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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 Declaration (Health and Productivity Policy)

Casio has established the Casio Basic Policy on Health to guide its efforts to promote health, and the company makes group-wide efforts to address health and productivity management. The goal is to promote and maintain the health of each employee as a foundation on which they can maximize their individual potential, for they are the source of corporate growth.

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.

The overall mission of the company’s health and productivity management is to achieve the targets related to absenteeism, presenteeism, and work engagement, as set forth in the strategic map.



FY2023 Performance


Reduce percentage of days off from labor production year-on-year



Reduce underperforming employee rate (21 points or higher on Wfun presenteeism test) to less than 20%


Work engagement

Improve work engagement score to 3.5 points or higher (out of 5)

3.58 points

The basis for setting these targets is the recognition that they are the most effective in addressing the management issues that need to be solved through health and productivity management (implementing our Basic Policy). Casio believes that promoting each of these health and productivity management measures to achieve these targets is extremely important and effective from the standpoints of both addressing management issues and promoting employee health. That is why Casio has shown the links between these measures and their effects on the strategic map.

* Number of days off from labor production = Total number of days off due to injury or illness / Total number of working days
Underperforming employee rate = Number of employees with 21 or more Wfun points / Number of Wfun examinees (Wfun: Work Functioning Impairment Scale)
Work Engagement Score = Average score for three questions related to “energy,” “enthusiasm,” and “immersion” on motivation survey

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. Since the President and CEO also concurrently serves as CHRO, the entire group is encouraged by senior management to work together to promote employee safety, health, and health management.

The Health and Productivity Management Promotion Team cooperates closely with the Casio Health Insurance Association to encourage various measures to promote health and productivity. In addition, the Occupational Safety and Health Committee works to incorporate the opinions of employees on health and productivity 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

The targets for fiscal 2024 are based on the results from fiscal 2023. They are intended to further promote health and productivity management. Casio will continue to strive for further improvements going forward.

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

FY2023 Targets and KPI FY2023 Performance Evaluation FY2024 Targets and KPI
Raise awareness of health
  • Rate of regular health checkups: 100%
  • 80% or more of employees taking recommended reexamination after regular health checkups
  • Rate of regular heath checkups: 99.6%
  • Rate of employees taking recommendation reexamination after regular health checkups: 78.6%
Raise awareness of health
  • Rate of regular heath checkups: 100%
  • 80% or more of employees taking recommended reexamination after regular health checkups
Measures to support employees with mental health issues
  • Ascertain the actual mental illness rate
  • Ascertain the mental health leave 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
  • Mental illness rate 0.8% (0.8% on a consolidated basis)
  • Mental health leave rate 0.3% (0.4% on a consolidated basis)
  • Implemented e-learning for new employees
  • Provided training to new managers
  • Provided e-learning training for all managers
Measures to support employees with mental health issues
  • Reduce 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)
  • Hold consultations for departments in need of improvement (from July)
  • Stress check participation rate: 96.7%
  • Rate of employees with high stress: 9.83%
  • Consultations provided by industrial physicians to interested employees
  • Ascertained health risk rates by department
  • Implemented workplace analysis and feedback
  • Implemented improvement activities through consultations for departments in need of improvement
  • Improve stress check participation rate
  • Reduce the rate of employees with high stress
  • Consultations provide by industrial physicians to interested employees
  • Ascertain health risk rates by department
  • Implement workplace analysis and feedback
  • Implement improvement activities through consultations for departments in need of improvement

Activity Results

Initiatives to Raise Awareness of Health  

Casio held seminars as a part new employee training, rank-based career training, and training for newly appointed managers to help employees acquire necessary knowledge and skills. Casio also provided employees with education on building a workplace environment that gives consideration to health, maintaining and promoting mental health, and raising awareness of health. In addition, in July, Casio Computer Co., Ltd. held health events conducted by clinic nurses. In an effort to increase employee interest in health, the company held Body Composition Measurement Sessions at the head office and Leg Strength Measurement Sessions at the Hamura Technology Center, using these events as opportunities to encourage good exercise habits. The company also conducted surveys on health literacy when it carried out employee stress checks.



FY2023 performance

Health literacy*

Improve health literacy score compared to previous year (out of a total of 5 points)

3.76 points

* Measured using the Communicative and Critical Health Literacy (CCHL) scale

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 for Balance between Work and Medical Treatment

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. Casio is working to create an environment in which employees can easily take advantage of its support system. It has set up an internal portal site related to support for work-life balance which provides information about the support system and related systems. 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 Computer Co., Ltd. held an online seminar related to women’s health issues that employees and their families could participate in together. The event was held twice during fiscal 2023 (in September and March). In September, 314 people participated (an attendance rate of about 10%), and in March, 536 people participated (an attendance rate of about 16%). At the seminar held in March, the company worked to foster deeper knowledge and common understanding by showing three targeted types of videos: videos made for all employees, for managers, and for women. (The average level of satisfaction with the women’s health seminars was 4.1/5 points. Investment in seminars: Approximately 600,000 yen)

The company created a page on the internal portal site entitled “Maintenance and Promotion of Women’s Health” that provides information on women’s health and established a consultation service provided by in-house medical professionals.

The company has set up a women’s break room in a corner of its in-house clinic. It includes areas where women can rest and recover from menstrual symptoms and lactation spaces for women who have returned to work after giving birth.

The system also subsidizes the cost of gynecological cancer screenings (gynecologic cancer and breast cancer) for women in the workforce and family members over 30 years old. (Number of people utilizing the system: 1,364 women, 1,388 family members and voluntary-continued insurance system users. Estimated investment amount: Approx. 13.5 million yen) Employees can undergo medical examinations at any medical institution during working hours.

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.

For the purpose of reducing the rate of mental health problems among younger employees, an e-Learning Program for new employees and a follow-up training (including stress management) for employees in their second year have been created. 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 also provided influenza vaccinations to those employees who wanted one from fiscal 2019 to 2020. In addition, Casio offered the COVID-19 vaccine in the workplace from 2021 to 2022. 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. 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.

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

Regular health checks for employees at Casio are more thorough than legally mandated: they include many additional items, such as cancer screening, 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 regularly hold meetings among related personnel about the food services, and they always provide menu options featuring a balance between calories and nutrition.







Percentage of employees with a healthy weight*






*BMI between 18.5 and 25.0

Measures against Aggravation of Illness

The Casio Health Insurance Association offers a 6-month health guidance program for individuals who are at high risk, regularly receive treatment at healthcare facilities, and need to improve some of their health indicators. The Association provides dietary guidance and a meal delivery service using a meal analysis app, and it also offers exercise guidance (walking, suggesting apps). (Participation rate: 100%, Treatment continuation rate for high-risk patients: 100%)

Sleep Support

To ensure good sleep habits, Casio provides videos to help employees improve their quality of sleep, subsidizes the cost of SAS tests, and has installed refreshment rooms. The Casio Health Insurance Association also offers a Sleep Improvement Program for people facing sleep problems. The program uses data collected through wearable devices to help people develop sleep habits that work for them.

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. On World No Tobacco Day (WNTD), held on May 31, Casio checked the level of understanding among all employees by having them watch videos concerning tobacco and their health based on the concept of quitting smoking (graduating from the habit of smoking).
The Casio Health Insurance Association has added a non-smoking section to its Health Promotion Incentive Program as an incentive to stop smoking. Moreover, the Association actively engaged in anti-smoking measures, such as introducing an online smoking cessation program, and fully refunding the participation fee for those who successfully quit smoking.







Smoking rate






Preventing Occupational Accidents

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. 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.

  • 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

One of the occupational health and safety hazards on the job is the use of company vehicles. There is always some risk of an accident occurring when driving a company vehicle. Accordingly, Casio conduct internal training on the operation of company vehicles, in an effort to reduce risk. The Occupational Safety and Health Committee also regularly reports on the occurrence of occupational accidents and discusses ways to prevent their recurrence.

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
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
2022 0 1.25 0 0.08 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

Year Number by gender Number by department
Men Women Total Of which, number of worker days off Headquarters Development department Sales office
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
2022 8 7 15 0 6 5 4

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