CHARM CARE CORPORATION
6062・Prime Market・Services
Governance
Company with a Board of Corporate Auditors. The Board of Directors consists of 7 members (3 outside directors, outside ratio of approximately 43%), and all members attended 100% of the 17 Board of Directors meetings held during the fiscal year under review. In September 2021, a voluntary Nomination Committee and Compensation Committee were established, with a structure in which independent outside directors constitute a majority of each committee.
Risk Management
The Company has established the Risk & Compliance Committee, chaired by the Representative Director, Chairman & CEO, as an advisory body to the Board of Directors, overseeing group-wide risk management. The Risk Management Office, reporting directly to the CEO, is responsible for verifying the effectiveness of internal audit and legal compliance systems, while the Sustainability Promotion Team identifies and narrows down sustainability risks, establishing a framework for reporting to the Board of Directors.
Shareholder Returns
For FY2026 (ending June 2026), an interim dividend of ¥20 (including a commemorative dividend of ¥3 for the 20th anniversary of the opening of the first facility) has already been paid. The year-end dividend forecast is ¥17, bringing the annual total to ¥37 (an increase from ¥34 in the previous period). No mention of share buybacks.
Dividend Policy
The company aims for a payout ratio of 30% or higher as a benchmark, and implements stable dividends after comprehensively considering profit levels and the business environment. Starting from FY2026 (ending June 2026), an interim dividend has been introduced, moving to a twice-yearly dividend system. For FY2026 (ending June 2026), the interim dividend is ¥20 (including a commemorative dividend of ¥3 for the 20th anniversary of the opening of the first facility), the year-end dividend forecast is ¥17, and the annual total is planned to be ¥37. There has been no revision from the most recent earnings forecast.
ESG
Promoting ESG initiatives centered on human capital. The company has set quantitative targets, including a 25.7% ratio of female managers (target: 40%), a 57.1% rate of paternity leave uptake by male employees, and a 3.1% employment ratio for persons with disabilities, managing progress toward these with a target deadline of end-June 2026. It has implemented various measures for diverse talent utilization and workplace environment improvement, including obtaining Kurumin certification, extending the retirement age (to 65), introducing an optional four-day workweek, and DX reskilling training. A framework has been established whereby the Sustainability Promotion Team identifies risks and opportunities related to key issues, with oversight provided by the Board of Directors.
Last updated: December 22, 2025