Health and Productivity Management

To realize MUFG’s purpose of “Committed to empowering a brighter future,” we believe that maintaining workplace safety and security, along with safeguarding the mental and physical health of our employees, is essential to addressing and solving the challenges faced by society, our customers, and all stakeholders.

This belief is the foundation of our common basic policy across the MUFG Group and under the "MUFG Health Management Declaration," we are promoting health management throughout the entire group.

In line with MUFG’s purpose, we follow the principle of striving to empower sustainable development for our customers and society through our business activities.

To make this a reality, we believe that it is essential for each employee to be empowered to thrive and feel rewarded in a work environment that provides a holistic sense of well-being, and that employees and their families can lead healthy and fulfilling lives.

Based on this philosophy, MUFG engages in health and productivity management to enable our employees, who are our irreplaceable assets, to perform at their best and MUFG to contribute to all of our stakeholders and continue to grow as a financial group.

 

Hironori Kamezawa

Member of the Board of Directors, President & Group CEO

Mitsubishi UFJ Financial Group, Inc.

With the Group CHRO (Chief Human Resource Officer) as the promotion leader and the MUFG Human Resources Department as the overall coordinator, we promote health management across the MUFG Group in collaboration with each group company. Each MUFG Group company addresses its own challenges by coordinating efforts among relevant departments and organizations, including the HR department, occupational health staff, health insurance associations, and employee unions.

Health centers, which serve as health management departments, are established in Tokyo, Nagoya, and Osaka. These centers focus on promoting health tailored to regional circumstances, led by full-time occupational physicians and nurses, along with part-time medical professionals. Dedicated nursing staff are assigned to cover respective departments and branches. This includes follow-up on health checkup results and responding to health consultations from employees. Furthermore, we are committed to improving health literacy through various initiatives, such as health management e-learning for all employees, mental health training for both managers and general employees, tiered training for newly appointed branch managers and deputy managers, and health education in age-specific career seminars. In addition, we have established various compensation measures for work-related incidents and clearly outlined the application procedures for employees. Regular internal audits are also conducted to assess compliance and associated risks within the HR department.

In the Employee Consultation Office, in addition to occupational physicians and public health nurses, we have counselors available to support employee health promotion and health consultations. We also utilize external consultation services through our partners. Health checkup data is reviewed by the public health nurses in the Employee Consultation Office, and follow-up is conducted in collaboration with occupational physicians and health insurance associations. To improve employees' health literacy, we conduct health management and mental health training for all employees, as well as tiered health management training during onboarding, for newly appointed managers, internal control officers, and new department and branch managers. Furthermore, we have established systems that support flexible working arrangements, such as promoting the balance between childcare, caregiving, and work. Our goal is to create a workplace that enhances work experience for all employees.

We believe that the mental and physical health of each employee is paramount for them to sustainably contribute to our customers as professionals. With this in mind, we aim to achieve "employee well-being" and "organizational performance (productivity) improvement" through the practice of health management. The Health Promotion Office within the HR department, which includes occupational physicians, public health nurses, nurses, and health keepers, leads these efforts. We work closely with health insurance associations, employee unions, health management promotion officers at each location, and hygiene committees to implement various initiatives. These initiatives include health literacy improvement training on women's unique health issues, No Smoking Days, and the introduction of the Health Keeper system.

The HR Department, medical office (including occupational physicians, public health nurses, and nurses), and various departments work together across the company to maintain and promote employee health through a wide range of initiatives.
As part of our self-care support, we utilize a “Health Promotion Portal Site” that enables employees to check their health examination and stress check results and collect health-related information.
In addition, we conduct health literacy training for all employees and distribute video content from public health nurses explaining health examination results.
To further raise awareness of the importance of health, we provide line care training for all managers and promotion training for newly appointed managers, ensuring that the significance of health is well understood throughout the organization.

We organize various internal events aimed at promoting health, such as walking events, joint events with business partners, smoking cessation challenges in collaboration with the health insurance association, and free dental checkups, providing opportunities for employees to engage in health-related activities.
As a preventive measure against mental health issues, we have established consultation services with occupational physicians and clinical psychologists, and introduced avatar counseling using a metaverse platform.
In addition, we conduct mental health training for new employees and managers, and offer e-learning programs for all employees that address health issues specific to women and older adults.
Through these initiatives, we aim to “support the improvement of each employee’s health literacy and establish a workplace environment where they can work healthily and energetically.”

We are committed to supporting each employee’s physical and mental health, enabling them to work energetically and over the long term, through a variety of health management and awareness initiatives.
We have appointed two occupational physicians, one of whom specializes in mental health, and hold monthly health consultation sessions to ensure that all employees have access to professional advice whenever needed.
To further promote health awareness, we have introduced a health management app for all employees, allowing them to record and view their exercise, diet, and health checkup results. We also organize employee participation events such as walking challenges to encourage greater interest in health.
Additionally, we regularly provide education and information through e-learning and seminars, actively working to enhance employees’ health literacy.

We believe that it is essential for each of our invaluable employees to be physically and mentally healthy and able to maximize their performance.
To achieve this, we first focus on creating a safe and secure work environment by thoroughly implementing health examinations, stress checks, and workplace patrols by occupational physicians, thereby identifying and mitigating health and safety risks in the workplace.
Based on various health data, we clarify health challenges and implement targeted initiatives—including health guidance and other measures tailored to MUFG’s specific health issues—to promote improvements in lifestyle habits and prevent illness and injury.
Furthermore, through initiatives that go beyond health, such as enhancing health literacy and developing a flexible workplace environment, we aim to foster behavioral changes in each employee and improve the overall health of the organization.
The outcomes of these efforts are measured using KPI indicators such as absenteeism, presenteeism, and work engagement. By striving to achieve these targets, we aim to maximize the performance of each employee and the team.

＜Common to the Bank, the Trust Bank, and MUMSS＞

Number of days absent (absenteeism and leave) due to illness (physical or mental) / Total number of working days of directly employed employees×100

The number of absent days and total working days are aggregated based on business days for the Bank and Securities, and calendar days for the Trust Bank.
From fiscal year 2024, third-party verification has been obtained from the Japan Quality Assurance Organization (JQA).

Fiscal Year 2024

＜MUFG＞
Calculated for the combined total of the Bank, the Trust Bank, and Securities, based on the results of the group-wide awareness survey using the University of Tokyo’s single-item measure.

Prior to Fiscal Year 2023

＜the Bank＞

Calculated based on the "quantity and quality of work" and "achievements" over the past month, with normal working conditions set at 100. 

＜the Trust Bank＞

Calculated based on employee surveys (pulse surveys) using the University of Tokyo's single-item measure. 

＜MUMSS＞

Self-assessment of work over the past four weeks, with normal conditions without illness set at 100%. 

Fiscal Year 2024

＜the Bank＞

Measured through regularly conducted pulse surveys, assessing the state of "employees actively engaged in their work." In fiscal year 2024, an average of 18,903 employees responded (response rate: 61.2%).

＜the Trust Bank＞

Measured based on employee surveys (pulse surveys) using questions referencing the Utrecht Work Engagement Scale. In fiscal year 2024, a total of 5,913 employees responded (response rate: 74%).

＜MUMSS＞

The state of engagement (enjoyment, interest/curiosity, and sense of purpose) is measured. The average score across these three items is calculated.

Calculated through the MUFG Group Employee Survey (Willis Towers Watson). In fiscal year 2024, 5,258 employees responded (response rate: 93.3%).

At MUFG Group companies, we comply with the laws and regulations of each country and region where we operate. In addition, we are committed to providing appropriate treatment to all employees, regardless of employment type, by considering wage revisions that exceed inflation, ensuring equal pay for equal work—including between men and women—and regularly monitoring wage gaps.
In Japan, each company also complies with the Work Style Reform-related laws that came into effect in April 2019. Monitoring items include violations of the 36 Agreement (overtime regulations), compliance with minimum wage laws, and the number of occupational accidents.

At MUFG, we have established workplace safety and health systems in accordance with the Industrial Safety and Health Act, including the appointment of occupational physicians, health supervisors, and health committees. We also ensure thorough implementation of regular health examinations and stress checks to maintain and improve employees’ physical and mental health.
Furthermore, in the event of crises such as natural disasters, infectious diseases, terrorism, or conflicts, both domestically and internationally, we prioritize the safety of employees and their families. We have developed manuals outlining basic policies and action plans for crisis situations, and regularly issue alerts regarding domestic and international conditions to raise safety awareness among employees working in Japan and abroad.
In addition, we have established systems for confirming employee safety, stockpiling emergency supplies, and regularly conduct drills and review manuals for scenarios such as large-scale earthquakes and wind or flood disasters to ensure effectiveness and safeguard employee safety.

When contracting with suppliers, MUFG requests cooperation in providing a safe and appropriate working environment and conditions. We verify compliance with relevant laws and regulations, including the Industrial Safety and Health Act, and select suppliers with appropriate management systems. After contracting, we continue to monitor suppliers’ safety management systems on a regular basis to ensure safety.

In the “Certified Health & Productivity Management Organization Recognition Program” jointly conducted by the Ministry of Economy, Trade and Industry and the Nippon Kenko Kaigi, the following seven MUFG Group companies were selected as “2025 Certified Health & Productivity Management Organizations (Large Enterprise Category),” with two of them being selected as “2025 Certified Health & Productivity Management Organizations (Large Enterprise Category (White 500)).”