Our People

Approach to Occupational Safety and Health

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, fire/disaster prevention, and facilities, this original Epson program is based on an occupational safety and health management system (OSHMS) that conforms to International Labour Organization (ILO) guidelines. Since that program came into effect, we have enforced the Basic NESP Policy and manage our workplaces with the idea that every workplace is responsible for maintaining its own safety.

Basic NESP Policy

Basic Concept of NESP

Epson amended the Management Philosophy in 2017 to reflect our commitment to making Epson an indispensable company and the world a better place. As part of these efforts, we ensure that all legal, regulatory, and internal requirements are observed at all sites around the world. We also endeavor to provide safe, secure, healthy workplaces to maintain and promote the mental and physical wellbeing of our people. Understanding that safety, security, and health are lifelines of the company, we are working together under the leadership of management to eliminate occupational accidents, injuries, and illnesses.

Motonori Okumura
Managing Executive Officer, Corporate R&D Division General Administrative Manager, and Overall Safety and Health Controller
(As of September 2018)

Occupational Accidents

The frequency and severity of occupational accidents in the Epson Group are far lower than those of the national average. We had no serious occupational accidents (accidents resulting in fatalities or permanent disabilities) in the 2017 fiscal year.

Occupational Injury Accident Frequency (Japan)
Occupational Injury Accident Seriousness (Japan)

Occupational Safety and Health Initiatives

Global Sharing of Information on Safety and Health

Epson seeks to improve its safety and health programs around the world by holding regular meetings at our production sites in Japan and overseas to share information and discuss issues at different management echelons.

At the executive management level, the chief operating officers and presidents of Epson companies and sites in Japan and overseas separately gather twice a year for meetings of the General Safety and Health Controllers Committee to update one another about actions being taken and discuss issues to identify opportunities for improvement.

At the operational level, managers and health and safety personnel also meet regularly to share information. In Japan, they meet every other month to discuss important topics and issues. Overseas, in China and Southeast Asia, representatives from each manufacturing affiliate meet regularly to get on the same page with respect to shared issues, discuss key actions to ensure compliance with applicable local legal and regulatory requirements, and drive improvement.

November 2017 meeting for Epson's manufacturing affiliates in China

Supplier Safety Management

To reduce the risk of procurement delays and interruptions due to occupational accidents and fires at suppliers' facilities, Epson manages suppliers based on a supplier safety management manual that specifies Epson's rules. In accordance with the manual, we ask suppliers to review their safety management systems using a prescribed checklist. After assessing the results of their self-review, we conclude a business agreement with suppliers who meet the criteria. If we identify an issue in a supplier, we perform an on-site check, discuss corrective actions with the supplier, and conclude a business agreement if we determine that the situation will be improved. All of our new suppliers have performed this self-review.

Raising Employee Awareness with Safety News

Epson analyzes all occupational injuries and accidents in the Epson Group, identifies causes, and makes plans for preventing similar incidents. Occupational accidents are reported in the form of Safety News bulletins that describe accident causes, countermeasures, and actions that all sites are to take to prevent similar accidents in the future. These reports are placed on the intranet and discussed with employees.

Professional Development through Safety and Health Training

Epson considers safety and health training vital for protecting employees. The training curriculum is tailored to the position, roles, and responsibilities of employees. Training for non-management employees focuses on practical techniques such as risk assessment and hazard prediction. Training for managers and supervisors focuses on management for safety work place. All Group companies use the same training curriculum.

In the 2017 fiscal year, we offered an online safety and health course that was taken by 17,692 employees (92% of the workforce). We also offered a basic education course for managers and supervisors overseas that was taken by 568 employees in the China territory and 211 in the Southeast Asia territory.

June 2017 NESP leader training (Japan)
October 2017 basic education course for managers and supervisors (Thailand)

Maintaining Mental and Physical Wellbeing

Maintaining and improving employee health is a key objective of the New Epson Safety & Health Program (NESP).

In Japan, every five years since FY2001 we have instituted a mid-range plan on health. In April 2016 we established our new mid-range plan, Health Action 2020. The basic ideals of Health Action 2020 are to "emphasize safety and improve the working environment" while "fostering employee and workplace independence and autonomy." Initiatives take place in three focus areas: workplace, physical, and mental health.

Outside Japan, we are working continuously to improve employee health management 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.

Health Action 2020: Three Key Areas and Actions

Recognized for Health Management Excellence for Two Consecutive Years

In February 2018, Seiko Epson in Japan was recognized for the second consecutive year under the Certified Health and Productivity Management Organization Recognition Program (White 500), in the large enterprise category.

In its second year, the program, which is jointly administered by the Japanese Ministry of Economy, Trade and Industry (METI) and the Nippon Kenko Kaigi, honors enterprises who work with insurers to promote good health and productivity. Seiko Epson satisfied the criteria for all 21 evaluation items, which including, for example, publicly declaring a health policy, setting concrete targets (plans) for promoting health and preventing overwork, and a program for promoting a balance between the treatment of illness and work.

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 endeavor so that Epson's employees and partners throughout the world can enjoy working as a team in the knowledge that they are safe and secure. In Japan, every five years since 2001 we have established a mid-range plan on health. Under the current plan, which we introduced in 2016, the company and its health insurance union are emphasizing action to address workplace health, physical health, and mental health.

Mental Health Initiatives

Seiko Epson and its group companies in Japan cite mental health as a key area and have introduced initiatives that are focused on prevention and on fostering strong personal relationships in a vibrant workplace culture.

Training

We have offered ongoing mental health training since 2000. We give group training for new employees, mid-level employees, and others in senior staff positions. Certain online courses have been designed for all employees. Also, employees gather together to read out loud from a mental health textbook. One example of training is "Around 35: Mental Health for the Prime of Your Career." This course is for employees who are around 35, an age at which their role in the company tends to change and when there tend to be important events in their personal lives. The course helps them to better understand themselves, deal with stress, and maintain their own personal mental health. Between the 2012 and 2017 fiscal years, 1,973 employees have taken this course, which has been run a total of 161 times.

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.

Stress Checks

Since 2004, all employees undergo an occupational stress evaluation when they take their annual physical examination. Medical professionals and industrial counselors follow up with employees found to be highly stressed. The primary purpose is to help employees manage their stress. This evaluation facilitates early detection and early treatment of mental health issues.

From December 2015 amendments to Japan's Industrial Safety and Health Act require certain employers to offer stress checks to employees. In response, we revised the content of our evaluation to meet the new legal requirements and enacted a Group standard for the stress check system, which is overseen by the safety and health committees of domestic Group companies and sites. Seiko Epson began implementing stress checks in line with this standard in 2016. In 2017, stress checks were conducted at all Group companies and sites in Japan. The results were analyzed and each department received a report of its own results.

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. In FY2016 we updated the back-to-work program and extended the maximum length of leaves of absence due to personal injury or illness from 18 months to 30 months so that employees can focus on recovery and recuperation.

Passive Smoking Initiative

Seiko Epson wants to provide a clean, smoke-free working environment for all and has been instituting policies to protect employees from risks associated with both active and passive smoking. All smoking areas at our sites in Japan were moved outdoors by the end of the 2016 fiscal year. In April 2017, we began phasing out smoking during working hours at all Group companies in Japan. In April 2018, we completely banned all smoking during working hours.

We have been helping employees to quit smoking by offering professional counseling and subsidies that cover outpatient medical treatment.

Emerging Infectious Diseases Prevention

Epson considers infectious diseases to be a serious global business risk. To eliminate disease-related plant closures, we have been taking action since 2009 to ensure that our people are alert to infectious diseases and that they practice measures to prevent their spread in the workplace. In 2017, we stepped up our inspection and improvement programs at our overseas manufacturing companies to prevent the spread of infectious diseases such as tuberculosis, malaria, and Middle East respiratory syndrome (MERS).

Epson Group companies around the world maintain their own business continuity plans (BCP) to control risks associated with emerging infectious diseases. These BCP are tailored to their specific needs and serve not only to protect their employees but to minimize harm and ensure the continuity of business operations.

Standard Life-saving Training

Seiko Epson provides first aid training in Group companies in Japan to prepare personnel to provide effective first aid and care in a medical emergency involving cardiopulmonary arrest. Executives and other personnel have been given hands-on training in cardiopulmonary resuscitation (CPR) and the use of automated external defibrillators (AED). As of the end of March 2018, approximately 11,500 employees (63%) had received training.

Fire and Disaster Prevention

Epson is committed to fire safety and disaster management. Our independent fire brigades help to protect lives and property. Epson Disaster Prevention Day falls on the last work day of each August. We hold fire and disaster drills and practice extinguishing small fires to help minimize damage in the event of a wide-scale disaster. The actions both increase our preparedness and heighten employee awareness.

Formation of Independent Fire Brigades

Epson has had independent fire brigades in place for 64 years. The first brigade was formed in 1955, with 15 employees dedicated to protecting their factory from fire. As our business has grown, so has the number of fire brigades. There are now approximately 900 employee firefighters active at business sites in Japan and at facilities around the world. Fire brigades train year-round to protect life and company property.

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

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

Epson has held a fire brigade competition annually in September that gives brigade members around the world a chance to demonstrate how quickly they are able to take the proper action in an emergency and to demonstrate their skills in extinguishing a small fire.

About 700 people in 42 teams, including 15 from overseas, took part in the 2018 Competition. The 42 teams consisted of 22 in the small pump division, 12 in the indoor fire hydrant division, and eight in the bugle band division. The high level of fire safety awareness was evident from the seriousness with which the teams competed in bad weather, showing that the spirit to protect lives and property under which the brigades were first formed is alive and well. The entire Epson Group will continue to improve our fire and disaster prevention and management programs.

A men's small pump team preparing for spraying water
Members of a ladies' indoor fire hydrant team spraying water while maintaining the trajectory