Promotion of Health Management

　Mizuho Leasing has set forth a vision of becoming “a Creator of a Sustainable World”, as part of its corporate philosophy, and positions its commitment to sustainability as the foundation of corporate management.

（[Sustainability Initiatives] Materiality | Sustainability | Mizuho Leasing Company, Limited

　In particular, we have identified “creating a society and workplace where everyone can thrive”as one of our materiality issues, and places the highest priority on valuing “people.”

（[Commitment to Sustainability]

https://www.mizuho-ls.co.jp/en/sustainability/commitment.html）

　At Mizuho Leasing, we believe that each and every employee is a valuable asset and that their physical and mental well-being is the foundation for creating a prosperous and sustainable future. Based on this concept, Mizuho Leasing will promote health management by maintaining and improving the work environment where each and every employee can work in a healthy and safe manner, so that they can continue to work with vitality and pride.

President and CEO

Akira Nakamura

　Under the responsibility of the President and CEO, who serves as the Chief Health Management Officer, the Personnel Department takes the lead in promoting health management in collaboration with the Health Insurance Association, our industrial physician, occupational health nurses, internal stakeholders, and the Employee Association (employee representatives), among others.

　Under the firm belief that each and every employee is an irreplaceable asset, we are promoting health management with the aim of creating a workplace where every employee can continue to work with vitality, pride, and both physical and mental well-being.

　We particularly position enhancing employee engagement as one of our key goals and challenges, and every year, we benchmark our scores against the top 20% of companies implementing the engagement survey.

　To enhance employee engagement, we are promoting diverse initiatives to ensure each and every employee deeply understands its significance and is encouraged to take initiative.

　Furthermore, recognizing the prevention of lifestyle-related diseases among employees as our important challenge, we are implementing initiatives that help them maintain healthy lifestyle habits and improve their overall health. We are addressing health-related challenges by expanding initiatives in collaboration with our Health Insurance Society and promoting Health Management. Going forward, we will continue these efforts to drive further improvement.

　We have developed a roadmap (strategy map) for promoting health management and are implementing on-going initiatives through the PDCA cycle.

　Under our basic approach of employee health management, we hold a Health Committee meeting once a month in accordance with the Industrial Safety and Health Act , and make efforts to maintain and promote employee safety and health as follows. 

　We conduct annual health checkups for all employees and provide health guidance by an occupational physician and a public health nurse when necessary. In addition, expatriate employees and their accompanying family members receive the vaccinations required for their respective host countries. Depending on local sanitary conditions and healthcare standards, they undergo health checkups once or twice a year, either in their host country or in Japan.

　We conduct a stress check once a year according to the basic policy of promoting mental health, since mental health is important to make employees’ lives comfortable and fulfilling, and secure a pleasant and safe working environment .

　To continuously monitor employee engagement and encourage employees to take a more proactive approach to their work, we have conducted quarterly engagement surveys since August 2021. The survey results are used to identify challenges and improve related initiatives. To foster a corporate culture in which each employee deepens their understanding of engagement and actively participates in various initiatives, we are advancing a wide range of efforts through dialogue both inside and outside the Company.

　 We assign an occupational health nurse internally to strengthen our employee health support system. Through health consultations, mental health care, and recommendations for workplace improvements, they help monitor employees' health conditions and identify health-related issues. Working closely with occupational physicians, they support employees in addressing these issues through their professional expertise. These efforts help prevent productivity losses associated with health-related challenges while also fostering a greater sense of security in the workplace and enhancing employee engagement.

　In collaboration with Mizuho Health Insurance Association, we encourage our employees to utilize QOLism, a health enhancement app.　

　Using the app, we encourage employees to participate in walk events, dietary record/improvement programs, and other activities.

　To better understand women-specific health challenges and needs, we conduct surveys of female employees (FY2023 response rate: 42.1%) and implement targeted initiatives based on the feedback received.

　As part of these efforts, we introduced a Femtech Program to support the success and advancement of female employees from a health perspective. The program provides ongoing support for menstrual- and menopause-related symptoms through online medical consultations, counseling, medication guidance, and prescription services. Participants have reported improved work performance even when experiencing symptoms associated with menstruation or menopause, and survey results showed a 12.2% improvement in performance following participation in the program.

　In addition, we hold seminars led by female physicians and breast cancer screening seminars to enhance knowledge and understanding of women's health issues among all employees, regardless of gender.

　We hold smoking cessation seminars every year to support employees in their efforts to stop smoking. In FY2024, 503 employees (participation rate: 62.0%) attended seminars focusing on the health risks of smoking as well as the impact of secondhand smoke. In FY2025, 360 employees (participation rate: 44.0%) attended seminars centered on successful smoking cessation. In FY2026, 476 employees (participation rate: 49.8%) attended seminars aimed at raising awareness of the adverse health effects of smoking, including exposure to secondhand smoke.

　Following the relocation of our head office in February 2026, all smoking areas were eliminated across our workplaces.

　As smoking cessation contributes not only to the prevention of lifestyle-related diseases and the promotion of health, but also to creating a better workplace environment for all employees, including non-smokers, we will continue to advance initiatives that support smoking cessation as part of our efforts to maintain and enhance employee health.

　We are working to promote responsible drinking habits among employees. In FY2024, we shared with all employees insights into drinking habits identified through health checkup data and held a seminar based on the Ministry of Health, Labour and Welfare's Guidelines on Health-Conscious Drinking, which was attended by 664 employees (participation rate: 81.9%). In FY2025, we held a seminar on the theme of “Healthy Drinking Tips,” attended by 104 employees (participation rate: 12.9%). In addition, we provide employees with opportunities to develop a better understanding of responsible alcohol consumption through Alcohol Watch, a web-based tool provided by the Ministry of Health, Labour and Welfare.

　Starting in July 2026, we introduced an online health support service that is available to employees anywhere, anytime. The service offers a variety of exercise videos and health-related information and content, as part of our initiatives to improve health literacy and encourage regular exercise habits.

　We fully cover the cost of influenza vaccinations for all employees as part of our efforts to maintain and promote employee health.  (In FY2025, 312 employees applied, totaling 1,210,000 yen.)

　We offer a variety of seminars to help employees better understand their physical condition and health, with the aim of raising health awareness and encouraging behavioral changes that support healthier lifestyles, including regular exercise. Seminar topics have included sleep, body composition, posture, shoulder and lower back pain, alcohol consumption and gut health, oral care, mental resilience, and healthy convenience-store snack choices.

　From October 2024 to September 2025, a total of 10 programs were conducted, attracting approximately 1,250 participants. Six programs were conducted between October 2025 and September 2026. The seminars have consistently received positive feedback from participants, who describe them as highly satisfying, useful, and practical.

　In FY2026, we introduced an online health support service offering stretching videos, exercise programs, and health-related content.

　We also collaborate with business partners to hold health and productivity management events involving employees from both our company and partner companies. Through exercise programs, health initiative planning workshops, and other activities, we promote healthy behaviors while fostering interaction among participating companies.

　To achieve work-life balance and enable employees to enjoy more fulfilling personal time, we encourage the use of consecutive paid leave as well as leave programs such as Anniversary Leave (special paid leave).

　We have set a target of achieving an average paid leave utilization rate of 80% across all employees. The rate has steadily improved from 70.8% in FY2023 to 74.6% in FY2024 and 76.1% in FY2025.

　To support flexible working styles, we have introduced initiatives such as a telework system and an hourly paid leave system. In our FY2026 survey, employee satisfaction with these programs reached 86.0%. In addition, employee satisfaction with the flex-time system introduced in FY2024 was 78.2%.

　We regard overtime work as an occupational health and safety risk and prioritize efforts to reduce overtime. Supported by the successful adoption of the flex-time system and other measures, average monthly overtime hours per employee decreased significantly from 18 hours and 2 minutes in FY2024 to 11 hours and 45 minutes in FY2025.

　Overtime data is shared monthly not only with employees themselves but also with labor management personnel, occupational physicians, and public health nurses. In addition to conducting interviews with employees working long hours, we continue to promote measures to further reduce overtime through policy enhancements and improvements in workplace efficiency.

　We regularly send messages from the president to all employees on maintaining and enhancing employee health, aiming to foster health awareness among employees and their families.

　We have been certified as a Certified Health & Productivity Management Outstanding Organization (Large Enterprise Category) under the 2025 Certified Health & Productivity Management Outstanding Organizations Recognition Program for the third consecutive year. These certified outstanding organizations are selected jointly by the Ministry of Economy, Trade and Industry (METI) and the Nippon Kenko Kaigi.

　To promote health management, we define the challenges and metrics, evaluate the effectiveness of measures for improving the metrics, and implement the PDCA cycle.
　We work to create a vibrant organization through conducting a quarterly engagement survey to assess the current state of the organization, as well as encouraging actions for organizational improvement, including the enhancement of communication.
　We analyze data on presenteeism and absenteeism as metrics to evaluate the effectiveness of our measures.

　We aim to improve the metrics by continuing to implement health management initiatives, and will continue to enhance these initiatives to promote employee health and create a workplace environment where employees can work comfortably.

*１    Respondents and response rate of external engagement surveys (fiscal year average)
*２    Score of external engagement surveys. A higher score indicates higher engagement.

　　The average score among the top 20% of companies that have conducted the survey (approximately 4,400 companies across all sectors) is about 69.
*３    Measured based on questionnaires: Proportion of employees practicing health maintenance and improvement
*４    Measured based on the Single-Item Presenteeism Question (SPQ) (response rate: 67.1％, respondents: 955)
*５    Company-wide average of days of leave taken with the injury/disease leave system (all eligible staff: 955)

 　Aiming to maintain and improve a workplace environment where employees can work healthily and safely, we have set a target for the rate of paid annual leave taken and are working to achieve it.
　We also aim to improve the implementation rate of various health checks and stress checks. Additionally, given the relatively high average age of our employees, we are striving to prevent a decline in productivity by helping them prevent lifestyle diseases by maintaining/improving lifestyle and healthy habits.

　As a result of our health and productivity management initiatives, combined with the introduction of the flex-time system, non-statutory overtime hours have decreased significantly. The paid leave utilization rate also improved from FY2023 to FY2024 and continued to rise in FY2025.

*6    Based on medical consultation results (all ages)
*7    Based on medical checkup results (all ages)