#Japan #Osaka #Employee Well-Being #Takamiya #Healthy Management

Takamiya’s Commitment to Employee Well-being

Takamiya, Co., Ltd., headquartered in Osaka and Tokyo, has been recognized as a ‘Certified Healthy Management Corporation 2026’ by the Japan Health Conference. Led by CEO Kazumasa Takamiya, the company has adopted a human-centered management philosophy, emphasizing that ‘the essence of corporate strength lies in our workforce.’ By fostering an environment conducive to maintaining both mental and physical health, they ensure that their employees can work with peace of mind.

Addressing Challenges in Construction

The construction industry faces unique structural issues, such as chronic labor shortages and an aging workforce. This often leads to unequal distribution of workload, potentially resulting in long working hours, employee fatigue, and increased turnover risk.

In response, Takamiya values its employees as vital assets, transcending traditional labor environment improvements to focus on optimizing workload and promoting autonomous workstyles. As a result, Takamiya has significantly improved its employee engagement metrics, such as increasing paid vacation utilization from 47.6% in 2020 to 75.3% by 2024. They also achieved a 100% rate in regular health check-ups, and the average tenure of employees has risen from 9.6 years in 2020 to 10.7 years in 2024. The ‘Certified Healthy Management Corporation 2026’ accolade reflects the comprehensive assessment of these efforts.

Initiatives Driving Self-directed Growth

Takamiya is committed to creating an environment where each employee can reassess their work habits and proactively choose their growth opportunities. This initiative connects visibility to behavioral transformation and ultimately expands career paths.

1. Digital Signage for Visibility
Takamiya utilizes digital signage to visualize work patterns, prompting employees to take the initiative in modifying their behaviors. Displaying department-specific data on overtime, departure times, and utilization of company systems fosters an understanding of the current situation without creating undue pressure. This approach encourages voluntary improvements in work hours and methods, paving the way for sustainable reforms. The time reclaimed from conscious changes is directed toward skill development rather than being considered mere leisure.



A glimpse of the digital signage displaying key workplace metrics.

2. Coin System for Skill Acquisition and Workload Distribution
To leverage the time created through enhanced visibility, Takamiya advocates participation in the ‘Coin System,’ an internal side-job initiative. Employees can support other departments that are short-staffed during busy periods, earning internal currency (‘coins’) as compensation. This cultivates a supportive work environment across different units, preventing workload from concentrating on specific employees and promoting balance throughout the company.


Learn more about the Coin System here.

3. Internal Job Posting System for Flexible Workforce Management
Building on the Coin System, Takamiya has implemented an internal job posting system. This allows employees to voluntarily move temporarily to departments facing staffing shortages, thus streamlining operations while enhancing their skills and experiences in new environments. Unlike traditional relocations, this system empowers employees to express their willingness based on informed choices, strengthening their commitment to personal growth.

Supporting Employment through Life Stages

Recognizing that life changes due to caregiving and parenting significantly impact employment continuity, Takamiya bolsters support systems for employees navigating these transitions.

4. Childcare Policies:
To foster an environment where employees can balance childcare and careers, Takamiya endorses the ‘IKUKYU.PJT’ initiated by Sekisui House, promoting leave for new fathers. This initiative has seen an increase in male parental leave from 5 individuals in March 2024 to 11 by March 2025. The company also expanded childcare-related short working hours and provided continued payment during ‘childcare leave.’ Flexible working modes like remote work and flextime are also encouraged to accommodate diverse lifestyles.

5. Caregiving Salon:
Takamiya has established a ‘Caregiving Salon’ to facilitate peer support and information exchange regarding caregiving challenges. This platform shares details about internal policies such as caregiving leave and provides foundational knowledge and resources to alleviate the burden of caregiving, thus fostering a culture of open dialogue and support.

Future Outlook: Sustainable Organizational Development Beyond 2027

As Takamiya prepares to maintain this accreditation in the future, ongoing updates to existing systems and the introduction of new initiatives based on employee feedback are in focus. The company aims to continue promoting industry changes alongside its people, striving for collective growth.

About Takamiya, Co., Ltd.

Established in June 1969, Takamiya is dedicated to developing, manufacturing, and offering a full range of services from rental to construction planning, focusing on products used in temporary construction equipment, residential equipment, structural components, agricultural greenhouses, and disaster prevention dams. By leveraging technological innovations, Takamiya contributes to enhancing the safety and workability of various construction projects ranging from deep underground works to high-rise buildings and highways.

Company Name: Takamiya, Co., Ltd.
CEO: Kazumasa Takamiya
Headquarters: Osaka City, Kitaku, 3-1 Grand Front Osaka Tower B 27F, and Tokyo, Chuo Ward, Nihonbashi 3-10-5 Onward Park Building 12F
Website: Takamiya
Established: June 21, 1969
Capital: ¥10.521 billion
Employees: 752 (Consolidated: 1,351)
Business Focus: Development, manufacturing, and rental of temporary construction equipment, planning, design, and construction of temporary works.