PEPPER FOOD SERVICE CO.,LTD.
3053・Standard Market・Retail Trade
Governance
Transitioned to a company with an Audit and Supervisory Committee in March 2025. The Board of Directors comprises 8 members (4 outside directors, including 3 Audit and Supervisory Committee members), with an outside director ratio of 50%. A Nomination and Compensation Advisory Committee (a majority of whom are independent outside directors) has been established to ensure transparency and fairness. The Board of Directors met 21 times during FY2025 (ending December 2025).
Risk Management
The company has established a Risk Management Committee to manage company-wide risks in a cross-functional manner. It has built a framework in which sustainability-related risks are identified and assessed in coordination with the Sustainability Committee, with countermeasures reported to the Board of Directors. Internal regulations such as the Compliance Regulations and Risk Management Regulations have also been established and are being operated.
Shareholder Returns
The no-dividend policy will continue in FY2026 (ending December 2026). The annual dividend forecast is ¥0 (both interim and year-end are ¥0). No share buybacks or shareholder benefit programs have been confirmed to be implemented. A provision for shareholder benefit program of ¥72 million has been recorded, suggesting a benefit program may exist.
Dividend Policy
The basic policy is to continue stable dividend payments (twice a year: interim and year-end); however, following FY2025 (ending December 2025), the annual dividend forecast for FY2026 (ending December 2026) remains ¥0 (¥0 at second quarter-end, ¥0 at year-end). No revision from the earnings forecast.
ESG
Centered on the Sustainability Committee established in October 2023, the company has conducted TCFD-aligned scenario analysis (4°C and 1.5°C scenarios). It has set targets to reduce GHG emissions by 35.5% by 2030 (versus 2019) and to achieve carbon neutrality by 2050, promoting the adoption of renewable energy, energy-efficient equipment, diversified procurement, and enhanced BCP measures. On the human capital front, the company has implemented diversity hiring, a store manager examination system, a defined contribution pension plan, and promotion of childcare leave, disclosing a female manager ratio of 14.0% and a male childcare leave uptake rate of 20.0%.
Last updated: March 26, 2026