Venture in its 3rd Year of Operation Establishes Workplace Practices Amidst Rapid Growth and Receives First "Health & Productivity Company 2026" Certification
INREVO Inc. has been newly certified as a "Health & Productivity Company 2026" amidst its rapid growth, demonstrating its successful efforts in optimizing working hours and achieving work-life balance.
📋 Article Processing Timeline
- 📰 Published: April 14, 2026 at 23:00
- 🔍 Collected: April 14, 2026 at 14:31
- 🤖 AI Analyzed: April 19, 2026 at 16:02 (121h 30m after Collected)
INREVO Inc. (Headquarters: Fukuoka City, Fukuoka Prefecture, CEO: Haruto Minami) is pleased to announce its first-time certification as a "Health & Productivity Company 2026 (SME Category)" by the Ministry of Economy, Trade and Industry and the Japan Health Council.
## Challenges in Health Management
At our company, amidst organizational expansion driven by business growth, we have positioned "optimization of working hours" and "realization of work-life balance" as critical management issues.
In 2024, our founding year, with a limited number of employees and clients, no major issues were apparent. However, from April 2025 onwards, the increase in working hours became a prominent challenge due to the growth in both employee and client numbers.
As of April 2025, among our 40 employees, over 20 (more than 50% of the total) had monthly overtime exceeding 20 hours, with the average overtime standing at 17 hours.
## Setting Goals for Problem Solving
In response to this situation, we set the following goals, assuming a workforce of 47 employees as of May 2025, and began improvement efforts:
- Reduce the number of employees with monthly overtime exceeding 20 hours to 15 or fewer
(15 or fewer out of 47 employees, approximately 31.9% or less of the total)
- Maintain average monthly overtime at 15 hours or less
## Specific Initiatives
Starting May 2025, the Corporate Department led the initiative to visualize and individually manage overtime hours.
Specifically, we introduced a system to notify each employee of their overtime status by mid-month, enabling them to grasp their working hours early on. This helped suppress unconscious overtime and fostered a greater sense of time management among individual employees.
Additionally, when monthly overtime was projected to exceed 20 hours unavoidably, we transitioned to a pre-notification system and began conducting individual interviews to ascertain the reasons.
During these interviews, we reviewed workloads and progress, and if imbalances were identified, we implemented adjustments to the organizational structure, including increasing personnel, and ensured appropriate staffing on-site to prevent excessive workload concentration on specific employees.
Through these efforts, we aimed to alleviate the burden on individual employees and promote the optimization of working hours across the entire organization.
## Results and Progress of Initiatives
As a result of these initiatives, since the implementation of these measures, employees' awareness of working hours has increased, and the number of employees with monthly overtime exceeding 20 hours has been maintained at 15 or fewer for four consecutive months.
Although employee numbers increased from 47 in May 2025 to 59 in August, the proportion of employees with overtime exceeding 20 hours has ranged between approximately 25% and 32% of the total workforce, confirming that it has been suppressed to a certain level even amidst organizational expansion.
## Future Outlook
Our company operates "Hitotore Recruit," a recruitment agency service that supports corporate growth and development by solving recruitment challenges, and we have been committed to balancing business growth with organizational building as a key theme.
Within this context, we have recognized the importance of creating an environment where each employee can work healthily and vibrantly as a management issue. We have promoted the development of systems supporting flexible working styles, including the establishment of visualization and management systems for optimizing working hours and the introduction of full remote and full flex systems.
Furthermore, through initiatives such as the "Declaration of Health Workplace" and obtaining various certifications, we have worked to create a workplace environment that is externally recognized, while striving to achieve sustainable working styles that can accommodate a rapidly growing organization.
Moving forward, INREVO will continue to aim for the simultaneous achievement of sustainable corporate growth and societal value creation by persistently improving both systems and culture, in order to realize an "environment where anyone can challenge with peace of mind."
Health & Productivity Company 2026 (SME Category) Certificate
## What is the Health & Productivity Company Certification System?
Health & Productivity Company 2026 (SME Category) Logo
The Health & Productivity Company Certification System was established by the Ministry of Economy, Trade and Industry in FY2016. Its purpose is to "visualize" companies that practice excellent health management from a management perspective, thereby creating an environment where they can receive recognition from employees, job seekers, partner companies, and financial institutions.
- Portal site for the Health & Productivity Company Certification Secretariat "ACTION! Health Management"
https://kenko-keiei.jp/
## About INREVO Inc.
INREVO Inc. Logo
Solving Recruitment Challenges
## Challenges in Health Management
At our company, amidst organizational expansion driven by business growth, we have positioned "optimization of working hours" and "realization of work-life balance" as critical management issues.
In 2024, our founding year, with a limited number of employees and clients, no major issues were apparent. However, from April 2025 onwards, the increase in working hours became a prominent challenge due to the growth in both employee and client numbers.
As of April 2025, among our 40 employees, over 20 (more than 50% of the total) had monthly overtime exceeding 20 hours, with the average overtime standing at 17 hours.
## Setting Goals for Problem Solving
In response to this situation, we set the following goals, assuming a workforce of 47 employees as of May 2025, and began improvement efforts:
- Reduce the number of employees with monthly overtime exceeding 20 hours to 15 or fewer
(15 or fewer out of 47 employees, approximately 31.9% or less of the total)
- Maintain average monthly overtime at 15 hours or less
## Specific Initiatives
Starting May 2025, the Corporate Department led the initiative to visualize and individually manage overtime hours.
Specifically, we introduced a system to notify each employee of their overtime status by mid-month, enabling them to grasp their working hours early on. This helped suppress unconscious overtime and fostered a greater sense of time management among individual employees.
Additionally, when monthly overtime was projected to exceed 20 hours unavoidably, we transitioned to a pre-notification system and began conducting individual interviews to ascertain the reasons.
During these interviews, we reviewed workloads and progress, and if imbalances were identified, we implemented adjustments to the organizational structure, including increasing personnel, and ensured appropriate staffing on-site to prevent excessive workload concentration on specific employees.
Through these efforts, we aimed to alleviate the burden on individual employees and promote the optimization of working hours across the entire organization.
## Results and Progress of Initiatives
As a result of these initiatives, since the implementation of these measures, employees' awareness of working hours has increased, and the number of employees with monthly overtime exceeding 20 hours has been maintained at 15 or fewer for four consecutive months.
Although employee numbers increased from 47 in May 2025 to 59 in August, the proportion of employees with overtime exceeding 20 hours has ranged between approximately 25% and 32% of the total workforce, confirming that it has been suppressed to a certain level even amidst organizational expansion.
## Future Outlook
Our company operates "Hitotore Recruit," a recruitment agency service that supports corporate growth and development by solving recruitment challenges, and we have been committed to balancing business growth with organizational building as a key theme.
Within this context, we have recognized the importance of creating an environment where each employee can work healthily and vibrantly as a management issue. We have promoted the development of systems supporting flexible working styles, including the establishment of visualization and management systems for optimizing working hours and the introduction of full remote and full flex systems.
Furthermore, through initiatives such as the "Declaration of Health Workplace" and obtaining various certifications, we have worked to create a workplace environment that is externally recognized, while striving to achieve sustainable working styles that can accommodate a rapidly growing organization.
Moving forward, INREVO will continue to aim for the simultaneous achievement of sustainable corporate growth and societal value creation by persistently improving both systems and culture, in order to realize an "environment where anyone can challenge with peace of mind."
Health & Productivity Company 2026 (SME Category) Certificate
## What is the Health & Productivity Company Certification System?
Health & Productivity Company 2026 (SME Category) Logo
The Health & Productivity Company Certification System was established by the Ministry of Economy, Trade and Industry in FY2016. Its purpose is to "visualize" companies that practice excellent health management from a management perspective, thereby creating an environment where they can receive recognition from employees, job seekers, partner companies, and financial institutions.
- Portal site for the Health & Productivity Company Certification Secretariat "ACTION! Health Management"
https://kenko-keiei.jp/
## About INREVO Inc.
INREVO Inc. Logo
Solving Recruitment Challenges