Occupational Safety and Health

Safety and Health Management System

In accordance with the Labor Standards Law and the Industrial Safety and Health Act, we are engaged in a group-wide health and safety drive to secure the health and safety of workers (all employees, temporary staff, subcontractors, etc. involved in our business activities) in workplaces and facilitate the creation of a comfortable working environment.
We have established a safety and health management system, which includes general safety and health managers, safety officers, health officers, safety and health promoters, health promoters, industrial physicians, and employees in charge of mental health promotion in each workplace. We have also established Health and Safety Committees that plan and conduct activities as joint labor-management efforts.

Health and Safety Committees

  • Established at workplaces with 50 or more workers
  • Held once a month
  • Topics: health-focused management, health management, mental health, COVID-19, work style reform, overtime work and long working hours, fire prevention and disaster preparedness, traffic safety, etc.
  • Important matters on safety and health are reported to the Executive Director of the Corporate Sector

To create a comfortable working environment, we conduct the statutory atmospheric environment measurement every two months for temperature, humidity, air current, carbon dioxide, carbon monoxide, and floating dust, and if any deviation is detected, work with a respective facility management company to take appropriate countermeasures, such as ventilation and cleaning.
Furthermore, when industrial doctors travel around our offices once a month, they check not only sanitary conditions, but working environments that include lighting and noises, so that we make improvements as necessary. In addition, in fiscal 2020, we removed all smoking rooms from offices to reduce the health risks of passive smoking.
During the annual National Occupational Safety Week, the Health and Safety Committee members at each office visit workplaces to check for any hazardous areas to rectify, and share example incidents at the Health and Safety Committee meeting as part of their efforts to prevent accidents.
To prevent long working hours and comply with the Article 36 Agreement, the personnel departments send email alerts to individuals, and share information about the employees who have been alerted with the heads of divisions and human resource staff. We also hold regular seminars on work schedule management and harassment to manage legal risks.
We have the Guidelines on the Establishment of a Safety and Health Management System in order to ensure legal compliance and protect the safety and health of our employees. We also make sure that the safety and health management systems at our offices are continually improved, and that a proper safety and health management system is established when a new office is set up.

Safety Management during Construction of Base Stations and Operation and Maintenance of Facilities

KDDI Engineering Corporation, which does or manages construction by contract and operates and maintains facilities, provides regular training to ensure complete safety management. The on-the-job training for employees engaging in these operations in order to prevent accidental falls from heights and electric shocks, among others, includes Safety Training for Dangerous Operations and Tool Training. Regular legal training such as Health and Safety Education for Foremen is also provided.
KDDI also holds an annual safety convention for the subcontractors who work on the construction of our base stations and network facilities, which involves hazardous tasks such as working in high places. At this convention, we share safety-related case studies and provide information to help improve the subcontractors' safety skills.

Responses to Workplace Injuries

KDDI has established a system whereby any workplace injuries are reported via designated reporting channels, promptly investigated and actions are taken including putting measures in place to prevent recurrences.
For accidents involving falls, which are the most common cause of workplace injuries, we have prepared materials summarizing examples, contributing factors, and countermeasures. We are also promoting awareness of the accident reporting flow, encouraging employees to take precautions, and raising awareness of how to prevent accidents.

Priority Measures Relating to Occupational Health and Safety

KDDI is running a number of initiatives to drive health-focused management based on the basic principles of respect for human life, ensuring the safety and mental and physical health of employees in workplaces at all times, and maintaining a comfortable working environment.

Health-Focused Management Actions

As part of the drive to promote health-focused management in fiscal 2021, we conducted a health awareness survey of all employees and implemented measures based on the survey results. As part of the measures, we introduced KDDI Wakuwaku Points, which is a health point program that provides employees with a mobile app with functions designed to improve health literacy, such as access to health related information focusing on diet, exercise, sleep and smoking, a challenge program to change lifestyle habits, and a walking event.
A set of health KPIs have been defined as targets to be achieved by fiscal 2022 to improve the health of employees.

  1. *Participants of the KDDI Wakuwaku Points program record their daily number of steps and health efforts to improve their lifestyle on the smartphone app or website to earn points based on the progress toward set targets. Accumulated points can be exchanged for a variety of products and services.


  • April is "Work Style Reform and Health-Focused Management Month".

    • Original VOD (communication, mental health, a balanced diet to prevent weight gain and exercise routines) is produced and deployed to all employees
    • Each year a theme is chosen for workplace discussions ("Better Workplace Communication" in fiscal 2021.)
  • Encouraged walking

    • "KDDI Wakuwaku Points" program, which awards points based on the number of steps taken
    • Walking events are held twice a year to compete with the number of steps walked during "Work Style Reform and Health-Focused Management month"
  • Events for Weight Loss Challenges

    • BMI: Public health nurses provide supports for weight loss to a certain number of employees who wish to join this program over a period of three months in person or by phone, etc.
  • Holding health seminars:

    <Organized by head office>

    "Breast cancer seminar" "Dietary techniques to increase your productivity at work" "The front lines of COVID-19 that you don't know" "Lifestyle tips to prevent lifestyle-related diseases" "Health and physical education for mature woman" "Relieves stiff shoulders, back pain, and eye strain by desk work"

    <Organized by business office>

    "The diets of generations in the workforce" "How to boost your immune system" "Seminar on how to improve your gut health" "Sleep seminar" "Prevention of infections from oral care" "Change your breakfast to improve your performance" "Enjoy cheese in a delicious and healthy way!" "Stop holding back, how to lose weight by facing yourself."

  • Support for smokers in smoking cessation

    • Support from public health nurses in smoking cessation
    • Assistance with an online smoking cessation program (in collaboration with the health insurance society)
    • Providing incentives for employees who have successfully quit smoking
  • Initiatives to improve employees' sleep

    • Lending sleep sensors: A sleep sensor visualizes how the user sleeps so that an expert offers advice based on the data.

Promotion of Mental Healthcare

KDDI formulated the Mental Health Promotion Plan and is carrying it out while implementing PDCA cycles for mental health initiatives. In addition, we stationed 41 internal counselors across the company and began interviewing all employees. The interviews enable us to hear directly from employees and assess working conditions from perspectives that differ from those of their superiors. They also help us quickly identify employees who are showing signs of mental health issues even in the absence of reports from the said person themselves, enabling us to act promptly in cooperation with medical professionals and managers as necessary. In this way, we are creating a healthful work environment.


  • Semiannual interviews with all employees conducted by in-house counselors
  • Offering level-specific e-learning courses related to mental health
  • Offering harassment prevention seminars for managers
  • Offering e-learning courses related to harassment prevention for all employees
  • Offering e-learning courses related to harassment prevention and safety considerations to new line managers
  • All regular and contract employees complete a stress check once a year (Employees surveyed in FY2021: 85.1%)
  • Based on the results, employees can consult with an industrial doctor if they request.
  • The overall results are analyzed and sent to each work place to share the issues revealed, and workplaces with high stress levels are instructed to devise measures for improvement.
  • Obligatory submission of medical history forms, interviews with industrial doctors and individual follow-ups by industrial health staff for employees who worked more than the prescribed number of hours of overtime
  • Established the Employee Counseling Center and an external counseling office, which are staffed by industrial counselors
  • We offer total support for employees when they return to work after absence due to mental health issues
    • Industrial doctors interview returnees as well as the returnee's supervisors
    • Training before returning (return-to-work program, etc.)
    • Shorter working hours after returning to work
    • Colleagues, industrial doctors and health staff collaborate to facilitate the returnee's smooth return to work in addition to the support provided by their supervisors
    • Use of AI to identify employees who show early signs of mental instability

Changes in the Number of Employees Absent from Work Due to Mental Instability (KDDI)

(at the fiscal year end) Unit: person
FY2017 FY2018 FY2019 FY2020 FY2021
99 112 101 87 124

Enhancing Employees Health

Providing Health Exams That Exceed Legal Requirements

We conduct regular health exams that are more detailed than required by law, with an examination rate of 98.6% in fiscal 2021. Following those exams, we inform all those diagnosed with observation by email. As for those who are diagnosed with severe health problems, we urge them to have an emergent consultation at a medical institution as soon as possible, and in fiscal 2021, 86.7% of employees followed the advice. (The percentage was somewhat lower than usual because of the coronavirus pandemic.) Starting from Fiscal 2020, when severe cases are identified among the employees who have been advised to receive "emergent consultation," we advise them to work on "improvement" so that they consult with an industrial doctor, with their supervisor present at the meeting, and receive our health guidance. If no improvement is shown, we consider limiting the range of their work.
In addition to the company program to assist with complete medical checkups, since fiscal 2018, we have had a program in place to provide full reimbursement for breast cancer screening for female employees 35 years old or more.
Additionally, the "Pre-Checkup Challenge" program provides guidance by a public health nurse for three months prior to the health checkup to those employees who had lifestyle-related disease-related findings in the previous year's health checkup and who wish to receive such guidance. As a result, we achieved a 30% reduction in the prevalence of findings among those who were eligible for the checkups in fiscal 2021.
Furthermore, in partnership with the KDDI Health Insurance Union, we actively promote measures to prevent diseases from becoming severe (data health planning). The completion rate for the motivational support in "specific health guidance" in fiscal 2021, which is conducted jointly with the KDDI Health Insurance Union, was 93.4%. The KDDI Health Insurance Union provides group-wide specific health guidance (active support and motivation support), and we are continuing our initiatives to increase these rates, including continuous support provided via email. To promote better health, the union also dispatches lecturers to provide health seminars at workplaces. In addition, we introduced health programs that provide free dental checkups and assistance with smoking cessation, among others.

Other Health Management Measures

Measures Target Content
Healthcare room Regular and contract employees, temporary staff When they feel sick, they can take a short rest in this room and receive first-aid care and health counseling
Refresh room Regular and contract employees, temporary staff Services such as massage and acupuncture and moxibustion are offered by nationally qualified practitioners
Wellness benefits Regular and contract employees
  • KDDI Group Welfare Association provides subsidies related to such issues as childbirth/childcare, family care, health maintenance, personal development and employing a housework helper (Employees are free to choose the services they need)
  • KDDI Health Insurance Union provides special benefits in the form of sports club access

Safety and Health Management for Employees and Their Families Transferring Overseas

We conduct various activities aimed at ensuring the health and safety of employees working outside Japan. We provide consultations with industrial doctors to employees before they transfer overseas, interviews with medical staff to all employees returning to Japan and follow-up care after the regular health exams to employees working overseas. We also began conducting stress check for employees working overseas and providing follow-ups, including health checks as required. Furthermore, we have established and implemented the Vaccination and Health Report Guidelines for International Transferees and Business Travelers from the perspective of health management and employee safety for those transferring or traveling outside Japan.
We introduced a medical return program that covers the expenses of employees or accompanying family members returning sick or injured to Japan, if an industrial doctor judges that they should receive treatment in Japan. In preparation for emergent situations, we have set up emergency evacuation services for all employees stationed or on a business trip overseas for evacuating in the event of terrorism or political instability. We also offer emergency medical transport services for the transport of severely ill or injured persons to a different country for medical treatment if necessary.

Human Resources