Social
Employee Data
| FY 2022 | FY 2023 | FY 2024 | FY 2025 | ||
|---|---|---|---|---|---|
| Employees*1（employee） | Men | 28,150 | 22,041 | 24,104 | 24,149 |
| Women | 6,547 | 6,300 | 6,834 | 7,388 | |
| Employees by age*1（employee） | Under age 30 | 4,931 | 4,362 | 4,457 | 4,337 |
| Age 30 to age 50 | 14,988 | 11,225 | 12,749 | 11,512 | |
| Above age 50 | 14,778 | 12,754 | 13,732 | 15,688 | |
| Employees by employment status*1 | Full-time employees | 33,504 | 27,590 | 30,058 | 30,353 |
| Temporary employees | 1,193 | 751 | 880 | 1,184 | |
| Employees by Management Level and Gender*3 | Junior Management Positions （Men） | 2,526 | 2,406 | 2,310 | 3,168 |
| Junior Management Positions （Women） | 70 | 82 | 106 | 253 | |
| Senior Management Positions （Men） | 791 | 829 | 794 | 1,125 | |
| Senior Management Positions （Women） | 10 | 15 | 16 | 22 | |
| Number of hires（employees）*3 | New graduates Men | 354 | 310 | 312 | 275 |
| New graduates Women | 299 | 300 | 342 | 359 | |
| Experienced employees Men | 12 | 20 | 33 | 31 | |
| Experienced employees Women | 2 | 10 | 13 | 20 | |
| Turnover（employees） | Men*3 | 602 | 638 | 1,015 | 2,044 |
| Women*3 | 285 | 362 | 356 | 487 | |
| Number of Voluntary Resignations | 878 | 947 | 896 | 1,395 | |
| Average years with the company*1（years） | 15.9 | 17.2 | 15.2 | 15.0 | |
| paid holiday | Average number of paid leave days taken (days) *1 | 13.8 | 14.0 | 13.7 | 14.4 |
| Trends in the annual paid leave utilization rate (%) *4 | 58.3 | 60.2 | 61.2 | 63.2 | |
| Target annual paid leave utilization rate (%) *4 | 60.0 | 60.0 | 64.0 | 68.0 | |
| Ratio of female managers*5,6 | 2.8 | 3.1 | 3.8 | 4.8 | |
| Percentage of female section chiefs*5 | 11.3 | 14.0 | 16.6 | 18.1 | |
| Wages by Gender and Job Level *2,7 | Average Wage（Men） | 365,180 | 474,864 | 458,462 | 455,266 |
| Average Wage（Women） | 230,724 | 299,624 | 293,416 | 289,786 | |
| Gender wage gap: Average value (%) | 63 | 63 | 64 | 64 | |
| Gender wage gap: median (%) *8 | 67 | ||||
| Gender-to-gender bonus gap: Average value (%) *8 | 62 | ||||
| Gender-to-gender bonus gap: median (%) *8 | 79 | ||||
| Persons taking maternity leave（employees）*2 | 208 | 192 | 189 | 204 | |
| Total number of employees eligible to take childcare leave（employees）*2 | Men | 482 | 446 | 396 | 389 |
| Women | 168 | 163 | 157 | 154 | |
| Persons taking childcare leave（employees） *2 | Men | 172 | 189 | 200 | 243 |
| Women | 156 | 149 | 157 | 178 | |
| Percentage of men taking paternity leave (%) *2 | 32.6 | 34.6 | 46.8 | 57.1 | |
| Percentage of employees who return to work after childcare leave（％）*2 | Men | 100.0 | 99.5 | 100.0 | 100.0 |
| Women | 97.5 | 99.4 | 99.0 | 98.0 | |
| Retention rate of employees who return to work after childcare leave（％）*2 | Men | 90.8 | 94.8 | 94.0 | 95.0 |
| Women | 91.9 | 92.9 | 93.0 | 93.0 | |
| Number of people taking caregiving leave (persons) *2 | Men | 6 | 10 | 18 | 12 |
| Women | 2 | 4 | 3 | 3 | |
| Emplyment of persons with disabilities*9 | Number of persons with disabilities hired（empoyees） | 12,577 | 12,375 | 12,920 | 13,724 |
| Employment rate of persons with disabilities | 2.33 | 2.34 | 2.47 | 2.36 | |
| Training hours per person, separated by gender*2 | Men | 436,514 | |||
| Women | 191,768 | ||||
| Training type Training hours *2 | Group training (total hours) | 107,219 | |||
| e-learning (total time) | 521,062 | ||||
| Total (total hours) | 28,164 | 117,603 | 113,203 | 628,282 | |
| Human Capital Cost*2 | Personnel Expenses （JPY） Salaries + Benefits | 419,393 million | 482,423 million | 527,993 million | |
| Investment in Talent Development and Training（JPY） | 549,290 million | 1,328,754 million | 1,684,756 million | ||
| Investment per person in human resource development and training（JPY） | 17,395 | 21,620 |
*1 NIPPON EXPRESS Holdings Co., Ltd., Nippon Express Co., Ltd.
*2 Nippon Express Co., Ltd.
*3 Prior to 2024, Nippon Express Co., Ltd.; in 2025, the seven major domestic group companies including Nippon Express Co., Ltd.
*4 Group companies in Japan
*5 Seven major group companies in Japan
*6 The percentage of female managers is calculated based on junior managers, middle managers, and top managers.
*7 There are no gender-based differences in personnel and wage systems.
*8 Data will be collected from fiscal year 2025 onwards.
*9 The number of employees and the employment rate are calculated in accordance with Japan's "Act on Promotion of Employment of Persons with Disabilities," and the target is the 13 affiliated companies that have received special treatment certification.
Safety Related Data
Occupational accident index (Nippon Express Co., Ltd.) *1
| FY 2022 | FY 2023 | FY 2024 | FY 2025 | ||
|---|---|---|---|---|---|
| Accident frequency rate*1 | Nippon Express Co., Ltd. | 2.14 | 1.71 | 1.61 | 2.23 |
*1 Frequency rate is an indicator that represents the proportion of occupational accidents that occur.
Number of casualties per 1 million total working hours =
× 1,000,000
Statistics on accidents as defined in Article 2 of the Automobile Accident Reporting Regulations (FY2025: Nippon Express Co., Ltd.)
Unit : no of transactions
| Vehicle malfunction | 42 |
| Driving off the road | 1 |
| death or injury | 1 |
| Health-originating | 5 |
| Total | 49 |