Promotion of Health and Occupational Safety

As a foundation for putting the Group corporate philosophy into practice, Sysmex positions creating an environment where every employee can work safely and with peace of mind while maintaining good physical and mental health as a key management issue.
Based on the “Sysmex Declaration of a Healthy Company” and “Health Management Strategy Map,” we identify key issues in health management and set action plans and performance indicators to promote continuous health investments and improvements to our initiatives.
In addition, led by the Central Health and Safety Committee, we collaborate with the Sysmex Union, external experts, and Group companies to promote the health and well-being of all Group employees in Japan and overseas, while creating a safe and supportive workplace environment.

In addition to regular health checkups, Sysmex Corporation offers complete physical examinations and screenings for female-specific cancers.¹ Employees identified as requiring further examination are encouraged to undergo a secondary examination.² For employees engaged in work involving infectious substances, we provide company-specific health checkups twice a year, including hepatitis B and C testing, in addition to legally required specific health checkups, thereby supporting the early detection and treatment of diseases. Since fiscal 2023, we have strengthened our health management framework by expanding medical and healthcare staff, strengthening health guidance and encouraging employees with identified health risks to seek medical attention which has led to an improved secondary examination rate.
In addition, Sysmex is registered as a partner company in the Ministry of Health, Labour and Welfareʼs “Corporate Action to Promote Cancer Control” and “Know about Hepatitis Project.” We have also signed the “Agreement to Promote an Increase in the Rate of Cancer Screening” with Hyogo Prefecture and Kobe City to drive disease awareness campaigns and boost screening participation rates. As a measure against passive smoking, we eliminated smoking areas at company-owned business sites across our domestic Group companies. We also subsidize the cost of smoking cessation treatment and related seminars through our “Cafeteria Plan” welfare program.³
To support employees in continuing to work while receiving treatment, we encourage the use of the smart work system and temporarily relax the limits on mobile working for employees requiring long-term or intermittent medical treatment. We have also introduced a phased return-to-work program to help employees gradually transition back to the workplace. Additionally, in fiscal 2025, we introduced a trial sick leave system that allows employees to take leave flexibly according to their health needs, followed by full implementation in fiscal 2026.
Furthermore, we conduct an annual health survey to gain insights into employee lifestyle habits and health concerns, using the results to enhance work styles and employee benefits programs. Starting in fiscal 2024, we began providing subsidies for infertility treatment and the purchase of health promotion equipment. In fiscal 2025, we further enhanced our employee benefits program by adding benefit options related to sleep support and disaster preparedness, as well as establishing an external consultation service for health inquiries and medical provider referrals accessible to employees and their families. Furthermore, in June 2026, we established the “Sysmex Health Insurance Society” for our domestic Group companies to enhance our health promotion programs aimed at improving the health and well-being of employees and their families.

Since 2009, Sysmex Corporation has been conducting an annual mental health check to maintain and improve employees’ mental health and create a workplace where they can work with peace of mind. The survey assesses employees’ psychological health, including stress levels, as well as factors related to the workplace environment. The response rate has remained above 95%, reaching 95.7% in fiscal 2025. 
This enables us to track changes over time and drive improvements in the workplace environment. We have also provided an internal health consultation service, where employees can consult with industrial mental health physicians, public health nurses, and psychologists. Employees also have access to an external Employee Assistance Program (EAP), allowing them to seek consultation with external experts at any time.
Furthermore, in conjunction with the “Kokoro no Health Check,” we conduct a well-being survey. In fiscal 2025, we continued to hold multiple seminars led by industrial physicians on topics of high employee interest, such as mental health, women’s health, male climacteric disturbance, and methods for improving sleep quality, thereby continuously promoting health awareness among employees. We also provide managers with training aimed at improving psychological safety within the organization. Starting in fiscal 2023, we began offering training on “Psychological Safety in the Workplace and Individual Psychological Flexibility,” using external consulting services and rolling out the training on a department-by-department basis, with the target divisions currently being expanded.

Sysmex encourages employees to take paid vacation to ensure adequate opportunities for rest and provides paid vacation in accordance with applicable laws and internal regulations.
At Sysmex Corporation, initiatives to promote the use of paid vacation include the designation of recommended dates for paid vacation and the introduction of a half-day paid vacation system. Furthermore, regarding the provision of subsidies under the “Cafeteria Plan” welfare program,¹ in fiscal 2025 we relaxed the eligibility requirements for the “Super Refresh Allowance,” which supports employees who take consecutive paid vacation days to enjoy travel, leisure activities, cultural classes, and other recreational pursuits. In addition, with the aim of promoting employee health by creating opportunities for physical activity, we have introduced a new subsidy for the purchase of bicycles and helmets.

At Sysmex Corporation, as welfare facilities for health maintenance, we have established sports fields, tennis courts, and a gymnasium equipped with fitness facilities on the premises of the Solution Center, one of our main business sites in Japan. To raise employee awareness of their own health, we hold wellness events and seminars and offer the “Cafeteria Plan” welfare program, including health promotion benefits such as subsidies for the use of sports facilities. In addition, employee cafeterias provide healthy, nutritionally balanced menus. At some business sites without employee cafeterias, we have introduced healthy food services that sell prepared side dishes without additives and using carefully selected domestic ingredients to help employees improve their dietary habits and refresh themselves. Moreover, as part of our collaborative health initiatives with the Sysmex Health Insurance Society, we organize walking events and provide Specific Health Guidance sessions during working hours.

As part of its annual employee engagement survey, Sysmex assesses employee well-being. The survey measures key indicators such as employees’ sense of purpose at work, sense of accomplishment, vitality, and ease of working, enabling the Company to continuously monitor trends in employee well-being. Furthermore, for the survey statement “a workplace where employees can work safely,” at least 80% of employees¹ have responded favorably for five consecutive years.

At Sysmex, Health and Safety Committee meetings are held regularly at each business site to implement measures to prevent occupational accidents from short- to long-term perspectives, based on risk assessment principles, including measures to eliminate risks identified through workplace patrols. In addition, the Central Health and Safety Committee, which oversees domestic Group companies, engages in broad discussions on setting and monitoring policies and targets for occupational health and safety and health management across the domestic Group. Its scope also includes addressing workplace risks, preventing overwork, reviewing chemical handling practices, and implementing measures based on risk assessment results. In the event of an occupational accident, the Health and Safety Committee at the relevant business site deliberates on the cause and countermeasures, reports its findings to the Central Health and Safety Committee, and works to prevent recurrence by sharing lessons learned across the Group.
In addition, we regularly conduct safety training covering appropriate first-aid measures and evacuation procedures in the event of an accident or sudden illness, as well as the safe handling of hazardous machinery and raw materials. We also offer safe driving training, comprehensive fire drills simulating large-scale disasters, AED operation training, and community first-aid and lifesaving training. In particular, we conduct regular emergency response drills to quickly secure employees’ safety and confirm their status, and strengthen initial response capabilities in the event of disasters affecting business sites. Other initiatives include labor compliance training, awareness programs led by industrial physicians on the importance of secondary medical examinations, and employee-led workplace patrols and improvement activities.
Our Group companies also promote occupational health and safety management by conducting workplace patrols and inspections, risk assessments, and emergency response training in accordance with local laws and regulations and facility characteristics. Sysmex Brazil has maintained ISO 45001 certification, the international standard for occupational health and safety management systems.

Sysmex is committed to protecting the health and safety of its employees by preventing and reducing overtime and overwork while promoting appropriate management of working hours in accordance with applicable laws and internal standards.
Recognizing that overwork can impair physical and mental health, we work closely with the Sysmex Union to prevent long working hours. To manage working hours, we track working hours using IC card entry/exit logs and PC startup/shutdown logs. In addition to complying with relevant laws and regulations, we have established internal standards that are more rigorous than the guidelines issued by the Ministry of Health, Labour and Welfare. When an employee’s working hours exceed these internal thresholds, we take appropriate action to improve working conditions, such as notifying the employee’s superior and requiring the employee to submit a health self-assessment form. Employees are also offered opportunities to see industrial physicians when necessary.
Furthermore, for divisions where long working hours occur, we identify the contributing factors and review corrective measures to improve understanding of appropriate working time management. At the same time, we encourage company-wide initiatives such as the use of flextime arrangements and encouraging employees to take paid vacation, helping to foster greater awareness of the importance of preventing overwork.
As a result, the average total annual working hours per employee in fiscal 2025 stood at 1,979 hours,¹ a decrease of 30 hours from the previous fiscal year. The introduction of the value-added productivity indicator² has instilled a work style that is conscious of productivity, leading to a reduction in overtime work and an increase in the use of paid vacation.
Going forward, Sysmex will continue to optimize personnel allocation and proactively conduct educational and awareness-building activities for employees in collaboration with the Sysmex Union, aiming for further reductions in working hours through increased productivity.