Occupational Health and Safety and Health Management

To promote autonomous safety and health activities at business sites, the head offices of Canon MJ, Canon IT Solutions Inc. and Canon System and Support Inc. have introduced and are running the Canon Group Occupational Safety and Health Management System with a checklist that reflects the standards and rules of Canon Inc. based on the requirements of the Japan Industrial Safety & Health Association occupational safety and health management system.

The Group Executive of the General Administration & Human Resources Management Headquarters, who is a director, supervises matters regarding safety and health within the Canon MJ Group. The Canon MJ Shinagawa/Keihin Region Safety and Health Committee chaired by the safety and health supervisor has been established as the top-level body for safety and health and it reports matters regarding safety and health to the Board of Directors. The committee has adopted the Canon MJ Group Safety and Health Activity Policy and works to eradicate industrial accidents, maintain and promote health, improve traffic safety, fire prevention and disaster preparedness and create comfortable workplaces.
At each company and district of the Canon MJ Group, a Safety and Health Committee has been established under laws and regulations. The committee conducts activities guided by the Canon MJ Group Safety and Health Activity Policy. The Workplace Safety and Health Committees subordinate to the Safety and Health Committees promote day-to-day safety and health activities in the workplaces.
Labor and management engage in safety and health activities together within the Group. Each committee includes representatives of the Canon Workers' Union or other employee representatives, and the committee members work together to implement measures for employees.

Absenteeism, presenteeism, and work engagement are measured among all employees through questions in regular health checkups (excluding health checkups at the time of employment). Percentages are rounded.
​POS (Perceived Organizational Support) is measured among all employees during stress checks.

Indicators are calculated using regular health checkup results and health checkup results at the time of employment. Mental health-related indicators are calculated using stress check results.

To work in a safe, secure, comfortable workplace environment every day, we are engaged in Group-wide 5S (Seiri for organizing, Seiton for keeping things in order, Seiketsu for keeping things clean, Seiso for cleaning up, and Shitsuke for self discipline) activities as the foundation of safety and health.
To maintain good 5S conditions, we promptly improve problematic points. In addition, June and December have been designated as the Group-wide^*1 5S Enhancement Months, during which each region and workplace sets issues and targets and works to achieve them.

The Canon MJ Group conducts risk assessments for jobs within the scope of the Canon Group Occupational Safety and Health Management System according to the common management standards of the Canon MJ Group. The Group identifies every job with risks of accident or disease and implements appropriate risk reduction measures and residual risk management measures to prevent industrial accidents and diseases.
We also conduct risk assessments regarding health and safety for new businesses and appropriately manage the businesses based on the results of these assessments.

The Canon MJ Group regularly provides industrial safety and health training for newly appointed managers, safety and health education for newly recruited employees, first aid training courses, and other training programs. For more information about the status of these training programs, such as the number of attendees, please refer to the listed results for "Training and Seminars for Safety and Health" on this page.

We are engaged in activities to raise awareness of lifestyle improvements by taking individual and group approaches, so that each of all employees will be conscious of their health and take actions based on the Health Support Three-Year Plan.
Since 2014, we have been implementing Health Actions, under which individuals and workplaces set health action targets and work to achieve them. In 2020, we began to distribute cards to visualize and further drive their initiatives and encourage active communications. In 2022, officers disclosed their Health Actions internally. Since 2023, we set Health Actions 7 as lifestyles recommended by the Canon MJ Group, aiming to further promote healthy lifestyles.
In 2016, we introduced a health promotion app jointly with our health insurance union. The app registration rate has remained close to 90%. We have introduced incentives for use of the app and participation in events, thus helping improve health literacy and lifestyles.
As a result of a number of activities, we have steadily produced achievements. For example, the percentage of employees trying to improve their lifestyles has been 2.6 times higher compared to 2010.

We hold walking events using the health promotion app twice a year. We take measures such as granting incentives to participants and those who have achieved their goals, as well as holding regional competitions. With the number of participants increasing each year, it has been established as a widely known event. In 2024, we also held walking events at each site after working hours.
Further, in 2024, we began to take an initiative that we call "Stand Break," which means standing up and moving your body during breaks at meetings, as a measure for employees to avoid remaining seated for too long.

An analysis has found that people who eat a lot of vegetables are more likely to "feel energetic during work" than those who don't. Based on this finding, we take steps to encourage employees to consume 350 grams of vegetables daily to improve their work performance.
Since 2024, we have held events measuring the carotenoid levels (estimated vegetable intake). In 2025, the cumulative number of participations by Group employees, including officers, was 10,077.

In 2025, an e-learning seminar on improving the quality of sleep was provided with the aim of improving employees' sleep when at rest. A video encouraging the use of power naps is shared in an effort to share individualized ways of taking a rest throughout the Group.

We have created a video to raise awareness about setting dry days and practicing appropriate drinking habits, and promoted it through our internal portal site and e-learning programs.

To prevent passive smoking by employees, we have imposed a total ban on smoking on the premises and during business hours. Further, in 2019, we launched a quit smoking program based on online medical services, which use smartphones, thus encouraging employees to give up smoking.

Since 2020, we have been providing health support for addressing health issues specific to each gender. We introduced internal health counseling services for women, allowing them to seek counseling from an industrial physician with clinical experience in obstetrics and gynecology.
We also hold annual e-learning and other seminars to improve employee health literacy. In 2025, an e-learning seminar on menstruation and cancer screening has been held for women in their 20s to 30s, receiving positive feedback. Some attendees said the seminar was a good opportunity for them to think anew about female-specific diseases and health. We also provided managers with training on women's health issues and employee health management to help create a workplace where employees can work with peace of mind.

The Canon MJ Group has introduced age group-specific cancer screening subsidies provided by the Canon Health Insurance Union to ensure the early detection and treatment of cancer.
​We inform employees of the cancer screening programs, encourage eligible employees to undergo screening, and implement activities encouraging employees to stop smoking, the Pink Ribbon campaign to raise awareness of breast cancer, and other activities to promote lifestyles that help prevent cancer and increase awareness of gender-specific cancers.

We provide employees with education to give them opportunities to think about health and provide relevant information, thereby helping them to make lifestyle improvements for healthier living. We provide safety, health, and mental health management education to newly appointed line managers.

At the Canon MJ Group, we run a number of programs, including those on training and counseling, which are focused on four types of care and three preventive measures. We are taking ongoing initiatives including self-care training for new employees, e-learning programs that are specific to age groups or ranks, and introduction of Employee Assistance Program (EAP) by the Canon Health Insurance Union.
Since 2024, workshops for improving the workplace environment have been held for line managers with the use of stress check results.

We have also introduced an online support program to help alleviate chronic pain, such as shoulder stiffness and lower back pain, with the aim of reducing stress and improving work performance.

For employees requiring detailed examinations or treatment, we provide support including follow-ups by health nurses and interviews by industrial physicians. Since 2014, we have continued to achieve the target percentage of employees needing detailed examinations who reported that they had undergone the examinations, which is 100%. (Excluding 2020, when many people refrained from visiting hospitals and physicians' offices due to the COVID-19 pandemic)
We ensure that considerations needed to prevent a worsening of lifestyle-related diseases and the development of brain and heart diseases are given under the Group's standards based mainly on the results of regular health checkups.
In addition, as a measure to improve the metabolic syndrome of young employees, we provide health guidance to eligible employees aged under 40.

To ensure the safety of employees who drive for work or who work in high places, we judge the risks based mainly on the results of health checkups and make sure to give them necessary considerations.

We standardize the manual for responding to such employees by establishing roles to be played by human resources department, workplace managers, and health support offices. At the same time, we have continued to provide training to human resource personnel and industrial health staff.

At Canon MJ, we launched full-scale workstyle reforms to ensure appropriate work hours in April 2017. Those reforms are aimed at maintaining and promoting good health among employees.
Wednesdays and Fridays are designated as no-overtime days every week to reduce overtime work.
We have also established prescribed working hours of 7.5 hours a day and 1,800 hours a year. Moreover, under Japan's Article 36 Agreement (Article 36 of the Labor Standards Act, Agreement on Overtime and Holiday Work), total overtime work and work on holidays are set at 40 hours per month and 350 hours per year, or 80 hours per month and 700 hours per year at maximum, in principle. These are shorter than the statutory standards, reflecting our efforts to reduce excessive working hours.

<References> Average overtime hours of general workers: 14.4 hours/month, average total hours worked by general workers: 1,916.4 hours (Averages for workers excluding part-time workers from the 2025 Final Results of the Monthly Labour Survey by the Ministry of Health, Labour and Welfare)

At Canon MJ, we hold "Life-Saving Training (CPR Training)" using AEDs at our business locations all over Japan to develop employees capable of performing life-saving procedures in the event of an emergency. We also post signs at various locations so that AEDs can be located immediately. We also hold practical disaster drills and maintain emergency and first-aid supplies as disaster control measures.

In recognition of our ongoing initiatives to promote the good health of employees based on the principle of health and productivity management, we have been recognized as one of the White 500 enterprises selected in the Outstanding Organizations of KENKO Investment for Health Program for ten consecutive years since 2016. In addition, we were certified as a Sports Yell Company by the Japan Sports Agency and as a Food Education Best Practice Corporation by the Ministry of Agriculture, Forestry and Fisheries. We also participate in the Ministry of Health, Labour and Welfare's Corporate Action Program Promoting Cancer Prevention.

2026 Certified Health & Productivity Management Outstanding Organizations Recognition Program (Large enterprise category) White 500

2026 Certified Health & Productivity Management Outstanding Organizations Recognition Program (Large enterprise category)