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 Health Insurance Society collaborate to support the health and wellbeing of our employees.

Our Chief Operating Officer (COO), 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 discusses those matters with the directors before making decisions.

Health and Productivity Management Promotion System

Our Targets and Progress

Strategy Map

To resolve key management issues, LIXIL systematically organizes its advancement policies, targets, and key goal indicators (KGIs) into a health and productivity management strategy map. Using this map, we strategically drive our initiatives forward.

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Priority Measures

After identifying challenges through comprehensive, data-driven risk analysis and assessment, we set quantitative and qualitative targets aligned with our strategy map. To achieve these goals, we establish priority measures for each fiscal year and actively drive our initiatives forward.

Challenges in Health and Productivity Management and Priority Initiatives for FYE2026

LIXIL Health Guidelines “Karada-Shiru”

In FYE2025, LIXIL introduced “Karada-Shiru” (meaning “know your body”), our unique health indicator, to help employees understand their own health status and proactively engage in health promotion. Developed by our full-time occupational physicians and company nurses, this original index encompasses eight key elements essential for maintaining a healthy mind and body. By utilizing Karada-Shiru as a common baseline to integrate existing healthcare training with various initiatives by the LIXIL Health Insurance Society, we are strengthening our efforts to empower employees to set personal goals and drive positive behavioral change.

Health and Productivity Management Key Indicators: Targets and Progress

Key Outcomes in FYE2026

The stress check* participation rate remains consistently high at 97.1%. As a follow-up, we provide employees with opportunities for personalized health guidance from our company nurses.

In addition, by stationing company nurses at all sites, we have established a seamless support system that closely monitors employees—from encouraging follow-up medical examinations based on check-up results to providing ongoing health observations—thereby strengthening our health promotion initiatives.

* We conduct annual stress checks for all employees of LIXIL Corporation and its domestic subsidiaries with equivalent HR systems, utilizing the Simplified Occupational Stress Check Form recommended by Japan’s Ministry of Health, Labour and Welfare. Employees identified with high stress levels are encouraged to have private consultations with an occupational physician.

Learn more about the Simplified Occupational Stress Check Form (Opens new window) >

As of the end of June 2026

Scope: LIXIL Corporation.

Scope: Permanent employees (including senior employees aged 60 and over), contract employees, part-time employees working at least 20 hours a week, and seconded employees.

* The percentage of sick leave days taken is an indicator used to evaluate “absenteeism” (being absent from work due to physical or mental health issues), defined as a health-related ultimate outcome indicator in LIXIL’s Health and Productivity Management Strategy Map. Calculated as: the number of sick leave days claimed through the LIXIL Health Insurance Society / (number of enrolled employees × number of calendar days). The number of employees at LIXIL Corporation in FYE2026 was 17,470.

Evaluation of Initiatives

At LIXIL, we conduct annual employee surveys to assess and evaluate the status of our health and productivity management. This survey measures presenteeism—defined as a state where employees are physically present but unable to perform productively due to physical or mental health issues—by asking respondents to rate their own performance level as a percentage. With a view to driving improvements, we aim to raise this average performance rating from the baseline of 75.3% in FYE2023 (when the question was first introduced) to 80% by FYE2031, subsequently monitoring our progress through the annual survey results detailed below.

Health and Productivity Management Survey

We conduct annual health and productivity management surveys targeting all employees,^*1 and the response rate for FYE2026 was 96.2% (20,805 responses), which indicates that employees remained strongly interested and actively involved in this initiative.

The FYE2026 results show a profound positive shift in employee mindset: 87.7% of respondents believe LIXIL should practice health and productivity management, and 72.1% feel the company is successfully doing so, marking significant year-on-year increases.^*2 Additionally, the health literacy^*3 score improved to 59.6%. Fostering a company-wide culture of wellness has successfully narrowed the gap between the perceived need for these initiatives and employees' actual perceptions.

This progress is driven by our strategic, ongoing efforts since we revised our wellness roadmap in FYE2022. Specifically, we have: (1) strengthened on-site support by stationing company nurses nationwide; (2) promoted everyday health awareness through expanded health education and information sharing; and (3) encouraged proactive engagement by introducing “Karada-Shiru” (meaning “know your body”), LIXIL's unique health indicator. Each of these measures has permeated our workplaces, steadily translating into tangible shifts in employee awareness and behavior.

*1 Scope: LIXIL Corporation and its domestic subsidiaries with equivalent HR systems.
Eligible Employees: Permanent employees (including senior employees aged 60 and over), contract employees, part-time employees, and seconded employees.

*2 Beginning with the FYE2026 survey, the assessment scale was changed from a five-point to a seven-point scale.

*3 Health literacy refers to the ability to acquire, understand, and effectively utilize health and medical information to make informed decisions and take action.

* Added to the survey in FYE2026

Education and Awareness Activities

We provide annual health education programs to all employees, primarily covering our health and productivity management policy, mental health management, disease prevention, and specific actions for lifestyle improvement. For our leaders, we also offer training dedicated to managing the health and well-being of their teams.

Health Education Programs Conducted in FYE2026

Scope: Directly hired employees (including part-time employees) of LIXIL Corporation and its domestic subsidiaries (“Health education program for employees” also covers indirectly hired employees)

In FYE2026, we updated our health education program for employees—aimed at improving health literacy and driving behavioral change—to focus on “exercise,” the topic most requested by employees. As a result, 96.1% of participants responded that they could apply the training to their own health management. Furthermore, our training for leaders received high marks for its practical content, with 98.8% of participants indicating that it was applicable in the workplace. Post-training feedback included comments such as: “It was a great opportunity to start thinking about my health,” and “The contents were concise and easy to understand. The simple, immediately actionable exercise examples were incredibly helpful.”
In addition to these programs, we distribute health information and audio-guided materials from our company nurses every two months, striving to foster a workplace environment that empowers each and every employee to proactively maintain and improve their wellbeing.

Expanding Support Measures Tailored to Individual Needs and Circumstances

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

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 Health Insurance Society operates a mental and physical health support line that allows employees to consult with external physicians and public health nurses by phone, the website, or in-person meetings on topics such as health, medical care, childcare and nursing care.

Furthermore, through our Return to Work Program, the human resources department, workplace managers, occupational physicians, and public health nurses collaborate closely to support employees from medical leave through their post-return transition.

Providing Support to Address Health Issues Unique to Women

We included questions on women’s health issues in our annual health and productivity management survey. In the FYE2026 survey, 64.1% of female employees reported experiencing female-specific physical or mental symptoms.
Based on these insights, we actively support women’s health. To foster awareness, our company nurses regularly distribute a health-focused newsletter, the Healthcare Letter. In FYE2026, it spotlighted fertility treatment—a major challenge for working women due to frequent medical visits and unpredictable schedules. In addition to addressing this topic in our comprehensive health education programs for all employees and leaders, we conducted a menstrual pain simulation program, joined by 64 participants, including male employees and leaders. Post-program feedback was highly positive, with participants sharing comments such as: “I learned that the severity of pain varies widely from person to person,” “It helped me realize how difficult it is for them, and how essential empathy is in the workplace,” and “I want to be more mindful of my colleagues' wellbeing and naturally offer support when needed.”

Health & Fitness Promotion Events

Promoting Smoking Cessation

Since April 2020, we have maintained a completely smoke-free environment across all domestic offices and facilities. To lower our overall smoking rate, we actively support employees seeking to quit by providing free nicotine gum and subsidizing outpatient smoking cessation treatments. As a result of these continuous efforts, LIXIL Corporation’s smoking rate steadily declined to 20.0% as of the end of March 2026, maintaining a downward trajectory over the past several years.

Infection Control Measures

To help prevent the spread of infectious diseases, we distribute free over-the-counter medicines to members of the LIXIL Health Insurance Society and subsidize the cost of influenza vaccinations. We also continually implement measures to control infections and inform employees of associated risks. These initiatives include posting a prevention handbook on the company intranet.

Sharing Our Knowledge About Health and Productivity Management

At LIXIL, we actively share the expertise and insights gained from our health and productivity management initiatives to contribute to the health and wellbeing of workers across society. Rather than limiting these practices internally, we share them with our suppliers and other business partners to support and encourage their own implementation. Specifically, we provide practical resources and case studies, including guidance on developing and utilizing strategy maps, methods for driving employee behavioral changes, and real-world examples of our unique special leave programs.

Information Sharing and Support for Suppliers

At our annual meetings for suppliers, we share LIXIL’s health and productivity management initiatives and offer individual briefing sessions for interested partners. Following these meetings, we conduct surveys to understand each supplier’s approach to health management and their level of interest in LIXIL’s activities. We utilize the collected feedback to enhance our support measures and promote these best practices throughout society, while prioritizing active, two-way communication. Moreover, we make LIXIL’s proprietary e-learning programs on health available to our business partners, actively encouraging them to take these courses.

Participation in KENKO Kigyo Kai

We believe that maintaining and improving the health of the workforce extends beyond the efforts of a single company; rather, it is a shared challenge that society must address collectively. To this end, LIXIL participates in KENKO Kigyo Kai, an association dedicated to sharing health management expertise to enhance the effectiveness and impact of health promotion initiatives throughout society. In FYE2026, we participated in the Health and Productivity Management Promotion Working Group, exchanging information and addressing challenges regarding the workplace environment, working hour management, and systems to encourage paid leave utilization.

External Evaluations & Award

METI Health and Productivity Certification

Recognition by the Japan Sports Agency