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Safety and Health Activities

Basic Approach

Health and safety measures are based on our policy of placing priority on ensuring employee safety in all business operations, pursuant to our Guidelines for Health and Safety. We are taking proactive measures to upgrade our safety and health systems throughout the Company, ensure safety, prevent occupational injuries, promote health maintenance and create pleasant working environments. In addition, we work to uniformly conduct various measures at all facilities, including safety and health management and measures for mental health.

Results of Occupational Accidents in 2015
  Number of
accidents
Rate*2
Lost-worktime 5 0.37
No lost-worktime 19 1.41
Total 24 1.78
Total lost-workdays: 91*1
*1 Includes number of lost days (3) continuing from accidents occurring in the previous year.
*2 Occupational incidence rate: [(No. of occupational injuries and deaths / No. of hours actually worked) × 1,000,000]

Safety and Health Risk Assessment

The Chugai Group introduced safety and health risk assessment as a Company-wide activity in 2014 to effectively prevent workplace injuries and health hazards. In addition to ongoing activities at each workplace including those in tandem with safety and health patrols, in 2015 we established an assessment team system and an implementation plan for accurately and efficiently evaluating risks in divisions that research and manufacture pharmaceutical preparations, which have workplaces that are complex and varied.

Health Management

Chugai has occupational physicians, nurses, psychologists, health officers and other occupational health staff 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 conditions at work, including those with abnormalities found in health check-ups, those who work long hours, pregnant women, and employees with disabilities. Health staff, human resource managers and workplace supervisors cooperate as shown in the chart 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 program that provides individualized support for returning to work, the number of employees with problems that recur within a year of their return has fallen substantially. 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

*Reference: 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. In addition to establishing a consultation system for carrying out measures in accordance with treatment conditions and a support system for working during outpatient treatments such as chemotherapy, hormone therapy or radiation therapy, we created the Working Support Handbook for Cancer Patients to introduce the program to all employees.

Working Support Handbook for Cancer Patients PDF 4.9MB

Coordination between internal help and hotlines

Staff 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 941 participants at 58 organizations as of December 31, 2015. Post-training surveys have shown improvement in work engagement, workplace identification and other items.


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