OHS & Wellbeing
Our Approach to Healthy Management and Labor
At the Funai Soken Consulting Group, our people are our main asset. We recognize that ensuring occupational health and safety for all employees and directors is the most vital of all elements central to our corporate activities, and we strive constantly to maintain safe workplace environments conducive to mental and physical health and job satisfaction. Our priorities regarding labor are clearly stated in the group’s Basic Policy on Human Rights, which applies to all levels of our workforce.
Occupational Health and Safety Management System
The occupational health and safety management of the group is safeguarded under a system headed by Tatsuro Ono, director and executive vice president at Funai Soken Holdings, and with health and safety managers at each group company coordinated by the Funai Soken Holdings HR Operations Department. In keeping with the Industrial Safety and Health Act, group companies in Japan have health committees in which employees (including union members) and industrial physicians meet to discuss and implement measures to maintain and promote good health and prevent health problems.
The committees meet once a month to discuss employee workplace health and safety, in addition to monitoring information such as the number of employees on, and returning from, leave, the progress of health checkups, and the number of employees working long hours. We also strive to ensure more comfortable working environments through initiatives such as having industrial physicians inspect workplaces and advise from a medical perspective on improving employee health and working environments. Meeting minutes are posted on the intranet for employees to read.
| Officer in charge | Tatsuro Ono, director and executive vice president, Funai Soken Holdings |
| Deliberative body | Health and Safety Committee Important matters related to occupational health and safety discussed by the committee are tabled at board meetings for supervision in accordance with the prescribed standards. |
| Coordination | Funai Soken Holdings HR Operations Department |
Workplace Safety: Targets and Outcomes
| 2023-2025 Targets & Outcomes | Plan for 2025 | |
| Occupational health and safety | Target 1 Zero occupational accidents by 2025 Outcomes 2023: 3 accidents (falls, sprains, etc.) 2024: 4 accidents (falls, etc.) Target 2 Zero accidents resulting in fatalities by 2025 Outcomes 2023: 0 accidents 2024: 0 accidents |
・Review safety training ・Raising awareness ・Run risk assessments on existing facilities, strengthen occupational safety management for office relocations ・Perform work safety risk assessments (e.g., at Funai Soken Logistics’ warehouses, near misses are logged and risk assessments done to nip potential serious accidents in the bud) |
Our annual target for workplace safety is zero occupational accidents, and we report our performance to the Health and Safety Committee each year.
There were four occupational accidents in 2024 despite a goal of zero. Specifically, there were two accidents resulting in injury while sorting and cleaning equipment in the workplace, and two falls, etc., that occurred outside the workplace. To prevent recurrence, we are endeavoring to encourage greater care among employees, for instance by installing signs in workplaces. Also, Health and Safety Committee meeting minutes regarding efforts to prevent recurrence of accidents are disseminated to all employees via the company intranet. We remain committed to eliminating occupational accidents. To date, we have never had an accident resulting in fatalities.
Safety Risk Assessments
Risk assessments relating to operational safety are carried out by our Health and Safety Committee and Risk Management Committee. For example, at Funai Soken Logistics’ warehouses, near misses are logged and risk assessments done to nip potential serious accidents in the bud.
Lost Time Incident Rate (LTIR)
| 2021 | 2022 | 2023 | 2024 | Boundary | |
|---|---|---|---|---|---|
| Funai Soken Holdings Inc. | 0 | 0 | 0 | 0 | Funai Soken Holdings the 6 Funai Soken Consulting Group companies Office facility shared by all group companies ・Tokyo Headquarters (initially in Marunouchi, later relocated to Yaesu) ・Osaka Headquarters (in Yodoyabashi) 1 premises Gotanda Office 1 warehouse Funai Soken Logistics warehouse |
| Funai Consulting Inc. | 0 | 0 | 0 | 0 |
Countering the Issue of Overwork
・Our efforts to prevent overwork and maintain sustainable work levels are led by the Human Resources Department, which checks employees’ work hours throughout the month to make sure that non-statutory overtime hours (i.e., work hours beyond 40 hours per week) do not exceed 45 hours a month. If an employee is found to potentially be in excess of this, the department talks with that person’s immediate superior and requests correction of working hours.
・We also have measures in place to prevent health problems caused by overwork. For instance, an employee who works overtime in excess of the standards stipulated in the Industrial Safety and Health Act may be examined by an occupational physician, and the company may formulate corrective measures that incorporate the employee’s immediate superiors and the head of the Personnel Department. These opportunities are not limited to those who exceed the aforementioned standard (i.e., more than 45 hours but less than 80 hours per month); they are also available to those who work less than that.
Examples of Initiatives Implemented to Reduce Overtime
(1)Assignment rotation so as to equalize work; working with clients to seek win-win ways of making work more efficient
(2)Making overtime subject to approval requests so as to raise awareness among employees of the importance of time management
(3)“No overtime” days, in which employees coordinate to decide on which days are to be overtime free
(4)Official encouragement to take paid leave on certain days
Safety in Emergency Situations
When disaster strikes, or when accidents or other situations occur, our primary concern is the safety of our employees and related parties. In times like these, we strive to protect clients’ information systems and assets, and to ensure business continuity.Our emergency action guidelines and contact protocols are posted on the group intranet so that everyone knows what to do, and we hold regular e-learning sessions to enhance employees’ crisis management awareness. Moreover, all group employees receive emergency contact cards, which contain emergency contact information and response procedures.
To ensure business continuity in major contingencies, we have established and are constantly updating a crisis response system based on teleworking capability, in which employees are able to function when they cannot commute to their workplaces (e.g., in disasters or pandemics).
New Initiative: Emergency Hotline for Foreign Employees’ Families
Starting in 2025, we have established an emergency hotline where foreign employees’ families can make direct contact in English or Chinese. Now, if family members are unable to get hold of their loved ones (i.e., our employees) in emergencies such as natural disasters or accidents, they have another point of contact. This is just one more way in which we strive to be a better workplace where non-Japanese people can work with confidence—and with their families’ peace of mind!
Healthy Management Initiatives
Instilling Our Approach throughout the Group
Given the importance of ensuring correct understanding of the group’s policies and approaches regarding labor, we provide comprehensive training for all employees on topics such as human rights, occupational safety, and our philosophy and Group Purpose. As part of this, new recruits undergo training within their first 90 days on the job. And because our workforce is increasingly international, our Basic Policy on Human Rights, Basic Policy on Human Resources, and Group Purpose are translated into English and Chinese to ensure everyone can understand.
Promoting Physical and Mental Wellbeing
(1) Help for Stressed Employees
We have a mechanism in place where employees feeling workplace stress or with other health concerns or questions are able to consult with occupational physicians and public health nurses. This gives employees ready access to professional advice about physical or mental irregularities before these develop into actual health issues, and a reliable place to ask questions about, for instance, health checkup results.
Employees can seek help safe in the knowledge that these consultations are conducted with maximum consideration for personal privacy and in strict compliance with confidentiality obligations.
(2) Raising Awareness
To ensure that all employees can access this support without hassle whenever they need it, we strive to raise awareness through regular bulletins on the group intranet about the initiative and how employees can take advantage of it.
(3) New Initiatives
Starting in 2025, we have launched some new initiatives to better gauge employees’ physical and mental health, and to identify issues and provide appropriate support early.
- Consultations with Public Health Nurses for All New Employees
All new recruits undergo a consultation with a public health nurse. By making this is an opt-out initiative rather than opt-in, our intention is to tip the scales toward greater participation. Having newcomers undergo health consultations soon after joining the group embeds awareness of our support initiatives, and is therefore conducive to earlier identification of potential health risks, earlier action, and less time off. - Job-relevant Self-care Instruction Videos
Starting in 2025, we have made available for all new employees a series of self-care instruction videos tailored to specific characteristics and risks of the group’s business. Our aim is to enable employees to recognize signs of change in physical and mental well-being early on—before actual symptoms manifest—and take appropriate action promptly.
*As of June 2025, these initiatives are available for employees of Funai Consulting, Proseed, Funai Soken Logistics, HR Force, and Funai Soken Holdings.
(4) Support Program for Employees Returning from Sick Leave
Employees returning to work from sick leave are require a diagnosis of fitness from their attending physician, and their way is smoothed by consulting with an occupational physician to develop an individualized return-to-work plan tailored to individual circumstances. We endeavor to make employees’ return to work as smooth and stress-free as possible, for instance through trial returns and workload adjustment. With regular follow-ups with an occupational physician for and an in-house advisory service, we aim to support those who return from sick leave to ensure their return is permanent and prevent relapses.
・Subsidizing Gastroscopic Exams
We subsidize the cost of gastrocamera exams for employees aged 35 or over who undergo the procedure as part of their annual health check-up.
・Subsidizing Follow-up Exams
Not taking follow-up exams can lead to health issues that impact work and private life.
When an employee’s annual health check-up results contain an advisory from the testing physician, we encourage the employee to undergo follow-up exams by subsidizing the cost.
Wellbeing: For a Healthy and Happy Workforce
Wellbeing is more than just physical health; it speaks of a broader happiness that also includes mental health and social satisfaction. Employees’ wellbeing leads to improved performance, individually and collectively, and that feeling of being engaged in rewarding work helps improve employee retention.
Proseed is the prime example of how the Funai Soken Consulting Group is working hard on employee wellbeing and healthy management.
Proseed’s Wellbeing Initiatives
1. Wellbeing Diagnosis
Proseed offers clients a diagnostic test to measure employees’ happiness. It consists of 56 questions on seven factors that contribute to wellbeing. The test is followed by a ction in the form of briefings and workshops to make improvements where needed in order to encourage greater awareness among companies and employees, so that both may seek happiness and satisfaction in a workplace climate of trust and worthwhile work.
2. The Wellbeing Customer Center Awards
The Wellbeing Customer Center Awards recognize companies who implement the Wellbeing Diagnosis and show outstanding performance. It focuses on the value and roles of customer service -the most human of occupations- and seeks to instill pride and boost happiness among the customer service workforce.
Employee Support Program
Flexible, Diverse Working Styles
At the Funai Soken Consulting Group, we strive to offer working styles that suit employees’ lifestyles and working requirements. In addition to fixed working arrangements, employees can also choose from a variety of more flexible options, including:
- Flex time¹
- Work-from-home²
- Reduced working hours³
- Staggered start times⁴
- Half-day & by-the-hour paid leave⁵
Maternity & Childcare Support
We have a variety of initiatives in place to help employees balance work with childbirth and childcare.
- Two days’ leave for spouse’s/partner’s childbirth⁶
- Babysitter subsidies⁷
- Budgeting and evaluation adjustments to alleviate the effects of absence due to childbirth and childcare leave⁸
- Advisory service for those returning from childcare leave
- Initiatives to encourage uptake of childcare leave by male employees
1. One-on-one discussions of available leave, promotion (e.g., interviews with men who have taken childcare leave) via the group intranet
2. Briefings for individual departments to outline childcare leave for men⁹
Nursing Care Support
We have a variety of initiatives in place to help employees caring for family members who need nursing care.
- Home helper subsidies for employees with family requiring nursing care¹⁰
Other Leave
We also offer other forms of leave for employees in extraordinary circumstances, as well as those who just need a break to refresh.
- New Year holiday leave¹¹
- Annual paid leave + 5 extra days¹²
- Unused paid leave saving (up to 40 days) ¹³
- Special leave (weddings, funerals, etc.)
For Employees Working Nights and Holidays
We have created systems with flexibility, such as regarding start-times and shifts, to accommodate the operational circumstances of different departments where, for instance, employees and those in managerial positions may be required to work late at night or on holidays.
Eligible Companies and Details for Each System (Current as of December 31, 2024)
1. Eligible group companies: Funai Soken Holdings, Funai Consulting, Funai Soken Logistics, HR Force
2. All group companies eligible; each company to configure the system to their requirements.
3. All group companies eligible; intended to help employees balance work with childcare and nursing care requirements.
4. All group companies eligible; intended to help employees balance work with childcare requirements.
5. All group companies eligible for half-day paid leave. Companies eligible for by-the-hour paid leave: Funai Soken Holdings, Funai Consulting, Funai Soken Logistics, Proseed. HR Force excluded from by-the-hour paid leave because flex-time is available for all of its employees.
6. Eligible group companies: Those located in Japan only.
7. Eligible group companies: Funai Soken Holdings, Funai Consulting, Funai Soken Logistics, HR Force
8. Eligible group companies: Funai Soken Holdings, Funai Consulting, Funai Soken Logistics
9. In addition, Funai Consulting holds departmental briefings if requested by eligible employees.
10. Eligible group companies: Funai Soken Holdings, Funai Consulting, HR Force
11. Eligible group companies: Those located in Japan only.
12. Eligible group companies: Funai Soken Holdings, Funai Consulting, Funai Soken Logistics, HR Force; Proseed instead awards an extra day of leave on employees’ birthdays.
13. Eligible group companies: Those located in Japan only. Available for a limited range of circumstances, e.g., illness, hospital visits, childbirth, childcare, nursing care, caring for sick children.
