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Employee Health, Safety & Wellness

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Our Employees
Employee Health, Safety & Wellness
ESG Policies & Positions

At Johnson & Johnson, our investment in employee health, well-being and safety is built on our conviction that advancing health for humanity starts with advancing and protecting the total health—physical, mental, emotional and financial—of our workforce. We aim to ensure that all our employees around the world, as well as temporary contractors and visitors to our sites, can work safely by providing robust safety programs, risk assessments, training and communications. We continuously expand health and well-being programs and benefits throughout Johnson & Johnson globally, incorporating new thinking and technologies to help employees achieve their personal mind and body health goals.

As we look toward 2025, we aspire to have the healthiest workforce, further embedding our culture of health throughout Johnson & Johnson and strengthening organizational capabilities in support of health and well-being. Through the continued expansion of our total health benefits, programs and offerings, we’ll support the physical, mental and emotional well-being of our workforce to continue to meet their needs, regardless of where they are in their health journey. Our Health for Humanity Annual Healthiest Workforce Score will help us track our success in fostering the world’s healthiest workforce.

Health for Humanity 2025 Goals | Our Employees

Healthiest Workforce Score
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On track
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On track
Progress: 63% of Johnson & Johnson leaders and their managers achieved an ≥ 80% Healthiest Workforce Score.

In 2021, we identified our Healthiest Workforce Score metrics and set our baselines for measurement. The core metrics that influence the Healthiest Workforce Score include:

  • Measurement of employee perception of total health and well-being support from senior leadership;
  • Reinforcement of the energy management principles to support health and well-being across the workforce; and
  • Mitigation of workplace risks and ensuring employee health protection through the implementation of corrective and preventative actions.

Global Employee Safety*

Global Employee Safety chart

* See the Employee Safety table in the ESG Performance Data section of this Report for footnote considerations related to Global Employee Safety data.

Notable areas of progress in health, safety and wellness in 2021 included:

Ongoing safety during the pandemic: Protecting and supporting our employees during the COVID-19 pandemic continues to be a top priority and our approach includes: keeping employees informed of local COVID-19 transmission rates and corresponding risk levels; promoting the health and safety of our employees in the workplace through robust layers of protection; enhanced cleaning and access to cleaning supplies and PPE PPE Personal protective equipment ; supporting employees with pay continuity, benefits and well-being tools; providing a Global Recharge Day for additional time off to rest, recover and build resilience; and recognizing extraordinary employee contributions at work and in our communities. In addition, as COVID-19 vaccines were broadly distributed and administered in 2021, we adopted policies in the U.S., Puerto Rico and certain other countries to require proof of vaccination from Johnson & Johnson employees and contingent workers, where permitted by local law and regulation.

Supporting our superheroes: We continued to offer one additional working week of paid time off for tens of thousands of essential on-site employees and a paid-leave program for our medical staff who want to volunteer on the front lines against COVID-19.

New benefits to support employee well-being:

  • In 2021, we announced the extension of our paid parental leave benefit from eight weeks to 12 weeks for all eligible employees globally to be implemented on a phased basis in 2022 to all our regions.48
  • Bereavement leave was extended from three to five days for employees in the U.S. and Puerto Rico.
  • We launched a Military Spouse Time-Off Policy for employees in the U.S. and Puerto Rico, which provides up to 10 days of paid time off for eligible military spouse employees when their families experience challenging situations arising from military service.
  • We updated our Military Leave Policy to enable National Guard and Reserve service member employees in the U.S. and Puerto Rico to receive full pay and benefits during military leave for a maximum duration of three continuous years—an increase from the previous two-year maximum.
  • We expanded our Global Exercise Reimbursement, a popular benefit with tens of thousands of employees, to include additional virtual subscriptions and at-home equipment. We continue to evolve the reimbursement beyond exercise to support total well-being.
  • We piloted a new Employee Mental Well-Being Training to educate and empower employees to prioritize their mental well-being and support their colleagues to do the same.

Digital health and well-being support: Digital health and well-being tools continued to support employees to stay physically energized, emotionally connected and mentally focused. This included the expansion of the online confidential health risk assessment that helps employees understand how lifestyle choices, health status and behavior influence their current and future well-being and learn how to address modifiable health risks.

Global Activity Challenge: Our sixth annual 30-day Global Activity Challenge engaged more than 29,000 participants in 74 countries, encouraging employees to be physically energized, reduce stress and boost their total health.

Energy management: Our enterprise-wide ENERGY FOR PERFORMANCE program helps employees manage their energy capacity so that they can be their best at work and in life. We have consistently expanded the use of this program and introduced virtual courses to continue to deliver this important training during the pandemic. In 2021, 9,816 employees completed ENERGY FOR PERFORMANCE courses.

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