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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 Responsible Business 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.

The objective of Fujitsu’s Wellbeing programme is to facilitate the development of an engaged workforce that is physically and emotionally healthy.

Wellbeing Targets

Management Target Aim Completion Date Status
Review Wellbeing Strategy
To ensure currency and suitability
May 2014
Complete. Key health issues expanded to include Diseases with an evidenced link to lifestyle such as Cardiovascular Disease, (Type 2) Diabetes and Cancer. Programme expanded to reflect change.
Participate in the Local Corporate Challenge
Build on our activity, promote teamwork and a healthier lifestyle
September 2014
Number of teams supported exceeded due to demand. Planned support  for 143 teams/ actual 193
Run Prostate Cancer Awareness Roadshows
Raise awareness of this cancer, support mechanisms and the actions that can be taken to reduce risk
Number of roadshows planned exceeded due to very positive employee reaction and increased demand
Run a Mental Resilience Pilot
Build organisational/individual resilience by implementing recommendations of MH focus groups
December – April 2015
Recommendations of MH focus groups previously approved by the RB Board. Pilot with a population of approx. 500 people
Run Wellbeing Roadshows with key health suppliers
Build awareness of and participation in health benefits
November 2014
Health fairs at 6 key sites - complete
Complete IIP wellbeing accreditation /assessment
Build understanding of current position in wellbeing, benchmark and identify opportunities for improvement
Q1 2015
Benchmarking Health Service Provision/Benefits
As part of a planned sourcing strategy Fujitsu will benchmark its arrangements for various specialist health services including: specialist ergonomic support and eye care, to ensure that quality and service standards remain appropriate and that best value is being achieved.
Q1 2015
Run Breast Cancer Awareness Roadshows
Raise awareness of this cancer, support mechanisms and the actions that can be taken to reduce risk
End of Q1
Roadshows have now been planned at 6 key sites

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




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