Health and Productivity Management
Health and Productivity Management Initiatives
Health Management Declaration
COSEL Health Management Declaration
Employees' health is the foundation of sustainable corporate growth. That is why we have made creating an environment and providing support to promote health a top priority. Based on our firm belief that people are a company’s most valuable asset, we pledge to foster a workplace where every employee is mentally and physically healthy and can work with enthusiasm.
October 21, 2025
President ＆ Chief Executive Officer
Morio Saito
Main Initiatives
Safe workplace
We work to create a workplace free of anxiety that hinders psychological safety, where everyone feels comfortable to express their ideas.
Exercise, diet, and mental care education and support
We provide a diverse range of support related to exercise, diet, and mental care to increase health awareness.
100% follow-up exam participation rate
When an employee’s annual health checkup results indicate the need for more detailed tests, we encourage them to schedule an appointment.
Health data-based preventive support
We visualize health issues and implement improvement measures for employees based on health checkup, stress check, and other data to prevent future health risks.
Second-hand smoking prevention
We implemented clear rules on smoking in company cars in consideration of its impact on health and our corporate social responsibility.
Health Management Organizational Structure
The President and CEO serves as the Chief Health Officer and the executive officer in charge of general affairs and human resources serves as the Health Management Promotion Officer. The Health Management Promotion Division centrally drives health management.
Leave systems
COSEL has introduced the following leave systems to improve employees’ work-life balance.
Family care leave/time off
Employees caring for family members who require long-term care can take family care leave/time off (including hourly time off) in accordance with the terms and conditions of these programs.
System for maternity leave before or after childbirth, childcare leave, and childbirth leave (leave for fathers after childbirth)
Our in-house rules clearly describe such systems as those for maternity leave before or after childbirth and childcare leave. Childcare leave may be taken until the last day of the month following the month in which the child reaches the age of two years.
Childbirth leave (leave for fathers after childbirth) may be taken for up to four weeks (which may be divided into two periods) during the period until the day after the eighth week following the date of birth.
Leave for Child Nursing Care and Other Reasons
An employee caring for a child in the sixth grade of elementary school or younger may take child nursing care leave (including hourly leave). Child nursing care leave, which is separate from annual paid leave, is intended for uses such as caring for an ill or injured child, vaccinations, or health checkups.
Encouraging employees to take paid leave systematically
We encourage employees to take paid leave based on inhouse rules that require them to take three days of their annual paid leave per half-year on a planned basis.
We will continue to encourage employees to take paid leave systematically. This is intended to help balance work and home life, encourage self-improvement, and provide opportunities for rest and relaxation. We will check on the achievement of this aim by collecting periodic reports on taking leave.
Accumulated healthcare leave
Employees may take leave for personal illness or injury, for short-term childcare, for taking care of sick children, providing nursing care for family members, volunteer services, and infertility treatment.
Refreshment leave
Employees may take refreshment leave days for the number of days corresponding to their years of continuous service in milestone years. This leave is intended for mental and physical refreshment purposes (including recognition of their service, health maintenance and improvement, and enrichment of home life).
Consideration for working hours
Flextime system
We employ a flextime system so that our employees can work efficiently while maintaining harmony between their work and personal lives.
No-overtime day
COSEL has designated Wednesday of each week as no-overtime day in which employees are encouraged to make time available for pursuing hobbies, learning new things, and spending time with their families.
Shortened working hours for childcare
We encourage employees caring for children in the sixth grade of elementary school or younger (until March 31 of the child's sixth-grade year) to use this program, which enables them to work shortened working hours in accordance with the provisions of the flextime program.
Industrial health and safety
In accordance with the Industrial Safety and Health Act, COSEL has established Safety and Health Committees at each of its plants in Japan and promotes occupational health and safety activities. The Safety and Health Committees are composed of members selected from key departments and carry out safety patrols every two months, as well as providing advice on and promoting health management measures. In addition, in FY 2025, we worked to develop internal rules in response to legal amendments, including the establishment of rules on bringing lithium-ion batteries onto company premises.
We will continue to position the Safety and Health Committees as key bodies for understanding the conditions of each workplace and for promoting related measures while working to maintain and improve safe and secure workplace environments.