We believe that in order to create a workplace where each employee can work in a healthier and more productive state, the support from those surrounding them is indispensable. To this end, we have appointed “health ambassadors” in each area and department, who are responsible for disseminating health information and measures to employees around them, and are working to create an environment where employees can improve their lifestyle habits, such as diet and exercise, as well as receive health checkups and consultations without hesitation.
We also provide any necessary information, such as the status of weekly health checkup appointments, to the managers of each department so that employees can respond speedily.
Effects of these ongoing efforts have been seen, such as the completion of health checkups and re-checkup reports becoming earlier and earlier each year.

Response to Post-health Checkup Measures

Post-checkup measures are implemented to support the early medical intervention and treatment start for employees with checkup results calling for medical care.
As a result, we have achieved 100% re-examination ratios reported by the relevant employees.
At Lawson, we designate three layers of health risk levels and we support the health of employees in cooperation with the Human Resources Division and workplaces so that treatment can be started as soon as possible in accordance with the risks.
Since fiscal 2024, the Lawson Health Insurance Society and employers have worked more closely together, clearly dividing roles to effectively and efficiently implement disease prevention and health promotion. One issue had been that some employees, even after being referred for treatment following health checkups, discontinued treatment for various reasons, leading to worsened health conditions. To address this, a system to prevent treatment interruptions was launched, leveraging the Lawson Health Insurance Society’s strength in claims data to monitor whether treatment has been discontinued, thereby reinforcing continuous support. Through this initiative, we are focusing on enabling as many employees as possible to stay mentally and physically healthy and perform at their best.

Increased Uptake of Optional Examinations (Cancer Screening)

We provide optional tests (cancer screening) that employees can take in addition to regular health checkups and make continuous efforts to disseminate the necessity of checkups and detailed examination methods.
As a result, the checkup participation rates have been increasing both in men and in women.
Both men’s and women’s checkup participation rates have shown a rising trend. Particularly for women, initiatives such as making gynecological exams free for all age groups since fiscal 2020 resulted in the checkup participation rate exceeding 85% in fiscal 2024.
Brain checkup participation rates have also remained at a high level of 25% or higher for both men and women.

Specific Health Guidance (Health Support Program)

Since fiscal 2016, we have strengthened our initiatives as collaborative health measures between employers and the Lawson Health Insurance Society.

The fiscal 2024 implementation rate was 53.1%.
[Breakdown] 561/1,057 participants (insured employees: 555/1,021, spouses: 6/36)

In the Lawson Group, implementation rates have improved through thorough individual encouragement from employers to eligible participants. While the number of participants has increased, more participants are unable to graduate from the program in a single year, leading to a sense of stagnation.
To address this, in fiscal 2025 we will increase the number of guidance providers from one to three, expanding program options so participants can choose the program that best suits their needs. This structure will encourage participants to be more proactive and positive in improving their own health.

In line with our Commitment to Health Management, we are promoting comprehensive efforts to ensure that employees can work in a state of better mental as well as physical health, thus leading to higher productivity.
Industrial physicians fully participate in data analysis, training, and other initiatives, and we have a system in place to directly provide employees with expert knowledge and guidance.
By conducting stress checks and employee awareness surveys and analyzing employee stress levels, job satisfaction, and overall satisfaction levels, we identify requirements by department and by job type and promote measures for improving workplace environment.

Analysis of survey results and visualization of actual status

We are working to visualize a mental health status by analyzing survey results.
We have also strengthened support through feedback on department-specific characteristics and countermeasures, as well as conducting various training sessions so department managers can independently analyze results and take improvement actions. Thanks to these efforts, indicators have improved since fiscal 2022, leading to progress toward the final goal of reducing presenteeism.

Line Care

All managers undergo line-care training tailored to the characteristics and challenges of their employees. The focus is on learning key areas such as ensuring psychological safety, effective communication methods, appropriate responses when feeling unwell, and the timing for coordinating with occupational health staff. This enables managers to properly support the health of their team members.

Self-care

We also provide resilience training annually to all employees. In addition, we established systems for regular self-checks of stress and fatigue. New employee training includes information about consultation services and self-care methods from occupational physicians. By fostering health literacy, we are working to ensure that each employee can independently and responsibly manage their health.

Reinstatement Support Program

We have established a system to prevent severe illnesses in cooperation with the Human Resources Division and workplaces, including interviews with industrial physicians and public health nurses.
With the aim of preventing recurrent absenteeism, we introduced a reinstatement support program in fiscal 2020 for information sharing among an absentee, the workplace, the Human Resources Division, and occupational health staff, which helps the efficient reinstatement and workplace inclusion of employees returning from absenteeism.
As a result of this initiative, the percentage of recurrent absenteeism within five years among employees returning from absenteeism due to mental problems has stayed extremely low at 7.6%.

Consultation Desk

• We have established consultation services both inside and outside the Company for mental and physical issues, creating an environment where employees can easily consult with professional staff by email, phone, or in person.
• We have set up consultation services for employees, including those at franchise stores, regarding customer harassment and customer response.

Genki Challenge! *Team / Individual

[Purpose] Lifestyle improvement, fostering communication

Genki Challenge! is a health promotion initiative that uses a dietary management app to record daily activities, regulate lifestyle rhythms, and foster communication through team cooperation. This initiative is being implemented jointly with six Lawson Group companies, and in a survey answered by about 70% of participants, approximately 90% said they were glad to have participated, indicating a high level of satisfaction. Furthermore, about 25% of them reported physical changes such as weight loss.

Participants receive Ponta points as an incentive, and through the optional “Hotto♪ Support Points,” which has continued since fiscal 2020, a cumulative total of about 470,000 yen had been donated to food banks and the Lawson Group’s fund-raising activity, “Happiness in Communities” by fiscal 2024.

In fiscal 2024, the seventh year of implementation, the number of app users reached 3,120, continuing to grow each year. This is believed to be largely due to collaboration and support from each Company president and Genki Leaders, as well as the Health Management Lectures introduced in fiscal 2024.

Going forward, managers will continue to actively make use of this health promotion initiative, implementing various measures to help improve individual lifestyle habits and foster communication within departments.

Genki Challenge Plus *Individuals with BMI under 22 are excluded

[Purpose] Improving obesity rate, aiming for BMI 22

In the Genki Challenge Plus program, individual participants aim to achieve a BMI of 22 as a health guideline and to reduce weight by 3% to 5% over a five-month period. Successful participants receive up to 10,000 Ponta points.
Participation is voluntary, not mandatory. As a result of initiatives in fiscal 2023, 47 participants achieved the target in fiscal 2024 health checkup results, an increase from 35 in the previous year. Even among those who did not reach the target, about half experienced weight loss.

By focusing on those in the mildly obese range with BMI 25 or above, as well as those in the BMI 23–25 range at risk of mild obesity, we believe that obesity rates can be improved, and it is important to raise awareness of lifestyle disease prevention from an early stage, especially among younger employees.

Sports Meet

We have held the Sports Meet every year since fiscal 2009. Consolidated subsidiaries and affiliates started to join since fiscal 2023. After the COVID-19 pandemic, we resumed in-person tournaments, and in fiscal 2024, we held a bowling tournament. Both the preliminary competitions at each company and the national tournament involving all Group companies featured heated competition. We are working to promote health and revitalize communication across the entire Group.

No Smoking Measures

We are working to foster an organizational culture that supports employees’ smoking cessation together with management, with the aim of promoting employee health and preventing passive smoking. In fiscal 2024, on World No Tobacco Day, messages were delivered by management regarding promoting smoking cessation for employee health. Other main initiatives include: ① Dissemination and thorough enforcement of no smoking during working hours and ② Promotion of participation in online smoking cessation programs.

① Dissemination and thorough enforcement of no smoking during working hours
We have prohibited smoking during working hours since fiscal 2018, but in recent years, declining awareness has become an issue. In fiscal 2024, by combining messages from management with reminders of the rules, awareness was significantly improved. We will continue to maintain and enhance effectiveness through health education at onboarding training and the regular issuance of notices.

② Promotion of participation in online smoking cessation programs
In cooperation with the Health Insurance Society, we subsidize participation in online smoking cessation programs, which normally cost about 50,000 yen, allowing employees to join at no personal expense. In addition to the regular program, during the implementation period, company nurses provided support via email and phone, offering attentive follow-up. In fiscal 2024, 23 out of 30 program participants succeeded in quitting smoking, resulting in a very high success rate.

Enhancement of the health portal site on the Company intranet

Since fiscal 2023, we have started posting health-related information on the Company intranet. The purpose is to make it easier for employees to access information such as consultation services and when to use them. We also provide regular updates with information useful for improving health literacy.

Health promotion for franchise store owners and store crews

In cooperation with the Lawson Owner Welfare Association, we introduced effective stretching and physical function check methods for maintaining and improving health, using body check exercises in “Day Seminars” and “Sukoyaka Seminars.” We will continue encouraging health promotion for franchise store owners and store crews to promote medical checkup participation and improve health literacy.