Work-life Balance

We keep developing a comfortable workplace in which employees can deal with the progress of their life stages. In order to support employees in childcare and nursing care while working, we have established systems for childcare leave, shortened working hours for childcare, and flextime, as childcare-related systems in line with action plans in accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children and the Act on the Promotion of Women’s Active Engagement in Professional Life. All female employees took a childcare leave during the fiscal year under review. All female employees who gave birth to a child resumed work, and no one resigned during a one-year period from childbirth. Follow-up services for those returning to work include explanations of the system before returning to work, interactions between those returning to work, and meetings between supervisors and those returning to work, as well as subsidies for seminars on balancing childcare and work after returning to work. The rate of childcare leave taken by male employees during the fiscal year under review was 36.4%*, and the average number of days taken was 42.2, with the longest period being 87 days. The human resources team has set up a contact point for childcare leave and is following up with all male employees whose spouses are planning to give birth by providing materials on the system and conducting individual interviews to help them take childcare leave.

*Based on the provisions of the “Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members” (Act No. 76, 1991), the percentage of childcare leave, etc. taken is calculated as per Article 71-4-1 of the “Ordinance for Enforcement of the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members” (Ordinance of the Ministry of Labor No. 25, 1991).