Well-being (Health & Productivity Management, Occupational Safety and Health): Initiatives

At MC, we view our people as the source of value creation. As such, “Fostering Vibrant Workplaces That Maximize the Potential of a Diverse Workforce” is one of the eight societal issues identified in our materiality, which are challenges we aim to address across the entire Group. To continue creating sustainable corporate value, we must respond to the continued diversification and globalization of our business activities and ensure that our diverse human resources can fully utilize their unique capabilities, regardless of attributes such as gender or nationality. For this reason, MC regards the creation of safe working environments and the maintenance and promotion of employee health as critical issues, with senior management issuing a message on safety and health in FY2022.

MC’s initiatives continue to be recognized under the Certified Health & Productivity Management Outstanding Organizations Recognition Program.

MC strives to create work environments where both employees and contract employees can work with peace of mind, supported by strong safety measures, health promotion initiatives, productivity management, and crisis management. In addition to complying with the legal requirements of every country in which we operate, we are committed to establishing and managing comprehensive occupational health and safety systems.

Please see the link below for data related to the indicators listed on the map:

At any given time, approximately 1,030 MC head-office employees are on overseas assignments, accompanied by about 1,340 family members. Recognizing that extended periods abroad may impact health due to differences in language, culture, medical systems, and other environmental factors, MC has implemented several initiatives to support the well-being of employees and their families wherever they are stationed. In addition to facilitating annual local health examinations, the MC Head Office medical clinic is available to respond to health-related inquiries from employees and their families when they feel unwell overseas. If suitable medical facilities are not available locally, MC provides support for the employee and their family to return to Japan or travel to another nearby developed country for examinations. Employees and their families are also eligible for subsidized travel expenses when taking Health Maintenance Leave, which may be used in addition to paid holidays and is intended to help employees refresh both mentally and physically. MC further provides a global, 24-hour Japanese-language medical emergency service, emergency transport assistance to medically advanced regions such as Tokyo, Singapore, and Bangkok, and a wide range of additional health-related support for overseas assignments.

To drive continuous improvement, since 2013 the Global Human Resources Department has conducted a survey of employees on overseas assignments. The survey evaluates the quality of healthcare received, overall working conditions, stress levels, and other factors to further enhance health-related measures. When concerns are identified, the Global Human Resources Department or the Wellness Partner Desk provides additional support as needed.

Our headquarters features a company medical clinic that supports employees both domestically and internationally. Approximately 50 professionals—full-time and part-time—collaborate across specialties including internal medicine, dermatology, neurology, and gynecology. The clinic also includes nurses, laboratory and radiology technicians, registered dietitians, and pharmacists, enabling comprehensive health management supported by advanced diagnostic equipment. More than 17,000 employees visited the clinic in both FY2023 and FY2024.
The domestic regular health check-up participation rate is 100%, with thorough follow-up provided for secondary examinations when necessary. The clinic also supports employees on sick leave and helps create an environment where employees with health concerns can work with peace of mind.

Please refer to the ESG Data at the link below for details on the above results.

MCʼs health clinics provide early checkups and treatment, offering medium- to long-term health management in conjunction with regular health examinations. Special health screenings are available to employees aged 40 and over, with an 84% participation rate in this age group. Preventing lifestyle-related diseases such as dyslipidemia, hypertension, diabetes, and hyperuricemia is a pressing societal issue. MC supports prevention efforts by providing employees with access to physicians and nutritionists through its clinics. Because early intervention is essential in preventing lifestyle-related diseases, MC will continue providing health guidance to younger employees while also raising awareness among healthy employees with normal examination results on how to structure daily habits to maintain long-term well-being.

In collaboration with the Mitsubishi Corporation Health Insurance Association, MC offers a self-medication service that enables employees to consult with pharmacists and purchase medications online. This initiative aims to encourage employees to take an active interest in maintaining and improving their health. When developing programs such as this, MC provides services and conducts trials internally to gather feedback and continuously improve health management offerings.

To support prevention and early treatment, MC provides extensive mental health care resources. A simple, web-based system allows employees to assess their stress levels and potential risks for developing health issues. MC also provides a variety of training programs—including those targeted at managers—to help prevent mental health problems in the workplace. All employees, including secondees, are required to complete a stress check. After answering an online questionnaire, employees receive an immediate on-screen evaluation of their stress levels with personalized feedback. Employees with particularly high stress indicators are encouraged to meet with an industrial physician. When needed, adjustments to the working environment are implemented to help mitigate stress.

Meanwhile, the Wellness Partner Desk—comprising industrial physicians, public health nurses, psychologists from MC’s internal Mental Health Support Desk, and the neurology department of the medical clinic—responds promptly to health inquiries from both domestic and overseas employees. This structure ensures that employees receive coordinated support alongside their workplaces. Additionally, MC provides access to an external help desk connected with specialized EAP* medical facilities. Through this comprehensive system, employees and their family members can consult health professionals or receive counseling at any time of day, whether in person, by telephone, or through email.

Summarized survey results are shared anonymously within MC and used to improve workplace practices and conditions. Moving forward, MC will continue using survey findings to inform mental health measures, strengthen training programs, and deepen awareness of mental health issues across the organization.

To support the health promotion of MC employees (including those seconded within Japan and overseas), the head office clinic has long been engaged in both treatment and prevention. In April 2024, the Wellness Partner Desk was newly established as an independent organization dedicated to prevention and industrial hygiene, separate from the head office clinic. Staffed by industrial physicians, public health nurses, and psychologists, the Desk enhances health promotion by creating an environment where employees can easily seek consultation regarding both mental and physical health.

We provide support to employees with health concerns so they can work with peace of mind. This includes reinstatement interviews for employees returning from leave due to injury or illness, and assistance with balancing work and medical treatment. In addition, we work to maintain a comfortable workplace environment through workplace patrols and participation in the Health Committee. Industrial physicians also conduct interviews with employees working long hours to raise awareness of the health risks associated with extended working hours and to support early intervention.

Public health nurses draw on their medical experience and expertise in industrial hygiene to support employees working long hours and to provide follow-up based on health checkup results. We have also introduced a health management system that functions as a centralized health data platform, further strengthening employee health management.

The Mental Health Support Desk is available to MC employees, including those on domestic or overseas assignments. Staffed by licensed psychologists and clinical psychotherapists, it offers mental health consultations, helps employees assess their stress levels, and provides an initial point of contact for those feeling unwell before seeing a neurologist.

Multiphasic health screenings are offered to employees in accordance with the Japanese Industrial Safety and Health Act, with fees partially subsidized^*.

MC continuously gathers and analyzes the latest information from the Ministry of Health, Labour and Welfare, the Ministry of Foreign Affairs, the World Health Organization, the Centers for Disease Control and Prevention(CDC), and other organizations regarding the outbreak and spread of infectious diseases. Based on this information, the Emergency Crisis Management Office collaborates with occupational physicians and occupational health staff to implement in-house infection control measures.

We have strengthened our medical consultation system for employees assigned overseas and their families, providing medical advice on infection prevention and mental health care so that they can work safely even in regions with high infection prevalence.

MC also takes a comprehensive approach to preventing the spread of disease in the workplace by offering anti-malaria vaccinations for employees traveling to regions where tropical malaria is prevalent, recommending antibody tests and vaccinations for measles and rubella (MR), and administering in-house seasonal influenza vaccinations.

MC partnered with the Mongolian Anti-Tuberculosis Association to raise awareness of tuberculosis in the capital city of Ulaanbaatar. Focusing on high-risk groups such as college students, MC distributed pamphlets, showed educational videos, and held awareness-raising events. For secondary school students, MC organized a drawing contest and used the winning entries in advertising posters. These initiatives were carried our across five universities and 750 secondary schools.

As business becomes increasingly complex and fast-paced, employees face greater pressure to handle more work at a higher level of quality. In addition, the nature of a sogo shosha often involves periods of intense workload, particularly during large projects or overseas operations. To prevent health issues caused by overwork, MC places particular priority on: 1) protecting employees’ mental and physical health; 2) ensuring compliance with laws, regulations, and internal rules; and 3) appropriately managing extended overtime. Specifically, MC goes beyond legal requirements in its monitoring of overtime for both managerial and non-managerial staff. Employees who exceed a specified overtime threshold must submit a health questionnaire and receive guidance from an occupational physician. The company also uses computer logs and other objective data to ensure accurate reporting of overtime hours and maintains full compliance with the Japanese Article 36 Agreement. MC further provides time-management training and other initiatives for managers. While accounting for differences across business environments and industries, MC aims for an annual paid leave utilization rate of 70% or higher and systematically encourages employees to take their paid leave. In departments where overtime tends to be high, MC develops and implements individualized improvement plans to curb excessive hours and prevent overwork. As a result, in FY2024 the annual paid leave utilization rate was 68.4% and the average monthly overtime was 31.0 hours (compared to 71.1%, 29.2 hours in FY2023). MC continues to promote initiatives that support autonomous and flexible work styles, enhance productivity and efficiency, and improve overall performance.
MC is committed to fostering a work environment where diverse employees can thrive and ensuring a culture in which performance is evaluated fairly based on results.

Our operating companies work to prevent industrial accidents by formulating response policies, introducing Occupational Safety and Health (OSH) management systems*, and taking other appropriate measures based on each business’s characteristics and operating environment. Among operating companies with OSH risks, 99.6% have established OSH management systems, and we continue to review initiatives across our consolidated partner companies.

MC is one of the largest shareholders of the Donggi-Senoro LNG Project in Indonesia (DSLNG). Recognizing that occupational health and process safety are among the most critical issues in liquefied natural gas (LNG) production, we are committed to ensuring worker safety. DSLNG has implemented a range of measures, including policies on integrated quality management, health, safety, environment, and security, as well as establishing a Process Safety Management Committee. DSLNG also provides employee training on Permit to Work procedures, process safety management, crisis management, and firefighting measures, and conducts Safety Leadership Workshops with contracted companies to further strengthen safety awareness. MC maintains a robust safety framework through regular reviews and continuous improvement of safety measures.

To sustainably create corporate value, our Group recognizes that it is essential for diverse personnel to fully demonstrate their capabilities in their respective roles, and that ensuring occupational safety and health is fundamental to enabling this. We have therefore strengthened initiatives across the entire Group.

As a result, the LTIFR (Lost Time Injury Frequency Rate) for FY2025 on a consolidated basis improved significantly to 1.31, a reduction of 0.44 from the previous fiscal year. This figure is well below the national average for the retail and wholesale sectors in Japan and marks the fifth consecutive year of LTIFR improvement.

Typical occupational injury cases include machinery entanglement, falling objects, and slips or trips. For each incident, root causes are analyzed and preventive measures are implemented—for example, ensuring work begins only after machinery has come to a complete stop and considering the installation of harness-type safety belts—to prevent recurrence and strengthen workplace safety.

Please refer to the links below for data related to Main Operating Companies with ISO 45001 certification.

Since 2002, Nikken Corporation has published a regular newsletter, Safety News (in Japanese), which is shared with customers and other stakeholders. MC gathers a range of information for this publication, including recommendations for reducing labor-related accidents and methods for avoiding and preventing HSE incidents, based on white papers and guidance issued by relevant organizations.