. We will continue to promote health promotion initiatives.

Mental Health Measures

• To promote prevention, early detection, and early treatment of mental health problems, we conduct in-house training on mental health and individual consultations by industrial health staff. We also work with industrial physicians to ensure employees feel supported and reassured when returning to work after a leave of absence.
• Stress checks for all employees are conducted once a year. The percentage of employees who underwent stress checks was 98.2% in FY2024 and 98.2% in FY2025, compared to our target of 100%. Subsequently, with the goal of improving the entire team’s ability to cope with stress and thereby revitalizing the workplace and improving productivity, we conduct a training program to improve mental toughness for all employees and managers, and develop interactive initiatives to improve the workplace. Furthermore, we continuously promote workplace improvement based on the results of organizational analyses , with dedicated counselors conducting site visits. The percentage of high-stress employees in FY2025 was 5.3%.
• In addition to the stress check, which is performed once a year, we encourage employees to answer a simple self-check questionnaire, which can be taken whenever necessary.
• We have established a free external consultation service for mental and physical health, providing an environment where not only employees but also their families can consult with experts through face-to-face consultation, phone calls or email.

Measures against Passive Smoking and Promotion of Health

• Since April 2019, we have completely banned smoking on the premises. In addition, smoking is prohibited both on and off the premises during working hours, including lunch breaks. We also conduct in-house questionnaire surveys on tobacco and publicize the results to raise awareness and motivate employees to quit smoking through means such as displaying original posters that use illustrations created by employees. In FY2025, we conducted an online smoking cessation support seminar and a short-term smoking cessation challenge using nicotine gum and patches for smokers interested in quitting.
• To help reduce the smoking rate and support employees who continue their efforts to quit smoking even after completing the smoking cessation challenge, we help to promote their health by collaborating with health insurance associations and providing assistance such as subsidies for smoking cessation aids. The company is working together with health insurance associations to promote “Collabo Health.” The percentage of our employees who were smokers in FY2025 was 10.7%, down from 11.1% in FY2024. Moving forward, we will promote activities with the aim of achieving 10% or less by FY2026.
• To promote health and enhance workplace communication, we hold a company-wide walking campaign. This event is open not only to employees, but also to their families, temporary employees, and subcontract workers. Participation is voluntary, and the event has gained popularity as an activity that helps participants make walking a habit. In addition, as an achievement award, we present local specialties (such as rice) from earthquake-affected areas to those who meet their goals. We distributed a total of approximately 7 metric tons of rice [worth 11.2 million yen]), thereby helping to provide support for affected areas. Since FY2023, the campaign has been expanded to include the entire ONO Group, including overseas subsidiaries. During the event, group company CEOs share messages about their own health initiatives and encourage employees. To further energize the event, we provide opportunities for employees to interact and exchange ideas via our internal social network. Furthermore, starting FY2024, we also incorporated an element of social contribution by making donations to patient support organizations (such as the Union for International Cancer Control (UICC)) selected through an in-house vote, based on the number of participants and the number of steps taken. As a result, a record 336 teams and 4,064 participants joined the campaign in FY2025, achieving our goal of a participation rate of over 65%. In FY2026, we aim to achieve a participation rate of at least 70% among all ONO Group employees. Furthermore, post-event questionnaires have confirmed an increase in awareness regarding health promotion and patient support, and we will continue to build on this initiative to foster a greater sense of unity across the entire group.

Number of participants in walking campaign

• We work in cooperation with the (Safety) and Health Committee of each business site and regional administrative department to hold workplace-led health events. By holding sessions to measure body composition, blood vessel age, bone density, and vegetable intake, and by holding exercise seminars and walking events, we aim to enhance labor productivity by maintaining muscle strength, preventing diseases such as osteoporosis, and improving issues such as stiff shoulders, lower back pain, and eye strain. By organizing events tailored to the specific health challenges and work styles of each business site across all of our domestic business sites, a total of 1,740 people participated in the events throughout the year. We will continue to encourage communication among employees and promote activities that support proactive health management.

Health Management Support

• We utilize a health management portal site that integrates the transmitting and sharing of health information and health promotion content. We will promote efforts to encourage employees to consider self-care as their own issues by bringing together interviews of 3 Representative Directors on health promotion and other health-related contents, and will improve the quality of activities.
• We have linked the health management portal site with an existing site where employees can check the results of their thorough medical checkups and periodic health checkups at any time via their terminals. The contents of the portal site include information to help employees accurately understand their medical checkup results and improve their lifestyle habits and personalized advice on lifestyle according to individual health conditions. We are working to enhance the contents of the portal site to raise employees’ awareness of their health.
• We plan and promote effective initiatives with a focus on the PDCA cycle to improve employee presenteeism*1 and absenteeism*2 by utilizing the annual questionnaire on health management effectiveness verification. In 2025, we held online participatory health seminars focusing on women’s health, stiff shoulders/lower back pain and fall prevention, as well as eye strain relief. We also introduced the activities of employees who are actively committed to promoting their health on a daily basis, which was presented in a “Tips” format as “Lively people at workplace.” We implement such initiatives so that each employee can take a proactive approach to managing their health.
• According to the results of an internal survey conducted in FY2025, 78% of employees expressed satisfaction with our company’s health promotion activities, and 80% said that they are aware of their own self-care.

• The Work Functioning Impairment Scale (WFun) was used as a measurement method to calculate the extent to which health problems are hindering work performance.
  For seven questions—such as “I couldn’t organize my thoughts” and “I couldn’t make a calm judgment”—respondents rated the frequency of each item on a five-point scale ranging from “Almost every day (5 points)” to “Never (1 point),” resulting in a score ranging from 7 to 35 points. The percentage of employees scoring 21 points or higher—a level considered to indicate a high risk of sick leave—was evaluated.
  FY2024: 12.4% (response rate 79.1%), FY2025: 14.8% (response rate 79.0%), FY2026 target: 13.0%
• Calculate the average number of days used for sickness absence and sick leave system for all employees.
  FY2024: 1.52 days, FY2025: 1.70 days, FY2026 target: ≤ 1.50 days

External Evaluation

In March 2026, we were selected as a “2026 KENKO Investment for Health” as a company that considers the health management of employees from a managerial perspective and as a company that is strategically engaged in health management. This marks the third time that Ono Pharmaceutical has been selected for this designation, which is jointly awarded by the Ministry of Economy, Trade and Industry (METI) and the Tokyo Stock Exchange (TSE). In addition, we have been accredited for eight consecutive years in the “2026 Outstanding Organizations of KENKO Investment for Health (White 500 / Large Enterprise Category),” which is jointly implemented by METI and the Nippon Kenko Kaigi*.
We will continue to work toward enhancing our human capital by promoting health management.

• The Nippon Kenko Kaigi is an organization aiming to encourage workplaces and communities to achieve specific measures to overcome health-related challenges under collaboration among private organizations, e.g., economic associations, medical-care associations and insurers, and municipalities.

Strategic Map (Visualization of Health Management Strategies)

For effective and efficient health management, we have clarified the important issues and evaluation indicators (KPI) that we want to solve, and we have visualized the flow of initiatives toward the resolution of important issues as a story.

Strategic map of health management

Social value: Dissemination of health management to suppliers and local communities
Corporate value: An increase in the market capitalization of stocks
Health resource: Human and environmental health resources

• “Health Management®” is a registered trademark of the Nonprofit Organization Kenkokeiei.