ULURU.CO.,LTD.
3979・Growth Market・Information & Communication
Governance
Company with a Board of Corporate Auditors. Board of Directors comprises 4 members (2 full-time, 2 outside), and the Board of Corporate Auditors comprises 3 members (1 full-time, 2 outside). Outside director ratio is 50%. The Board of Directors held 15 meetings during the fiscal year under review. In October 2025, the company transitioned to a new management structure, streamlining the number of directors.
Risk Management
Department heads, centered on the Representative Director and President, conduct monitoring, and material risks are reported to and discussed by the Board of Directors. A Risk and Compliance Committee, which meets at least twice a year, has been established to manage information security, labor affairs, legal compliance, and related matters. An internal whistleblowing system has also been put in place, with in-house officers and external legal experts serving as contact points.
Shareholder Returns
Progressive dividend policy based on a payout ratio target of 15% or more, emphasizing TSR improvement and mid-to-long-term EPS growth. The year-end dividend for FY2025 (ending March 2025) is planned at ¥10 per share (total of ¥69 million). Share buybacks are permitted under the Articles of Incorporation.
Dividend Policy
The basic policy is to continue implementing a progressive dividend based on a payout ratio target of 15% or more. Dividends of surplus are basically paid twice a year, as an interim dividend and a year-end dividend, with internal reserves allocated to growth investment. The year-end dividend for FY2025 (ending March 2025) is planned at ¥10 per share (total of ¥69 million). In the previous fiscal year (FY2024, ended March 2024), a dividend of ¥35 per share (total of ¥242 million) was paid.
ESG
With a vision of "Resolving labor shortages and enriching people and companies," the company addresses social issues through the utilization of crowd workers and DX. In its human capital management, it has formulated "ULURU Sustainable Growth for Talent," implementing next-generation leader development, T-shaped specialist development, DEIB promotion, and data-driven organizational development through an engagement survey (Wevox). The ratio of female managers stands at 18.8%, and the male childcare leave uptake rate is 100%.
Last updated: June 24, 2026