EPCO Expands Employee Stock Ownership Plan, Raising Incentive Match from 10% to 20% and Extending Eligibility to Group Subsidiary Employees

EPCO Co., Ltd. (Head office: Sumida-ku, Tokyo; Group CEO and Representative Director: Tatsuyuki Iwasaki; securities code: 2311) announced that, as part of its efforts to strengthen investment in human capital, it has expanded its employee stock ownership plan by raising the incentive match rate from 10% to 20% and broadening eligibility to include employees of the company and its subsidiaries. EPCO’s core businesses are BPO services such as housing equipment design, after-sales maintenance, and renewable energy equipment installation. The company recognizes that its business and corporate value are fundamentally driven by its people. In EPCO’s operations, each employee’s expertise, service quality, and proactive involvement in business improvement are directly linked to customer satisfaction and profitability, making investment in human capital a key management priority. The employee stock ownership plan is positioned as an important mechanism that enables employees to adopt a shareholder perspective and experience corporate growth as their own achievement, thereby strengthening their sense of ownership. According to the Tokyo Stock Exchange’s “FY2024 Survey on Employee Stock Ownership Plans,” an incentive match rate of around 10% of employee contributions is common among companies. By raising its rate to 20%, far above the general market level, EPCO aims to further enhance returns to employees and share the results of corporate growth with them. Under the revised plan, the incentive match rate will increase from 10% to 20%; the incentive amount per 1,000 yen contribution unit will rise from 100 yen to 200 yen; and eligible participants will expand from EPCO employees to employees of EPCO and its subsidiaries. The monthly contribution limit is 50,000 yen. The revised plan will apply from contributions made in June 2026. The expansion also extends eligibility to group employees, including those at ENE’s, a wholly owned subsidiary of EPCO. Through this change, the company aims to foster a group-wide sense of ownership in enhancing corporate value and to promote more integrated management across the group. Beyond the stock ownership plan, EPCO is advancing human capital initiatives by theme, supporting employee growth and engagement. In talent development, the company positions human resource development as a key management issue supporting medium- to long-term business growth. It provides OJT-based development, training programs, and qualification support to help employees build expertise and careers across business areas such as design, maintenance, and renewable energy. In evaluation, EPCO believes that properly recognizing expertise and challenges developed through talent development leads to further motivation for growth. Through programs such as long-service awards and EPCO Value Awards, the company seeks to build a culture that celebrates employee contributions and initiatives across the organization. In organizational culture, this recognition-based environment extends across departments and companies. The company also promotes cross-functional exchange through club activity support and internal dining or team meeting programs, strengthening communication and collaboration throughout the group. In workplace environment initiatives, EPCO promotes flexible workstyles such as telework and staggered working hours, creating conditions where diverse talent can thrive over the long term. It is also working to create office environments that encourage communication among employees and support comfortable, efficient work. Looking ahead, EPCO will continue pursuing sustainable growth in corporate value while balancing human capital investment and shareholder returns. By integrating support for employee asset formation with capability development, the company aims to create a virtuous cycle in which employees and the company grow together, while building a stronger organizational foundation. EPCO Group defines its purpose as HCDs (Housing Carbon Neutrality Digital Solutions), aimed at achieving carbon neutrality. Under the theme of “decarbonization × construction DX,” the group supports housing, daily life, and the global environment through digital technology across three businesses: design, maintenance, and renewable energy. EPCO also positions TEPCO HomeTech Co., Ltd., established jointly with TEPCO Energy Partner, Inc., as a partner company and promotes partnership-based management to generate synergies between the EPCO Group and its partners. Company name: EPCO Co., Ltd. (Tokyo Stock Exchange Standard Market, 2311) Location: Olinas Tower 12F, 4-1-3 Taihei, Sumida-ku, Tokyo URL: https://www.epco.co.jp/ Press contact: EPCO Public Relations, Nanbu, Sato, Sakamoto; Tel: 03-6853-9165; E-mail: kouhou@epco.jp