Ensure a Comfortable Work Environment
We are advancing activities aimed at creating a comfortable work environment based on our general employer action plans. In addition to setting days when all employees take paid leave simultaneously, such as during the year-end and New Year period, and designating June and December as months when employees are recommended to take paid leave, we have established a work environment in which employees feel comfortable about taking time off by, for example, introducing a Refresh Leave System (a special leave program designed to help employees recharge). Furthermore, in FY2022, we introduced an attendance management system, and have since been endeavoring to optimize working hours through the visualization of attendance status.
We have positioned these initiatives as crucial for enabling employees to work in ways that are physically and mentally healthy and also fulfilling, and we will continue striving to create a comfortable work environment going forward.
Work-Life Balance
We believe that achieving work-life balance is essential for all employees to feel fulfilled and maximize their abilities. To support this, we are actively working to expand our systems and foster a workplace culture that enables employees to achieve this balance and a fulfilling work style.
To create an environment in which both male and female employees feel comfortable taking childcare leave, in FY2024, we introduced a Parental Leave Workplace Support Allowance System that provides a special allowance to employees who support the work of employees on childcare leave, as well as an Hourly Annual Paid Leave System to further promote work-life balance.
Furthermore, in April 2025, we revised our general employer action plans, and are moving forward with the establishment of an environment in which employees can balance work and childcare, and creating a workplace in which all employees can fully demonstrate their abilities. Moving forward, we will continue our efforts to create a more flexible and comfortable work environment that accommodates increasingly diverse lifestyles.
Kurumin certification (July 2025)
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Working Hours
| Item |
FY2024 |
|
Annual Total Working Hours Per Employee（Excluding overtime hours.）
|
1,897 hours/year |
Average Monthly Overtime Hours Per Employee
（Data related to non-management positions and including seconded employees.）
|
10.5 hours/person |
Rate of Use of Annual Paid Leave
（The calculation period is from April 2022 to March 2023 and seconded employees are included.）
|
67.6% |
-
Data Related to Childcare and Family Care
1. Including seconded employees, temporary employees, and contract employees.
Health and Productivity Management
Our company actively implements health and wellness activities with the expectation that our employees’ mental and physical health will lead to increased vitality and productivity, thereby invigorating the organization.
As part of our infectious disease prevention measures, we offer annual influenza vaccinations to all employees who wish to receive them every November. As mental health measures, we conduct awareness-raising activities using the company’s internal bulletin board every month. We maintain an environment where employees feel comfortable getting help collaborating with industrial physicians and working annual stress checks.
Diversity
Our group is committed to promoting diversity by hiring female career-track employees, mid-career hires, and foreign employees. In addition, the group has introduced a job classification change system that allows employees to switch from general to career-track positions and assigns the correct personnel to the right places to achieve employee performance and job satisfaction, thereby supporting diverse career development and strengthening the company’s organizational capabilities.
Promotion of Women’s Participation and Advancement
According to our Medium-Term Management Plan, we aim to increase the percentage of female employees to at least 25% by the end of March 2027. By our action plan based on the Act on Promotion of Women’s Participation and Advancement in the Workplace, we are encouraging the active participation of female employees, with a focus on increasing the ratio of female hires and promoting career advancement for women in career-track positions.
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Data Related to Female Employees
| Item |
FY2022 |
FY2023 |
FY2024 |
| Number of Employees1 |
124 |
121 |
119 |
| Number of female New Graduates and Mid-Career hires2 |
1 |
5 |
3 |
| Number of Female Employees1 |
27 |
28 |
29 |
| Percentage of Female Employees (%)1 |
21.8％ |
23.1％ |
24.4％ |
1. Excluding seconded employees, temporary employees, and contract employees
2. Including seconded employees, temporary employees, and contract employees
Disabled People
We aim to realize a society where it is commonplace for people with disabilities to work alongside others, allowing them to fully utilize their aspirations, abilities, and aptitudes and play an active role according to the degree and characteristics of their disabilities. Employing persons with disabilities is a social responsibility of companies, and we are actively promoting this.
Foreign Employees
Employing foreign nationals is essential for a company’s sustainable growth by incorporating diverse values based on experience, skills, and attributes.
We hired one foreign employee in FY2022 and will continue our recruitment efforts for diversity.
-
Personnel-Related Data
- 1. Excluding seconded employees, temporary employees, and contract employees.
- 2. Including seconded employees, temporary employees, and contract employees.
- 3. The figures in parentheses are the legally required numbers, including seconded employees, temporary employees, and contract employees.
- 4. Including bonuses.
- 5. Number of voluntary retirees, excluding mandatory retirees, transfers to group companies, promotions to executive positions, expiry of the sick leave period, and punitive dismissal. However, seconded employees are included.
Respect for Human Rights
In the Group CSR Charter, we emphasize respect for human rights, and we prohibit all forms of harassment, including sexual harassment, discrimination, forced labor, and child labor, and ensure that all employees are made aware of this.
In February 2025, we revised our Compliance Code of Conduct to reflect changes in our operating environment and societal conditions. Additionally, to deepen understanding of the Compliance Code of Conduct, we periodically provide education aimed at fostering respect for human rights and raising human rights awareness in the workplace as part of our new employee training and compliance training programs.
Human Rights Education
Our group views human resources as our most crucial management resource and engages in human capital management aimed at the sustainable enhancement of corporate value.
Policies and Systems
With the aims of having each employee grow and developing human resources who can play active roles inside and outside the company, we provide systematic training for each level, including new employee training, new employee follow-up training, staff and supervisor training, and officer and manager training.
Furthermore, we support continuous learning by employing diverse educational approaches such as online seminars. We also actively encourage employees to acquire qualifications, and as well as establishing a system to cover the necessary expenses, we pay special allowances to holders of qualifications.
Safety Training and Safe Operations
Our group recognizes that ensuring stable operations at production plants and the safety of our employees is a company responsibility and our most critical task, and we strive to fully comply with relevant laws and regulations, including the High-Pressure Gas Safety Act and the Industrial Safety and Health Act.
Furthermore, we conduct regular inspections of customer supply facilities (at least once a year) for security and safety management.
During National Safety Week, we work on safety education, solicit safety slogans, and hold firefighting drills to reinforce safety education and raise employees’ safety awareness.
Social
Work Environment Diversity Respect for Human Rights Human Rights Education
Ensure a Comfortable Work Environment
We are advancing activities aimed at creating a comfortable work environment based on our general employer action plans. In addition to setting days when all employees take paid leave simultaneously, such as during the year-end and New Year period, and designating June and December as months when employees are recommended to take paid leave, we have established a work environment in which employees feel comfortable about taking time off by, for example, introducing a Refresh Leave System (a special leave program designed to help employees recharge). Furthermore, in FY2022, we introduced an attendance management system, and have since been endeavoring to optimize working hours through the visualization of attendance status.
We have positioned these initiatives as crucial for enabling employees to work in ways that are physically and mentally healthy and also fulfilling, and we will continue striving to create a comfortable work environment going forward.
Work-Life Balance
We believe that achieving work-life balance is essential for all employees to feel fulfilled and maximize their abilities. To support this, we are actively working to expand our systems and foster a workplace culture that enables employees to achieve this balance and a fulfilling work style.
To create an environment in which both male and female employees feel comfortable taking childcare leave, in FY2024, we introduced a Parental Leave Workplace Support Allowance System that provides a special allowance to employees who support the work of employees on childcare leave, as well as an Hourly Annual Paid Leave System to further promote work-life balance.
Furthermore, in April 2025, we revised our general employer action plans, and are moving forward with the establishment of an environment in which employees can balance work and childcare, and creating a workplace in which all employees can fully demonstrate their abilities. Moving forward, we will continue our efforts to create a more flexible and comfortable work environment that accommodates increasingly diverse lifestyles.
Kurumin certification (July 2025)
We formulated our general employer action plans based on the Act on Advancement of Measures to Support Raising Next-Generation Children and achieved the targets set forth in the plan.
As a result, as a company that meets certain standards, we have received the Kurumin certification from the Minister of Health,
Labour and Welfare as a “company supporting child-rearing.”
Working Hours
（Data related to non-management positions and including seconded employees.）
（The calculation period is from April 2022 to March 2023 and seconded employees are included.）
Data Related to Childcare and Family Care
Leave Recipients
to Facilitate Childcare
1. Including seconded employees, temporary employees, and contract employees.
Health and Productivity Management
Our company actively implements health and wellness activities with the expectation that our employees’ mental and physical health will lead to increased vitality and productivity, thereby invigorating the organization.
As part of our infectious disease prevention measures, we offer annual influenza vaccinations to all employees who wish to receive them every November. As mental health measures, we conduct awareness-raising activities using the company’s internal bulletin board every month. We maintain an environment where employees feel comfortable getting help collaborating with industrial physicians and working annual stress checks.
Diversity
Our group is committed to promoting diversity by hiring female career-track employees, mid-career hires, and foreign employees. In addition, the group has introduced a job classification change system that allows employees to switch from general to career-track positions and assigns the correct personnel to the right places to achieve employee performance and job satisfaction, thereby supporting diverse career development and strengthening the company’s organizational capabilities.
Promotion of Women’s Participation and Advancement
According to our Medium-Term Management Plan, we aim to increase the percentage of female employees to at least 25% by the end of March 2027. By our action plan based on the Act on Promotion of Women’s Participation and Advancement in the Workplace, we are encouraging the active participation of female employees, with a focus on increasing the ratio of female hires and promoting career advancement for women in career-track positions.
Data Related to Female Employees
1. Excluding seconded employees, temporary employees, and contract employees
2. Including seconded employees, temporary employees, and contract employees
Disabled People
We aim to realize a society where it is commonplace for people with disabilities to work alongside others, allowing them to fully utilize their aspirations, abilities, and aptitudes and play an active role according to the degree and characteristics of their disabilities. Employing persons with disabilities is a social responsibility of companies, and we are actively promoting this.
Foreign Employees
Employing foreign nationals is essential for a company’s sustainable growth by incorporating diverse values based on experience, skills, and attributes.
We hired one foreign employee in FY2022 and will continue our recruitment efforts for diversity.
Personnel-Related Data
Respect for Human Rights
In the Group CSR Charter, we emphasize respect for human rights, and we prohibit all forms of harassment, including sexual harassment, discrimination, forced labor, and child labor, and ensure that all employees are made aware of this.
In February 2025, we revised our Compliance Code of Conduct to reflect changes in our operating environment and societal conditions. Additionally, to deepen understanding of the Compliance Code of Conduct, we periodically provide education aimed at fostering respect for human rights and raising human rights awareness in the workplace as part of our new employee training and compliance training programs.
Human Rights Education
Our group views human resources as our most crucial management resource and engages in human capital management aimed at the sustainable enhancement of corporate value.
Policies and Systems
With the aims of having each employee grow and developing human resources who can play active roles inside and outside the company, we provide systematic training for each level, including new employee training, new employee follow-up training, staff and supervisor training, and officer and manager training.
Furthermore, we support continuous learning by employing diverse educational approaches such as online seminars. We also actively encourage employees to acquire qualifications, and as well as establishing a system to cover the necessary expenses, we pay special allowances to holders of qualifications.
Safety Training and Safe Operations
Our group recognizes that ensuring stable operations at production plants and the safety of our employees is a company responsibility and our most critical task, and we strive to fully comply with relevant laws and regulations, including the High-Pressure Gas Safety Act and the Industrial Safety and Health Act. Furthermore, we conduct regular inspections of customer supply facilities (at least once a year) for security and safety management. During National Safety Week, we work on safety education, solicit safety slogans, and hold firefighting drills to reinforce safety education and raise employees’ safety awareness.