Work-life Balance
To Respond to Life Stage Changes
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 working while caring for their children and
elderly family members, we have established related systems in
accordance with our action plans pursuant to the Act on Advancement
of Measures to Support Raising Next-Generation Children and the Act
on Promotion of Women’s Participation and Advancement in the
Workplace (hereinafter called the “Women’s Empowerment Law”).
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.
The ratio of male employees who took childcare leave in the fiscal
year under review was 33.3%*, and the average number of days of
childcare leave taken was 14. The HR team established a desk in
charge of childcare leave and conducts follow-up activities for
childcare leave, including the provision of reference material for
the system to all male employees whose spouses are pregnant and
individual meetings with them. From now on, we will strive to
achieve the goals of increasing the ratio of male employees who have
taken childcare leave to 100% and the average number of days of
childcare leave taken to 14 or more in the period of our action plan
as a business operator in accordance with the Act on Advancement of
Measures to Support Raising Next-Generation Children and the Women’s
Empowerment Law.
* We calculated the ratio of employees who have taken childcare leave or the like defined in Article 71-4, Item 1 of the “Act on Welfare for Workers Caring for their Children or Elderly Family Members, including Childcare Leave and Nursing-care Leave (Childcare/Nursing-care Leave Act)” (Ordinance 25 of the Ministry of Labour in 1991) in accordance with the “Act on Welfare for Workers Caring for their Children or Elderly Family Members, including Childcare Leave and Nursing-care Leave (Childcare/Nursing-care Leave Act)” (Law No. 76 in 1991).
| Childbirth | Leaves before and after childbirth | 6 weeks before childbirth and 8 weeks after childbirth |
|---|---|---|
| Special leave for an employee’s wife giving birth to a child | 2 days (paid) | |
| Childcare | Childcare leave | Until a child turns 3 years old |
| Working hours for childcare | It is possible to shorten working hours by 1.5 hours per day until a child enters the fourth year of elementary school. It is possible to use the staggered work shift until a child enters the first year of junior high school. (Possible to combine with the flextime system.) | |
| Exemption from overtime work | We exempt employees who have a preschool child from overtime work, if they apply. | |
| Leave for caring for injured or sick children | Employees can take childcare leave in units of hours for the purposes of caring for injured or sick children or attending their school events until the children complete the third academic year of elementary school. Employees can take up to five days off per year if the number of children is one, and up to 10 days off per year if the number of children is two or more. |
Ratio of employees who have taken childcare leave
| FY 3/24 | FY 3/25 | FY 3/27 Targets | |
| Ratio of female employees who have taken childcare leave(%) | 100 | 100 | 100 |
| Ratio of male employees who have taken childcare leave(%) | 66.7 | 33.3 | 100 |
Scope: S.T. Group (in Japan), excluding S.T. MYCOAL Co., Ltd.
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