Terminalcare Support Institute Inc.
7362・Growth Market・Services
Governance
Company with a Board of Auditors. Composed of 6 directors (2 outside) and 3 auditors (all outside). A voluntary Nomination and Compensation Committee (a majority of members are independent outside directors) has been established, and the Board of Directors met 16 times during the fiscal year (with full attendance). Since the Representative Director and President qualifies as a controlling shareholder, transactions with the controlling shareholder are in principle prohibited, and a policy has been established whereby, when necessary, such matters are deliberated and approved by the Board of Directors.
Risk Management
The Risk and Compliance Committee meets once per quarter (with extraordinary sessions held as needed) to create risk maps and discuss and decide on company-wide risks. Risks arising in day-to-day operations are reported and deliberated by each department at the weekly regular president's report meeting, and legal and labor matters are referred to external specialists (attorneys and labor and social security attorneys) as appropriate. Internal and external whistleblowing contact points have been established to build a system for timely collection of information on misconduct.
Shareholder Returns
Dividends to commence from FY2026 (ending December 2026). Planned total annual dividend of ¥15, consisting of a special dividend of ¥5 at the end of Q2 and a year-end dividend of ¥10. No dividend was paid in the previous period (FY2025, ended December 2025). Treasury shares were disposed of (12,400 shares) under the restricted stock compensation plan.
Dividend Policy
Dividends to commence from FY2026 (ending December 2026) (announced on May 14, 2026 in the "Notice Regarding Revision of Dividend Forecast (Commencement of Dividends)"). The FY2026 dividend forecast totals ¥15, consisting of ¥5 (special dividend) at the end of Q2 and ¥10 at year-end. No dividend was paid in FY2025 (ended December 2025) (annual dividend of ¥0).
ESG
The Company positions human capital as a source of competitive advantage, focusing on recruitment, talent development, and enhancement of HR systems as key policies. Actual results have exceeded targets, with the ratio of female managers reaching 63.5% (target: 50% or more) and the male childcare leave uptake rate reaching 80.0% (target: 50% or more). The gender pay gap stands at 81.9% for all employees, 88.1% for regular employees, and 85.9% for non-regular employees, with a target of narrowing the gap further. Management of sustainability-related risks and opportunities is handled by the Risk and Compliance Committee, with a structure in place for reporting to and oversight by the Board of Directors. No quantitative disclosures related to climate change have been confirmed.
Last updated: March 26, 2026