CHUKYOIYAKUHIN CO.,LTD.
4558・Standard Market・Pharmaceuticals
Governance
The company adopts a corporate auditor system and has appointed two outside corporate auditors. It has established a Nomination and Compensation Advisory Committee, composed mainly of outside directors, as an optional advisory body to the Board of Directors, striving to ensure the independence and transparency of governance.
Risk Management
Internal checks are implemented through investigation and monitoring of daily operations by auditors and the Internal Audit Office. The Crisis Management Committee was reorganized into the Compliance Committee, promoting the dissemination and awareness of compliance consciousness.
Shareholder Returns
The basic policy is to maintain stable dividends, paid twice a year. For FY2026 (ending March 2026), the dividend is ¥5 per share (interim ¥2.5, year-end ¥2.5), with a payout ratio of 63.7%. The same annual dividend of ¥5 is planned for FY2027 (ending March 2027). Share buybacks are minimal.
Dividend Policy
The company recognizes returning profits to shareholders as one of its important management priorities, and its basic policy is to maintain and enhance stable and continuous dividends. The dividend amount is determined by comprehensively considering business performance, medium- to long-term growth potential, the net asset dividend ratio, and other factors. Dividends are paid twice a year, as an interim dividend and a year-end dividend. The actual result for FY2026 (ending March 2026) is an annual dividend of ¥5 per share (interim ¥2.5, year-end ¥2.5), with total dividends of ¥54 million and a payout ratio of 63.7%. The forecast for FY2027 (ending March 2027) also plans for an annual dividend of ¥5 per share (interim ¥2.5, year-end ¥2.5).
ESG
The company has been certified as a "Health & Productivity Management Outstanding Organization" for 7 consecutive years and as a "Sports Yell Company" for 6 consecutive years. It discloses a female manager ratio of 16.1% (target: 20%), a male childcare leave usage rate of 66.7% (target: over 30%, already achieved), and a gender pay gap of 57.2% (target: 70%), and is promoting improvements with a target deadline of March 2029.
Last updated: June 24, 2026