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Epson believes that providing and maintaining a safe and healthy work environment and promoting physical and mental wellness are the foundation of a healthy company. Accordingly, we have instituted occupational safety and health programs around the world so that Epson's employees and partners can enjoy working as a team in the knowledge that they are safe and secure.

The core component of this effort is the New Epson Safety & Health Program (NESP), established in FY2000. Covering safety, health, and fire/disaster prevention, this original Epson program is based on occupational safety and health management systems (OSHMS) that conform to International Labour Organization (ILO) guidelines. Since that program came into effect, Epson has endeavored to conform to the Basic NESP Policy and manage workplaces with the idea that every workplace is responsible for maintaining its own safety. Epson also partially revised its policies in June 2014. Now, Group sites act autonomously to raise the level of their health and safety management even higher.

Basic NESP Policy

Basic Concept of NESP

Occupational Injury Accident Frequency (Japan)

Occupational Safety and Health Initiatives

General Safety and Health Controller Meeting

Every six months, general safety and health controllers from Epson business sites and affiliates throughout the world meet to discuss issues and responsibilities. Participants give presentations on the activities taking place at their business sites to encourage best practices and self-sustaining activities.

Manufacturing affiliates in the Greater China Region, which has a high concentration of large-scale production sites, hold a Safety and Health Controller Meeting every quarter. The controllers share information on common issues, discuss important actions such as legal compliance specific to China, and make sure their safety and health activities are in step at all of their business sites.

Southeast Asia meeting to exchange safety and
health information, at EPJ

Epson also has about as many production sites in Southeast Asia as it does in China. Thus, since FY2013 we have held a meeting once a year in Southeast Asia to exchange safety and health information. This meeting helps to build partnerships among six sites in five Southeast Asian countries. The second such meeting took place in January 2015 at Epson Precision (Johor) Sdn. Bhd. (EPJ/Malaysia). It featured factory tours and activity reports from each site so that the others could roll out similar accident prevention initiatives. Another way information was exchanged was through training in how to inspect equipment for safety.

Supplier Safety Management

Epson checks the safety management systems in place at suppliers and suggests ways to mitigate problems and risks in line with Epson Group safety management guidelines.

In FY2014, we started a new scheme in which suppliers use a checklist furnished by Epson to review their safety management systems and identify issues that may need addressing. All four of our new suppliers since then have performed this self-review. We continue to work closely with our procurement management departments to reduce procurement risk further.

EPTH Cited for Accident-free Record

Aree Rittem (EPTH) receives the Gold
Prize trophy

Thanks to its ongoing safety initiatives, Epson Precision (Thailand) Ltd. (EPTH/Thailand) had logged 17,762,976 accident-free hours as of July 2014. In honor of this achievement, in August 2014 it won a Gold Prize at the Zero Accident Campaign, hosted by the Thai Ministry of Labor. It was the second consecutive year for EPTH to win this award. (EPTH took ninth place out of 458 companies entered in 2014.)

Aree Rittem of the Safety-Environment Department responded enthusiastically, "We'll keep working to stay accident-free so that our employees can be safe and focus on raising productivity."

Maintaining Mental and Physical Wellbeing

At Epson, maintaining and improving employee health is an important part of our NESP1 activities.

In Japan, our mid-range plan "Healthy Epson 21" focuses on staying healthy when faced with a heavy workload, preventing lifestyle illnesses, and ensuring mental wellbeing. We look out for the safety of our employees by making sure their work does not lead to health problems. We also maintain and improve employee mental and physical health by supporting their self-directed health management efforts.

Outside Japan, we are working continuously to improve employee health in ways that fit the situation at each Group company. Occupational health and safety laws vary by country and region, so each overseas affiliate manages employee health based on local law.

1 NESP: New Epson Safety & Health Program. This initiative, unique to Epson, is based on occupational safety and health management systems (OSHMS) and has a three-part focus: safety, health, and fire and disaster prevention.

Online Health Management Support System

Top page of the health
management support system

Since FY2011, Epson and our Group companies in Japan have effectively and efficiently supported employee health management with an online system. The health management support system provides a site for employees to view their own health information, including health history. This is a useful tool for personal health management. It also helps to standardize health management department operations and boost efficiency.

Mental Health Initiatives

Seiko Epson and Epson Group companies in Japan are pursuing a variety of initiatives that focus on preventing mental health issues and seeking to foster dynamic workplaces marked by rich personal relationships.


The "Around 35" seminar

We began mental health training in 2000 and have continued it since then. We provided group training for new employees, mid-level employees, and others in senior staff positions. Certain online courses have been designed for all employees. Employees also gather together to read out loud from a mental health textbook. One of the training seminars we offer is called "Around 35: Mental Health for the Prime of Your Career." It is offered to employees around age 35-an age when they typically see significant changes in their role within the company as well as stressful events in their private lives. This seminar aims to help them to better understand themselves, deal with stress, and maintain their own mental health. It is held about 20 times a year between September and February, with more than 300 employees participating annually.

Consultation system

Our business sites have health management offices, where medical professionals (occupational physicians, nurses, and clinical psychologists) offer employees advice on mental and physical health issues. Industrial counselors are on duty in our employee counseling offices. They provide all types of advice as well as career counseling to help employees achieve self-realization and chart their careers.

Occupational stress diagnoses

Since 2004, all employees in Japan have received an occupational stress diagnosis when they get their periodic medical exam. Occupational physicians, nurses and industrial counselors follow up with employees diagnosed as highly stressed. This facilitates early detection and response to mental health troubles.

Recurrence prevention

Employees whose mental health troubles have caused them to take time off from their jobs can benefit from our back-to-work program. Since FY2007, the program has helped smooth the transition back to the workplace and avoid recurring troubles. Depending on their situation, employees may meet with medical professionals and industrial counselors, working with them as a team to plot their approach. Moreover, the employee’s primary care physician, workplace manager, and human resources department work together closely to provide better support.

Managing Sanitation in Employee Cafeterias

Inspecting the state of food storage
in a storage area (China)

A food poisoning incident occurred in one of our employee cafeterias in 2011. This prompted periodic inspections of kitchen sanitation management at employee cafeterias in business sites in Japan. Kitchen sanitation supervisors and other related staff work together during these inspections. We are stepping up and continuing initiatives to improve the state of sanitation management and fix any facility problems. The risk is not only in Japan. If a serious food poisoning incident were to happen at an employee cafeteria at a large-scale manufacturing site overseas (especially in China or Southeast Asia), it could seriously impede business continuity. Therefore, Epson is also taking steps at manufacturing sites outside Japan to manage sanitation and risk. As of FY2014, sanitation supervisors from the Head Office in Japan have visited manufacturing affiliates in China, Indonesia, Malaysia, Singapore, and the Philippines. Working with local staff, they check cafeteria sanitation in those places. They help local staff identify sanitation management issues for themselves and systematically improve on them. The effort has improved cafeteria sanitation management at each of these sites.

Fire and Disaster Prevention

Epson is resolved not to be the source of any disaster. That is why we have declared to be an accident-free workplace. Under our slogan of "Protecting our business through our own efforts," we have organized independent fire brigades to help protect ourselves and our property. Epson Disaster Prevention Day falls on the last work day of each August. On that day, we run fire and disaster drills based on a Group-wide plan to prepare for a wide-scale disaster. Our emergency communication systems use IT equipment to check up on the safety of employees and their family members. We conduct drills at getting information out via satellite phones or other emergency communication equipment. Through these approaches we are strengthening our disaster prevention systems and raising employee awareness.

Formation of Independent Fire Brigades

Members of the Group's first
independent fire brigade (1955)

Epson has had independent fire brigades in place for more than six decades. The first formed in 1955, with 15 members dedicated to protecting their factory from fire. As our business has grown, so have these fire brigades. There are now approximately 900 employee firefighters active at business sites in Japan and at facilities around the world. Fire brigade members train continuously to protect life and company property.

Purpose and significance of independent fire brigade initiatives

  • Regular training teaches members about firefighting techniques and skills and raises their safety awareness so they can take immediate and proper action in an emergency. This is part of company safety education.
  • Initiatives help employees take the lead during fire or natural disasters. Members help to ensure personal safety (relief work) and minimize damage to facilities and equipment (initial fire-fighting).
  • Employees who learn about safety and firefighting techniques and skills become key members of the workplace to instruct others there. They model fire/disaster prevention and safety for all employees, which raise workplace awareness of the same.
  • Initiatives to fight fire enhance communication. Fire brigades are a good place to foster friendships between members from different departments, develop character, and cultivate human resources.

Fire Brigade Competitions

Entrants in the small pump division competed on
discipline, execution, and speed.

Tohoku Epson Corporation won the bugle band
competition for the third consecutive year.

Epson Engineering (Shenzhen) Ltd. won second
place in the indoor fire hydrant competition.

Epson holds Fire Brigade Competitions every year, with the event being held for the 29th time in 2015. The competition gives members a chance to show off what they have learned from their training, energizes us as an organization and fosters a sense of solidarity.

About 600 people took part in the 2015 Competition. The president and several directors attended, as did Group company directors who have a disaster prevention role. In total, 35 teams appeared, including 19 in the small pump division (male and female), eight in the indoor fire hydrant division (female), and eight in the bugle band division. Nine teams from seven manufacturing sites in the Greater China Region and Southeast Asia participated and demonstrated the skills they had learned. Fire brigade leaders from two manufacturing sites in the Greater China Region and from three manufacturing sites in Southeast Asia observed the competition with an eye toward stepping up their activities in 2016 and beyond. Teams from multiple overseas manufacturing sites won awards, a testament to the steady progress being make overseas in terms of skills and awareness.

Epson operates many major production lines offshore. If a fire were to occur at a manufacturing site, it could have a significant impact on product supply and other business activities. Therefore it is essential to Epson to improve its initial fire-fighting technique and disaster awareness at manufacturing sites worldwide. Competitions are an excellent opportunity to raise fire and disaster awareness and better understand our Group stance on fire-fighting and disaster preparedness. Epson will continue to improve its disaster prevention efforts.

Fire Drills (China)

Employees practice emergency
evacuation, still wearing work outfits

Since it started operating in 1997, Epson Precision (Shenzhen) Ltd. (EPSL) has given fire drills to all employees twice a year (January and June). Workers learn to prevent factory fires. They practice emergency communication and evacuation so the workplace can respond rapidly in an emergency. They train to provide initial fire-fighting. These drills raise employee fire prevention awareness and build up our independent firefighting programs. In June 2014 the company also gave fire prevention training to children of employees. The children learned how to use a fire extinguisher and escape a fire.

Children fascinated by a fire extinguisher

Playing a game to practice escaping a fire