We intend to enhance our support programs to enable more efficient and flexible working patterns so that every employee can maintain a healthy balance between their work and personal lives and continue to work with vitality and peace of mind.
Our Spousal Leave for Childbirth program, designed to support male employees in childcare, was actively used by all eligible employees, with leave taken at a rate of 75% or higher in FY2024. Starting in FY2024, the program was renamed to Special Maternity Leave for Employees and Their Spouse, and it also included female employees. The duration of leave was increased from 3 to 5 days, and the scope of use was expanded to include prenatal hospital visits. For employees seeking to undergo fertility treatment, we established a Fertility Treatment and Work Assistance Hotline that offers manager guidance, supports the use of internal programs, and provides physical and mental health care. Moreover, we sincerely address issues related to balancing work and childcare raised during the exchange of opinions conducted as part of our initiatives to promote the advancement of women, leading to the introduction of new systems and review of existing systems. We will listen to our employees' opinions and strive to enhance our systems to better reflect actual circumstances.
Since our company held childcare support training for managers and male employees in their 30s or so in FY2022, the number of male employees taking childcare leave has been increasing yearly. For employees taking childcare leave regardless of gender, the Human Resources Dept. leads pre-leave meetings involving both the employee and his or her supervisor. The meetings feature practical information to support employees, such as conveying information on childcare and explaining the use of company systems. In June 2023, we obtained Kurumin Certification from the Ministry of Health, Labour and Welfare, recognizing us as a “Company that Supports Childcare.”
Our company encourages the use of paid leave through cooperation between labor and management. The average annual rate of taking paid leave among our employees (regular and contract employees) in FY2024 was 81.2%. Senior employees became eligible for the system to accumulate paid leave starting in FY2024, and employees contracted for an indefinite term became eligible starting in FY2025.
Our company undertook a review of our office space in order to improve operational efficiency and enhance employee engagement. The previous offices were dull overall and had issues such as hampering communication between departments. Therefore, we gathered candid opinions regarding current conditions primarily from younger employees, and we have created bright, open spaces that naturally promote communication. In addition to dedicated workstations, we introduced private rooms suitable for focused work, booths for meetings, and refreshment stands, creating an environment where employees can work flexibly according to their tasks and mood. A survey after the renovation confirmed tangible results, such as an improved working environment, increased communication, and easier performance of tasks, confirming the results of the reforms. In the future, we will expand this initiative company-wide to make working easier and to enhance employee engagement.
