Employee-Friendly Work Environment

Fundamental Approach

Nomura Group recognizes the importance of maintaining a positive and comfortable work environment. We offer employee benefits programs, such as childcare, family nursing care and employee healthcare, to build enthusiasm and motivate our employees to consistently do their best.

Health and Productivity Management

We adopted the Nomura Health & Productivity Declaration Statement as part of efforts, led by our Group Chief Health Officer, to improve the health of our employees.

Nomura Health & Productivity Declaration Statement

Our employees are Nomura's greatest asset. In order for each of them to fully utilize their capabilities and personalities, it is important to be healthy both mentally and physically. Based on this corporate vision, Nomura group proactively pursues employees' health and wellbeing from a management perspective.

In 2017, we launched the Nomura Work Style Innovation initiative, which promotes work style reforms and health and productivity management. We are committed to creating a workplace and culture that helps diverse employees cultivate their talents and achieve success.

Health and Productivity Management Framework

The Health and Productivity Management Promotion Committee comprises our Chief Health Officer, health professionals such as occupational health physicians, as well as representatives from Human Resources and the Nomura Securities Health Insurance Association. The committee convenes regularly, and works to promote the health and wellbeing of employees by assessing the health issues that affect them, and implementing various improvement measures.

Occupational Health and Safety

We believe that the physical and mental wellbeing of our people is critical to their success, and therefore place great emphasis on prevention, early detection and early intervention. Our occupational health physicians periodically visit our worksites to monitor the health of and conduct face-to-face consultations with supervising managers. We have also introduced improvement measures in departments where people work long hours, including recommending that people who work extended hours consult with a physician. In accordance with the Industrial Safety and Health Act, Nomura Group has formed a Health Committee, which meets once a month. The committee discusses issues related to the workplace environment and health concerns to ensure that all our people stay healthy as they work.

Mental Healthcare

To safeguard the mental health of our employees, we provide access to various specialists, including having an employee counseling room staffed by dedicated professionals. We also offer consultation services by medical professionals at our Health Management Center. We are committed to helping employees on leave due to mental illness return to the workplace and thrive.

Safety and Health Initiatives

In accordance with the Industrial Safety and Health Act, we hold monthly Occupational Health and Safety Committee meetings in Japan. Members include the head of occupational health and safety, occupational health and safety compliance officers, occupational health physicians and employees.

The committee discusses workplace environment and health issues to support the health and wellbeing of all our people. Where improvements are necessary, the committee also makes recommendations to the firm.

Starting in 2016, we conduct stress checks to promote awareness and create a workplace that is conducive to good mental health. As a follow up to this, we also do mental health training for all employees to help prevent mental health problems.

We drew up a Health White Paper to help us better understand our employees’ health conditions and any health concerns. We have identified the following issues and implemented measures to address them: (1) Preventing the progression of lifestyle-related diseases, (2) Ensuring firm-wide medical checkups, and (3) Smoking cessation measures. In addition, we provide various opportunities for employees to learn about mental illness including how to prevent it, and improve their health literacy.

To maintain employees’ health, we cooperate with medical institutions to offer regular health examinations including annual medical checkups.

  FY2015/16 FY2016/17 FY2017/18
Checkup rate (general exam) 96.6% 96.9% 99.4%
Checkup rate (comprehensive exam; employees 30 and older) 95.7% 96.1% 99.3%
Rate of abnormal findings*1 42.6% 42.4% 68.3%
% of people who exercise regularly*2 43.5% 26.9% 22.5%
Smoking rate 22.1% 22.0% 21.4%
Response rate for stress checks - 92.6% 88.1%

1 Calculation method changed as of FY2017

2 Nomura Securities employees who do comprehensive checkup; Calculation method changed FY2016

Helping employees balance work and treatment

We are also working to support employees balancing work and treatment for illnesses such as cancer.

Nomura Securities has created a "Treatment & Work Coexistence Assistance Guidebook (Individual Version and Manager Version)" for employees battling illnesses such as cancer, as well as managers. We also feature real life experiences of employees working while undergoing treatment on our intranet website. In addition, we have introduced a "Secondary Medical Checkup Leave," paid leave employees can use to do follow-up tests after their annual checkup.

People who need to take time off to undergo chemotherapy at the hospital can take annual paid leave in hourly increments. Employees also have access to consultation services provided through the collaboration of our internal occupational health physicians, nurses and nutritionists. By consulting with our internal specialists, employees get advice on how to work comfortably while treating their illness.

In October 2018, Nomura Securities won the Gold award in the first Gan- Ally-Bu Awards, a non-governmental project ran by Gan-Ally-Bu. The award recognizes companies that have worked to create a workplace and society where people diagnosed with cancer can work while receiving treatment.

Realizing Work Practices that Allow for Flexibility and Diversity

Reducing Long Working Hours and Providing for Flexibility in Work Styles

Management and labor are monitoring hours that employees work to reduce excessively long hours and, thereby, maintain the physical and mental health of employees and enable them to conduct work efficiently. Specific initiatives include not only abiding by the provisions of the Japanese Labor Standards Act but also setting the joint management and labor objectives of having employees leave work at the set time on Wednesday and no later than 8 pm on other weekdays. Also, in some departments, since the nature of the work may require working into the night hours and on holidays, Nomura is working to optimize total hours worked by giving consideration to the actual conditions in each department and having managerial staff exercise flexibility regarding hours worked, including such measures as adopting a work shift system and encouraging employees to use their allotted vacation days. Moreover, Nomura provides for flexibility in work styles to provide employees with work security for the long term. In specific terms, Nomura has endeavored to provide improved arrangements that allow employees to take half day paid vacation time, take leaves for childbirth and rearing children, and time off for providing nursing care for seniors and others. In fact, all of the benefits provided by Nomura are above the legally requirement minimum. These include leave for giving birth to children and aftercare, leave time for rearing children, time off when a dependent gives birth to children, time off for childrearing, time for nursing sick children, supplements for child day care center expenses, and time off as well as leaves for nursing family members back to health. (Data: Nomura Securities, Co., Ltd.)

Introduction of a New Job Category and System for Changing Work Location

To provide employee-friendly workplace environments where employees can continue to work for a longer number of years, Nomura extended the retirement age for the existing financial advisors in the Retail Division ("FA Shain") until the age of 65 and introduced a new employee category called "FA Shoku" with the same retirement age. Nomura made a further amendment which allows employees, subject to permission, to work until the age of 70. Nomura Securities expects that these arrangements will enable employees to make better contributions based on their sophisticated skills and abundant experience.

Also, Nomura introduced the "Work Location Change" regime whereby general career type B Employees may, upon request and subject to approval, change their place of work within the branch network and continue to work for Nomura. General career type B Employees, who were not supposed to transfer among different regions under their employment contracts previously, were obliged to leave their jobs against their wishes if, due to personal reasons, such as marriage, transfer of their spouses, or need to care for family members, they were required to move out of the area where they were able to commute to their offices. The new regime makes it possible for such employees to continue their careers without conflict with their personal life events. In addition, Nomura has made more flexible the reemployment process of ex-employees who hope to come back to Nomura.

Focusing on disability

Nomura Group aims to support career development for every employee. For employees with disabilities, assignments are decided through open discussions and by identifying opportunities suited to individuals’ capabilities.

Helping Employees Balance Work and Childcare

The Nomura Group has developed a wide range of programs based on Japan's Act on Advancement of Measures to Support Raising Next-Generation Children.

Helping male employees in taking leave of absence for child caring purposes is one of the many examples that exemplify Nomura Securities' continuous efforts to support employees balance work and childcare. As a result of these initiatives, we have been certified as a 'childcare-friendly company' under this Act since 2007 (known as "Kurumin accreditation").

Action Plan for the Act on Advancement of Measures to Support Raising Next-Generation Children

  1. (Term: April 1, 2018 to March 31, 2020)
  2. Objective 1

    Maintain the following standards regarding childcare leave during the action plan period:

    • Male employees: Ensure childcare leave is taken by at least one eligible male employee
    • Female employees: Ensure childcare leave is taken by 80% or more of eligible female employees


    • Inform employees of the entitlements regarding childcare leave on the intranet.

    Objective 2

    Promote acquisition of special leave during and after spouses' or partners' childbirth within the action plan period.


    • Inform and promote acquisition of the special leave during and after their spouses' or partners' childbirth to eligible employees and their managers.

    Objective 3

    Ensure smooth return to work and support employees balance work and childcare by providing information to employees who plan to take pre- and after-childbirth maternity leaves and provide work life management training to managers.


    • From April 2018, provide information on how to balance work and childcare leave to employees who plan to take pre- and after-childbirth maternity leaves and provide work life management training to managers.

Nomura Securities Childcare and Family Nursing Care Supports
(as of April 1, 2017)

Childcare Support

  1. Pre- and post-natal leave

    Female employees are entitled to take six weeks leave before delivery (14 weeks for multiple births), and eight weeks after delivery.

  2. Special leave during and after spouses' or partners' childbirth

    Employees whose spouse or partner gives birth can take five days leave in addition to annual paid leave. A split acquisition of the leave is available.

  3. Childcare leave

    Employees are entitled to take total two years of leave until their child turns two. The leave can be taken in two installments (once when a child is younger than one and once when a child is over one and under two years of age). Employees will be reinstated to their original or equivalent positions upon their return to work.

  4. Childcare time

    Employees are eligible to shorten working hours maximum of two hours per day to care for children until third year of elementary school.

  5. Special work hours during childrearing years

    Employees are entitled of an exemption of overtime and holiday work and choose to work six hours per day, reducing their working hours upon their application until their child turns three.

  6. Leave to care for sick or injured children

    Employees with elementary school children and younger receive up to five days of paid leave per year to care for sick or injured children, have them take medical checkups or vaccinations, and to attend school events (up to ten days for multiple children). The leave can be taken starting from an hour.

  7. Subsidy for daycare expenses

    Company will bear half the cost (up to ¥20,000 per child, per month) of day-care services for employees' preschool children.

  8. Corporate contracted nursery schools

    Nomura provides corporate contracted nursery schools to help employees' smooth return from maternity/childcare leave.

Family Nursing Care Support

  1. Family nursing care leave

    Employees are entitled to take leaves to care for parents, spouses or children in need of nursing care. The leave can be taken as a maximum of three installments per family member who needs care. Employees will be reinstated to their original or equivalent positions when they return to work.

  2. Reduce working hours for family nursing care

    Employees can shorten working hours twice a day up to two hours, twice in three years from their initial application.

  3. Paid leave for family nursing care

    Employees are eligible to take up to five days of paid leave per year to care for one family member in need of nursing care (ten days maximum to nurse multiple family members). The leave can be taken starting from an hour.

Helping Employees Balance Work and Long-term Family Nursing Care

Nomura Group has a wide range of support programs for employees to balance work and long-term family nursing care obligations.

Nomura Securities has been granted official use of the "Tomonin" logo from the Ministry of Health, Labor and Work, for efforts in establishing a work place that enables employees to pursue their career, while balancing their work and long-term family nursing care.

Communication with Employees

Nomura organizes various forums for direct dialogue between management and employees around the world. Town hall meetings and social gatherings are regularly held in each region to provide opportunities for senior management to share the company's vision, strategy, and philosophy, and for employees to engage in active exchange with senior management with the aim to deepen mutual understanding.

As part of our continued efforts to make our employees happy, we periodically conduct surveys of all Group employees to monitor the status of communication within the organization and their level of satisfaction.

We are committed to making improvements and cultivating a healthy, values-driven culture for everyone.

Survey Results

* Please scroll horizontally to look at table below.

  FY 2015 FY 2016
Ratio of employees who feel proud to work for Nomura 84%
(Male: 86%; Female: 82%)
(Male: 83%; Female: 78%)
Response rate 77% 84%

Listening and Heeding the Voices of Employees

Our people are critical to our success and we believe that a positive work environment that encourages active involvement is essential to make them happy. We assess employee engagement through regular surveys, and use the results to enhance ongoing initiatives to help our employees achieve a good balance between work and home and family responsibilities.

Relationships with Labor Unions

More than half of the employees of Nomura Securities are members of the Nomura Securities Employees Union, and Nomura Securities has standing labor agreements with the union. To maintain sound and healthy relationships between labor and management, discussions are conducted with the union on a wide range of topics, not only when changes are to be made in various systems, such as employee welfare benefits and personnel management, but also on day-to-day issues, including respect for employee rights and management issues. Through these discussions, management and labor share views, and employees in the workplace have the opportunity to make their views known.

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