Reforming Working Styles

Nihon Kohden has set employee satisfaction as a KPI in order to “Foster a corporate culture of pride in contributing to healthcare,” which is one of its material issues for sustainability. In FY2024, an employee satisfaction survey was conducted for approx. 4,500 employees of the Nihon Kohden Group in Japan. The survey consisted of 48 items across eight categories, and the ratio of positive responses was calculated for each category. Based on the results of the FY2023 survey, we promoted the NK Career Support program to assist employees in autonomous career development and implemented company-wide initiatives to improve productivity. As a result, improvements were observed in the categories of “Career Support” and "Workplace Environment.” Furthermore, in FY2024, the same survey was conducted for the first time with approx. 1,000 employees from 20 overseas subsidiaries. The results confirmed high levels of satisfaction across all eight categories.
The survey results and employee feedback will be shared with executives and management, and will be reflected in both company-wide measures and specific departmental initiatives.

To realize one of the material issues for sustainability identified in the Three-year Business Plan, “Foster a corporate culture of pride in contributing to healthcare,” Nihon Kohden is working to enhance employee engagement. Based on the results of the Employee Satisfaction Survey conducted since FY2021, we are focusing on improving the “workplace environment” and enhancing “career support.”

To improve the workplace environment, Nihon Kohden is working to enhance operational efficiency and promote flexible work styles. Aiming to maximize results without relying on long working hours and to achieve a better work-life balance, we are engaged in work style reform initiatives. As part of these efforts, we have implemented systems such as the Flextime System and Teleworking System to support flexible working arrangements. In FY2024, the annual paid leave usage rate was 56.2% (11.5 days taken per employee). In addition to statutory paid leave, Nihon Kohden offers its unique paid leave programs, such as the Accumulated Paid Leave Program and the Special Paid Leave Program. In FY2024, the number of non-mandated paid leave days taken per employee was 2.0 days.
The Good Job Award, which gathers examples of initiatives that lead to improved productivity and work-life balance in each department, was held annually from FY2019 to FY2023, and we have continuously improved productivity throughout the Company. By sharing not only the details of productivity improvement initiatives but also the attitudes towards these initiatives and the sense of fulfillment and enjoyment experienced during the process, we are helping to raise awareness across the entire Company.

Joint ceremony for the Good Job Award and the Core Values Award^*

In order to improve “Employee satisfaction” and “Develop human resources who can succeed globally,” which were listed as KPIs of its material issues for sustainability in the previous Three-year Business Plan, Nihon Kohden launched a career support program called “NK Career Support” in FY2023. In November 2023, as one of its career support measures, the Company launched an e-learning program to provide opportunities for career development learning, with over 2,000 employees completing the program.
Additionally, we have reviewed and consolidated our career support measures for employees and developed a roadmap for future initiatives. To help employees build their career plans, we released the NK Career Path as a reference guide and the NK Job Encyclopedia, which outlines internal job roles.
We will continue to develop training programs and systems that support the autonomous career development of each employee, encouraging them to proactively shape their career paths and envision their own growth. The Company strives to create an environment where employees can work with a sense of fulfillment and vitality.

In FY2022, with a view to new ways of working in the post-COVID-19 world, we expanded and revised various systems to create a more flexible working environment for each employee. These efforts include enhancing support for balancing work with childcare and nursing care regardless of gender, introducing financial support measures, and reviewing various allowances in line with the new personnel system—all aimed at improving work-life balance.

As part of the efforts to support employees in balancing work with childcare and nursing care, regardless of gender, Nihon Kohden regularly reviews its existing systems related to working arrangements, including the Childcare/Nursing Care Leave System, the Short-time Work System, the Shift-hour Work System, the Teleworking System, and the Flextime System, as appropriate. Regarding teleworking, the default arrangement is working from home. However, in cases such as caregiving, the Company allows teleworking from locations other than home as an exception, demonstrating flexibility in response to individual needs.
In addition to the expansion of systems related to working arrangements, the Company has provided partial wage subsidies for the first month of childcare leave since FY2022, offering financial support to help employees balance work and childcare responsibilities.

Click here for the achievements.

Nihon Kohden aims to contribute to the world by fighting disease and improving health with advanced technology and to remain an ethical company that is widely trusted by society. To this end, in its Ethical Company Declaration, the Company affirms its commitment to respecting the human rights of all individuals, refraining from any acts that infringe on personal dignity or involve unfair discrimination. The Company also strives to prevent harassment by explicitly prohibiting it in the Nihon Kohden Code of Ethics and Conduct, Nihon Kohden Group Human Rights Policy, and Employment Regulations.
To prevent harassment and ensure prompt resolution when it occurs, we have established an internal harassment consultation, and in addition, set up an external consultation to ensure that anyone can feel comfortable seeking advice. When a consultation is received, we make every effort to ensure that the privacy of the individuals involved is strictly protected, and that they are clearly informed that they will not be treated unfavorably in any way due to the content of the consultation or their cooperation in confirming the facts, so that they can feel secure in seeking advice. In FY2024, there were 20 harassment consultations and five grievance consultations.
E-learning programs have also been conducted regularly for both general employees and managers to promote a proper understanding of harassment, with 4,211 participants (100% participation rate) in FY2024. In addition, we provide harassment training for newly appointed managers to ensure a proper understanding of harassment and its prevention, aiming to create a comfortable workplace environment.

Nihon Kohden has established the Safety and Health Committee to promote accident prevention and the development of a healthy environment in the workplace, in compliance with the Labor Standards Act and the Industrial Safety and Health Act. The Safety and Health Committee holds monthly meetings to deliberate on health and safety proposals submitted by each department and engages in activities for safety and health improvement.
In addition to the Safety and Health Committee, the Company has also established the Infectious Disease Prevention Committee to conduct employee training, surveys, discussions, and awareness raising activities regarding infection prevention.
Company vehicles used by employees are equipped with collision avoidance systems, lane departure warning systems, automatic high-beam switching systems, and drive recorders as standard equipment, and studless tires are provided as needed. All company vehicles are generally leased for a period of five years, and are updated with the latest safety equipment, while also promoting the use of hybrid vehicles to reduce environmental impact.
In addition, for employees working in regions with severe cold weather, we promote the reduction of traffic accidents by arranging vehicles equipped for cold climates. Due to the revision of the Road Traffic Act enforcement regulations, which mandates alcohol checks using breathalyzers before and after driving from December 2023, we have implemented a vehicle management system at all domestic business sites. This system ensures the proper operation of driver’s license verification, driving logs, and pre- and post-driving alcohol checks.
Through these efforts, Nihon Kohden strives to ensure both employee safety and environmental friendliness.

Nihon Kohden declares in the Nihon Kohden Group Human Rights Policy and the Nihon Kohden Sustainable Procurement Standards that it does not engage in child labor or forced labor.
The Nihon Kohden Group has conducted monitoring surveys on a regular basis since FY2021. As a result of the survey, we have confirmed that there is no child labor or forced labor.

Nihon Kohden’s Management Philosophy states: We contribute to the world by fighting disease and improving health with advanced technology, and create a fulfilling life for our employees. Based on this Philosophy, in all countries where we conduct business activities, we comply with labor laws and pay wages above the minimum wage.

Nihon Kohden provides several allowances such as commuting and family allowances, as well as a retirement benefit system.

Nihon Kohden has introduced a system intended to encourage employees to build their long-term wealth. The Company provides assistance such as payroll deductions, financial incentives and cooperative purchase of shares when employees purchase the Company’s shares. In the Employee Shareholding Association, the monthly acquisition unit is limited to within the limit of 50 units (¥50,000) for general employees and 75 units (¥75,000) for management positions. Employees may set their own contribution amounts, and the Company provides 10% incentives for contributions.

To enhance employees’ motivation and morale toward contributing to medium- to long-term business performance and corporate value of Nihon Kohden, the Company has also introduced an Employee Stock Ownership Plan in May 2025.

Nihon Kohden encourages its employees to engage in club activities such as hobbies and sports so that they can deepen mutual understanding and fellowship. Subsidies are provided for these activities. As of April 2025, 25 clubs are active.

Nihon Kohden holds events for the employees’ families to help them better understand the workplace and to provide opportunities for deeper communication with their families.
In July 2018, we hosted the Family Visit to the Advanced Technology Center to help employees’ families know more the Company. Participants took part in a tour of EMC test center, visited the workplace, attended the AED workshop and experienced the measurement of vital signs including electrocardiogram, SpO₂ (blood oxygen saturation), and blood pressure.  
AED training sessions called “Children’s Participation Day,” which have been held since FY2023, provide opportunities to learn cardiopulmonary resuscitation (CPR) and how to use an AED. In FY2023 and FY2024, 11 and 31 primary and junior high school students participated, respectively. Parents who attended also shared many positive comments, such as “It was a great opportunity for my child to learn about AEDs, ” “I want to use this for my child’s summer vacation research assignment, ” and “We could communicate thanks to this opportunity.” In the FY2024 training sessions, to commemorate the 20th anniversary of AED use by the general public, we set up a special section called "The History of AEDs." This section featured displays of various AED models over the years and offered an opportunity to experience "Life-Saving Procedures" through the latest VR videos, allowing participants to appreciate the history of AEDs.
In August 2024, Nihon Kohden Tomioka held a parent-child office tour, with 125 participants. In addition to workplace and factory tours, participants could measure vital signs, tour an ambulance, use an AED, and take a commemorative photograph with Caede-chan, AED’s character. Participants shared their feedback, saying, “It was very interesting to touch the actual patient monitor and see my pulse as a waveform,” “I was happy to hear about ambulance equipment and products from the paramedics,” and “I was glad that my child could grasp my work.” There were great opportunities for employees’ families to understand their work.
Going forward, the Nihon Kohden Group is committed to undertaking various initiatives to realize an even more fulfilling workplace for employees.