Our Approach

At LIXIL, we believe that employee wellbeing is essential in creating a vibrant workplace, which ultimately contributes to enhancing corporate value. Based on the Health and Productivity Management Declaration made by our CEO, we are promoting the wellbeing of our employees through health and productivity management.

We are fostering a corporate culture that recognizes health and wellbeing as the source of one’s ability to perform. We strive to create an environment where everyone can thrive to drive value creation.  To this end, we place importance on enabling employees to manage their own health proactively, while also providing robust company support systems, to foster a health-conscious workplace culture. By promoting health and productivity management, we aim to strengthen our ability to deliver value to society–including our employees–and realize LIXIL’s Purpose to “make better homes a reality for everyone, everywhere.”

Learn more about Ensuring the Wellbeing of Each and Every Employee >

Governance Structure

In Japan, under the direction of the CEO, who oversees health and productivity management, we have established a system where our operational sites, human resources department, occupational physicians, company nurses, and the LIXIL Corporate Health Insurance Union collaborate to support the health and wellbeing of our employees.

Our Chief People Officer, responsible for promoting health and productivity management, reports to the Board of Directors at least once a year on the progress, challenges, and measures related to our health and productivity targets, and receives advice from the directors as needed.

Health and Productivity Management Promotion System

Our Targets and Progress

Strategy Map

We have created a health and productivity management strategy map that outlines key measures and evaluation indicators to address the health issues we identified as crucial to resolving our management issues.

Strategy Map

Click to enlarge

Priority Measures

Based on our strategy map, we have set quantitative and qualitative targets for FYE2026 for key indicators related to employee health status, awareness, and behavioral change. To achieve these targets, we identify challenges through comprehensive data-based risk analysis and assessments , and set priority measures for each fiscal year.

Challenges in Health and Productivity Management and Priority Initiatives for FYE2025

Health and Productivity Management Key Indicators: Targets and Progress

Key Outcomes in FYE2025

The stress check* participation rate remained high at 96.3%. As a follow-up for those who took the stress check, we provided them with the opportunity for health guidance by a company nurse.

In addition, by stationing company nurses at all our sites, a system has been established for them to monitor everything from identifying high-risk individuals, encouraging re-examination, and conducting follow-up health support. This allows for direct support of employee health promotion in the workplace. By consolidating activities with company nurses, we have removed the “percentage of eligible employees who continued to undergo consultation for preventing disease aggravation” from the indicators this fiscal year. However, we have expanded the scope of individuals and continue to confirm the status of treatment continuation and provide support for high-risk individuals.

* We conduct annual stress checks based on the Simplified Occupational Stress Check Form recommended by Japan’s Ministry of Health, Labour and Welfare for all employees working at LIXIL Corporation and its subsidiaries that have adopted a similar HR system. Any employee whose result indicates a high level of stress is encouraged to have a private consultation with an occupational physician.

Learn more about the Simplified Occupational Stress Check Form (A new page will open) >

As of July 2025

Scope: LIXIL Corporation.

Targets: Directly hired employees including senior employees aged 60 and over, contract employees, part-time employees working at least 20 hours a week, and seconded employees.

*Percentage of sick leave days taken is an indicator for evaluating “Absenteeism,” meaning being absent from work due to physical or mental health issues, defined as an outcome metric in the Health and Productivity Management Strategy Map. It is calculated using the formula: Number of sick-leave days claimed through LIXIL Corporate Health Insurance Union ÷ (Number of enrolled employees x Number of calendar days). Number of enrolled employees in FYE2025: 17,390 employees at LIXIL Corporation.

Evaluation of Initiatives

At LIXIL, we conduct annual employee surveys to assess and evaluate the current state of our health and productivity management. Regarding the improvement of presenteeism (a state in which, despite being physically present, an employee is not being able to perform productively due to physical or mental health issues), we aim to improve the indicator level from the FYE2023 result of 75.3% to 80% by FYE2031. We are monitoring the progress toward this goal based on the results of our employee survey related to health and productivity management, detailed below.

Health and Productivity Management Survey

We conduct annual health and productivity management surveys targeting all employees^*1, and the response rate for FYE2025 was 95.8% (20,754 responses).

Based on the survey results, we evaluate and improve each of our measures. While approximately 80% of employees believe that LIXIL “should engage in health and productivity management”, fewer employees feel that the company “is effectively implementing these initiatives”. In response, we continue to provide opportunities to learn about health and productivity management at our annual healthcare training. We also engaged employees by inviting them to suggest a nickname for LIXIL's health promotion indicators. As a result, in FYE2025, we saw an increase in the scores for “Is the company engaged in health and productivity management?” in health and productivity management and in health literacy^*2 scores.

*1 Scope: LIXIL Corporation and its domestic subsidiaries that have introduced the same system as LIXIL Corporation.
Target: Directly hired employees, including senior employees aged 60 and over, contract employees, part-time employees, and seconded employees.

*2 The ability to acquire, understand, and effectively use and act on necessary information about health and medical care.

Education and Awareness Activities

We offer comprehensive e-learning programs annually to all employees, primarily focusing on our health and productivity management policy, mental health management, disease prevention, and specific ways to improve daily habits. For managers, we also conduct education specifically on team health management.

Health Education Programs Conducted in FYE2025

Scope: Directly hired employees, including part-time employees of LIXIL Corporation and its subsidiaries in Japan. Comprehensive e-learning on health is also provided to indirectly hired employees.

In FYE2025, for the healthcare training for all employees aimed at improving health literacy, we updated our training materials to focus on “sleep”, which was the most requested topic from employees. Post-training surveys showed positive feedback from both employees and managers.
For our comprehensive e-learning program on health for all employees, 93.3% of participants responded that they could apply the training content to their own health management. Similarly, in training sessions for managers on managing their team members' health, 98.6% of participants indicated they could apply what they learned in the workplace.
In addition, we distribute health information and audio-guided materials from company nurses every two months, helping to create an environment where each employee can proactively maintain and improve their health.

Expanding Support Measures Tailored to Individual Needs and Circumstances

We provide direct support to employees by stationing company nurses at each of our sites, offering assistance tailored to the specific needs and circumstances of each location.

We have also established a helpline offering mental and physical health advice, where LIXIL company nurses provide specialized support through individual consultations via phone and email. In addition, the LIXIL Corporate Health Insurance Union provides a “Mind and Body Support Desk” that allows employees to consult with external physicians and public health nurses via phone, website, or in-person meetings on topics including health, medical care, childcare, nursing care, and other issues.

Furthermore, we provide support for employees who have taken temporary leave due to illness through our Return to Work Program, in which the relevant workplace, human resources department, occupational physicians, and company nurses work together to care for employees on temporary sick leave and monitor their progress and wellbeing after they return to work.

Providing Support to Address Health Issues Unique to Women

Health ＆ Fitness Promotion Events

Promoting Smoking Cessation

Since April 2020, we have made the entire premises of all domestic offices and facilities smoke-free at all times. We also conduct surveys for smokers and provide support to employees who want to quit, with the goal of reducing the smoking rate. Specific measures include providing free nicotine gum and subsidizing the costs of outpatient treatments to stop smoking. In FYE2025, we also held a stop-smoking seminar sponsored by the LIXIL Corporate Health Insurance Union and extended support to 27 applicants for the “NonSmo*”. As a result of these initiatives, smoking rates as of FYE2025 werewas 20.2% across LIXIL Corporation showing a decreasinge trend over the past few years.

* The “NonSmo” Smoking Cessation Program includes tools to help people stop smoking, the provision of supportive information via emails over 10 days, and six months of continuous support.

Infection Control Measures

To help prevent the spread of infectious diseases, we distribute free over -the-counter medication to members of the LIXIL Corporate Health Insurance Union and subsidize the cost of flu vaccinations. We also continually work to implement measures that prevent the spread of infection and to inform employees of any associated risks. Such measures include posting a handbook summarizing preventative measures against infectious diseases on the company intranet.

Sharing Our Knowledge About Health and Productivity Management

At LIXIL, we actively share the expertise and insights we gained through our health and productivity management initiatives to contribute to the wellbeing of workers across society. To support health and productivity management among our suppliers and other business partners, we share specific strategies and case studies, such as the development and implementation of strategic roadmaps, initiatives designed to encourage behavioral change among employees, and the introduction of our unique special leave programs.

Information Sharing and Support for Suppliers

At our annual supplier meetings, we share LIXIL’s health and productivity management initiatives and hold individual briefing sessions for those who express interest. Following these meetings, we conduct surveys to assess each supplier’s approach to health and productivity management and their level of interest in LIXIL’s activities. The collected feedback is used to enhance our future support measures, as well as further broaden the outreach of best practices across society.

Provision of Healthcare Training Programs

LIXIL also makes its proprietary e-learning healthcare training program available to its business partners and actively encourages their participation.

Participation in Kenko Kigyo Kai

We believe that maintaining and enhancing workers’ health should not be the responsibility of a single company and its activities, but is a challenge that all workers should address together. Therefore, LIXIL participates in Kenko Kigyo Kai, an organization that shares health management best practices to enhance active and effective health promotion activities throughout society.

In FYE2025, LIXIL joined the Women’s Health Subcommittee and participated in a total of five subcommittee meetings. In these meetings, we shared information and explored issues relating to our systems designed to address women’s health issues and the working environment. We also explored initiatives to enhance our Self-Care Leave program, including those addressing menstrual-related needs.

External Evaluations & Award

METI Health and Productivity Certification

Sports Yell Company