Health and Productivity Management lead by the top management
Our group is focusing on promoting health-oriented management, which is one of our material issues, and has placed it as critical element of Change 1 “People-Centered Management” in our medium-term management plan.
We issued the MIRAIT ONE Group’s Health-oriented Management Declaration and promote our health-oriented management under the leadership of our president, then accelerate it by the organizational structure shown below.
MIRAIT ONE Group Health and Productivity Management Declaration
The MIRAIT ONE Group has established its Purpose as "Co-creating an exciting future through technology and challenge." Based on this purpose, we have clarified our mission and are committed to being a corporate group that continues to serve society.
To achieve this, we believe it is essential that not only our employees but also their families, who support them, remain physically and mentally healthy so that our employees can perform at their best. Recognizing that all our endeavors are built on the foundation of health, we, the company, labor union, and health insurance association, declare here that we will unite to promote Health and Productivity Management under the principle of "Work x Health."
SUGAHARA Hidemune
President and CEO
MIRAIT ONE Corporation
October 1, 2025
Organizational structure for Health and Productivity Management
We consider the promotion of our employees' health to be the foundation of the MIRAIT ONE Group's sustainable growth and one of our most important management issues. We believe that when employees are physically and mentally healthy, maximize their abilities, and work vigorously, it leads to the realization of human-centered management.
To achieve this, we view securing human resources and enhancing employee engagement and well-being as our highest priorities. Through health and productivity management, we will strive to "reduce absenteeism and presenteeism" and "improve work engagement" among our employees (specific KGIs and initiatives are outlined in the strategy map).
Aiming to achieve these goals, our health management indicators (KPIs), as determined by the Management Committee and the Sustainability Committee, are as follows.
Absenteeism: A state of complete absence from work. The number of days of leave of absence per employee
(Target) Reduced by one day compared to the previous year
Presenteeism: A state of low productivity due to health issues.
(Target) Obtain a "Grade A" in the WFun overall evaluation
Work Engagement: A state of feeling "energy," "enthusiasm," and "engagement"
(Target）Obtain of "2.5" or higher at the Brief Job Stress Questionnaire (80 items) ※score 2.5: National average
＜Judgment Criteria of WFun＞ Wfun : Work impairment measurement tool
① No issues: 50% or more
② Moderate and Severe combined: 20% or less
③ Severe: 10% or less
A-Rating: Meets all three of the above criteria.
B-Rating: Meets two of the above criteria.
Health Management Indicator (KPI) Results
| Item (KPI) |
Target | FY2022 Results ※In-house survey (2774 people / 76%) |
FY2023 Results (4056 people / 99.2%) |
FY2024 Results (4054 people / 99.2%) |
FY2025 Results (4093 people / 99.5%) |
|---|---|---|---|---|---|
| Absenteeism | 1 day less than the previous year for absence/leave days per employee | 3.6 days | 4.3 days | 6.3 days | 4.5 days |
| Presenteeism | Achieve Wfun overall rating "A" | 24% Have poor health affects work |
B | B | B |
| Work Engagement |
Score of "2.5" or higher on the 80-question survey | 38% Feel work rewarded |
2.5 | 2.4 | 2.5 |
As part of our efforts to create a comfortable workplace, we regularly hold Work-Life style Reform Committee meetings and implement an awards system (award ceremony) to horizontally promote outstanding initiatives.
Based on the results of regular health checkups, comprehensive medical examinations, and health scoring reports, we have identified the following health issues that the company should address.
| Item | FY2023 | FY2024 | FY2030 (Target value) |
|
|---|---|---|---|---|
| Percentage of employees maintaining a healthy weight (BMI: 18.5-24.9) | 59.10% | 59.60% | ⇒ | 62.40% |
| Percentage of employees with exercise habits | 23.50% | 23.20% | ⇒ | 25.80% |
| "Overall Health Risk" in the stress check(with the national average set at 100) | 92 | 95 | ⇒ | 92 |
The measures and results for solving health issues at our company are as follows.
| Measures, etc. | FY2023 | FY2024 | FY2025 | FY2030 (Target) |
|---|---|---|---|---|
| Health checkup attendance rate | 100% | 100% | 100% | 100% |
| Comprehensive medical examination rate ※Ages 35 and over (Including dependents) |
78% (69%) |
80.70% (70.40%) |
80.70% (70.40%) |
85% (80%) |
| Detailed examination | 45% | 45% | 45% | 80% |
| Stress check examination rate | 96.70% | 99.20% | 99.50% | 100.00% |
| Number of walking event participants | 869 people |
766 people |
766 people |
1,000 people |
The MIRAIT ONE style Health and Productivity Management Strategy Map is as follows.
The MIRAIT ONE style health and productivity management strategy map is as follows
In addition, as part of our health and productivity management initiatives, we are also working on the following.
- 1. Initiatives to Create a Comfortable Work Environment
- Regular distribution of "Health News" and "Mimamori Mail"
"Health News" is published monthly. Additionally, we have published over 120 issues in 5 years with health tips on seasonal topics. "Mimamori Mail" aims to improve health literacy with content that can be checked by employees on-site via their smartphones. - Promotion of telework (working from home) and the use of the flextime system
Although ours is an industry with on-site operations, we are advancing these initiatives without being bound by conventional thinking. - Promotion of establishing various support systems for work-life balance
In addition to preventive measures, we are collaborating with the HR systems department and DEI to enable various forms of work-life balance.
- Regular distribution of "Health News" and "Mimamori Mail"
- 2. Infectious Disease Prevention Initiatives
- Subsidies for influenza vaccination costs through the health insurance association
- Our company's initiatives for COVID-19
Even after its reclassification to Category 5, we continue to utilize a health app to be able to respond immediately according to the situation.
- 3. Disease Prevention Initiatives
- Subsidies for comprehensive health check-ups (Ningen Dock)
We encourage employees aged 35 and over to undergo comprehensive health check-ups (Ningen Dock) annually. We provide a subsidy of 30,000 yen from the health insurance association and a maximum of 10,000 yen from the company per person (total investment of 38 million yen). We are also working to enhance the annual health check-up by providing subsidies for optional tests.
- Subsidies for comprehensive health check-ups (Ningen Dock)
- 4. Initiatives to Prevent Overwork
We manage and report working hours and overtime on a monthly basis, exchanging opinions at Group Management Meetings to promote initiatives such as the horizontal rollout of effective measures. Additionally, we hold quarterly labor-management "Working Hours Optimization Committee" meetings, and through the Occupational Health and Safety Committees at each business site, we continue to proactively address issues within the industry. - 5. Mental Health Initiatives
The Health and Productivity Management Promotion Office holds seminars on self-care and line care for proactive prevention on an alternating annual basis. In particular, line care training will be mandatory for managers in FY2026, alongside the implementation of other measures and events that contribute to the revitalization of communication. The Human Resources Department also provides support after employees return to work through interviews with occupational physicians, medical recuperation, and return-to-work support programs. - 6. Anti-Smoking Initiatives
In addition to holding seminars that communicate the harms of smoking, we collaborate with group companies to solicit and widely distribute anti-smoking posters, thereby persistently continuing our educational campaigns regarding smoking. - 7. Initiatives to Promote Health and Productivity Management to Business Partners
Among group companies, we hold meetings aimed at mutually supporting health and productivity management as necessary. We also take turns hosting sessions to exchange opinions and information with other companies in the same industry twice a year. Furthermore, as MIRAIT ONE's independent effort, we are working to promote health and productivity management by communicating and sharing our concepts and measures, centered around our own strategy map, with companies we have established relationships with. - 8. Initiatives Regarding Women's Health Issues
We hold a "Women's Seminar" annually. The participation rate was 5.1% in both 2024 and 2025. As a whole company, we will continue to strive to create a work environment where women can work comfortably.
Certified as the "the 2026 Outstanding Organizations of KENKO Investment for Health"
In March 2026, MIRAIT ONE Corporation was certified as the "2026 Outstanding Organizations of KENKO Investment for Health (Large Enterprise Category)" by the Ministry of Economy, Trade and Industry, in recognition of our excellent health and productivity management practices.
We will continue our efforts to establish an environment that supports the practice of health and productivity management, and promote initiatives to create a virtuous cycle centered on "health."
Awarded Three Stars in “the 6th Nikkei Smart Work Management Survey”
For details, click here.
