Safety & Health and Health Support

For the Canon Group, the safety and health of employees form the foundation of its business activities. The principle of its safety and health activities is "safety is essential for management."
At the Canon Marketing Japan Group (hereafter, the "Canon MJ Group"), we adhere to this principle in engaging in health and safety activities for building a safe, comfortable work environment. At the same time, we advance initiatives to provide health support to our employees and realize health and productivity management based on the Health First principle set in the Canon Code of Conduct.

At the Canon MJ Group, we engage in safety and health activities proactively based on the broken windows theory^*, with key phrases of "Human security" and "Those who work with good health are happy," in an effort to build a workplace environment that permits employees to work comfortably.

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 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.

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, prevent fires and disasters 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.

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 and recognize April, August, and December as the 5S Months of the overall Group, when we set and address issues and targets in each region and workplace.

We believe that when each one employee is able to work energetically with good health, they can demonstrate their individual capabilities to the full, not to mention make themselves and their families happy. This in turn leads to the development and sustainability of the company.

Since 2018, we unified the Group's health support measures and operations, so that health management of the Canon MJ Group would be standardized at a high level.

To achieve its health and productivity management goals, Canon MJ has set health and productivity management indicators.
Under the Health First principle, we have taken steps to have 100% of the employees receive health checkups and have 100% of the employees who need detailed examinations do so. We have also taken other steps to develop a health-oriented culture and improve health literacy. We added absenteeism, presenteeism and work engagement indicators as ultimate health and productivity management goal indicators in 2020. We regularly measure and analyze these indicators to evaluate the effectiveness of our initiatives.

We surveyed all employees by interviewing them when they received regular health checkups (excluding the health checkups they received when they joined the company).

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 Management 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 above 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 held an event measuring the carotenoid levels (estimated vegetable intake). A total of 10,077 Group employees including officers took part in 2025.

In 2025, an e-learning seminar on improving the quality of sleep has been 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 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.

In 2024, a workshop for improvement of workplace environment was held for line managers with the use of stress check results.
To relieve stress and improve performance at work, we have also introduced an online support program aimed at remedying stiff shoulders, backaches, and other chronic pains.

At Canon MJ, we aim to permit employees to continue working with peace of mind even if they are injured or sick. For this purpose, we take comprehensive measures to give work-related consideration to employees who need it and provide individual support for them.

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 have received treatment, 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.
Further, human resources departments and health support departments work together to arrange for interview guidance to be provided by physicians for all employees who are deemed to need such guidance under the Group's internal standards, in an effort to prevent overwork and tackle the issue at an early stage.

<References> Average overtime hours of general workers: 13.1 hours/month, average total hours worked by general workers: 1,977 hours (Averages for workers excluding part-time workers from Monthly Labour Survey by the Ministry of Health, Labour and Welfare)

At the Canon MJ Group, we have introduced age group-specific programs of cancer screening subsidies offered by the Canon Health Insurance Union. We also implement company-wide awareness-raising activities to make it a habit to receive cancer screening. These efforts are aimed at ensuring the early detection of cancers. We carry out organized activities to encourage employees aged 40 or older to receive cancer screening because cancer morbidity rates are particularly high in this age group.