Initiatives
ENEOS follows a strategy map to implement a range of health management initiatives, including (1) Achieve a healthy work environment and appropriate work style, (2) Physical support, and (3) Mental support.
(1) Achieve a Healthy Work Environment and Appropriate Work Style
Promotion of DE&I to Ensure Psychological Safety
- We implement measures aimed at maintaining and improving work performance, including (paid) self-care leave that enables women to take necessary time off when physical and mental symptoms related to menstruation make working difficult, and special leave for fertility treatment (five days per year).
- We are also working to create a workplace where sexual minorities can work with peace of mind. To this end, we formed ENEOS ALLY, a support group that promotes understanding and support for such employees. In fiscal 2024, we held a seminar titled "Understanding Sexual Diversity Through Knowledge."
Promotion of Flexible Work Styles That Benefit Employees' Mental and Physical Well-being
- We are pursuing the best mix of telework and office work to maintain and improve individual and organizational productivity and to achieve work styles that produce results. We are also introducing a next-generation office environment at head office.
- As part of efforts to both promote flexible work styles and realize high productivity, we have eliminated core hours from our flex time system and allow employees to set their own rest periods.
- In addition to encouraging independent time management, we assign facilitators in each department to proactively implement Action 5+, an internal program that prohibits, in principle, working on Sundays and between the hours of 10 p.m. and 6 a.m. to promote a well-balanced work style.
Support for Improvement of Health Literacy
- We provide various online learning materials (health textbooks) with the knowledge required for improving independent health management awareness and lifestyles.
- From fiscal 2025, we have also been rolling out e-learning to all employees, with the various health-related knowledge provided helping to foster employee awareness of independent health management.
- We regularly send editions of our Health Bulletin and Fountain of Health newsletters to the whole company to provide not only seasonal health information, such as influenza and hay fever, but to also deepen understanding of topics selected by public health nurses.
- In line with the revised Ordinance on Industrial Safety and Health, we have established companywide guidelines to prevent heat stroke. With many of our employees working under the hot sun in our refineries, we also develop heat stroke prevention measures that are unique to each of our refineries.
- We offer seminars where our employees can acquire basic knowledge of lifestyle-related disease and mental health and learn coping strategies that they can implement themselves. We also operate a channel on the in-house bulletin board where we provide all health-related information.
(2) Physical Support
Prevention of Passive Smoking
- At the end of May 2025, we closed the dedicated smoking areas in the offices of our head office building. As part of collaborative health services provided with the Health Insurance Association, we are also running smoking cessation support programs while developing a support structure for those who have quit.
In addition to the head office building, we are rolling out unique measures to prevent passive smoking at each branch office and business site as well as we strive to enhance the health of employees. - In fiscal 2025, we continued the app-based MinChalle Smoking Cessation Program from the previous year as part of measures to help our employees quit smoking. We plan to regularly implement smoking cessation support measures into the future as well.
Improvement of Sleep Habits
- With empirical data pointing to improved sleep habits as having a strong connection to health promotion, we have been providing sleep seminars since fiscal 2024. As a challenge for the ENEOS Group as a whole, we will continue to consider measures for improving sleep quality for employees, such as providing surveys to employees concerned about their sleep so that they can understand their own sleep patterns.
Promotion of Improved Exercise Habits
- We provide financial assistance of about 70% of the usage charges of affiliated exercise facilities across Japan to encourage ongoing regular exercise. We also implement a range of unique initiatives at our business sites, including radio gymnastics, fall prevention exercises, suspension fitness bars, and standing meeting spaces.
- At our head office building, we launched our first Health Week in fiscal 2025, with many employees from head office and Group companies participating in events during the week, including measurement of physical and walking fitness and hands-on seminars. With participants able to learn their own physical age, the event is contributing to improved exercise habits as they incorporate effective exercises and stretches into their daily lives.
- We also call for participation in a Web Walking Event sponsored by the Health Insurance Association, and many of our employees take part each year.
Improvement of Dietary Habits
- In addition to a healthy menu (focused on caloric intake) and wellness menu (focused on nutritional balance and vegetable intake) that we offer at the employee cafeteria, we also sell healthy lunch boxes to help improve employee dietary habits.
We have also held various hands-on events such as the Veggie Check program at the head office building, which was designed to understand vegetable intake levels. (Roughly 1,350 people participated in these events over a 10-day period.)
(3) Mental Support
Primary Prevention
Based on the results of stress checks, our industrial physicians speak personally with those facing high levels of stress. We also conduct group-level analyses of the organization and provide feedback to each manager.
Managers of high-stress workplaces in particular receive training and individual consultations with external counselors with the aim of improving the work environment, and we provide subsequent support for creating action plan sheets and providing follow-up.
Starting in fiscal 2024, we have been providing individually tailored e-learning based on personal results, with participants completing the courses at their convenience. As a voluntary e-learning opportunity, we are working to reduce the number of employees newly taking leave due to mental illness.
Return to Work Support
We offer a Return to Work Support Program so that even if employees take leaves of absence due to mental health issues, they can return to work with peace of mind. Through this program, we offer support that is closely tuned to the needs of each individual.
Our health management staff also speak directly to managers about such things as how to interact with subordinates and provide line care, and they provide that information in training sessions as well to enhance manager skills. They also share information on internal contact points so that people can easily seek advice.
Measures to Reduce Employee Turnover Due to Physical or Mental Health Issues
Health staff conduct interviews with new graduate and mid-career hires for several months after joining the company (optional participation by mid-career hires).
By eliminating issues associated with work or interpersonal concerns, the interviews help to prevent employees suffering from mental health issues.
We have also created an online consultation form for easy consultations with public health nurses and registered nurses at the head office Health Management Center, so employees can consult on physical or mental health issues.
Measures to Improve Self-Rated Health
Since 2022, we have been providing a wide range of seminars by our industrial physicians, including how to deal with personal stress and practice self-care in the workplace. Our business sites have also been offering their own seminars while implementing measures to improve mental health.
From fiscal 2024, we have been conducting regular employee well-being surveys to provide opportunities for regular introspection, and we have been sharing best practices internally to improve workplaces on the departmental and group levels.
