Employee-Friendly Work Environment

Fundamental Approach

Nomura Group recognize the importance of our employees' physical, emotional, mental and financial wellbeing so that they can realize their full potential, stay motivated and excel in the performance of their duties.

We seek to improve its employee welfare programs, such as childcare and nursing care support, as well as to maintain and promote employee health, so that employees can continue to work with enthusiasm, including the development of appropriate working conditions and a comfortable working environment.

Promoting Health and Productivity Management

Nomura Group adopts a management approach to the health and wellbeing of our employees, and promotes "health and productivity management" to encourage employees to take the initiative in addressing their individual health issues. Under the leadership of our Chief Health Officer, we proactively implement initiatives aimed at helping our people improve their health, towards realizing our Group management vision to "Achieve sustainable growth by helping solve social issues."

Starting in FY2020/21, in order to work toward our Group's management vision of "Achieve sustainable growth by helping resolve social issues," we are communicating to all Group employees our goal that "All people who work at Nomura will not simply be healthy, but also physically, mentally and socially sound (overall well-being)."

Promoting Health and Productivity Management

Health and Productivity Management Declaration Statement

In 2016, we formulated the "Nomura Health & Productivity Declaration Statement" with approval from the Executive Management Board.

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.

Health and Productivity Management Framework

Under the Chief Health Officer (CHO), the Deputy CHO, health insurance associations, occupational health physicians, public health nurses, and Group companies come together to promote health and productivity management. The Health and Productivity Management Promotion Committee, which meets regularly, comprises the CHO, the executive officer in charge of Human Resources, the heads of the human resources departments, and other members. The details of discussions are reported to the Board of Directors and the Executive Management Board as appropriate.

We actively promote the health of our employees and strengthen our occupational health and safety system by grasping health issues based on the status of employees' health risks, high-risk analysis of lifestyle-related diseases, and analysis of workplace health risks, formulating and implementing measures, and verifying the results throughout the organization.

In promoting health and productivity management, we emphasize the participation of employees and hold discussions between the labor union and management.

Health and Productivity Management Goal and Targets

We recognize the need to reduce Absenteeism (1) and Presenteeism (2), and improve Work Engagement (3) and have set the following measurements in order to monitor employee well-being:

(1) The impact of absenteeism is measured by financial losses due to absence from work coursed by injury or illness, calculated as the ratio of number of sick leave days taken to total working days during a financial year, multiplied by the total compensation of employees for such financial year.

(2) A condition in which individuals go to work despite being ill or experiencing symptoms of illness, with negative impacts on business execution and productivity. The figure is calculated based on responses to the SPQ (Single-Item Presenteeism Question, Tokyo University 1-Item Version).

(3) A positive, fulfilling, work-related state of mind. This is measured based on deviation from the results of the national average of annual stress assessment, which is an annual mandatory workplace program in Japan to screen for mental health issues in workers.

For Absenteeism, we have not set a specific target because it is important to create an environment where our employees can be absent from work when they feel unwell. We will continuously evaluate and introduce new well-being initiatives to improve this metrics. We set our targets for Presenteeism and Work Engagement, 10 (i.e., no more than a 10% productivity loss rate) and 60 (with the national average being 50), respectively by the fiscal year ended March 31, 2026. At the moment these measurements are only applicable to employees of Nomura Securities but we will continue to evaluate our implementation plan and extend the initiatives to other subsidiaries, ultimately expanding the coverage to the Nomura Group as a whole.

Our Priorities and Action Plans

The Health and Productivity Management Promotion Committee recognizes health risks such as obesity, blood glucose levels, and liver function among employees, as well as lifestyle habits such as lack of exercise, dietary issues such as eating too fast or excessive drinking, and smoking as health issues, and is advancing a variety of initiatives to help employees improve their health.

Risks related to health and productivity management are closely related to productivity and corporate performance. We aim to realize health and productivity management and improve corporate value by identifying Group priorities, formulating action plans and advancing countermeasures based on metrics and targets.

The main issues and metrics are as follows:

* Please scroll horizontally to look at table below.

Issues Metrics Targets
Lifestyle Diseases Rate of employees going to follow-up medical exams 100%
Smoking Decrease in Smoking Rate 12%
Improvement in Engagement / Mental Health Work engagement 60
Early Discovery and Treatment of Cancer Rate of employees who get detailed exams 80%

We also conduct health and safety training at the workplace and educational activities through periodic e-mails to raise employee awareness of occupational health and safety.

Nomura Group's key initiatives in Japan to promote the health of employees are as follows.

NOMURA Challenge Walk

We organize an online walk event called NOMURA Challenge Walk every year where departments compete against one another to see which department can have the highest average number of steps. Departments' efforts are posted on the platform, where other employees can "Like" or comment on the person's action, thereby expressing support and boosting employees' health awareness while keeping social distancing due to Covid-19. Volunteers from departments took part in the activities, including climbing mountains and picking up trash while walking, all while coming up with unique ways to contribute to health and society.

We also donate money corresponding to the average number of steps taken by employees, and in FY2021/22 donations were made to Médecins Sans Frontières. This event not only promotes health for each employee, but also contributes to society through donations. The amount invested in this initiative was the same as the amount donated, which was 210,000 yen.

Status of walking habits

Status of walking habits

Change in average number of steps before and after the NOMURA Challenge Walk

Change in average number of steps before and after the NOMURA Challenge Walk

Anti-Smoking Measures

To prevent unwanted secondhand smoke and create a pleasant work environment, the CHO sends out messages about the "Nomura Group Smoking Cessation Measures" to all employees. In 2021, we prohibited smoking during working hours and got rid of smoking rooms, and employees who smoke during lunch breaks are also advised not to return to work within 45 minutes of smoking. In addition, we fully subsidize treatment and support costs for quitting smoking, and grant incentive points to those who successfully quit smoking. By making it known that the Company places a high value on anti-smoking measures, we are creating an environment that makes it easier for smokers to quit smoking.

We are also aiming to reduce the percentage of employees in the firm who smoke to the national target of 12% by 2025.

Trends in smoking rates

Trends in smoking rates

Percentage of employees who answered "I sometimes feel uncomfortable or unwell at work due to others smoking"

Percentage of employees who answered

Measures for People at High Risk of Lifestyle-Related Diseases

We send notifications to employees who our supervising occupational health physician has determined to be in need of follow-up examinations, asking them about the outcome of the follow-up visit.
In FY2020/21, we changed to an approach whereby we have the Human Resources Department or supervisors encourage employees who have not undergone follow-up examinations to do until they report the results.

Our target is for 100% of employees to undergo follow-up examinations so that their condition does not worsen. In addition, the Health Insurance Association recommends that employees who require detailed examinations undergo cancer screening. In all cases, employees can take paid "follow-up examination leave" when undergoing testing at a medical facility.

Follow-up examinations rate

Follow-up examinations rate

Promoting Women's Health

To improve understanding among women and in the workplace, we distribute health shows that employees can watch whenever they want. In addition, all employees, both men and women, receive the Women's Health Training program. Videos of discussions between the CHO and an obstetrician-gynecologist, as well as explanations about topics such as men's and women's health and diseases common among women, were distributed.

At the same time, we are improving the working environment for women by further informing women about the leave of absence system for infertility treatment introduced in FY2021/22 and the use of sick leave.

To encourage the early detection and treatment of diseases specific to women, we offer breast cancer screening to women employees age 30 and above, and cervical cancer screening for all women employees.

"WellGo" Health Platform

We are using the cloud-based health management platform "WellGo" provided by WellGo Co., Ltd. "WellGo" was created through a business contest held by Nomura Holdings and Nomura Research Institute. This health platform uses AI and big data to support employees' health, allows employees to view personal health information such as their individual healthy life expectancy and step count, and offers an incentive program in which employees earn points by engaging in health-related activities.

Other Initiatives

Health Checkups and Comprehensive Medical Exams

In order for employees to detect and treat illnesses at an early stage, we have set a target to have 100% of our employees undergo health checkups and comprehensive medical exams. The firm and the Health Insurance Association fully subsidize the costs of health checkups for employees in their 20s and comprehensive medical exams for employees age 30 and above, and subsize the costs of cervical cancer screenings for women age 20 and above and breast cancer screenings for women age 30 and above. The firm also allows employees to take paid leave ("comprehensive medical exam leave") for the time they spend going to receive a comprehensive medical exam.

Health Point System

"My Health Points" is a system that supports employees who make an effort to stay healthy. Points are awarded to employees when they take actions that are good for their health, such as recording the hours they sleep in their lifestyle log, or undergoing a comprehensive medical exam without delay. Accumulated points can be exchanged for prizes such as Amazon gift certificates or donations.

Helping Employees Balance Work and Treatment

Nomura Group supports employees balancing work and treatment for illnesses such as cancer.

We are working to foster an environment supportive of employees who are balancing work and medical treatments. We published a "Treatment & Work Coexistence Assistance Guidebook (Employee Version and Manager Version)" for employees battling illnesses, as well as for their managers. In addition, we provide "Follow-Up Examination Leave," which is paid leave employees can use to do follow-up tests after their health checkup. Employees needing time off to undergo chemotherapy or other types of treatment at a hospital can take annual paid leave in hourly increments. Employees battling illness also have access to consultation services provided through collaboration among the firm's occupational health physicians, nurses, and nutritionists. By consulting with our internal specialists, employees get advice on how to best approach work while receiving treatment for their illness.

Mental Healthcare

Since FY2016/17 we have been conducting annual stress checks for all employees and providing mental health training as a part of our safety and health training program with the objective of preventing mental illness and creating positive work environments. We also strive to help employees on leave due to mental illness make a smooth return to the workplace. Such efforts include a support framework that provides access to various specialists and an employee counseling room staffed by dedicated professionals, as well as a return-to-work support plan and a system that allows employees to work shortened hours.

Safety and Health Initiatives

Nomura Group manages the health of its employees with an emphasis on prevention as well as early detection and treatment of illnesses. Our occupational health physicians periodically visit our workplaces to monitor the health of employees and meet with supervising managers. We also provide improvement guidance to departments where people work long hours, including recommending that employees working extended hours consult with a physician. In accordance with the Industrial Safety and Health Act, Nomura Group has an Occupational Health and Safety Committee which meets once a month. The committee discusses issues related to workplace environment and health concerns to ensure that everyone working in Nomura Group, including temporary staff and contractors, stay healthy as they work.

In the event of diseases or work-related injuries, we have a system in place to promptly conduct investigations. In addition, measures to address the situation will be considered and employees will be informed about the issue as necessary.

External Assessments of Our Health and Productivity Management System

Recognized as a "Certified Health & Productivity Management Outstanding Organization"

Nomura Group was certified as a "Health & Productivity Management Outstanding Organization (White 500)" and a "Health & Productivity Management Outstanding Organization (SME Category)" by the Ministry of Economy, Trade and Industry (METI) and the Nippon Kenko Kaigi. This program recognizes large companies as well as SMEs implementing exceptional health and productivity management initiatives to address health issues in their respective regions based on initiatives implemented by the Nippon Kenko Kaigi to promote better health.

Health & Productivity Management Outstanding Organization (White 500)

Recognized Group Companies

2022 Certified Health & Productivity Management Outstanding Organization (White 500)

  • Nomura Securities (fourth consecutive year, fifth time)
  • Nomura Asset Management (third time)
Health & Productivity Management Outstanding Organization (White 500)
Health & Productivity Management Outstanding Organization (SME category)

2022 Certified Health & Productivity Management Outstanding Organization (SME Category) (First Certification for All Companies)

  • Nomura Babcock & Brown
  • Nomura Investor Relations
  • Nomura Business Services
  • Nomura Properties
  • Fanbase company
Health & Productivity Management Outstanding Organization (SME category)

Received Award at the Ministry of Health, Labour and Welfare Prizes for Companies Promoting Cancer Control

Received Award at the Ministry of Health, Labour and Welfare Prizes for Companies Promoting Cancer Control

Nomura Securities was awarded the Minister of Health, Labour and Welfare Prize in the FY2019/20 Awards for Companies Promoting Cancer Control as a part of the Action Plan for the Promotion of Cancer Control, a project commissioned by the Ministry of Health, Labour and Welfare. The Action Plan for Promotion of Cancer Control is a national project aimed at increasing the ratio of people in workplaces who undergo cancer screenings with the aim of promoting the early discovery and treatment of cancer. The Minister of Health, Labour and Welfare Award is given to organizations that are making the best overall efforts to control cancer.

Received Gan-Ally-Bu Award

Nomura Group won the Gold and Silver awards in the Gan-Ally-Bu Award, a non-governmental project organized by Gan Ally Bu. Gan Ally Bu's aim is to create workspaces, and wider society, where cancer patients can thrive while receiving treatment. Gan means cancer in Japanese.

gan-ally-bu AWARD 2022 Gold

Award-winning Group Companies

Gold Award

  • Nomura Securities (fifth consecutive year)
  • Nomura Asset Management
gan-ally-bu AWARD 2022 Gold
gan-ally-bu AWARD 2022 Silver

Silver Award

  • Nomura Business Services
  • Nomura Properties
  • Nomura Babcock & Brown
gan-ally-bu AWARD 2022 Silver

Realizing Work Practices That Allow for Flexibility and Diversity

In addition to complying with the Japanese Labor Standards Act, we have established guidelines for workstyle innovation and health management, and have set targets for time management and health promotion. Recognizing the importance of ensuring the physical and mental health of employees and promoting efficient work practices, we offer flexible working styles so that employees can continue to work comfortably over the long term.

In FY2022/23, we launched a new group-wide initiative, “Nomura Ways of Working,” which flexibly responds to changes in the environment, such as the impact of the COVID-19 pandemic and discussions around well-being in the workplace.

Through this initiative, we will create environments where employees can maximize their work performance without being constrained by time or location. At the same time, we will increase opportunities for communication and collaboration, while ensuring a healthy balance between work and personal time.

The main measures are as follows.

  • System allowing employees to work shortened hours
  • Flextime system
  • Work from home
  • Relocation programs for general career (area type) employees according to family circumstances, such as marriage, a spouse's transfer, or taking care of a relative
  • Spouse relocation leave programs for when a spouse relocates overseas
  • Promoting the full acquisition of summer vacations and refresh vacations, for five business days for both each year
  • Half-day and hourly paid time off
  • Leave system in excess of legal requirements for childbirth, childcare, and nursing care (leave before and after childbirth, childcare leave, maternity and childcare leave for spouse or partner, childcare time, childcare leave, time off and leave for nursing care, leave of absence for fertility treatment)
  • Support systems for childbirth and childcare (subsidies for daycare expenses, creation of nursing rooms, etc.)
  • Health and safety training in the workplace and educational activities through periodic e-mails to raise employee awareness

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.

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

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, 2023 to March 31, 2025
  2. Objective 1

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

    • Male employees: Ensure childcare leave is taken by 90% or more of eligible male employees
    • Female employees: Ensure childcare leave is taken by 90% or more of eligible female employees


    • From April 2023, continue to inform employees of the entitlements regarding childcare leave on the intranet.

    Objective 2

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


    • From April 2023, provide useful information on how to further balance work and childcare to employees who plan to take pre- and after-childbirth maternity leaves, and also provide work life management training to managers.

Nomura Securities Childcare and Family Nursing Care Supports
(As of September 1, 2023)

Childcare Support

  1. Pre- and Post-Natal Leave

    Female employees are entitled to take six weeks paid 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 paid 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

    Nomura bears 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.

  9. Financial incentives for Childcare Leave (scheduled to be enforced from October 1st, 2023)

    Nomura provides a payment of 10% of basic annual salary as a "Financial incentive for Childcare Leave" to employees who take childcare leave for a certain time period or longer.

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

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.

Nomura Group Employee Survey

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

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 2020 FY 2021 FY 2022
Ratio of Employees Who Feel Proud to Work for Nomura 88%
(Male: 89%; Female: 87%)
(Male: 87%; Female: 85%)
(Male: 87%; Female: 85%)
Response Rate 90% 90% 88%

Based on the results of our annual employee survey, we are also examining and making improvements to our various human resource management strategies.

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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