Health Management
At the TIS INTEC Group, we aim to enhance employee well-being through work while also developing systems and workplace environments that enable diverse personnel to thrive in their own way. As a result, we seek to increase job satisfaction and build a corporate culture that links the value of our people to our overall corporate value.
TIS Health Management Policy
Committed to improving the quality of life (QOL) of employees, TIS will expand measures to enhance employees’ work-life balance and their physical and mental health.
Masakazu Kawamura
Managing Executive Officer and Division Manager of Human Resources SBU,TIS Inc.
１. Healthy mind and body
Health provides the foundation for all activities. TIS offers information and runs seminars to raise health literacy among employees and strives to keep working hours at an appropriate level so that each and every employee can maintain a healthy lifestyle and demonstrate their capabilities. Of note, through the work-interval system, which was introduced in fiscal 2020, ended March 31, 2020, TIS emphasizes the importance of sleep and drives home this message to employees.
２. Larger capacity for living life
To enhance the lives of employees, and by extension, their families, and create an environment in which employees stick with TIS and feel comfortable working for TIS, the Company introduced an employee welfare system that benefits families, as well, and also reinforced life plan support, including financial assistance, and a system to foster a good work-life balance.
３. Greater enthusiasm for work
To ensure the well-being of employees from a social perspective, it is vital that we create opportunities for activity and growth in the workplace. We will reinforce line care —that is, employee care overseen by managers who have daily contact with staff to improve the office environment and be available to talk with staff wishing to discuss mental health issues—to create an environment of mutual respect and understanding. We will also support career-oriented skill development and promote communication reforms with a one-on-one focus.
Recognized as a "White 500" enterprise for excellent health management for seven consecutive years
The Ministry of Economy, Trade and Industry (METI) and the Nippon Kenko Kaigi recognize companies that implement excellent health management practices to address health issues and promote health. TIS was recognized as a "White 500" enterprise (Large Enterprise category) for the seventh consecutive year. This means that TIS is regarded as one of the top 500 companies practicing excellent health management.
The Health & Productivity Management Alliance is an association of 148 companies and organizations (as of June 30, 2023) with a shared vision, which is "To revitalize Japanese companies and achieve sustainability of company-run health insurance societies by promoting employees' well-being." The Alliance aims to take data-driven approaches to identify issues, implement solutions, and evaluate measures thus taken by promoting health collaboration between companies and health societies. By consistently implementing the PDCA cycle based on a data health plan, the Alliance will design a model for health and productivity management, co-create solutions to make the model work, and implement the solutions in the industrial world. TIS is a participant in this alliance.
TIS’s Health Management Story
The Group have positioned “sustainable engagement” as the cornerstone of our human resources strategy.
To realize our management strategy, it is essential that our employees are motivated to make voluntary contributions and achieve high professional results.
TIS’s health management policy emphasizes investment in health from the three perspectives of “organizational development,” “health promotion,” and “welfare,” with the aim of increasing employee engagement as a management priority.
In fiscal 2024, we revised our health management system to include more tracking indicators and strengthen the PDCA cycle.
Main benefits of health management measures
＜Final performance indicators for health investment＞
We have established four final performance indicators for our health investments: "Employee awareness survey," "Organizational Health Survey," "Presenteeism," and "Absenteeism."
We also monitor employee work engagement using interim indicators.
The number of respondents and subjects for each survey is listed in 'Effect of Main efforts.'
- Employee awareness survey (Response rate: 72% in fiscal 2025)
Percentage of respondents who answered positively to the statement "Generally, the company is a good place to work" by selecting either "4. Often applies" or "5. Almost always applies" on a five-point scale in an awareness survey aimed at understanding the current status of employee job satisfaction. - Organizational health survey
Company-wide average of four items from TIS's original survey (12 questions, to be answered on a five-point scale) that have a particularly strong impact on employee performance. - Presenteeism
Productivity decline rate calculated using self-assessment of work productivity score for the past four weeks assuming work productivity score in full health condition is 10 points - Absenteeism
Percentage of employees taking time off due to illness. - Work Engagement
Vitality: Percentage of employees who responded positively to "I feel a sense of vitality when working"
Enthusiasm: Percentage of employees who responded positively to "I work with enthusiasm"
Devotion: Percentage of employees who responded positively to "I am devoted to my work"
Click here for the results of the efforts：Effect of main efforts
Labor Practices
●Policy/Basic principles
The TIS INTEC Group's basic philosophy, OUR PHILOSOPHY, emphasizes that being "honest" (honesty and integrity) is the most fundamental principle that guides our corporate behavior. We also place importance on "being there for people" as a good member of society. We expect all officers and employees responsible for our business to comply with the following labor practices, and we also expect our business partners to take equivalent actions.
1.Respect for human rights
- We prohibit all forms of inhumane treatment, including harassment of any kind, physical or mental oppression, and verbal harassment or threats.
- We prohibit discrimination based on attributes such as race, age, gender, gender identity or sexual orientation, disability, religion, political affiliation, and marital or parental status.
- We prohibit child labor, forced labor, and unfair dismissal.
2.Working conditions
- We ensure that employees are provided with appropriate rest periods and that they work no more than their maximum designated working hours.
- We guarantee the right to take leave in accordance with laws and regulations.
- We abide by the employment and working conditions agreed upon in labor contracts.
3.Fair compensation
- We guarantee the legal minimum wage and ensure fair compensation based on the principle of equal pay for equal work, regardless of gender, age, or other attributes.
- We provide overtime pay for work exceeding the prescribed hours in accordance with labor contracts.
4.Labor-management relations
We respect the right of our employees to join private associations, their freedom of association, and the right to collective bargaining in accordance with laws and regulations, and guarantee that they will not suffer any disadvantages as a result of these actions.
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Occupational Health and Safety
In compliance with laws and regulations, the TIS INTEC Group maintains a health and safety management structure comprising health officers, occupational physicians, and health committees. We draw up health and safety plans based primarily on surveys on work risk and workplace risk and hazards, implementing the necessary measures, monitoring and evaluating results, and instituting improvements. We also provide information, guidance, and education to workplaces and employees in relation to occupational accident prevention and health promotion, among other matters. As of July 2025, the Group has not yet established an occupational health and safety management system. Going forward, we will consider introducing such a system in consultation with occupational health and safety representatives.
●Occupational Health and Safety Policy
We strive to ensure comfortable workplaces that allow all employees to work in a safe and healthy manner. To achieve this, we comply with all laws, regulations, and internal rules and regulations related to occupational health and safety, and endeavor to attain the requisite knowledge in this field. Our occupational health and safety policy applies to all officers and employees. We also require our partner companies to adopt comparable practices.
●System and risk management
As one of the Group's key issues related to human capital, the implementation status of occupational safety measures is monitored by the Board of Directors, which also discusses the future direction of these measures. The human resources strategy promotion officer makes decisions regarding the implementation of measures based on this direction. With regard to workplace risks, health committee and employee council meetings are held twice a month, and are attended by members including the chief safety and health officer, health officers, occupational physicians, occupational health nurses, employee representatives, and members of the human resources department. The health committee discusses workplace accident reports, the status of workplace inspections, the status of working hours, the status of employee consultations, and lectures from occupational physicians, and also discusses measures related to health and productivity management. Meanwhile, the employee council discusses improving occupational safety and the workplace environment based on feedback received from employees.
●Measures against Workplace Injury
1.Workplace Injury Prevention
To prevent workplace injuries and maintain comfortable amenities, we undertake workplace inspections to identify risks, gather and discuss employee views, and institute the necessary measures. The background to measures is disclosed to employees and steps are taken toward further improvements.
2.Response in the event of workplace accidents
In the event that an employee is absent from work or injured due to an incident in the workplace, the cause of the incident is identified through interviews with the employee in question or other relevant personnel as well as work site investigations. If it is determined that a workplace accident has occurred, compensation is provided to the employee and the necessary procedures taken in accordance with applicable laws and regulations. Additionally, efforts are made to prevent recurrence of workplace accidents by taking remedial measures to eliminate the root causes and communicating this information throughout the company. The status of workplace accidents and remedial measures is reported at health committee meetings.
3.Response in the event of disasters or pandemics
The TIS INTEC Group has formulated a basic business continuity plan (BCP) that clarifies response procedures in the event of a crisis, and conducts regular emergency training drills. We have defined natural disasters, pandemics, and other incidents as crises that could threaten the safety of our officers and employees. Our highest priorities during crisis management are to ensure the safety of all officers and employees as well as the safety of their families and visitors to our facilities, to identify the extent of damage to individuals, and to prevent the spread of further damage.
In the event of an emergency, we will establish a disaster response headquarters tasked with coordinating response efforts until the situation is under control, including liaising with relevant parties, issuing instructions to ensure safety, and confirming the safety of employees and their families as well as the extent of damage.
Initiatives to Improve Well-being
| Improving Health Literacy | At TIS, we deliver a constant stream of information and provide opportunities for learning to encourage employees to take more of an interest in their health and enable them to effectively utilize the vast array of health information that is made available. In addition, we seek to energize communication across the generational divide and cultivate an open, unified structure and a workplace environment that employees find comfortable and safe. |
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| Health Check | In accordance with legal requirements, we arrange annual health check-ups for all employees. For employees aged 35 and over who wish to participate, we also offer additional comprehensive medical exams (subject to certain conditions). Furthermore, we provide subsidies for various medical screenings. |
| Stress Check | All employees undergo a stress check once a year, as required by law, to prevent a possible deterioration in the mental health of workers. The stress check is done online, and employees can confirm results upon completion of the questionnaire. Opportunities are provided for anyone who wishes to consult with an occupational physician or a public-health nurse about dealing with stress. In addition, we analyze results at the organizational level and provide explanations to each department in conjunction with our organizational health survey. This enables us to integrate the findings into our organizational improvement initiatives. |
| Health Management and Improvement Structure | With health consultation offices in Tokyo, Nagoya, and Osaka, TIS’s field departments, human resource department, and occupational health staff work together to support employees. We provide consultation on daily occurrences of physical and mental disorders and diseases, as well as suggestions on improving lifestyle habits. We also maintain a dedicated “Health Keeper Room” at each site, where full-time acupuncture and massage specialists provide treatments, guidance, and advice. |
| Collabo-Health (health insurance association) | In cooperation with its health insurance association, TIS encourages employees to take a greater interest in their own health and implements various programs to promote good health. We also provide care for dependents. |
| Efforts to enhance capacity to live well | Capacity to live well is a crucial element for ensuring that our employees can maintain full physical and mental health while working. We develop programs and carry out initiatives to ensure they can lead a rich and happy life during and beyond their career with us. |
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