work life balance

work life balance

We aim to be a company where people can choose a work style that suits their individual lifestyle and life cycle, regardless of gender or age, and where people can achieve a balance between work and life.

Specific initiatives

[Introducing a day for leaving work on time]

Every Wednesday is the day to leave work on time. We aim to achieve work-life balance by reducing overtime work hours.

[Introduction of job return system (reemployment system)]

If you find it difficult to continue working due to marriage, childbirth, childcare, etc., or if you quit your job to improve your skills such as studying abroad or advance your career by changing jobs, you may be eligible for the job return system (return job) within 10 years after retirement. employment system).

[Enhancement of short-day and short-time work systems]

In order to balance work with childcare and nursing care, it is possible to work short days (3 days a week) or short hours (5 or 6 hours). The system can be used for childcare until the third year of elementary school, and for nursing care until the child is no longer eligible for nursing care.

(FY2023 results)

[Kurumin (next generation development support)]

Our company has obtained "Platinum Kurumin" certification as a child-rearing support company.

All employees can work with peace of mind and maintain a work-life balance between work and childcare.has formulated the following action plan with the aim of improving working conditions so that employees can fully demonstrate their abilities.

1. Action plan period　

April 1, 2022 - March 31, 2025

2. Action plan content

Goal 1: Increase understanding and literacy regarding infertility treatment, and consider support for infertility practitioners.

Measures | Providing educational materials on infertility treatment and introducing a system for infertility treatment workers

• Created e-learning materials by public health nurses and released them as optional training.
• Consider the content of support for infertility treatment workers and aim to introduce them. Examples: systems such as leave systems and monetary subsidies, etc.

Goal 2: Maintain a rate of over 35% for male employees to take leave, etc. for childcare purposes*.

*“Childcare leave”, in-house system “Special leave for dads”

Measures | Conducted internal dissemination to further improve awareness of the system. Example: Introducing examples of male employees taking childcare leave, etc.