Work-life Balance

We continually develop a comfortable workplace in which employees can deal with the progress of their life stages.
To support employees in childcare and nursing care while working, we have established 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 eligible female employees took childcare leave during the fiscal year under review. All female employees who gave birth to a child resumed work, and no one resigned during the one-year period following 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.
In addition, the rate of childcare leave taken by eligible male employees during the fiscal year under review was 66.7%*, and the average number of days taken was 30.5, with the longest period being 33 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.

For the purpose of realizing diverse work styles so that employees of all ages can exert their abilities to the maximum degree and have a good work-life balance, we have established such measures as a flextime system, a system for working from home, and a system for granting paid leave in units of hours.
In addition, to improve the ratio of employees who have taken paid leave, we encourage employees to take a long vacation and manage working hours accurately with PC logs, to prevent prolonged work.