Creating a rewarding workplace

We regard human resources as our main business assets, and believe creating a fair and comfortable workplace is essential for employees to maximize their individuality and abilities. We are also working to enhance our HR and welfare programs to enable employees to have a productive life in the TechnoPro Group.

The TechnoPro Group Health Management Declaration

The TechnoPro Group believes that employee health is an important business resource and the source of corporate vitality. Based on this belief, we declare our commitment to health promotion initiatives.

We believe that employee quality of life is what leads to true ongoing value for our customers and is what makes corporate value growth possible.

We engage in health management as the foundation for contributing to future abundance, serving as a corporate group that grows sustainably together with society.

Basic Policy on Health Management

  1. We take actions to create a safe, appropriate work environment and welfare systems that allow employees to maximize and express their talents supported by physical and mental health.
  2. We help employees cultivate better health with initiatives based on health maintenance and promotion policies, including education and healthy lifestyle information.
  3. We pursue greater organizational and individual activity, productivity, and creativity through health management initiatives.

*The term “health and productivity management” is a registered trademark of the Workshop for the Management of Health on Company and Employee.

Takeshi Yagi
President, and Representative Director and CEO
TechnoPro Holdings, Inc.

Health Promotion Structure

Health Management Strategy Map (FY22.6-FY26.6)

ES survey implementation

In order to detect issues and plan appropriate measures, we conduct an ‘ES survey’ (Employee Satisfaction Survey) annually. As well as feeding back the results of the survey to employees, we regard ‘continuing to improve employee satisfaction’ as a matter of upmost importance, and confirm and verify the effectiveness of the measures in the following year’s questionnaire.

Work-life balance

As a “Tokyo Workstyle Reform Declaration Company” approved by the Tokyo Metropolitan Government in 2016, we are not only complying with laws and regulations, but actively working from a viewpoint of work-life balance to eliminate long working hours and promote vacation taking. We monitor ‘paid leave use’ and ‘average monthly hours of overtime’ as material KPIs. In addition, we maintain leave and reduced hour systems to support balancing work and childcare, so that employees can achieve results regardless of gender or changes in their life stage and situation. Furthermore, we are gradually progressing with initiatives for flexible and diverse work styles, such as the introduction of a system for taking paid leave on an hourly basis, as well as teleworking.

Became a Member of the “Iku-Bosu Corporate Alliance”

We joined the “Iku-Bosu Corporate Alliance” organized by Specified NPO Fathering Japan in March 2022. An“iku-bosu” is a boss (manager or supervisor) who considers the work-life balance of his or her subordinates and supports their career and life, while achieving results for the organization and enjoying his or her own work and personal life. The TechnoPro Group is committed to promoting management based on a deep understanding of diversity and fostering an organizational culture through measures such as training for executives and managers and encouraging male employees to take paternity leave.

Childcare Benefits

One of the reasons why it is difficult to take childcare leave is economic loss. To create an environment where both men and women can take childcare leave with peace of mind and balance work and childcare, we have introduced Childcare Benefits to compensate for all or part of the reduced salary income due to taking childcare leave.

Endorsed “Cancer Ally Club”

In September 2022, the company announced its endorsement of the “Cancer Ally Club,” a private project that addresses the issue of “cancer and work” faced by those who work while undergoing treatment for cancer. Through measures such as granting leave for outpatient treatment and establishing a care hotline, the TechnoPro Group will create a work environment that makes it easier for employees to undergo cancer treatment while working. We named Silver at the Cancer Ally Club Award 2022.

Initiatives for mental and physical health

We are putting effort into health support based on the belief that vigorous work from physically and mentally healthy employees leads to a vibrant company. We are enhancing our various consultation services, beginning with the introduction of EAP services, as well as providing thorough health checkups, working to improve our stress check take-up rate, and other initiatives.

Recognized as a “Health Management Outstanding Organization Program (Large Enterprise Category)”

We have been recognized by the Ministry of Economy, Trade and Industry and Nippon Kenko Kaigi as a “Health Management Outstanding Organization Program (Large Enterprise Category)” for four consecutive years, starting in 2020. The program recognizes corporations, including large corporations and small and medium-sized enterprises, that practice outstanding health management.

Initiatives for General Health

Health Promotion Support Navi
We have established a "Health Promotion Support Navi" page on our internal portal site to provide information and consultation regarding the physical and mental health of our employees and support for balancing work and medical treatment.

Health information in our quarterly in-house newsletter
We provide health information in our quarterly in-house newsletter, the TechnoPro Newsletter.

Regular health checkups
All employees received regular health checkups in 2022.

Stress check test
A stress check test is conducted once a year for all employees.

Response to the spread of coronavirus infection

  • Establishment of "Mental Health Care Consultation Service for Coronavirus
  • Introduction of telecommuting and flextime systems
  • Relaxed restrictions on the use of private vehicles for commuting
  • Introduced a special paid leave system for an employee who tests positive, becomes a close contact, or has to deal with a school closure.
  • Develop guidelines of infection prevention for employees.

Initiatives for Mental health

The TechnoPro Group has formulated a "Mental Health Development Plan" based on the "Four Care for Mental Health" guidelines of the Ministry of Health, Labor and Welfare, and is working to ensure that all employees can work with vitality and vigor.
In addition, we have established regular debriefing sessions on the mental health measures of the outsourced EAP companies and our Group, and the results are reported to the board of directors for reflection and improvement in the next year's action plan.

Employees receive support from qualified consultants to ensure maximum individual performance
The TechnoPro Group has established a consultation desk for issues confronting employees, allowing employees to devote themselves to their work and maximize their performance.
This consultation is provided by qualified personnel who have a wealth of specialized knowledge and experience. We also have a support system in place to resolve problems and reduce stress before they become major issues.

Having a full lineup of consultants familiar with technical industries and issues faced by engineers. Dispatching counselors familiar with technical industries and the business of our group (dispatching/contracting/outsourcing, etc.) means we are able to respond smoothly to issues unique to our business. These can include being unable to communicate clearly with staff in charge at the assigned destination, personal relationships within the project team, and differences in policies between dispatcher and dispatched staff.

Fostering an approachable organizational culture
It takes courage for a troubled employee to seek counselling and, in some cases, they may not be aware of needing help. Techno-Pro Group conducts mental health self-care awareness (for employees) and training in line care (for supervisors) to promote the importance of ‘recognizing symptoms early.’ The company strives to create an atmosphere in which people feel comfortable to accept counselling.

Mental health counselling
TechnoPro provides professional counselling via a subcontracted EAP (Employee Assistance Program) company. In addition to mental health, counselling on the following is also available:

  • Work related matters: Human relations at work, future career path, etc.
  • Family life: Childcare, nursing care, marital relationships, parent-child relationships, child problems, etc.
  • Social life: Living environment, cross-cultural support, etc.
  • Life events: Sickness, marriage, divorce, etc.

Initiatives for harassment prevention

In addition to clearly stating that harassment is prohibited in our work rules, we are creating a comfortable workplace, maintaining an environment where workers can easily have regular consultations by ensuring that the laws and our group policies are well known, and by implementing ongoing improvement via training. In the event an incident occurs, a specialized department will investigate and take appropriate action.

Harassment counselling
We have established contact points for harassment both externally and internally to make them accessible to our employees.The in-house contact point consists of counselor representatives who are qualified as anti-harassment consultants, senior industrial counselors,and psychological counselors, etc. These offices provide consultation on various types of harassment.

  • Power harassment
  • Sexual harassment
  • Harassment related to pregnancy, childbirth, childcare leave, nursing care leave, etc.

Training for employees
Training on workplace harassment prevention is provided to employees. In addition, training on workplace harassment response, power harassment prevention, and sexual harassment prevention is provided to executives and managerial employees as part of regular training programs.

Publication of Booklet
We have published a booklet entitled "STOP! Harassment Book" to educate our employees.

Establishment of HR system

In order to enable employees to take active roles nationwide and in various positions, we provide allowances related to job appointments, company housing systems, and various subsidy systems for supporting qualifications and self-development, as well as offering job postings to support employee-driven independent career development. In addition, with the aim of improving satisfaction and motivation, we are also introducing a training oriented personnel evaluation system and continuing with management skill training.

Human Resource System

The new human resource system of TechnoPro, Inc., introduced in July 2022, is designed to evaluate the market value of engineers and researchers in terms of technical skills (the power of technology) and business skills (the power of people) in line with the Purpose, and to determine compensation based on these skills. We visualize definitions and salary ranges for each grade of employee, expected base charges for engineer staffing and outsourcing contracts, and rules regarding evaluation, promotion, and pay raises. We also provide a variety of career paths that allow employees to work on solutions to customer issues and social issues, thereby motivating employees to develop their skills

Life plan support

We provide a ‘TechnoPro Group Employee Stock Ownership Plan,’ ‘Retirement Benefits (Corporate Defined Contribution Pension System)’ and a ‘Savings System’ to support employee asset formation. In addition to encouraging employees to independently work towards asset creation after retirement by providing information on asset management and investment in defined contribution pension plans, we are making efforts to support employees’ life plans by methods such as holding free ‘money seminars.’

Internal club / society & support system

For the purpose of stimulating communication and interaction among employees, as well as addressing a lack of exercise and promoting mental refreshment, we assist by contributing a portion of activity expenses for internal clubs or societies which have become a company-certified organization and attracted a certain number of employees to attend.

Group HR and welfare systems

*System implementation may differ across group companies.

Vacation and leave policies, work and break policies
  • Annual paid leave (half-day, hourly)
  • Special leave (congratulatory and condolence leave, company designated leave, disaster leave, moving leave, etc.)
  • Maternity leave, childcare leave, child nursing leave
  • Extended nursing care leave, nursing care leave
    There are various subsidies (obtaining qualifications, distance learning, courses and training, book purchases, participation in academic conferences)
  • Measures of consideration for working hours associated with childcare and nursing care (overtime work exemption, overtime work restrictions, late night work restrictions, working hour reduction, etc.)
  • Menstrual leave
Various allowance and expense subsidy policies
  • Congratulatory and condolence bonus policy (maternity gifts, wedding gifts, condolence payments)
  • Childcare Benefits
  • Single employee allowance, lump-sum payment for transfer, moving cost assistance, travel expense assistance
  • Provision of employee dormitories (rented company housing)
  • Various subsidy policies (obtaining qualifications, distance learning, courses and training, book purchases, participation in academic conferences)
Health and social insurance related
  • Health insurance association, welfare and pension, employment insurance, industrial accident insurance
  • General welfare organization term insurance
  • Health examination, stress check
  • Medical Checkup expense subsidy
  • Mental health / harassment / health / childcare / nursing care related consultation
Work Life Balance
  • Flextime
  • Telecommuting (Work from home)
  • Flexible dress code
Asset building support
  • Employee stock ownership plans
  • Retirement benefits (corporate defined contribution pension plan)
  • Asset saving policies
  • Retiree re-employment policy
  • Partnered benefits program “Benefit Station”
  • Preferential mortgage interest rates from partnered financial institutions
  • Corporate gold card (can be held free of annual charge)


The TechnoPro Group has shop-based labor union, ‘UA Zensen (The Japanese Federation of Textile, Chemical, Food, Commercial, Service and General Workers’ Unions) Human Resource Service General Union (JSGU).’ Throughout the year, labor and management share information on business performance and hold discussions based primarily on solving HR related issues. Going forward, as well as continuing to maintain cooperation for sound labor management through close communication, we strive to create an appropriate business management environment and a rewarding workplace.