Based on the results of a survey of workers conducted by the Great Place to Work® Institute Japan ("GPTW Japan"), we have been recognized as a "Best Place to Work" for the year 2026.
This is the second consecutive year that we have received this certification, and it demonstrates that the "system that supports willful growth" and "an environment where work is not a constraint" that we have promoted have led to increased job satisfaction among our employees.

Certification as a "Great Place to Work
Based on the results of a survey of workers, GPTW Japan officially recognizes companies as "Best Places to Work" based on their excellent workplace culture. Certified companies have the effect of increasing recruitment, employee loyalty, and corporate value in terms of ESG governance.
The Great Place to Work® Institute defines a "Great Place to Work®" as "a company where every employee, regardless of position, job, or place of work, trusts the company and its leaders, takes pride in his or her work, and feels solidarity with the people he or she works with.
This time, GPTW Japan's survey of workers was conducted at our company and the results exceeded a certain level, and we were certified as a "Best Place to Work" in the 2026 edition of GPTW Japan.

▪ GPTW "Great Place to Work" certified company, Regil page
https://hatarakigai.info/ranking/certified_companies/0831_5039.html

■Results of this survey
In the results of this year's survey, 731 TP3T responded positively to the question "Overall, I would say this is a 'great company to work for'", an improvement of 4 points from last year.
In addition, there was a significant improvement over last year's scores in the following areas.

Examples of systems and initiatives implemented in our company
In order to realize "a place where willful growth can be achieved and working is not a constraint," we are actively promoting system reforms and their utilization.

A system to support willful growth
We have introduced the "VUC Sheet," which encourages growth starting from the thoughts and personalities of each employee.
VUC is an acronym for "Vision," "Uniqueness," and "Contribution." It is a system for verbalizing future career aspirations, challenges, personal characteristics, and skill development themes, and linking these to daily work goals. This system is positioned as a central measure in our human resource strategy as a mechanism that can encourage growth with an awareness of career and skills, as well as the enhancement of business and service value by shifting from conventional "goals for evaluation.
We also provide opportunities to share external recognition and initiatives, such as awards received or cooperation with local governments, with employees at quarterly general meetings. By sharing the company's policies, direction of growth, and high value-added initiatives created by employees, employees are able to realize that their actions are linked to the company's results and at the same time recognize the role the company plays in society. Through these efforts, a work culture in which each employee is aware of both his or her own growth and the value he or she creates for society is taking root.

An environment where working is not a constraint.
As a measure to support flexible work styles, we are actively promoting side jobs. By establishing a dedicated space within the company for side hustles and other environmental improvements, the number of employees who take on side hustles has increased, and the trend of returning experience gained outside the company to knowledge within the company is spreading.
In addition, we have introduced a monthly super-flex system that allows employees to leave work in the middle of the month and a remote work system that allows employees to work from their preferred work location, creating an environment that allows employees to work according to their lifestyles.
In addition, by incorporating generative AI such as Notion AI and Gemini into daily operations, we have created an environment in which employees can focus on high value-added tasks, such as streamlining administrative work and improving the quality of documentation.

Kazunari Suyama, Executive Officer and General Manager, HR Division, ■Regil Corporation Comment
Not content with last year's accreditation, we have continued to make improvements based on the results, resulting in an overall score that is higher than last year's and, as a result, has led to accreditation for the second year in a row.
In particular, I feel that VUC and other initiatives to support "willful growth" have not only been introduced as a measure, but through daily dialogue and practice, we are gradually beginning to see a positive response that is linked to "job satisfaction.

While we are starting to see results, there is still room for growth. In terms of engagement with our services, we would like to strengthen the system to better convey customer feedback internally and create an environment in which each and every one of us can better realize the meaning of our work.

We will continue to make improvements and take on challenges to realize our mission of "making decarbonization less of an intractable problem" and promote the creation of a rewarding workplace.

Reference Materials
... [PRESS RELEASEJapan's First Initiative with Kitakyushu City Wins Grand Prize at NIKKEI Decarbonization Awards
... [PRESS RELEASESigned "Collaboration Agreement to Promote Regional Decarbonization and Resilience Enhancement" with Setagaya-ku, Tokyo