Under our corporate philosophy of “To Be a Company where All Can Achieve Happiness Together” and “To Be a Company that Continues 100 Years from Today,” Ateam believes that creating an environment where each individual employee can work with peace of mind in good physical and mental health is essential to realizing this philosophy.

To achieve this, alongside advancing the promotion of health and safety management and employee wellness initiatives, we are committed to fostering a thriving workplace environment, ensuring fair treatment for all of our employees, and expanding systems that support our team’s daily lives and wealth building.

Initiatives Supporting Physical and Mental Health and Safety

Health and Safety Management Systems

Health and Safety Committee

We hold monthly Health and Safety Committee meetings to maintain and improve employee wellness. Committee members and our occupational physician participate in these meetings to discuss various topics related to the workplace environment and employee health management.

Through these meetings, we thoroughly discuss topics, including initiatives to increase medical checkup participation and mental healthcare policies, always driving for continuous improvement. In addition, meeting minutes are published via our internal company portal to ensure information sharing and transparency with employees.

Furthermore, our occupational physician conducts bimonthly workplace inspections. By checking environmental factors such as temperature and humidity, we maintain an environment where employees can work with peace of mind.

Health and Safety Education

We provide education aimed at fostering a workplace environment where employees can work safely and healthily.

Upon joining the company, new hires undergo health and safety training. We disseminate basic health and safety knowledge to all employees. We also regularly conduct training sessions to protect employee safety and health, including topics like harassment prevention and mental health. We engage in continuous awareness-raising initiatives tailored to specific roles (management, general staff, etc.), with a training participation rate of 82% (as of 2025).

Additionally, we publish articles and conduct mini-quizzes via the internal company portal to equip employees with knowledge regarding labor-related topics, such as social insurance, residence tax, workers’ compensation, and overtime management.

For disaster preparedness, as part of our safety measures for all staff (including remote workers), our internal portal includes a checklist for recommended emergency supplies.

Proper Tracking of Working Hours

We are committed to properly tracking working hours to maintain employee health and prevent excessive overwork.

Employees clock in and out daily through our attendance management system, which also handles requests and management for late-night and holiday work. Since our system requires employees to clock in and out on their computers, we can accurately track the working hours of all staff, including remote workers.

Additionally, supervisors review and approve monthly attendance data, followed by verification from the human resources department. We have established a framework where, if overtime hours exceed a certain limit, the head of the respective department must analyze the causes and report improvement measures, thereby preventing long working hours.

Furthermore, for employees with substantial overtime hours, we arrange consultations with our occupational physician to check their health and provide follow-up support as needed.

In accordance with Article 36 of the Japanese Labor Standards Act, each company and business appoints its own employee representative to sign the agreement and disclose it to employees on the company portal. For employees subject to special provisions regarding overtime, we implement health preservation measures, including medical interviews with physicians and reviewing departmental measures to improve operations and reduce working hours.

Details of Labor-Management Agreement (Article 36)

Overtime Work Limit	45 hours per month, 360 hours per year
Maximum Daily Overtime Work	6 hours
Statutory Holiday Work	Up to 4 days per month
Employees Subject to Special Provisions	70 hours per month, 720 hours per year* *For Ateam Entertainment Inc. , the limit is 90 hours per month and 720 hours per year.

Working Hour Data (August 2024 – July 2025)

Average Monthly Overtime Hours*	4.2 hours
Number of Employees Exceeding 45 Hours/Month*	6.9 persons/month
Number of Employees Exceeding 60 Hours/Month*	2.3 persons/month
Number of Employees Exceeding 80 Hours/Month*	0.4 persons/month

Consultation Systems

Harassment Consultation Desk

Our harassment consultation desk was established to detect issues early and take appropriate action to foster a safe and secure workplace environment for our staff.

We conduct an annual anonymous survey on harassment to assess and improve the workplace environment. Based on our findings, our consultation desk conducts follow-up interviews as necessary, granting us a deeper understanding of the situation and helping us enact measures to prevent recurrence.

Whistleblowing Desk

We set up an internal whistleblowing desk to detect legal infractions or misconduct as quickly as possible.

The desk is managed by our legal counsel alongside the heads of Corporate Administration and Internal Auditing. Employees can use this desk to directly consult with someone or report issues they find.

Health Maintenance and Promotion Initiatives

Health Checkups

Health checkups are conducted yearly to maintain and promote employee health, ensure early illness detection, and are required for all members of the company.

As of 2025, 97.8% of our employees have completed their health checkups. We aim to achieve a 100% participation rate by reevaluating available appointment slots and focusing more on providing information about these checkups.

We also established a subsidy system for additional medical examinations for employees aged 40 and over to support disease prevention and health management. Moving forward, we will increase this system’s utilization rate by raising internal awareness.

Employees who require re-examination or detailed testing are encouraged to undergo secondary checkups. By helping more staff take these secondary checkups, we hope to build a healthier workplace.

Exercise Promotion

We are committed to creating a workplace environment where employees can easily engage in daily physical activity for health and wellness.

Employees can stay physically active in our office by using exercise equipment such as treadmills, a bouldering wall, and monkey bars. We’ve also integrated internal staircases between floors, which further encourages stair use and creates opportunities for daily exercise.

Even some of our meeting spaces promote physical activity with swing chairs and a jungle gym, allowing employees to communicate with others while recharging themselves.

Mental Health Support

Mental health support is a pillar for maintaining the physical and mental wellbeing of our employees and creating a stable workplace environment.

We conduct annual stress checks for the early detection and prevention of employee mental health issues. For employees identified with high stress levels, we arrange consultations and follow-up support as needed.

Our managers partake in mental health training, including past sessions themed around the duty of care and the manager’s role in mental healthcare, led by our legal counsel for labor and social security. We also currently incorporate mental health topics into training for newly appointed managers to enhance their understanding and capacity for responding appropriately.

Employee Cafeteria

Our sky café-themed employee cafeteria, “LaPyuta,” was designed to promote employee health and create a comfortable workplace environment.

This cafeteria supports a healthy diet by offering nutritionally balanced menus that minimize artificial seasonings. Meals are also partially subsidized by the company, making breakfast, lunch, or dinner easily accessible to all employees. LaPyuta also serves as a hub for employees to connect.

We’ve also designated a smoking space within the cafeteria to ensure all employees can use the facilities comfortably.

Massage Room

Our on-site massage room, “MoMita,” is a place for our employees to recharge while maintaining their physical and mental well-being.

Employees can alleviate the physical and mental burdens of work by receiving a free massage. With the barrier of cost eliminated, this benefit is available to all employees at any time. MoMita is positioned slightly apart from the workspace, supporting an environment where employees can separate work from rest.

We’ve gone the extra mile to make recharging even more accessible by placing massage chairs in meeting spaces. No advance reservation is required, and employees are free to use them between tasks.

Emergency and Disaster Response

Disaster Safety Confirmation System

We’ve adopted the “Safety Confirmation Service 2” system by Toyokumo, Inc. to ensure employee safety during disasters. It automatically sends a safety confirmation email to employees registered in regions affected by major earthquakes so we can quickly check on them.

We run drills using this system monthly to ensure a quick response in the event of an actual disaster. We also keep awareness at the forefront of our employees’ minds daily by storing emergency supplies and conducting in-person disaster drills.

In 2024, our response rate and average response time among all registered users were recognized in the “Nationwide Simultaneous Drill” hosted by Toyokumo, earning us the “Good Safety Confirmation Award 2024.”
https://www.a-tm.co.jp/news/50174/

We remain dedicated to creating a secure workplace that ensures employee safety, while reinforcing our emergency response systems to guarantee a quick and reliable response.

Fostering a Comfortable Work Environment

Work-Life Balance Support

Vacation Systems

Our work environment ensures employees can maintain their physical and mental well-being by fostering a culture that encourages taking time off whenever needed.

Through our long-term vacation system, “A-LOHAS,” employees can use their annual paid leave to take five consecutive business days off (which can be combined with weekends and national holidays). This mitigates the psychological stress of taking paid leave and encourages employees to refresh themselves and maintain a well-balanced working style. Thanks to our initiatives, employees utilize an average of 85.8% of their annual paid leave (tracked from August 2024 to July 2025).

We also offer special leave systems such as summer vacation, family birthday leave, and wedding anniversary leave, all available the day an employee joins the company. We support the balance between work and personal life by accommodating employees’ diverse life events.

To support our working parents, we provide dedicated time off for child sick leave and school events. This time off can be used until the child completes elementary school, reflecting our commitment to creating an environment where parents can balance work and family.

*Paid leave utilization rate = Total number of annual paid leave days taken during the fiscal year ÷ Total number of annual paid leave days granted during the fiscal year × 100

Fair Treatment and Financial Support

Fair Treatment

Legal Compliance

We strive for fair and proper workforce management by complying with labor laws and regulations.

With the cooperation of external experts, including our labor and social security attorneys, we review legal revisions and update our employment regulations and internal policies accordingly. We then disclose these updates to our employees via the internal portal.

Supervisors and the human resources department regularly review attendance data to manage working hours appropriately and ensure all overtime wages are paid in accordance with the law.

We store the latest versions of our employment regulations and various policies in a policy management system so employees can access the information at any time.

Our human resources department serves as a consultation desk to handle labor-related inquiries from employees, helping us maintain a stable and supportive work environment.

Employee Wealth Building

Employee Stock Ownership Plan

Our Employee Stock Ownership Plan (ESOP) was established to support our employees as they build their wealth. By encouraging a culture where everyone thinks about management, we foster awareness and an active commitment to driving corporate value forward.

The plan has a company-sponsored incentive program that matches 100% of the amount contributed, up to a specified limit. This plan is easy for employees to participate in on an ongoing basis and enables us to support their mid-to-long-term wealth building.

• ESOP Participation Rate: 67.8% (as of the fiscal year ended January 31, 2026)
• Average Participation Period: 8 years (as of the fiscal year ended January 31, 2026)