Nippon Paper Industries Co., Ltd.
3863・Prime Market・Pulp & Paper
Governance
The company is structured as a Company with a Board of Corporate Auditors, comprising 9 directors (3 outside directors) and 4 corporate auditors, and separates business execution from oversight through an executive officer system. A Nomination and Compensation Advisory Committee has been established as an advisory body to the Board of Directors, with independent outside directors serving as key members to ensure transparency.
Risk Management
The Risk Management Committee, chaired by the Representative Director and President, serves as the core body, supported by specialized committees covering product risk, raw materials, environment, and safety/disaster prevention. Sustainability-related risks are integrated into the company-wide risk management process, with identification, assessment, prioritization, and monitoring being carried out.
Shareholder Returns
The basic policy is to continue stable dividends. For FY2025, the annual dividend was ¥15 (interim ¥5, year-end ¥10), up ¥5 year-on-year, with total dividends of ¥1,738 million. The payout ratio was 14.8%. An annual dividend of ¥15 is also planned for FY2026. Share buybacks of ¥286 million were conducted during the current fiscal year.
Dividend Policy
The basic policy is to continue paying stable dividends to shareholders to the extent possible, taking into comprehensive consideration the Group's business performance and the need to strengthen internal reserves. For FY2025 (ending March 2026), the annual dividend was ¥15 (interim dividend of ¥5, year-end dividend of ¥10), with total dividends of ¥1,738 million and a payout ratio of 14.8%. For FY2026 (ending March 2027), an annual dividend of ¥15 (interim ¥5, year-end ¥10) is also planned.
ESG
The company has set a target of reducing GHG emissions by 54% by FY2030 compared to FY2013 levels and achieving carbon neutrality by 2050, achieving a 43% reduction based on preliminary FY2025 figures. It is advancing a natural capital strategy in response to TNFD and a human capital strategy (improving engagement, targeting a 40% female hiring ratio, etc.), and has incorporated the achievement level of GHG reduction targets and employee engagement into non-financial indicators for director compensation.
Last updated: June 25, 2026