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Safety and Health Activities

Basic Approach

As a healthcare company, the Chugai Group recognizes the importance of employee health, and has worked to maintain and promote health. Going forward, we will take steps to pursue “organizational health” as well as employees’ “individual health,” with the aim of creating satisfying and rewarding work environments where all employees can do their jobs in good physical and mental health. Based on a policy of pursuing both “individual health” and “organizational health,” in a parallel way, we are making proactive efforts to upgrade promotion frameworks throughout the company, ensure safety, prevent occupational injuries, promote health maintenance, take measures for mental health and create vibrant, healthy working environments in cooperation with the health insurance society and the labor union.

Results of Occupational Accidents in 2016
  Number of accidents Occupational incidence rate*1
Lost-worktime 4 0.29
No lost-worktime 16 1.15
Total 20 1.44
*1 Number of occupational injuries and deaths per one million hours actually worked, an indication of the occupational incidence rate.
No. of occupational injuries and deaths / No. of hours actually worked x 1,000,000
incidence severity*3
41 0.002
*2 Includes number of lost days (16) continuing from accidents occurring in the previous year.
*3 Number of workdays lost per one thousand hours actually worked, an indication of occupational incidence severity.
No. of workdays lost / No. of hours actually worked X 1,000

Risk Assessment

The Chugai Group introduced safety and health risk assessment as a Company-wide activity in 2014 to substantially reduce workplace injuries and health hazards. In 2016 we completed assessments across all divisions that research and manufacture pharmaceutical preparations and began measures to address the risks that were identified in their complex and varied workplaces.

We also improved systems throughout the Chugai Group for risk assessment of chemical substances handled, including restricted substances*4, and are working to reduce the risk of occupational injuries from these substances.

*4 In accordance with the Industrial Safety and Health Act revised in June 25, 2014, implementing risk assessments for chemical substances (640 items) became obligatory upon enactment of the revision on June 1, 2016.

Health Management

Chugai has occupational physicians, nurses, psychologists, health officers and other occupational health staffs to provide necessary support not only for employees who are unwell or on leave due to illness or injury, but for all employees who need consideration for their health condition at work, including those with abnormalities found in health checkups, those who work long hours, pregnant women, employees being treated for cancer or other diseases, and employees with disabilities. Health staffs, human resource managers and workplace supervisors cooperate as shown in the diagram below.

Basic Health Management Structure
Chart: Basic Health Management Structure

Support for Return to Work after Mental Health Leave

Support for employees returning to work after mental health leave is conducted within a framework similar to that for health management. Due to a return-to-work program, we found that a relapse-free job retention rate within a year was improved.*5 In addition, Chugai also conducts ongoing awareness activities including training for managers on promoting understanding of mental health problems and dealing with them appropriately.

Flow of Return-to-Work Program
Flow chart

*5 Namba, K. “Return-to-Work Program with a Relapse-Free Job Retention Rate of 91.6% for Workers with Mental Illness.” Sangyo Eiseigaku Zasshi 2012, 54 (6), 276-285.

Work Support Measures for Employees with Cancer

The Chugai Group has enhanced its support for employees who are working while undergoing cancer treatment so that they can do both without anxiety. We continue to maintain and improve the consultation system for carrying out measures in accordance with treatment conditions and the support system for working during outpatient treatments such as chemotherapy, hormone therapy or radiation therapy.

In recognition of its efforts to establish working conditions for employees undergoing cancer treatment, Chugai received the Excellence Award for 2015 from the Tokyo Metropolitan Government as a “company providing support to employees with cancer to keep a good balance between treatment and work.”

Chugai received the top award in the First Annual Bridge between Clinic & Company Awards (2016) conducted by Bridge between Clinic & Company, a project of the Ministry of Health, Labour and Welfare to support the balance of cancer treatment and work.

Tokyo Metropolitan Government “Company providing support to employees with cancer to keep a good balance between treatment and work.”

Bridge between Clinic & Company, a project of the Ministry of Health, Labour and Welfare to support the balance of cancer treatment and work.

Working Support Handbook for Cancer Patients PDF 353KB

Coordination between internal help and hotlines

Staffs in charge of health, career, harassment and compliance hotlines and help lines meet regularly to cooperate and support problem solving. They also work together in providing employees with training and information.

Creating Healthy, Energetic Workplaces

To prevent problems such as poor mental health or harassment, Chugai conducts measures to vitalize workplaces and improve the working climate to create highly productive environments where employees can work energetically. Since 2013, our health management and human capital development organizations have collaboratively conducted team coaching training for a cumulative total of 1,205 participants at 74 organizations as of December 31, 2016. Post-training surveys have shown improvement in work engagement, workplace identification and other items.

  • Team coaching training
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