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 examination in FY2024 was 99.9%.
• We hold contracts with medical facilities nationwide for thorough medical checkups. The number of contract facilities as of May 2025 was 222. 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 FY2024 was 1.6%. We will continue to promote health promotion initiatives in order to enhance employees' health literacy and well-being.

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 98.3% in FY2023 and 98.2% in FY2024, compared to our target of 100%. Subsequently, we organize and conduct workplace improvement training to review the organizational results and develop action plans aimed at organizational growth. Furthermore, we continuously promote workplace improvement based on the results of organizastional analyses , with dedicated counselors conducting site visits. The percentage of high-stress employees in FY2024 was 5.0%.
• 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 its 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. We are promoting awareness-raising activities systematically, including producing and displaying original posters that use illustrations written by employees.
• To support employees who try to quit smoking, we promote their health by providing assistance such as subsidies for smoking cessation aids. We are taking various anti-smoking measures to promote and maintain our employees’ health. The percentage of our employees who were smokers in FY2024 was 11.1%, down from 11.7% in FY2023. 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 all employees, but also to their families, temporary employees, and subcontract workers. Participation is voluntary, and employees can join individually or as teams with family members or volunteers. In addition, those who achieve certain goals receive achievement awards, such as local specialties (including rice) from earthquake-affected areas. We distributed approximately 6 tons of rice (equivalent to 6 million yen) as prizes, and the campaign has become increasingly popular in Japan each year, helping to foster the habit of walking.　Since FY2023, the campaign has been expanded to include the entire Ono Pharmaceutical Group, including overseas subsidiaries. To further energize the event, group company leaders share messages about their own health initiatives and encourage employees, and we provide opportunities for employees to interact and exchange ideas via our internal social network. In FY2024, we also introduced a social contribution element, donating a certain amount to the Union for International Cancer Control (UICC) based on the number of participants and steps taken.　As a result, a record 295 teams and 3,636 participants joined the campaign, achieving our goal of a participation rate of over 60%. In FY2025, we aim to maintain a participation rate of at least 60% among all Ono Pharmaceutical Group employees, as we did last year.

Number of participants in walking campaign

• We work in cooperation with the Safety and Health Committee and the Health Committee to organize health events. At our major business sites, we hold sessions to measure body composition, blood vessel age, and bone density, as well as exercise seminars and walking events. These activities aim to maintain muscle strength, prevent osteoporosis, and improve issues such as stiff shoulders, lower back pain, and eye strain, thereby enhancing labor productivity. In 2024, we expanded these activities to include smaller business sites with fewer than 50 employees, resulting in a total of 1,199 participants throughout the year. We will continue to promote activities that support employee health and encourage communication among employees.

Health Management Support

• In October 2021, we opened a health management portal site that integrates the transmitting and sharing of health information and health promotion content. According to an internal questionnaire conducted in FY2024, 76% of employees are satisfied with our company's health promotion activities, and 86% of employees are aware of their own self-care. 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 2024, we held a participatory health seminar for middle-aged employees (MiddleAge), focusing on sleep improvement. During the seminar, we also introduced and highlighted employees who actively engage in daily health activities as “Lively people at workplace”, in order to encourage proactive health management among all employees.

• Calculate the monthly loss per employee using QQmethod as the measurement method.
  If there is any health problem, we ask questions such as “What is the health problem that has the most impact on your work”, “How many days in 30 days have you had the symptom?” etc, After understanding how much work you will have compared to when you have no symptoms, multiply the percentage of performance reduction when you have symptoms by the average hourly wage to calculate the amount of loss per person per month.
  FY2023: 64,962 yen (response rate 78.7%), FY2024: 55,119 yen (response reate 79.1%)
  FY2025 target: 50,000 yen (90% compared to FY2024)
• Calculate the average number of days used for sickness absence and sick leave system for all employees.
  FY2023: 1.33 days, FY2024: 1.52 days
  FY2025 target: ≤ 1.00 days

External Evaluation

In March 2025, we were accredited for seven consecutive years as an “Outstanding Organizations of KENKO Investment for Health 2025 – White 500 (Large Enterprise Category) ”, which is jointly implemented by the Ministry of Economy, Trade and Industry (METI) and the Nippon Kenko Kaigi*.
This system was established with the aim of “visualize” corporations, including large enterprises and small- and medium-sized enterprise, that excel in health management practices. It aims to create an environment where these organizations can receive recognition from employees, job seekers, business partners, and financial institutions.
We set the difference between an employee’s health age^® and actual age as a KPI item as one of our activities to enhance human capital in FY2023, and are working to promote our employees’ awareness on their health. We set the goal of increasing the difference between an employee’s health age and actual age from -1.8 years in FY2022 to -3.0 years in FY2026 and will continue to engage in health management through different types of activities.

• 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