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Occupational Safety and Health | CASIO


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Occupational Safety and Health


│Social Background

As damage to health as well as mental health issues due to excessive work have come to be regarded as a social problem in recent years, Casio recognizes that maintaining and promoting the physical and mental health of employees is important.

Casio implements online visits between employees and industrial doctors and medical staff.

│Risks and Opportunities for the Casio Group

Each and every employee must be able to work safely and in good health in order to perform at his or her full potential. Based on various laws and work regulations such as Japan’s Industrial Safety and Health Act, Casio makes group-wide efforts to create workplace environments where all employees can work with peace of mind in order to maintain and enhance the health of employees and prevent occupational injuries or their reoccurrence. Moreover, while the rate of employees whose health check revealed any concerns and the rate of employees with high stress are lower than the national average, there are still a certain number of such employees. With the average age of employees on the rise, it is also essential to take preventive measures against lifestyle-related diseases and to create an environment that supports work-life balance so that workers can continue working while receiving medical treatment. In light of these issues, Casio established nine priorities and promoted various measures in 2022. Group companies outside Japan comply with their local laws and regulations and also implement similar measures.

│Health and Productivity Policy

Casio has established the Casio Basic Policy on Health in order to guide its efforts to promote health, and makes concerted company-wide efforts to address health and productivity management.

Casio Basic Policy on Health

We aim to create a workplace environment that enables each and every employee to work enthusiastically with peace of mind and to maximize their performance through their work. To this end, each and every employee will strive to think independently and to act with a high level of awareness about health.

Selection under 2022 Certified Health & Productivity Management Outstanding Organizations Recognition Program

The Certified Health & Productivity Management Outstanding Organizations Recognition Program is a commendation program launched by Japan’s Ministry of Economy and Industry in 2016 for the commendation of large and medium and small-sized enterprises implementing particularly outstanding health and productivity management. The Casio Group will constantly review issues for health and strive to improve productivity by further maintaining and promoting the health of employees.

│Health and Productivity Organization and System

1. System

Casio has set up a health and productivity system led by the CHRO as well as a health and productivity promotion team to promote and enhance measures and works to promote cross-organizational measures. The CHRO serves concurrently as the Chair of its Health Insurance Association, which makes for smooth collaboration between them. Casio and its Health Insurance Association work together to promote employee safety, health, and health management.


2. Compliance
The Occupational Safety and Health Committees in each of its business locations are made up of people selected by the company and the Labor Union in equal proportions, and they deliberate on the matters related to the safety and health of employees once a month.

│KPI and Performance for Material Issues

Evaluation ◎: All targets met, ○ : Most targets met, △ : Remaining issues outweigh results, × : No progress made

FY2022 Targets and KPI FY2022 Performance Evaluation FY2023 Targets and KPI
Follow-up measure implementation rate for annual checkups: 80% or more
  • Rate of regular heath checkups: 99.9%

Follow-up measure implementation rate: 76.9%
Reason 1
The implementation of follow-up measures was delayed due to the longer period for regular checkups because of the COVID-19 pandemicReason 2

There were some employees who were reluctant to visit medical institutions due to the COVID-19 pandemic

Raise awareness of health
  • Rate of regular heath checkups: 100%
  • Follow-up measure implementation rate for annual checkups: 80% or more
  • Ascertain the actual mental illness rate
  • Implement e-learning training for new employees and managers
  • Implement training for new employees and managers
  • Implement skill improvement training by job type for young employees
  • Ascertained the mental illness rate (on a consolidated basis)
    Illness rate 1.1%
    Leave rate: 0.6%
  • Mental illness rate on a consolidated basis (fiscal year end): 0.5%
  • e-learning for new employees (November)
  • Provided training to new managers (August, January)
  • Provided follow-up training for second-year employees (December, January)
  • Provided e-learning training for all managers (February)
Measures to support employees with mental health issues
  • Ascertain the actual mental illness rate
  • Implement e-learning training for new employees
  • Implement training for new managers
  • Provide follow-up training for second-year employees
  • Provide e-learning training for all managers
  • Ascertain the rate of employees with high stress (February)
  • Consultations provide by industrial physicians to interested employees (February to March)
  • Ascertain health risk rates by department (March)
  • Implement workplace analysis and feedback (March)
  • Stress check participation rate: 92.2%
  • Ascertained the rate of employees with high stress (February)
  • Consultations provided by industrial physicians to interested employees (February to March)
  • Ascertained health risk rates by department (March)
  • Implemented workplace analysis and feedback (March)
  • Held consultations for departments in need of improvement (from July)
  • Ascertain the rate of employees with high stress (February)
  • Consultations provide by industrial physicians to interested employees (February to March)
  • Ascertain health risk rates by department (March)
  • Implement workplace analysis and feedback (March)
  • Hold consultations for departments in need of improvement (from July)

Activity Results

│Initiatives to Raise Awareness of Health

Casio held seminars for newly appointed managers to acquire the necessary knowledge and skills and provided them with education on creating a workplace environment that gives consideration to health, maintaining and promoting mental health, and raising awareness of health. The regular health checkups were also utilized as an opportunity to hold body composition measurement sessions for head office employees aged 34 and younger, implementing an initiative to raise awareness of health. In fiscal 2022, 92.5% of eligible employees participated.

│Initiatives to Revitalize the Workplace

Casio implemented initiatives that included “Tsunagaru Hiroba,” a section of the intranet bulletin board that takes applications for seminars and appeals widely to the company overall, the “Tsunagari Café,” where employees who share the same life stage and concerns come together to talk to each other, and “Thanks Cards” to promote communication, build trusting relationships, and boost motivation. Casio also promoted communication between employees through many volunteer activities such as collecting plastic waste and cooperation between agriculture and welfare.

│Initiatives or Work-Life Balance

Casio provided support for work life balance to help combine work and medical treatment as one of the priorities for health and productivity management to enable employees to play active roles with peace of mind despite having an illness. Medical staff have acquired expertise as coordinators for combining work and medical treatment and are available for consultations.

│Maintaining and Promoting Women’s Health

Casio provides subsidies for the cost of gynecology cancer screening for women employees as well as for family members, aged 30 and older, of all employees. Employees can receive screening at any facility during working hours. Casio also provides menstruation leave and a total of one-year leave for infertility treatment.

│Initiatives to Support Employees with Mental Health Issues

In addition to the stress check system established in December 2015, Casio has continuously maintained a mental health education and support system for some time to support the mental health of its employees.

As part of this system, Casio Computer Co., Ltd. has initiated an e-Learning Program, a Self-Checkup, and a Stress Test by Organization for all of its employees, seeking to raise awareness of mental health issues. Specifically for the purpose of reducing the rate of mental health problems among younger employees, a follow-up training (including stress management) has been created for employees in their second year. The program includes lectures and practice exercises for improving interaction with superiors and colleagues, and it also covers communication skills and mental health issues. For those in leadership positions, a separate e-Learning Program, New Manager Guidance, and the Manual for Managers are provided in an effort to ensure everyone understands the importance of stress management in organizations.

In addition, Casio has an in-house mental health physician and an external Mental Health and Life Hotline in place to offer employees counseling in and outside the company at all times. The external hotline has a system that allows the families of employees to get counseling as well. Further, in order to strengthen support for employees who are on leave, Casio distributes the Guide to Mental Health that can be read by employees and their families to make it easy to ascertain the processes and procedures for leave.

Similar support systems are in place at group companies in Japan, and they are providing support so that employees can work with energy and satisfaction.

│Initiatives to Counter Infectious Diseases

Casio believes that it is important to prevent infectious diseases as part of its programs for employee health. The company provides information on infectious diseases, raises awareness, and issues reminders in its in-house bulletins, and it has also provided influenza vaccinations to those employees who wanted one since fiscal 2019. In addition, during the COVID-19 pandemic, Casio ensured all employees on overseas business trips received a pre-departure interview with an industrial physician to provide them with alerts and health advice for travel. In the guidance for employees who have been assigned to work overseas offered before a posting, medical staff provide information on vaccines and local infectious diseases (dengue fever, malaria, hepatitis, etc.) and work on preventative strategies. The company also collects information disseminated by Japan’s Ministry of Foreign Affairs and others on infectious disease epidemics and informs and alerts people posted in the countries concerned.

COVID-19 Countermeasures

Casio established a taskforce to implement management by determining the companywide response strategy and necessary measures and disseminating information. In addition, Casio has introduced a telework system that enables employees to work from home, and has also set up staggered commuting times, commutes using personal cars, and the use of online meetings to reduce opportunities for direct interaction in the case of employees who must come in to work to the office or plant. 

COVID-19 Vaccination in the Workplace

Cooperating with the Japanese government’s appeal to accelerate the pace of COVID-19 vaccination, Casio began offering the COVID-19 vaccine in the workplace on June 24, 2021. The vaccine up to the third dose has been administered to about 13,000 people, including Casio Group employees, their family members, temporary employees, and partner companies’ employees.

│Initiative for Persons Working Long Hours

Casio thoroughly manages appropriate working times in order to manage employee health. In order to prevent the damaging health, all employees who work 80 hours or more of overtime in a month must be interviewed by an industrial physician. Casio also encourages employees who work 45 hours or more of overtime in a month to have a voluntary interview to check on their health condition and be provided with advice and guidance. In this way, Casio is working to prevent health problems from overwork, and to ensure employees observe appropriate working hours.

│Initiatives to Counter Lifestyle-Related Diseases

Reduced salt menu

Regular health checks for employees at Casio are more thorough than legally mandated: they include many additional items intended to help employees maintain their health and to prevent lifestyle-related diseases. Nearly 100% of employees come for the health checks every year. Employees 40 and older can opt to receive a full medical checkup. The rules for follow-up are also being standardized, and Casio aims to improve the follow-up implementation rate for those whose health check revealed any concerns.

In addition, Casio introduced a system offering incentives to promote good health. Using this system, points earned based on the results of regular checkups can be exchanged for relevant health-related products with the goals of raising health consciousness among group employees while offering employee rewards in accordance with their level of health. Employees on overseas assignments are also required to undergo a routine health check once a year, with an industrial physician offering guidance based on the results.

In terms of measures to counter lifestyle-related diseases, Casio, together with the Casio Health Insurance Association, is promoting collaborative health initiatives that focus on exercise and diet. For specific health guidance, Casio’s medical staff have also participated in joint initiatives between the company and the Casio Health Insurance Association.

The employee cafeterias provide healthy menu choices and reduced salt menu options featuring a balance of calories and nutrition.

  2017 2018 2019 2020 2021
Percentage of employees with a healthy weight* 69.0 71.2 67.7 68.0 68.9

*BMI between 18.5 and 25.0

│Quit Smoking Campaigns

Casio is conducting quit smoking campaigns worldwide. Smoking is prohibited on the premises of all group companies in Japan and also prohibited during working hours, whether in or outside the company. Casio health insurance has introduced an online smoking cessation program as a means of supporting efforts to quit smoking. Casio has achieved top-ranked levels of success industry-wide in its efforts to support smoking cessation.

  2017 2018 2019 2020 2021
Smoking rate 20.8 17.8 19.4 16.9 13.5

│Preventing Occupational Accidents

Disaster prevention drill at the head office

Casio is committed to the goal of zero occupational injuries and operates regular safety programs with the aim of maintaining an accident-free record at all Casio work sites. During the COVID-19 pandemic, Casio also made use of e-learning and other methods to inform and educate. In addition, each site and group company conducts fire and disaster prevention/evacuation drills.

  • Attendance at ordinary lifesaving courses
  • Earthquake countermeasures (earthquake countermeasures handbooks and survival cards) and preparation of emergency supplies
  • Emergency response procedures and AED operating procedures
  • Emergency contact/safety confirmation systems

Occupational injuries at Casio Computer Co., Ltd. (in the last five years)

Year Injury frequency rate *1 Injury severity rate *2 Number of work-related fatalities
Casio Manufacturers Casio Manufacturers Casio
2017 0 1.02 0 0.08 0
2018 0 1.20 0 0.10 0
2019 0.60 1.20 0.002 0.10 0
2020 0 1.21 0 0.07 0
2021 0 1.31 0 0.06 0

*1 Number of deaths and injuries, per 1 million actual cumulative working hours, resulting from occupational accidents.
*2 Work days lost per 1,000 actual cumulative working hours; indicates accident severity
* The term "occupational injuries" here includes injuries or illnesses (requiring at least 1 day off work) and deaths of workers in connection with the performance of their jobs.

Number of incidents, by gender and department

  Number by gender Number by department
Men Women Total Of which, number of worker days off Headquarters Development department Sales office
2017 3 10 13 0 2 1 10
2018 5 3 8 0 3 1 4
2019 3 6 9 1 1 0 8
2020 2 2 4 0 0 2 2
2021 1 4 5 0 1 0 4

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