Since FY2016, the Nichirei Group has set the maintenance and improvement of employee health as a management issue, and has been promoting initiatives based on the concept that the health and well-being of employees is fundamental to increasing their work satisfaction. In April 2024, a department specializing in this area was reorganized as the Well-being Management Promotion Office, and it is working to improve employee well-being by conducting measures for comfortable, satisfying work. in addition to occupational health and safety and health management.

A public health nurse lectures at a health related event
(held at a small workplace with full attendance)

Purpose for the Nichirei Group Health Management

In FY2016, the Health Promotion Group was established in Human Resources Strategy & General Affairs as the section dedicated to health management. In FY2017, the Group formulated the Nichirei Group Health Declaration and Group Health Management Standards. In addition to publicizing this declaration both internally and externally, the Group has appointed a holding company health promotion manager as well as operating company health promotion managers and representatives. In April 2024, a department specializing in this area was reorganized as the Well-being Management Promotion Office, and it is working to improve employee well-being by conducting measures for comfortable, satisfying work in addition to occupational health and safety and health management.

Nichirei Group Health Management Strategy Map

We aim to enhance our corporate value and resolve social issues by creating new value in food and health.This will be achieved by building an organization where employees, regardless of age or gender, remain physically and mentally healthy and vibrant, enabling them to consistently deliver “Savory moment.”

Health Management Initiatives

Improving Employee Performance by Maintaining and Improving Health

As a company that supports good eating habits and health, we want our employees to always work with enthusiasm and in good physical and mental health, regardless of their age or gender. Our initiatives to reduce absenteeism and presenteeism include thorough followup after health checkups, including cancer screenings, as well as mental health education and measures to improve health literacy. In recognition of these efforts, Nichirei was chosen for inclusion in the Health and Productivity Stock Selection hosted by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange in FY2021, FY2022, FY2024 and FY2026. We have also been recognized under the Certified Health and Productivity Management Organization Recognition Program in the large enterprise category for each of the nine years since the program was established.

• *1Lost workdays due to poor physical or mental health (average for Japanese companies announced by the Ministry of Economy, Trade and Industry is 2.6 days)
• *2Actual performance level, compared with normal performance level set at 100% (average for the University of Tokyo Working Group’s Single-Item Presenteeism Question (SPQ) is 85%)

Physical Examinations and Follow-Up Measures

Since FY2019, we have achieved a 100% annual health checkup rate for our employees in Japan. In addition, with the aim of achieving zero deaths in service (while employed by the Company), we focus on ensuring corrective action for the employee with medical examination findings and provide follow-up measures that include interviews and guidance from public health nurses via e-mail or other online tools, based on the judgment of an occupational physician.
In particular, we are enhancing support for people with work restriction scores by requiring periodic treatment confirmation based on the revised employment regulations.

●Regular Health Checkups by Overall Score (%) (Including Non-statutory Items)

Health Management for Japanese Employees Working Overseas

We are enhancing initiatives to ensure that employees working overseas receive the same health management support as employees working in Japan.

●Interviews with Public Health Nurses for Japanese Employees Posted Overseas

We are conducting online public health nurse interviews using Teams to maintain and improve the health of employees working overseas. In addition to interviews before departure and upon return to Japan, in FY2023 we also initiated annual interviews during overseas assignments to detect employees with health issues early on, provide support, and understand the health issues unique to working overseas. Including requests for health consultations from employees and their supervisors, we have conducted health nurse consultations for approximately 100 people per year.
Additionally, since FY2024, we have initiated overseas office visits by medical professionals, starting with Europe, and in FY2026, we visited offices in Southeast Asia. During these visits, we conduct interviews with overseas employees to assess their health conditions and hear about health-related concerns. In addition to these interviews, we observe workplace environments and local living environments. The identified health issues are then worked on in collaboration with relevant departments to develop and implement measures.

Mental Health

Having started with stress checks, we implement an integrated mental health strategy. In addition to helping employees with mental health concerns, we promote good mental health through inculding revitalizing workplace communication.

Since FY2024, the Nichirei Group has upgraded its mental health education from seminars to training programs to strengthen measures. The rate of high stress in the Nichirei Group remains high, and as the workplace environment changes, cases managers face group menber with mental health concers are growing. Therefore, in order to improve the mental health skills for managers, who are key to the workplace, and to ensure they also take care of their own mental health, we have established the "COCO Sapo* Development Program" as mandatory training for managers starting in FY2024. By the end of FY2025, 699 managers had completed the COCO Sapo training. Furthermore, we have made a "reflection time" to review their practice after the course, aiming not only to improve their skills but also to strengthen connections between them.

• *COCO Sapo means "support team of the mind(kokoro)." COCO Sapo provides mental health care by immediate supervisor for offices and departments and teams up with other COCO Sapo members to create horizontal linkages and information sharing opportunities.

Theme: Improvement of mental health-related skills for managers

• Changed from voluntary to mandatory training.
  (All managers are expected to complete the training within four years.)
• Care is also provided for managers, who are burdened by their responsibilities.
• Expanded from online-only training to include in-person training as well.
• Introducing a system for certifying those who complete the training. (To make it easier for such individuals to actively promote mental health in their respective workplaces, and to establish a network linking them across the organization so they can share information.)

Enhancing our occupational health system

Aiming that employees to have access to the same level of health promotion services anywhere in the country, we assigined public health nurses in Tohoku, Kansai, Kyusyu and Hokkaido areas by FY2026.
Since FY2023, public health nurses from the Well-being Management Promotion Office have been visiting workplaces in the Tokyo metropolitan area. The activities include individual support, such as interviews with those who have received a "D" rating after health checkups to prevent serious illness, and mental follow-up for high-stress individuals and those who have returned to work. In addition, we provide health guidance on lifestyle improvement and stop-smoking.
We are holding health classes in accordance with the health issues at workplaces and conducting workplace inspections as part of health education from organization supporting.

Improve health literacy

ーHealth-related Events to Create a Workplace and Organizational Culture Where Diverse Human Resources Can Work with Enthusiasm ー

To energize the organization by improving employees’ physical and mental health and productivity through greater health literacy, we hold health-related events and seminars on topics that address the health issues employees face, such as preventing lifestyle-related diseases, women’s health, sleep, muscle weakness and meals for late-night work. In questionnaires, more than 92% of participants at each seminar responded that the event was "beneficial." Starting in FY2021, we switched to an online format for the event. Additionally, we conducted e-learning for all employees aimed at improving health literacy, with a implementation rate of 95.6% in FY2025.
In FY2025 health checkup results, the percentage of employees with A or B ratings for glucose metabolism (healthy cohort) improved from 81% to 84.1%, and the percentage of employees with healthy blood pressure improved from 80.9% to 81.8%. We also believe that management must take the initiative in creating a workplace and organizational culture where diverse human resources can work with enthusiasm. In February 2024, we invited Dr. Keiichi Nakagawa, an oncologist and project professor at the University of Tokyo, to give a lecture for our management entitled “Dealing with Cancer Is a Management Issue.” Approximately 130 people, including the president, management staff and employees, attended.Dr. Keiichi Nakagawa, our company industrial physician, has been releasing monthly videos since December 2024 providing accurate knowledge and the latest information on cancer and health.
To support good eating habits and health, communication is important with suppliers, local communities and other stakeholders as well as Group employees. As part of our health support for suppliers, we held a seminar on health management for our business partners, raising interest among participating companies. Additionally, since FY2025, we have been conducting training for drivers at our supplier transportation companies. Through these initiatives, we aim to contribute to the overall health of society, help to realize a sustainable society and increase our corporate value.

ーSupport for Balancing Medical Treatment and Workー

We aim to create a workplace environment in which Nichirei Group employees who develop a disease or condition that requires long-term medical treatment can stay in their jobs and balance treatment and work with peace of mind. The three fundamentals of our measures are treatment-work balance consultation, education and awareness, and cooperation among Group companies.
Treatment-work balance consultation involves interviews with affected individuals who interact with public health nurses, so that we can find out more about their opinions and requests regarding appropriate measures. In May 2023, we also began operating an online survey called Everyone’s Tweet Room to gather employee feedback. We are promoting support for cultivating a workplace culture of mutual understanding.
In “Education,” we have held the following seminars to enhance internal awareness. Furthermore, by implementing e-learning using video messages from management, we provide opportunities to learn that workplace environment improvement is a group-wide initiative across the Nichirei Group.

We provide opportunities for employees to view cancer and other illnesses as personally relevant, obtain accurate information, and think about creating a better work environment.
In addition, we strive to disseminate accurate and reliable information through channels including in-house bulletin boards.

ーWomen’s Health Promotionー

In January 2022, we conducted a survey of all employees in an effort to promote the Women’s Health Promotion policy. The results revealed that there are female employees who are "troubled by women-specific health issues" and that many male managers are "unaware of their troubles." Based on the results, we continue to hold seminars to improve the health literacy of our employees. Additionally, we have implemented an online medical consultation program, a unique leave system, and conduct regular company-wide surveys. Through these measures, we are promoting the creation of a workplace environment that encourages employees to prioritize their health and well-being.

●Structure: Women's Health Promotion Policy

＜Health Care Leave＞
From April 2024, those who have significant difficulty working due to PMS, menstrual or menopausal symptoms may take leave.

＜Questionnaire on Women's Health Issues and Work Environment＞
Conducted once a year 1,898 respondents (2024)

●Education・Awareness: Conduct seminars regularly

＜Online Seminars＞
Menstrual Health Sessions: Held 4 times a year, with a total of 48 participants (2024).
Menopause Sessions : Held 4 times a year, with a total of 138 participants (2024).
Ninkatsu Session* : 40 participants (2024).
Seminar for Executives by Dr. Song Mihyun, Obstetrician and Gynecologist: 135 participants (2024).
Women's Health e-Learning：Conducted once a year, with a implementation rate of 95.7% (2024)

• *Program for employees who would like to have a child

●Support

FY2023：Introduction of menstrual and menopausal online medical treatment program
FY2024：Introduction of Ninkatsu and fertility treatment consultation program
FY2026：Implementation of menopause program trial for men

ーPrevent secondhand smokeー

Since April 2022, we have implemented a smoke-free policy during working hours and discontinued indoor smoking rooms by the end of March 2023. From October 2025, smoking during working hours has been prohibited by company policy.
We have conducted e-learning sessions on measures against secondhand smoke for all employees, focusing on education and awareness. Additionally, we offer a quit smoking program through the Nichirei Health Insurance Society for those interested, providing support for quitting smoking. By the end of FY2025, 128 employees participated in the quit smoking program, as a result, eventually 45 people has succeeded in quitting smoking.

ーHealth White Paper, Health Management Guidebookー

A health white paper and health management guidebook (for all employees in Japan, first edition in July 2020, second edition in October 2022) have been published with the aim of creating an environment where each and every employee is aware of their health and proactively promotes their health.