We will formulate an action plan in order to be a company that can provide backup for child rearing, taking into consideration the need to balance work and family life.
Action plan period: May 1, 2022 - April 30, 2024 (2 years)
Goal: Support employment that enables both childcare and career advancement after maternity leave (at least 1 person)
Description of Initiatives and Period of Implementation
Initiatives: Provide shorter working hours and a flexible work environment for employees after maternity leave.
|May 2022||Consideration of an environment in which employees on maternity leave can easily continue working, such as shorter working hours and work locations.|
|June 2022||Started a system of shorter working hours after maternity leave.|
Provide flexible work location options that allow employees to work from home or bring their children to work due to unavoidable circumstances, making effective use of office facilities.
|February 2023||Interview eligible employees about the system. Periodic follow-up.|
Initiatives: Aim to increase the rate of employees taking annual paid leave so that they can work in a more balanced manner to achieve a better work-life balance. (Aim for a 70% acquisition rate of at least 6 days per year)
|May 2022||Survey the annual paid leave utilization rate and encourage employees to take it.|
|May 2023||Aim for an 80% vacation usage rate of at least 6 days per year. Survey the annual paid leave utilization rate and encourage employees to take their annual paid leave so that the percentage will increase year by year.|