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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). Covering safety, health, and fire/disaster prevention, NESP is based on an occupational safety and health management system (OSHMS) that conforms to International Labour Organization (ILO) guidelines. A fundamental principle of NESP is that every workplace is responsible for maintaining its own safety, so all Epson sites continuously work to raise the level of safety and health management.

Basic Concept of NESP

Occupational Injury Accident Frequency (Japan)

Occupational Safety and Health Initiatives

General Safety and Health Controller Meeting

A meeting of general safety and health controllers
at manufacturing companies in the Greater China
Region was held in Shanghai in October 2013

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.

Supplier Safety Management

Supplier safety inspection (Philippines)

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. After suggesting improvements, the people in charge of procurement and safety in Epson's operations divisions or local affiliates provide ongoing assistance to suppliers in order to reduce procurement risks. In the 2014 fiscal year, Epson began rolling out a scheme in which suppliers will use a checklist furnished by Epson to review their safety management systems and identify issues that may need addressing.

Zero-Accident Initiatives at Epson Mizube

The people of Epson Mizube Corporation

Seiko Epson has some special subsidiaries that have been designed to provide easy access and safe working conditions for persons with disabilities. The Suwa facility of Epson Mizube Corporation is one of these special subsidiaries. In June of 2013, it marked its 2,500th day without an injury accident, earning it a Class 2 "Progress" award from the Japan Industrial Safety & Health Association (JISHA) under its Zero-Accident Certification Program for Small- and Medium-Sized Enterprises1..

Epson Mizube's top priority has always been to provide a safer, more accessible working environment for persons with disabilities. These efforts culminated in the company being awarded the Health, Labor and Welfare Minister's Award for its record of excellence in the employment of persons with disabilities. The goal going forward is to garner the top prize, a Class 5 Gold Award, by reaching 8,450 days without an accident or disaster.

1 JISHA established this program to provide small- and medium-sized enterprises (SMEs) with zero-accident targets to use in their own safety and health programs. Under this program, JISHA recognizes the accident-free records of SMEs according to industry and number of workers. There are five award levels: Class 1 (Effort Award), Class 2 (Progress Award), Class 3 (Bronze Award), Class 4 (Silver Award), and Class 5 (Gold Award).

Maintaining Mental and Physical Well-being

Epson's employee health management program is an important part of its NESP activities.

In Japan, Epson established a mid-range plan titled "Healthy Epson 21." This plan focuses on the key areas of overwork, lifestyle-related illnesses, and mental health to maintain and promote wellness of body and mind while working.

Outside of Japan, Epson subsidiaries and affiliates are always working to promote health as dictated by local industrial safety and health legislation and local conditions.

Building of a Health Management Support System

Top page of the
health management support system

As one means to realize its health management objectives and those of its domestic group companies, Epson developed an online health management support system. The system, which Epson began developing in 2010 and rolling out in stages in 2011, is designed to accomplish three things. First, the system is strengthening self-care by giving employees immediate access to their own health records. Second, it supports the medical staff's ability to more efficiently provide a higher level of care. And third, the system will, in the future, improve the ability of the HR department and management to help safeguard employee health by giving the former information on work restrictions that the company's occupational physicians have prescribed for employees.

Support for Employees Assigned Overseas

Epson has a support system in place to provide Japanese employees assigned overseas with the same annual health check-ups as those offered in Japan. They also have access to the online health management support system and telephone and e-mail access to health guidance and counseling. Occupational physicians and nurses visit overseas affiliate companies in Southeast Asia and elsewhere once every three years to check on the health of employees and their families. In the 2013 fiscal year, the medical team visited Hong Kong, China (Shenzhen), Thailand, Malaysia, and India.

With a global health support desk that was launched in fiscal 2012, Epson continuously tries to ensure that employees assigned overseas, regardless of company or location, have equal access to health-related information and service.

Mental Health Initiatives

In fiscal 2010, Epson established a new employee mental health program that emphasizes prevention and relapse avoidance.

Atsushi Osato
Hino Office Occupational Physician,
Epson Group Associate Chief
Occupational Physician

From fiscal 2012 through fiscal 2013, the company carried out a major reorganization in Japan that led to the reassignment of a large number of employees. During the reorganization, the health management staff and HR department explored strategies to ease the transition for certain employees. One of the strategies employed was individual counseling, which the health management staff provided to help safeguard the physical and mental well-being of transitioned employees. Atsushi Osato, an occupational physician who has long been involved in supporting the health of reassignees, said, "Employees who leave familiar jobs after many years to take up new work challenges are exposed to a great deal of physical and mental stress. The key is to know how much follow-up they require to maximize their abilities in the new position. We have to keep a close eye on their health to head off any health problems before they develop."

Health Management Programs at EPSZ

Interviewing workers

Interviewing workers

In September 2013, China-based Epson Precision Suzhou Co., Ltd. (EPSZ) launched a team based on the plan of FY2013 NESP activity to promote mental and physical health. The team is conducting activities to promote wellness by relieving personal and work-related stress.

The team conducted interviews and questionnaires with employees in advance of the activities. In interviews workers were asked about things such as fatigue experienced when performing repetitive tasks and work that requires them to be in a cleanroom or stand for long periods of time. In questionnaires employees were asked about their satisfaction with their jobs, benefits, and so forth. They were also asked about stress and the state of their physical health.

A variety of actions were taken in response to the results of these surveys. For example, EPSZ held a seminar and put up posters to raise awareness of wellbeing. The reading book corner and the television stations were set up as a place for employee's rest and relax. The company also planned a walking event and a day trip around Suzhou for employees who did not return to their ancestral homes during Chinese New Year.

Monitoring the health of personnel exposed to PM 2.5 air pollution in China

Serious air quality problems in China were widely reported in fiscal 2013. Air containing particulates measuring less than 2.5 micrometers in diameter (PM 2.5) are a health concern particularly for persons who have a history of asthma, COPD (chronic obstructive pulmonary disease), or cardiac disease.

As part of efforts to provide health-related support to personnel posted overseas, Epson sent an occupational physician to Beijing, Tianjin, Shanghai, Suzhou and Wuxi in 2013 to assess the situation on the ground. The physician interviewed personnel, checked their living environments, and assessed the state of their health. Fortunately, none had suffered impaired health. In addition, Epson exercises due caution when deciding whether or not to send an employee who has a history of cardiopulmonary medical conditions such as those above to a post in China. This includes giving the employee a medical checkup and asking for an opinion from the employee's primary physician. Epson also takes action to help preserve the health of local employees. For example, the company conducts awareness campaigns to alert employees to the health effects of exposure to PM 2.5 and, when air pollution is classified as moderately polluted or worse according to the air quality index (AQI), employees are urged to stay indoors.

Fire and Disaster Prevention

Rescue drill
Suwa Minami Plant Fire Brigade

Epson is committed to being an accident-free workplace. This commitment is rooted in our responsibility to ensure that the Epson Group is never the source of a fire or disaster. To this end, we have organized independent fire brigades to help protect ourselves and our property. The last working day of every August is Epson Disaster Prevention Day. On this day, Epson Group companies conduct fire and disaster drills. One of the drills is used to test our emergency communication systems, which we have in place to confirm employee safety and determine the extent of damage in the event of a wide-scale disaster.

Naohiro Nakagawa,
Captain of the Suwa Minami Plant
Fire Brigade

Naohiro Nakagawa, chief of the Suwa Minami Plant's Fire Brigade, says that the fire brigade's basic mission is to fight fires and save lives, and, through regular drills and an annual fire brigade competition, the members increase their firefighting knowledge, skills, and teamwork so that they can quickly and safely respond in an actual fire emergency. Nakagawa also points out that, in addition to helping to protect lives, property, and jobs, the members of the fire brigade experience personal growth and learn the importance of mutual trust, both of which are essential in a corporate setting.