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Wellbeing Strategy

We aim to foster a healthy and engaged team of people who are capable of thinking and acting for them to tackle today’s pressing issues. Our wellbeing programmes have moved forward considerably since 2011, with a new strategy and action plan established and approved by the CSR Board. In common with many organisations operating in the developed world, the two most significant causes of absence for Fujitsu employees are mental health issues and musculoskeletal disorder. Additional health data also reinforces the significance of cardiovascular disease and the associated risk factors as a health issue within Fujitsu. Our wellbeing programmes consequently prioritise these areas and we provide and promote a number of services, practical advice and initiatives to manage their impact

Employee Services:

We provide independent, confidential and free help on a wide range of life management and personal issues through our Employee Assistance Programme, including family crises, managing money, buying a home and consumer rights. We also promote access to the Mental Health Support Service which is available to individuals with a mental health condition, who are absent from work or finding work difficult. In addition we provide a range of employee benefits that support employee wellbeing including savings and protection, lifestyle, wellbeing at work and healthcare benefits.

Flexible Working

Helping our employees strike a healthy work-life balance, our flexible working options go beyond what is required by legislation and include part-time work, job sharing, trading annual leave and flexible hours. Flexible working is available to all Fujitsu UK & Ireland employees and we look to achieve a workable solution for employees and the company. Many of our flexible working arrangements are informal as they are agreed, adopted and reviewed by the employee and their line manager locally. This gives both parties a chance to review the arrangements periodically, adapt to any changing circumstances and agree any changes to the working pattern.

Fujitsu supports a Family Friendly approach for all employees to strike the right balance between their work and family responsibilities. We aim to assist employees (parents and prospective parents) by providing the flexibility and support that is necessary to achieve this balance while being compatible with, and beneficial to, business efficiency. For example, Fujitsu offers maternity allowance of 20% of basic pay to those eligible and operates a childcare voucher scheme to help support parents with the cost of childcare. Currently 94.4% of employees who take maternity and adoption leave (combined) return to work.

Promoting Active and Health Lifestyles for Employees:

We are continuing to work in partnership with our catering supplier to improve dietary information and labelling of products. The supplier is also working to reduce the overall fat content of food provided and together we are promoting healthy eating within Fujitsu. This year we launched health screening and weight management programmes in the UK to provide additional health support for employees.

We support a number of initiatives to help employees get active. We have participated in the Global Corporate Challenge for three years and have annual cycle to work and walk to work promotions across sites. Employees can also receive sponsorship via our Impact on Society groups for undertaking physical challenges to raise money for charity.


We have extensive volunteering opportunities as well as a widely promoted payroll giving scheme to enable employees to give back to communities and support causes that are close to their hearts. More details can be found in our community reporting.


Fujitsu believes every individual has the right to be treated with respect and dignity and to work in an environment which is free from bullying, harassment and victimisation. This will enable employees to contribute more effectively to the success of Fujitsu and achieve higher levels of engagement and satisfaction.

Wellbeing Targets

Management Target Progress Indicator Status Target FY13/14
Continue our established relationship with the Global Corporate Challenge to promote increased activity and healthier lifestyle, support approx 20 teams in GCC. Support at least 20 teams in the GCC. Exceeded Support 20 teams in GCC
Health fairs supported by our health service providers including the opportunity for limited health screening for key personal health information at 5 key sites and 6 minor sites. Health fairs conducted at 11 sites before the end of November 2013. Exceeded Health Fairs at 11 sites
As part of a planned sourcing strategy, Fujitsu will benchmark its current arrangements for its principal health services/ benefits. Benchmarking complete, recommendations approved and new contracts in place for 1 January 2014. Exceeded New contracts in place 1 Jan 2014
Improve Health Service Benefits offered to employees. Collaborate with Your Choices team and Procurement in the current benchmarking exercise to ensure that Health and Wellbeing benefits are appropriate, competitive and support the Wellbeing strategy. On Track  
Existing internal and external support mechanisms, such as request for Specialist Advice (RSA) and Occupational Health referral will continue to be used. Existing internal and external support mechanisms, such as RSA and OH referral used and operating against established SLAs. On Track  
Partnership with MIND to develop and implement a programme designed to promote mental wellbeing in the workplace and demystify mental ill health, through 6 Focus Group meetings. 6 Focus Groups conducted before the end October 2013. Exceeded 6 focus group meetings
Promote World Mental Health Day, October 10 2013, which is supported by the United Nations. World Metal Health Day, 10 October 2013 actively promoted. Exceeded  
Continue to promote the Employee Assistance Programme (EAP) through the wellbeing portal and locally through poster campaigns and, if appropriate, other communication media. Minimum: EAP linked from Wellbeing portal. Exceeded  
Partnership with Remploy, who provide the Mental Health Support Service (MHSS) for Government; to promote awareness of and access to the MHSS through relevant media . Minimum: MHSS linked from Wellbeing portal. On Track  
Improving the availability of Wellbeing information to all employees. Continue to develop Wellbeing portal, e.g. for links to relevant external web sites. Include link to external 'health matters' web site; include links to relevant voluntary sector organisations such as MIND. Behind Track  

Average Absence Days by Month

a graph showing average absence days per month. See tabular data below
Month FY 2012/2013 FY 2013/2014
Apr 0.15 0.30
May 0.20 0.30
Jun 0.20 0.25
Jul 0.25 0.30
Aug 0.25 0.25
Sep 0.30 0.25
Oct 0.35 0.20
Nov 0.35
Dec 0.30
Jan 0.40
Feb 0.40
Mar 0.40

Average Absence Days by Year

a graph showing average absence days per year. See tabular data below
Average Abesence Days
FY 2012/2013 FY 2013/2014
0.302 0.275