Japan Pulp & Paper Co., Ltd.
8032・Prime Market・Wholesale Trade
Governance
The company operates as a company with a Board of Corporate Auditors, comprising 7 directors (including 3 independent outside directors and 2 female directors), and has introduced an executive officer system. It has established a voluntary Nomination and Compensation Advisory Committee (consisting of the president and 3 independent outside directors) to ensure transparency and objectivity.
Risk Management
Based on the "Basic Risk Management Regulations," the company has established a Risk Management Committee as a subordinate body of the Sustainability Strategy Council, which identifies, evaluates, and prioritizes risks. In the event a material risk materializes, a Crisis Management Committee headed by the President as chief officer is established, and a system is in place to respond by preventing the expansion of damage and preventing recurrence.
Shareholder Returns
Annual dividend for FY2026 (ending March 2026) is ¥34 per share (interim ¥14 + year-end ¥20), an increase of ¥9 year on year. Payout ratio of 86.1%, DOE of 3.0%. For FY2027 (ending March 2027), a dividend of ¥36 (interim ¥18 + year-end ¥18) is planned. During the current fiscal year, the company conducted share buybacks of ¥8,920 million.
Dividend Policy
The basic policy is to continue stable dividends, taking into account trends in consolidated business performance. For the remaining period of the Medium-Term Management Plan 2026 (FY2026 (ending March 2026) and FY2027 (ending March 2027)), the policy for the annual dividend per share is a progressive dividend, targeting a consolidated payout ratio of 30% or more and a consolidated dividend on equity (DOE) of 3% or more. Dividends of surplus are paid twice a year, at interim and year-end.
ESG
Regarding GHG emissions, the company has set targets of a 50% reduction by FY2030 versus FY2019 (medium-term) and carbon neutrality by 2050 (long-term), achieving an approximately 41% reduction in combined Scope 1 and 2 emissions in FY2024 compared to FY2019. In terms of human capital, the company has set targets including a female manager ratio of 10% or more (FY2030 target) and a male childcare leave uptake rate of 50% or more (FY2026 target), while also advancing the implementation of human rights due diligence and human rights risk assessments for suppliers (achieving a 100% valid response rate).
Last updated: June 22, 2026