We promote creating working environments that enable our employees to strike a balance between their work and their home life. We strive to develop and expand a variety of support systems in order to create an environment where every employee can take on the challenge of career advancement while realizing a work style that suits the events in their lives.
In the fiscal year ended March 2023, we introduced a Work-from-home System for the entire Company, including plants, to help employees work with more flexibility while improving productivity, as well as a Remote Work System for managers. We also abolished the core times from the flextime systems in place at our Head Office locations and some of our other business sites, supporting employees in adopting a more flexible way of working. In the fiscal year ended March 2024, we introduced a trial system for side jobs/side businesses and in the fiscal year ending March 2025, we began full-scale operation of this system.
To reduce long working hours, we have formulated a policy, targets for total working hours, and action plan, and are working to reduce overtime hours and encourage employees to take paid leave in accordance with the actual conditions at each business site, while holding labor-management meetings of the Shorter Working Hours Study Committee.
The Company is a signatory to the United Nations Global Compact and supports the Ten Principles of the Compact in four areas (human rights, labor, environment and anti-corruption). In the Group’s human rights policy, we state our commitment to respecting applicable international norms concerning human rights in the countries and regions where we do business, observing relevant laws and regulations, and appropriately managing employee working hours, holidays, leave and wages.
System | Outline | |
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All employees | Work-from-home system | A system that allows employees to work from home who are in charge of work that can be handled at home. |
Remote work system | A system that allows managers to work without restrictions on location (Japan only) | |
Half-day paid leave system | A system under which paid leave may be taken in half-day units | |
By-the-hour paid leave system | A system under which paid leave may be taken in hour units | |
Wellness leave | We allow employees to carry over up to 5 days per year of their expiring annual paid leaves, with an upper limit of 60 days. These paid leaves may be used when an employee or their family is receiving in-patient or home treatment for a non-work-related illness or injury, when an employee undergoes a complete medical checkup/gynecological examination or has in- and out-patient fertility treatment, and when an employee takes part in volunteer activities or other activities. | |
Flextime system | A system which permits employees to determine their start and finish times (without core time requirements at some business sites) | |
Childcare support |
Maternity nursing leave (for male employees) | When the wife of an employee has given birth, the employee is entitled to three days of leave within two weeks of the date of birth. |
Support interviews for employees returning to work after childcare leave (leave to raise children), etc. | For employees taking prenatal and postnatal maternity leave and childcare leave for a total of three months or longer and who wish to have an interview | |
Lump sum payment for early return to work after childcare leave (leave to raise children), etc. | Paid to employees who return to work early after maternity leave, or after one month or more of childcare leave (during the month following the month when they return to the month when the child becomes one year old). | |
Shortening of prescribed working hours | Employees caring for a child up until the sixth grade of elementary school are eligible. The number of prescribed working hours per day may be shortened to a minimum of six hours. | |
Childcare time | A female employee with a child younger than one year old is entitled to take two 30-minute breaks during shortened prescribed working hours. | |
Staggered work hours and additional break time | Female employees who are pregnant or have given birth to a baby may move up or down their start and finish times by up to 60 minutes under certain conditions. They are also permitted to take two breaks for up to 60 minutes in total per day. | |
Exemption from out-of-hours work | Employees caring for a child up until the sixth grade of elementary school are entitled not to work overtime. | |
Limitations on out-of-hours work | Employees caring for a child up until the sixth grade of elementary school are entitled not to work over 24 hours of overtime a month and over 150 hours of overtime a year. | |
Limitations on late-night work | Employees caring for a child up until the sixth grade of elementary school are entitled not to work from 10:00 pm to 5:00 am. | |
Child nursing care leave | Employees caring for a child up until the sixth grade of elementary school are entitled to take this leave on a daily or hourly basis, in principle, separately from annual paid leaves. (For employees with children up to the age of 3, up to 5 days of paid leave will be granted per year.) ・One child: 10 days / year ・Two or more children: 15 days / year |
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Childcare fee subsidy system | Paid to employees with children under the age of 3 who attend preschool or a day care facility | |
Caregiving support |
Extended caregiving leave | Employees may take up to a maximum of 36 months' leave per person requiring care. |
Caregiving leave | Employees with family members requiring care may take leave as follows. The leave may be taken on a daily or hourly basis, in principle, separately from annual paid holidays. - One family member requiring care: 5 days - Two or more family members requiring care: 10 days |
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Shortening of prescribed working hours/staggered work hours/flextime | Employees with family members requiring care may take leave under one of the following schemes specified by the Company. - Shortening of prescribed working hours - Staggered work hours - Flextime |
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Exemption from out-of-hours work | Employees with family members requiring care are entitled not to work overtime. | |
Limitations on out-of-hours work | Employees with family members requiring care are entitled not to work more than 24 hours of overtime a month and more than 150 hours of overtime a year. | |
Limitations on late-night work | Employees with family members requiring care are entitled not to work from 10:00 pm to 5:00 am. |
System | Outline |
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Internal job posting system | Implemented as a part of promoting autonomous career development |
Area limited employment system | A system that allows employees with certain circumstances, such as childcare or long-term care, to be exempt from relocation for a certain period of time |
Side jobs / Side businesses | A system allowing employees to engage in non-employment side jobs and side businesses has been introduced with the aim of enabling employees to acquire knowledge, skills, and experience that cannot be obtained within the Group, bringing value to the Group while also further promoting awareness of autonomous career building |
Special temporary leave-of-absence system | A system that allows employees who are accompanying a spouse on an overseas assignment or who are studying at their own expense to take leave for a certain period of time |
Reemployment system for employees who have once resigned | A system that allows employees who have once resigned due to personal family circumstances (marriage, childbirth, long-term care, etc.) to rejoin the Company under certain conditions |
Overseas study program | A system that dispatches employees desiring to study overseas who have passed an internal selection to graduate schools, etc. in Japan or abroad |
Position change | A system that employees are allowed to change their positions in specific areas to new positions where they can demonstrate their capabilities from a Company-wide perspective. |
For details, please refer to "Promotion of flexible work styles" under "Diversity, Equity & Inclusion".
Item | Male | Female | Total |
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Number of employees taking caregiving leave | 2 | 2 | ★4 |
Number of employees taking childcare leave | 83 | 16 | ★99 |
Number of employees taking prenatal and postnatal maternity leave | ー | 17 | ★17 |
Percentage of paid leave taken (Non-consolidated union member) (January to December 2023) |
ー | ー | ★83.9% |
Average overtime hours (Non-consolidated union member) | ー | ー | 14.0hours |
As of April 2021, we have extended the mandatory retirement age from 60 to 65 years old, as a measure to secure stable employment and improve the treatment of senior employees, to enable them to work with peace of mind, and to further increase their motivation. In addition, we are catering to the needs of individual employees by incorporating options such as selective retirement age and re-employment with shorter working hours, taking the state of health and life plans of each employee into account.
We are continuously working to improve employee engagement to foster job fulfillment through well-being. We have conducted engagement surveys once a year since the fiscal year ended March 2023 to visualize issues related to organizations and talent. The Human Resources Committee deliberates on matters such as policies to address issues and works on measures and improvements for each division.
Our survey consists of five categories: “Work,” “Colleagues,” “Compensation,” “Organization,” and “Growth Opportunities.” 95% of all employees responded to the survey for the fiscal year ended March 2024, and the positive responses rate for all questions (30 questions) was 73% (+2.0% year-on-year). The positive response rates for “Organization” and “Growth Opportunities” were relatively low in the fiscal year ended March 2023. As a result of various measures to strengthen these areas, the positive response rate for “Organization”*1 increased by 1.0% and the positive response rate for “Growth Opportunities”*2 increased by 4.9%.
We aim to achieve a positive response rate of 80% for all questions by the fiscal year ending March 2031. From the fiscal year ended March 2024, each business division has been identifying issues in the division, setting policies and targets to address them, and executing action plans to accomplish these.
Through this series of activities, we aim to continue increasing employee engagement in future.