Health Well-being


Our Health Management Policy

As a technology company, Fujitsu recognizes that human resources are its most important capital. To achieve our purposes, we have therefore set “protecting the physical and mental health of our employees and creating an environment where all employees can work positively and healthily, both in mind and body” as a key sustainability issue to be shared globally, which we are promoting in tandem with our health and safety activities as the “Health Well-being” initiatives of a Global Responsible Business (GRB).
In Japan, we have announced the Fujitsu Group Health Statement and are promoting GRB Health Well-being activities as health management initiatives. We believe that our efforts to maintain and boost the health of employees and their families and to improve the work environment will lead to higher productivity, invigorate individuals and organizations and enhance human resource retention, and that aiming to create a work environment where each employee can work positively and healthily both in mind and body will help us to fulfill our purposes. Moreover, the results obtained through Fujitsu's health management initiatives will be broadly publicized to society, and through the provision of ICT we will contribute to resolving social issues.

Positioning of Health Management

Domestic Structure for Promoting Health Management and Conducting Reviews

All regions and Group companies participate in GRB Health Well-being activities in accordance with their local laws and circumstances. At the Sustainability Management Committee that meets every six months, committee members check the progress of activities and the achievement status of targets, deliberate on new activities and report the results to the management council and the Board of Directors.
In Japan, health management is led by the Chief Health Officer (CHO). The CHO heads the Health Management Office, which consists of the Employee Success Unit, the Health Promotion Unit and the Fujitsu Health Insurance Society. The Health Management Office holds regular meetings twice a month to analyze health-related data and issues, set targets and indicators, draw up plans, carry out measures and manage, evaluate and improve progress. The results are regularly reported to the CHO. The Health Management Office plays a central role in the implementation of measures, working together with the Health and Safety Committees in offices and Group companies, occupational health physicians and industrial health and safety staff to urge organizations (division heads, managers, Work Environment Improvement Support Staff) and individuals (employees and their families) to action.
Two meetings have been established to promote health management initiatives: the Central Health and Safety Committee and the Health Management Cooperation Council. The Central Health and Safety Committee reflects the opinions of employees by discussing issues and sharing information with the representatives of labor unions and the representatives from offices and divisions. At the Health Management Cooperation Council, the Health Management Office and corporate, research and business divisions share information in both directions about Fujitsu's health management initiatives and about health management-related business initiatives being carried out by research and business divisions. They encourage the adoption of health management in business while promoting the application of ICT (such as in demonstration experiments).

Health Well-bieing Promotion System

Allocation of occupational health staff in Japan

Health Promotion Unit
Occupational health physician1798115
Clinician, etc.13536
Public health nurse8724111
Other healthcare professionals112
Administrative staff41546

Allocation of occupational health staff in Japan

Targets and Results

Health Well-being initiatives are linked to Career & Growth Well-being, Financial Well-being and Social Well-being initiatives with the goal of creating an environment where all employees can work positively and healthily while also enabling employees to develop personally, and offering opportunities for them to demonstrate those abilities to the fullest extent. To that end, our goal for 2022 is to have an average score of 71 globally for "work-life balance" and "work environment" in the Engagement Survey, which we are working to achieve in all regions and Group companies.
In Japan, under our aim of creating an environment where all employees can work positively and healthily, we set five indicators about improving productivity, invigorating individuals and organizations, and enhancing human resource retention to serve as final health-related evaluation indicators. To improve and reinforce each indicator, we created a health management strategy map. We are tackling the areas representing the five priority measures on the map, namely

  1. Cancer & lifestyle disease countermeasures
  2. Mental health countermeasures
  3. Oral and dental health measures
  4. Health literacy and health awareness improvement, lifestyle improvement, and
  5. Work environment development, while performing the PDCA cycle.
Final target indicatorFY2020FY2021FY2022
Improve productivityImprove absenteeism (*1)0.84%1.32%1.24%
Improve presenteeism (*2)-1.27%1.34%
Invigorate individuals & organizationsImprove work engagement (*3)2.482.412.47
Improve overall health risks999996
Enhance human resource retentionImprove job turnover2.44%2.94%2.60%
(Reference indicators)Medical expenses per person
Out of which insured persons
296,521 yen
188,265 yen
317,483 yen
200,056 yen
339,472 yen
215,860 yen
  • *1
    Absenteeism: (number of days of absence or days off taken due to illness or external injury /total number of prescribed working days for full-time workers) × 100
  • *2
    Presenteeism: the loss percentage for a year calculated from the number of days in the past three months where the employee attended work but was unable to perform up to their usual standard due to an illness or symptom as stated in a survey, and from an investigation of the resulting loss percentage (no data for FY2020 due to a change in calculation methods from FY2021 onwards)
  • *3
    Work engagement: the average score of answers to "I feel energized when I work" and "I feel proud of my work" in the New Work Stress Simple Survey.

Health Management Strategy Map

Health Management Results_Process Indicators

Priority MeasuresIndicatorsFY2020
Cancer & lifestyle disease countermeasuresRegular (lifestyle disease) health examination rate99.9%100%100%100%
Detailed examination rate after regular health examination78.8%88.8%89.6%90.0%
Specified Health Guidance completion rate (*4)(*5)38.5%32.8%33.5%55.0%
Cancer screening (breast cancer, cervical cancer) rate (*4)56.8%59.0%63.6%63.0%
Mental health countermeasuresStress check rate84.4%85.7%92.8%94.0%
Oral and dental health measuresDental examination rate (*4)38.4%37.4%39.9%52.0%
Health literacy Health awareness improvementCompany-wide e-learning attendance rate89.2%(*10)92.9%100%
Health event (walking event) participation rate (*4)22.8%30.4%33.5%35.0%
Work environment developmentDiscretionary work application rate18.0%16.0%17.0%-
Flex time application rate77.0%79.0%78.0%-

Health Management Results_Outcome Indicators

Status of employee mortalityEmployee mortality ratio (for a population of 100,000)
Standardized mortality ratio (SMR) (*6)
Lost working days due to illnessPercentage of absentees/persons on leave for mental health reasons (*7)1.63%2.09%2.22%1.50%
Percentage of absentees/persons on leave for other illnesses (*8)0.39%0.38%0.23%0.30%
Health examination resultsPercentage of overweight persons (*4)19.4%19.9%22.9%12.9%
Percentage of high-risk persons (*4)(*10)1.3%1.5%1.5%0.6%
Stress check resultsWork and lifestyle satisfaction21.2%22.7%24.1%25.0%
Percentage of highly-stressed persons10.0%9.9%10.0%8.0%
Lifestyle and health behavior statusSmoking rate18.5%16.5%16.3%20.0%
Behavioral change stage (health behavior implementation rate)43.6%43.8%45.4%55.0%
Status of working hoursAverage overtime23.4 hours22.0 hours21.0 hours-
Rate of taking paid annual leave65.4%69.4%74.8%-
  • *4
    Indicators apply to individuals covered by Fujitsu Health Insurance Society. All others are employees of Fujitsu Limited.
  • *5
    Percentage of targets for specified health guidance based on the results of the previous year's health examinations who received specified health guidance by October of the current year.
  • *6
    Standardized Mortality Ratio (SMR): The number of mortalities compared to the number of mortalities in Japan as a whole, indexed based on 100.
  • *7
    Ratio of employees who took absences or leave for one month or more for mental health reasons, divided by the number of employees at the end of the fiscal year.
  • *8
    Ratio of employees who took absences or leave for one month or more for reasons other than mental health, divided by the number of employees at the end of the fiscal year.
  • *9
    Ratio of persons determined to be at high risk for hypertension, diabetes or CKD (chronic kidney disease) based on health examination data.
  • *10
    Company-wide e-learning was suspended in FY2021 to implement workplace vaccination of the COVID-19 vaccine.

Health Management Investment

In accordance with the health management strategy, the cost of initiatives aimed at maintaining and improving the health of employees is 1,452 million yen. This amount not only covers external expenditures such as costs of medical examinations but also includes the cost of personnel for the Health Promotion Unit, which is the organization that implements various health measures, equipment-related costs, and indirect costs.

Cost category

Expense itemAmount
(million yen)
AOutsourcing cost491
BPersonnel cost809
CEquipment-related cost80
DIndirect cost72

Expenses of main measures

  • Cost of medical examinations  472 million yen
  • Cost of stress check  9 million yen
  • Cost of e-learning  7 million yen
  • Cost of company-wide seminar  1 million yen

Indicator verification examples

  • The relation between Work Life Shift working styles, stress and health risks

According to stress checks, the overall health risk was 99 in FY2021 and 96 in FY2022, showing a trend toward improvement.
An analysis of teleworking rates, highly-stressed persons and health risks shows that the number of highly-stressed persons decreases as the rate of teleworking increases. However there is a U-shaped relationship between overall health risks and teleworking rates. Workload control risks and workplace support risks both increase for the group with low teleworking rates. Workload control risks decrease as the rate of teleworking increases, but when the teleworking rate exceeds 90%, workplace support risk increases. (Graph 1)
An analysis of long overtime hours, highly-stressed persons and health risks shows that workload control risks and overall health risks increase with longer overtime hours. (Graph 2)
The results of this analysis show that stress and health risks can be reduced by creating a hybrid work system by combining the flexible use of time and locations based on work contents and purpose and lifestyles that teleworking offers with the effective use of real-life communication at the office, and by coupling the hybrid work system with a reduction in overtime hours through the proactive application of flexible work structures such as flextime and discretionary systems. Thus we will further promote Work Life Shift as a new working style that allows employees to display even higher productivity and continue to innovate.

Graph1 Analysis of teleworking rates and highly-stressed persons and health risks
Graph2 Analysis of long overtome hours, highly-stressed persons and health risks

These kinds of analysis results are released to all employees through the portal site and internal newsletters along with health dynamics data (health examination data, leaves of absence, etc.) and stress check results.

Major Regional Initiatives

Mental Health Webinars in Global Delivery

Mental Health Webinars in Global Delivery

At Global Delivery, we offer live Webinars for employees with speeches by guest speakers (industry leaders within and outside of the company) on the impact of practicing mindfulness, resilience, and thoughtfulness on the individual and workplace. Since its inception, we have held a total of five sessions, involving 1,750 employees, covering themes of thoughtfulness toward others, management of emotional and mental well-being, perspective of DE&I leaders, workplace anxiety, and business culture.

Well-being Week in the Netherlands, Europe

Well-being Week in the Netherlands, Europe

Health related activities are regularly held in Europe. In the Netherlands, we encouraged employees to partake in well-being activities for each of the daily themes taking place during Well-being Week. In the UK, health checks are provided at the whole hub location, with over 300 employees attending. To remove mental health related barriers at the workplace, we regularly share webcasts on a variety of topics, including burnout syndrome, resilience promotion, and detecting anxiety. Furthermore, we also held a virtual yoga session for employees in Europe.

External Initiatives in UK

At Fujitsu UK, we shared information on the support system available to employees and how to assess well-being in the publication of Managing Workplace Health and Wellbeing in a crisis (published January 2022), and discussed their connections to Fujitsu’s business goals in the UK as part of the National Forum for Health and Wellbeing at Work.

Colour Kitchen in Germany, Austria and Switzerland

Colour Kitchen in Germany, Austria and Switzerland

In autumn 2022, Fujitsu conducted the Colour Kitchen recipe campaign together with its health insurance program by Siemens, in which favorite healthy recipes submitted by employees in Germany, Austria and Switzerland were featured in the company’s digital recipe book. This campaign helped promote the fun in making dishes among colleagues as well as helped enhance motivation to achieve health in the workplace. The 21 healthiest recipes were chosen from the many entries submitted.

10,000 Steps Challenge in Germany, Austria and Switzerland

10,000 Steps Challenge in Germany, Austria and Switzerland

In the 10,000 Steps! – Every step counts campaign, a total of over 30 million steps were recorded using a smartphone app from 47 teams in Germany, Austria and Switzerland. This is equivalent to a 362-ton reduction in CO2 compared to traveling the same distance by automobile. This three-week long campaign that started in July 2022 motivated employees to walk more in their everyday life. Many employees have continued to use the app to monitor their steps as they have developed a workout routine even after the campaign ended.

Communication Plan for Well-being in Americas

Communication Plan for Well-being in Americas

In the Americas, a communication plan was established to encourage and penetrate health education and activities for employees. We communicated with all employees 26 times through the company newsletter. Those 26 themes communicated included tips on maintaining health, boosting mental support, and well-being.

Major Domestic Initiatives

Countermeasures for Lifestyle-Related Diseases

A system that allows employees to view health checkup results on their PC or smartphoneA system that allows employees to view health checkup results on their PC or smartphone

Fujitsu and its domestic Group companies provide support for independent health management by carrying out health checkup in accordance with legally mandated health examination items, with additional items by age group, as well as offering checkup results via online systems and providing information such as health risks and changes over time. In addition, with regard to employees who have abnormal findings after receiving checkups, we aim to improve their lifestyle habits, and provide thorough medical checkups and consultations, through health guidance and medical examination recommendations supplied by occupational health physicians and occupational health staff. For employees who have been diagnosed as needing treatment due to their test results, the Fujitsu Health Insurance Society monitors their medical prescriptions for three months to prevent their post-diagnosis condition from worsening, and recommends checkups for employees who have not undergone treatment, which leads to appropriate medical care. In addition, family members of employees (spouses of those enrolled in the Fujitsu Health Insurance Society, and family members 40 years of age and older) are able to undergo the same health checkups as employees (including cancer screenings).

Cancer Countermeasures

Taking steps against cancer involves engaging in prevention through improvement of lifestyle habits, as well as early detection through health checkups and treatment. We promote regular additional screenings for stomach cancer, colorectal cancer, and prostate cancer when employees undergo legally prescribed health checkups, based on age group. In collaboration with the Fujitsu Health Insurance Society, we conduct and support the expenses for gynecological examinations (cervical cancer and breast cancer) for all female employees. In addition, to screen for stomach cancer, the Fujitsu Health Insurance Society runs tests for Helicobacter pylori for 35-year-olds and conducts in-depth examinations on those who test positive.
Additionally, we hold “Cancer Prevention and Support for Balancing Work and Treatment” e-learning seminars for all group employees in order to equip them with accurate knowledge about cancer, and to lead to prevention through improvement of lifestyle habits, as well as early detection and treatment through health checkups. We also provide e-learning materials to employees’ families in cooperation with the Fujitsu Health Insurance Society.

Mental Health Countermeasures

A stress diagnostic tool and individual resultsA stress diagnostic tool and individual results

At Fujitsu and its domestic Group companies, through health consultations, employment support and recurrence prevention for those with mental health issues, and mental health education provided by occupational health staff at each office, we support employees and workplaces, which leads to improved mental health. Furthermore, we have full-time psychiatrists and licensed psychologists on staff to offer counseling during working hours, providing a system for receiving professional support within the company. Health consultations and counseling can also be accessed online, creating a structure where they are available from anywhere, including when working from home. The Fujitsu Health Insurance Society also provides health consultations and counseling over the phone and online so that employees and their families can easily consult them.
In a system unique to the Fujitsu Group, Work Environment Improvement Support Staff are appointed and placed at each workplace to promote the creation of work environments where employees can work positively and healthily. The Support Staff work together with managers to solve work management challenges, detect poor health quickly based on employee performance and daily communication with them and to respond at an early stage by coordinating with the Health Promotion Unit and Human Resources Unit.
For stress checks, in addition to supporting employee self-care through checkups, we provide feedback to management and senior staff members by integrating organizational analysis results with engagement surveys and other internal studies, then synchronizing these efforts with Work Life Shift initiatives, which leads to better working environments. In addition, for workplaces with high levels of health risk and workplaces with many employees who have been evaluated as highly stressed, we offer stress management education and workshops for creating healthy workplaces to provide support for reducing employee stress factors and energizing the places where they work.

Oral and dental health countermeasures

Oral and dental health plays an important role in maintaining and improving health for the whole body while also greatly affecting QOL (quality of life) across a lifetime. Therefore we have set it as an important health issue and we hold activities such as dental examinations and preventive dentistry seminars to promote oral and dental health.

  • Dental examinations
    We provide tooth checks (caries and fractures), periodontal pocket measurement and brushing guidance for employees aged 25, 30, 35 and 40 to prompt them to take an interest in oral and dental health from an early age and encourage early treatment and prevention.
  • Preventive Dentistry Seminars
    In cooperation with JOF (*11), we hold a preventive dentistry seminar entitled "Preventive dentistry in the Reiwa era from 2019 onwards," to share knowledge on issues such as the etiology of cavities (caries) and periodontal disease, dental examination methods, self-care methods with the aim of KEEP28 (*12).
  • *11
    JOF@KEEP28 Corporation (Japan Oral Physicians Forum)
  • *12
    KEEP28 is a social preventive dentistry initiative promoted by JOF aimed at not losing a single tooth from the time it comes in until the end of your life and living the rest of your life with your own teeth without losing any from your current age.

Health literacy and health awareness improvement

Through various kinds of health education such as health guidance, e-learning, training for managers and company-wide seminars, through various events about exercise, diet and smoking, and by sharing information through internal newsletters and portal sites, we aim to improve employees' health literacy and health awareness and form healthy habits.

    • Using the scale of Communicative and Critical Health Literacy (CCHL), employees are assessed for their average score in each of the five categories on a five-point scale ranging from strongly disagree to strongly agree: ability to collect information (ability to gather information from various sources from newspapers, to books, TV, and the Internet, etc.), ability to select information (ability to find information one is looking for from a lot of information), ability to convey information (ability to understand and convey information to others), ability to determine information (ability to determine the credibility of information), and ability to make decisions (ability to plan or make decisions for health improvement based on the information).

      CCHL Scale
      Behavioral change stage (Health behavior implementation rate) by CCHL Score
      • Company-wide e-learning: Once a year all employees at Fujitsu and Group companies in Japan are given e-learning on important health topics to provide knowledge and increase their health awareness. In FY2022, e-learning was conducted on the topic of physical activity and lower body health as seen from lower back pain, where 34,359 employees in Japan participated. In the post-learning survey, 90% of participants who responded said that the learning was helpful.
      • Regular employees: Receive education about self-care when joining the company or changing jobs through e-learning.
      • Managers: Receive education about their subordinates' mental healthcare when appointed as managers and once every three years as part of their people management education.
      • Company-wide seminars: Seminars are broadcast to all Group company employees in Japan about topics such as exercise, nutrition, diet, smoking and women's health. In FY2022, an average of 1,200 employees participated in live seminars, with 94% of participants who responded to the post-seminar survey said that it was helpful.
      • Office seminars: Seminars are held on themes such as mental health and health promotion, based on the issues faced by each office.
      • A company-wide walking event, “Let's Walk Together”
        To cultivate a habit of exercising in daily life and increase health awareness, Fujitsu and all Group companies in Japan hold a company-wide walking event called "Let's Walk Together" twice a year in spring and fall. Participants compete on an individual and team basis with the average number of steps walked in a month using a smartphone app. There are individual and team incentives for the employees with the highest average number of steps, teams that achieve 6,000 average steps in a day, teams that achieve 8,000 steps daily and other metrics.
        Furthermore, during Fujitsu Learning Festival 2022, a global walking event will be held to help the whole organization to be aware of walking in everyday life. Each step will be connected to a donation that contributes to the SDGs.
      • A quitting smoking promotion event, “Let’s Stop Smoking Together”
        We organize an event where two to five non-smokers form a team with one smoker, who attempts to quit smoking over three months with the support of the team. Along with encouraging people to stop smoking, it provides opportunities for both smokers and non-smokers to think about smoking and health. Teams that successfully get their smoking member to quit are awarded incentives.
      • A nutrition education event, “Let’s Learn About Food Together Day”
        We have declared the 19th of every month to be Food Education Day. In addition to introducing healthy recipes using seasonal ingredients and information about health effects via email newsletters, we prepare special menu items using those ingredients at the employee cafeterias all over Japan, and work to improve employee awareness of what they eat.

      Online fitness program – 5 minutes a day challenge

      • Online fitness program – 5 minutes a day challenge
        With working from home becoming mainstream under Work Life Shift, Fujitsu and Fujitsu Health Insurance Society together launched a sports event via an online service hosted by RIZAP and athletes of Fujitsu Sports to encourage mental and physical reset, promote an active lifestyle and approach employees without a workout routine, with the goal to promote health maintenance among employees.

Work environment development

Sample Health Report CardSample Health Report Card

The Fujitsu Group prepared a “Health Report Card” that visualizes data about the status of employee health on a division and company basis and the status of health improvement initiatives compared to the Group as a whole. It provides this card to management as feedback along with employee engagement surveys and stress check group analysis results, and the management works together with the workplace to develop the working environment while sharing employee health-related issues.
We also aim to improve the work-life balance and productivity of every individual employee by implementing a variety of measures to reduce long working hours. By promoting Work Life Shift, we have developed structures that support diverse working styles, taking teleworking as a basis and actively adopting flexible working arrangements such as flextime and discretionary work systems.

Smoking Prevention Measures

Starting from October 2020, Fujitsu and its domestic Group companies have completely banned smoking at all offices to protect employees from the harmful effects of secondhand smoke, and in an attempt to reduce the health risks of smokers.
Furthermore, to support efforts by smokers to quit smoking, we also hold seminars so that employees will accurately understand the health effects of smoking, and provide support and subsidies for treatment to quit smoking. In addition, the “Let’s Stop Smoking Together” Challenge, an event held once a year by all domestic group companies where smokers and non-smokers form teams to tackle quitting smoking, has improved awareness of quitting smoking and an attitude of fostering measures against smoking, group-wide and in all workplaces.

Health Initiatives for Female Employees

For health issues specific to women, we provide education, share information and have established a dedicated consultation window to raise women’s health awareness and generate concern and understanding for health issues that women face. We also implement or support the costs of screening for cancers specific to women, all of which is aimed at driving the creation of a workplace where women can work positively.

Women’s health portal siteWomen’s health portal site

  • A women’s health portal site has been set up on the intranet to disseminate information on different themes about women’s health (such as hormones, life planning, menopause, and cancer), seminars held, archives of past seminars and a women’s health consultation window.
  • We broadcast seminars on women’s health to all Group employees online to coincide with Pink Ribbon Day every October and Women’s Health Week in March. By targeting all employees and not just female employees, we help all employees to take an interest in and have correct knowledge about female-specific health issues. This encourages the development of a work environment easy for women to work in and supports the active participation of female employees.
  • In coordination with our diversity, equity and inclusion measures, we make time for women-specific health issues at seminars about balancing childcare and work that are held for employees returning from childcare leave and supervisors with employees raising children under them.
  • Gynecological examinations (cervical cancer and breast cancer screening) are conducted for all female employees and employees can be examined at no personal cost. They can choose to undergo the examination as a set together with their company’s mandatory health examination, or visit a contracted medical institution or visit their regular doctor for an examination.

Support for Balancing Work with Medical Treatment

Support for Balancing Work with Medical TreatmentSupport for Balancing Work with Medical Treatment

The fundamental idea at Fujitsu and its domestic Group companies is that employees should undergo proper treatment, then return to work after recovery. We have established various leave systems and income support mechanisms so that employees can have peace of mind and devote themselves to medical treatment. We provide support from medical staff while an employee is on leave, so that they can make a smooth return to work. When they return, we conduct joint discussions with the occupational health physician (occupational health staff), HR, the employee’s department head, and the employee themselves, and review their post-return work duties and employment considerations.
In order to provide support for employee treatment while they are on leave and for their return to work, we offer a guidebook aimed at the employee and their supporting department head and family members. Fujitsu provides the Return to Work Guide for employees to consult as well as for occupational health physicians at other companies who provide return to work support (occupational healthcare staff), HR departments, and department heads.

Click here to download the Return to Work Guide (Japanese only)

  • Note
    This guidebook is not intended to mandate the uniformity of occupational health activities. Health services provided to employees should be determined based on a holistic judgement including individual factors and the rules of each company. The information appearing in this guidebook is intended only as a point of reference. This guidebook was prepared for use by primary care physicians, occupational health staff, and the employee on leave when determining eligibility for returning to work and offering assistance. The contents of this guidebook are subject to revision or change in case of high quality research outcomes in the future.

    The authors have made every effort to confirm the information contained in this guidebook, but offer no warranty regarding its accuracy or authenticity after distribution. Users are responsible for the interpretation and use of the content found in this guidebook. The authors cannot be held liable whatsoever for any damages that arise from the use of this guidebook.

Infectious Disease Countermeasures

Fujitsu and its domestic Group companies actively engage in countermeasures to keep employees safe from various infectious diseases by establishing health consultation services and dispensing information, among other initiatives. As preventative measures against infectious diseases, we give seasonal influenza vaccinations at companies, in addition to giving vaccinations to employees stationed overseas which are recommended in each place they will be staying (at company expense). With regard to the issue of rubella, which has been growing in recent years, we are cooperating with local governments to conduct education and public awareness campaigns at offices.

Response to COVID-19

The Fujitsu Group has established a Central Infectious Disease Countermeasure Unit headed by the president to centrally manage all information while the General Affairs Unit, Human Resources Unit and Health Management Unit work together to take measures against COVID-19.

  • Consultation
    We have established a dedicated online hotline and email consultation service to respond to employees and their family members who have health concerns. We provide instructions to put them at ease, and so they can take appropriate action and seek medical care. In addition, the Fujitsu Clinic (Kawasaki City, Kanagawa Prefecture) handles people who are worried about infection, in conjunction with health care centers and regional specialist medical institutions.
  • Providing information and education
    We have established a COVID-19 countermeasure site (Central Countermeasures Unit/Health Promotion Unit). It shares response guidelines for COVID-19, knowledge and the latest information about coronavirus infection, health considerations for teleworking (how to comfortably telework, exercise, diet, smoking, mental health, work environment) and other such information necessary for the mental and physical health of employees and their families.
  • Working styles
    We are thoroughly implementing teleworking, which makes it possible to work flexibly without being limited by a place, such as at home, satellite offices or on business trips to help prevent COVID-19 infections.

Fujitsu Headache Project
First company in the world to be honored as a world-leading corporation in migraine workplace awareness education and support programs

Figure 1. The 'World Leader in Headache Management Programs' certificate from the Global Patient Advocacy Coalition of the International Headache SocietyFigure 1. The "World Leader in Headache Management Programs" certificate from the Global Patient Advocacy Coalition of the International Headache Society

In March 2022, Fujitsu became the first company in the world to be honored by the Global Patient Advocacy Coalition of the International Headache Society (IHS-GPAC) (*13) as a world leader in migraine workplace awareness education and support programs.

Chronic headache disorders, which include migraine, tension, and other chronic headache types, have a significant impact on daily life and work productivity. To address this problem, Fujitsu has developed and implemented training programs for employees globally in the workplace to promote awareness and treatment of headache disorders, as well as prevention programs for employees suffering from such disorders. Fujitsu’s efforts were evaluated by the International Headache Society as a model case of corporate measures to support employees living with headache disorders.


Figure 2. Estimated results of the economic loss caused by absences and lowered performance due to headachesFigure 2. Estimated results of the economic loss caused by absences and lowered performance due to headaches

In the workplace, chronic headache disorders tend to be trivialized due to a common lack of understanding. As a result, many employees that suffer from these disorders continue to work while enduring painful headaches and other severe symptoms, leading to a decline in productivity and quality of life (QOL).
In June 2018, Fujitsu conducted an in-house survey in cooperation with International Headache Society, the World Health Organization (WHO), and the Japan Headache Society among Fujitsu employees about the impacts of chronic headache disorders on their work. Of the 2,500 people surveyed, 85% had experienced headache disorders. Of those who experienced headache disorders, 84% had never been treated. In addition, it was found that the economic loss to Fujitsu due to headache disorder-related sick leave and lower performance was approx. 900 USD per year per chronic headache disorder-affected employee in average (in case of migraine approx. 2,300 USD), or approx. 197 million USD per year for all employees, representing approximately 1% of the total annual salary paid to all employees. It was also revealed that health-related QOL scores (*14) of employees with chronic headache disorders were lower than the national standard for Japan. This demonstrates that headache disorders have a significant impact on daily life and work productivity. To address this issue, Fujitsu launched the “FUJITSU Headache Project” as a headache disorder prevention program that is now globally available to all employees.

Outline of the “FUJITSU Headache Project”

Figure 3. Fujitsu Headache Project OverviewFigure 3. Fujitsu Headache Project Overview

Based on the results of a joint study conducted in 2018 (Fujitsu employee survey on the degree of impact of chronic headache disorders on work), Fujitsu in fiscal year 2019 developed the FUJITSU Headache Project in cooperation with HIS-GPAC and the Headache Society of Japan. Utilizing e-Learning programs to help Fujitsu Group employees in Japan acquire correct knowledge about headache disorders, Fujitsu held video seminars for headache patients, online headache consultations with specialists, and headache exercises. Through these initiatives to help employees with headache disorders, Fujitsu attempts to improve QOL and boost work productivity, and aims to create a workplace where people suffering from headache disorders can work with peace of mind.

  1. Project period: July 2019 to February 2022
  2. Target: approximately 70,000 Fujitsu Group employees in Japan
  3. Content:
    e-Learning programs and on-demand video seminars, online headache consultations, etc.

Future developments

  • To expand the Fujitsu Headache Project program to regions overseas, we are offering e-learning educational materials in English and holding headache seminars for all global employees.
  • Based on the results of the Fujitsu Headache Project, Fujitsu, the International Headache Society and the Japanese Headache Society will analyze the project to check whether there was increased understanding and knowledge about chronic headaches and to see how much improvement there was in the burden and lowered productivity caused by headaches.
  • IHS-GPAC is making the headache management program developed through the Fujitsu Headache Project available to the public.
  • (*13)
    Global Patient Advocacy Coalition of the International Headache Society (IHS-GPAC):
    The International Headache Society is a UK-based academic organization founded in 1981 for headache-related research, medical care and education.
    The Global Patient Advocacy Coalition cooperates with global and regional headache, neurology, and pain societies to carry out patient support activities. It also acts together with governments, patient associations and headache specialists.
  • (*14)
    Health-related QOL score:
    A score that quantifies the impact of disease and treatment on the patient's subjective sense of health (mental health, vitality, pain) and daily work, housework, as well as family, leisure, and social activities.

Related documents

Assessments from Outside the Company

Certified as One of the 2023 White 500 Health and Productivity Management Outstanding Organizations

As a company which considers the health management of employees from a management perspective and tackles strategic initiatives to deal with it, Fujitsu was certified as one of the 2023 White 500 Health and Productivity Management Outstanding Organizations by the Ministry of Economy, Trade and Industry and the Nippon Kenko Kaigi, marking its seventh consecutive certification. We regard the health and safety of our employees and their families as one of our key management issues and to that end, we take care to establish robust systems with medical professionals at our offices nationwide, provide health guidance for lifestyle-related diseases, and set up mental health and smoking prevention programs, and these awards are recognition of our results.
Among domestic Fujitsu Group companies, 4 domestic group companies were certified in the White 500 (top 500 enterprises), 6 companies were certified in the large-scale enterprise, and 6 companies were certified in the small to medium-scale enterprise category.

  • *
    Company names are as of the time of certification (as of April 26, 2023).

Certified as One of the 2023 White 500 Health and Productivity Management Outstanding Organizations

  • Large-scale enterprise (White 500): Fujitsu Japan Limited, Fujitsu Communication Services Limited, Fujitsu Network Solutions Limited, Shimane Fujitsu Limited
  • Large-scale enterprise category: Fujitsu FSAS Inc., Fujitsu Learning Media Limited, Shinko Electric Industries Co., Ltd., Fujitsu Frontech Limited, G-Search Limited, Fujitsu IT Management Partner Co., Ltd.
  • Small to medium-scale enterprise category: Mobile Techno Corp., Fujitsu Banking Solutions Limited, Best Life Promotion Ltd., Fujitsu Frontech Systems Limited, Two-One Limited, FTIS, Inc.

Received Outstanding Corporation Award for Promoting Cancer Countermeasures in March 2023

Fujitsu received an "outstanding corporation award" for the third year in a row from the Cancer Countermeasures Corporate Action Project (*15), which is conducted by the Ministry of Health, Labour and Welfare.

  • *15
    A national project (commissioned by the Ministry of Health, Labour and Welfare) which aims to raise the cancer screening uptake rate to 50% or more, and build a society where people can continue to work even if they have cancer.

Awarded the President of the National Congress Physical Fitness Award in the FY2022 Commendation for Organizations with Outstanding Physical Fitness

The Fujitsu Health Insurance Society received the President of the National Congress Physical Fitness Award in the FY2022 Commendation for Organizations with Outstanding Physical Fitness hosted by the Japan Sports Agency. (*16)

  • *16
    An award that recognizes organizations that implement campaigns to improve health and nutrition in communities and workplaces and demonstrate outstanding results in aiming to promote and enhance physical fitness.
    • Recognized as a world leader in Migraine Workplace Awareness, Education, and Employee Support Programs in March 2022
      March 2021 - Selected as a 2021 Health & Productivity Stock Selection
      October 2021 - Nominated for the Grand Prize at the Women's Body Forum Awards 2020 and received Merit Award
      March 2020 - Received Cancer Countermeasures Partner Award (Information Provision Category), awarded to companies that promote cancer countermeasures

Health Management Promotion Initiatives and Social Contributions

Fujitsu helps to promote health management and solve health issues for all of society by offering and presenting things such as health management and practical cases of health and productivity management in various forms, as well as research results, to places outside the company. In addition, we accept occupational health physicians, medical students, nursing students and others for training within the company, and contribute to the human resources development of occupational health staff.

  • Sharing cancer e-learning materials with parties outside the company
    Through the Cancer Countermeasure Corporate Action project conducted by the Ministry of Health, Labour and Welfare the materials used in the "Cancer Prevention and Support for Balancing Work and Treatment" e-learning seminars held for all Fujitsu and all Group employees in FY2019 are being provided to the project's partner companies and organizations. As of the end of FY2022, 44,100 persons had attended the seminar.
  • Cooperating to measure the effectiveness of cancer screening
    Fujitsu is collaborating with specially-appointed Professor Nakagawa of the University of Tokyo Hospital and the National Cancer Center in a demonstration to measure the effectiveness of cancer screening through receptor analysis. This demonstration illustrates a difference of 7.5 million yen in medical expenses over the four-year period between early stage cancer and advanced cancer. In FY2021, a total of 22,000 Fujitsu employees underwent fecal occult blood tests for colon cancer screening, 4% underwent detailed examinations, and 12 were found to have early-stage cancer.
  • The total cost of colon cancer screening and detailed examination was 43 million yen. If the 12 people were to be diagnosed with advanced cancer through a medical examination, the total medical expenses for four years would be about 90 million yen. The early screening has economic merit as it saved 47 million yen in medical expenses. Aside from the cost aspect, the early detection and treatment of cancer through cancer screening also minimizes productivity loss as a result of sick leave.
  • Joint development of a Migraine Improvement program with the Global Patient Advocacy Coalition of the International Headache Society (IHS-GPAC)

Health management-related services

The Fujitsu Group contributes to the health of society as a whole by providing healthcare solutions such as health information solutions, regional medical networks, and solutions for hospitals, clinics and nursing care providers. Additionally, to improve people's quality of life and create well-being, we will provide the foundation for trust and innovation, and we will strive to connect consumers, medical institutions, companies and governments so as to rebuild consumer-centered societies and industries in order to realize a society where data circulates based on an individual's wish and anyone can use advanced technology.

FY2022 Performance

Health education

  • Table 1. Training and education
CategoryTopicImplementation methodTargetAttendees
Company-wide e-learning“Physical Activity and Lower Body Health as Seen From Lower Back Pain ”e-learningAll employees in Japan34,359
Regular employee educationHealth education upon joininge-learningAll new employees in Japan1,200
Selective educationSelf-care training after stress checkse-learningAll employees in Japan3,000
  • Table 2. Company-wide seminars
Date heldSeminar nameSpeakerLIVEArchived
April 22, 2022Preventive dentistry seminar
"Preventive dentistry in the Reiwa era from 2019 onwards 2.0” -It’s Still Not Too Late”
Apple Dental Center
Dr. Shintaro Hata, Dentist
June 21, 2022Health Insurance Society Seminar
Nishikawa Good Night’s Sleep Seminar
October 9, 2022Pink Ribbon Seminar
Latest Knowledge and Accurate Information on Breast Cancer
- Questions from adolescent and young adults to parents
Dr. Mamoru Fukuda, St. Marianna University School of Medicine, Breast and Imaging Center420103
November 7, 2022Mental Health Seminar
Is Your Heart Healthy? - Method to Increase Resilience
Dr. Satoko Nagumo, Occupational Psychiatrist, Health Promotion Unit, Fujitsu Limited375587
December 2022Health Insurance Society Seminar
RIZAP Online Live Seminar
New Year’s Weight Loss, Prevention of Low Muscle Tone
March 8, 2023Women’s Health Seminar
Lecture by Dr. Takao for Men and Women – 100 Years of Wellbeing
Dr. Miho Takao, Deputy Director of Ihc Omotesando1,4201,376
March 2, 2023Food Education Seminar
Chrononutrition 2 - Rules of Eating for Improving Body Constitution, Managing Physical Condition, and Improving Performance
Dr. Akiko Furuya, Guest Researcher, Chrono-Nutrition Research Center, Waseda University233214

Health events

  • “Let’s Walk together” company-wide walking event
HeldParticipating teamsParticipantsParticipation rate
Fall 20225,507 teams30,85233.5%
Spring 20225,423 teams30,32232.7%
Fall 20215,205 teams29,58930.4%
Spring 20214,283 teams24,86325.0%
Fall 20203,866 teams22,46322.8%
Spring 2020Suspended due to the spread of COVID-19
Fall 20194,094 teams25,01825.1%
Spring 20193,456 teams19,46319.3%
Fall 20182,662 teams15,58915.2%
Spring 20181,476 teams7,3287.0%
  • “Let’s Stop Smoking Together” quitting smoking promotion event
HeldParticipating teamsSmokersSupportersSuccessful
2022 year61 teams6113439 (63.9%)
2021 year65 teams6517750 (76.9%)
2020 year193 teams193441141 (73.1%)
2019 year249 teams249599201 (80.7%)
2018 year430 teams4301,060300 (69.8%)
  • Online fitness program – 5 minutes a day challenge
HeldNumber of programsParticipants (live)Viewers (archive)
2022 year10 programs2,1644,061

Health Management Promotion and Social Contribution

  • Table 5. External presentations (Public lectures, conference presentations, article submissions)
CategoryDateName of lecture, academic meeting or mediaTitle
LectureJune 17, 20222022 Forum, The Society of Health Development SciencesOccupational health at a crossroads
Conference presentationSeptember 29 - October 1, 2022The 32nd Annual Conference of the Japan Society for Occupational HealthAdministration of COVID-19 vaccines at the workplace and nurse activities
Three other presentations
Conference presentationNovember 25, 2022The 50th Annual JHS MeetingE-learning on Migraines as Health Education for IT Company Employees
Three other presentations
Conference presentationDecember 17, 2022Symposium at the 11th Annual Conference of Japan Academy of Public Health NursingPast, Present and Future of Health Management at Companies in the Post-COVID-19 Society
One other presentation
PaperJune 9, 2022Blood Pressure Monitoring, 09 Jun 2022, 27(6):391-396Relationship between salt reduction readiness and salt intake in hypertensive patients: a single nonspecialized hypertension clinic case study.
PaperDecember 12, 2022Hypertension Research volume 45, pages772–774 (2022)Uric acid, xanthine oxidase, and vascular damage: potential of xanthine oxidoreductase inhibitors to prevent cardiovascular diseases.
PaperMarch 27, 2023Cephalalgia 2023, Vol. 43(4) 1–14Diagnosis, knowledge, perception, and productivity impact of headache education and clinical evaluation program in the workplace at an information technology company of more than 70,000 employees
ContributionAugust 26, 2022Occupational Health and Nursing, Vol. 14, No. 5, First Special Feature Web RoundtableExpectations of occupational healthcare workers from the companies
  • Table 6. Health management-related press releases and notices
March 08, 2023Press releaseFujitsu Recognized as a Health Management Outstanding Organization "White 500" for 7th Year in a Row
  • Table 7. Participation in and dispatch of members to external committee and review meetings
ManagerName of Committee/Review meetingPosition
Well-being for Planet Earth Foundation Nikkei Inc.Well-being InitiativeGold plan Members
Ministry of Health, Labour and WelfareInvestigative Committee on Occupational HealthReview meeting members
Japanese Nursing AssociationBasic survey on the activity base of public health nursesReview meeting members
FY2022 Ministry of Health, Labor and Welfare Research Grant
Comprehensive Research Project for Measures against Cardiovascular Diseases, Diabetes, and other Lifestyle Related Diseases
Research on medical examination implementation and consultation suited to new lifestylesResearch team member
Cancer Countermeasure Corporate ActionCancer Countermeasure Corporate Action advisory board meetingsObserver
The Japanese Association of Public Health Nurses for Occupational Health Representative of board of directors
Tokyo Certified Psychologist AssociationIndustry CommitteeCooperating committee member
Kanagawa Occupational Health General Support Center 5 consultants
  • Table 8. Accepting occupational health physicians, medical students and nursing students for training and practical experience
TargetPurpose of Training / PracticeNumber accepted
Medical internsCommunity-based health care training・healthcare administration training1 hospital, 12 persons
Medical studentsEarly experience training・study2 schools, 10 persons
Medical studentsOccupational health practical training・site tours5 schools, 81 persons
Nursing studentsComprehensive nursing practical training6 schools, 26 persons
Nursing studentsPublic health nursing practical training7 schools, 36 persons
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