Health management and work-life balance
First written in FY2017-Q1. 8 of 18 entries say "Restated". Latest entry: 2026-08-03.
38 other companies' latest entry also says "Restated".
- 2026-08-03RestatedBusiness Plan
「① Male childcare-leave utilization rate: at least 50% ② Average monthly annual overtime hours: no more than 21 hours」
Numerical targets are presented for the male childcare-leave utilization rate and overtime hours as part of health management and a supportive workplace environment. - FY2026RaisedAnnual report
「Target 1: Increase the annual average number of days of annual paid leave taken by 10% from fiscal 2024. Target 2: Maintain the rate of male employees taking childcare leave at 20% or higher. Target 5: Implement initiatives to reduce non-scheduled working hours and maintain average monthly non-scheduled working hours at fewer than 25 hours.」
Set multiple time-bound and quantified targets for health-oriented management and work-life balance, including a male childcare leave uptake rate of 20% or higher, a 10% increase in annual leave days taken, and average monthly non-scheduled working hours of fewer than 25 hours. - FY2025RaisedAnnual report
「To promote work-life balance and create an environment in which each employee can demonstrate their abilities while working actively, we have set a target of maintaining the rate of male employees taking childcare leave at 20% or higher, alongside promoting the use of annual paid leave, and are working to embed these systems.」
States the ongoing target of maintaining the rate of male employees taking childcare leave at 20% or higher as part of health-oriented management and work-life balance initiatives. - FY2024AdvancedAnnual report
「Percentage of female employees in management positions (%) 7.5 Rate of male employees taking childcare leave (%) 100.0 Gender pay gap among employees (%) All employees 76.8 Regular employees 80.0」
Disclosed performance indicators for health-oriented management and work-life balance, quantifying the male childcare leave uptake rate at 100.0%, the percentage of female managers at 7.5%, and the gender pay gap. - FY2023AdvancedAnnual report
「To achieve these objectives, we will seek to increase the annual paid leave utilization rate and reduce average monthly overtime hours, while advancing the development of systems to support and promote work-life balance, including balancing work with childcare and caregiving, and will also work to increase the rate of male employees taking childcare leave.」
Expands health-oriented management and work-life balance initiatives into specific measures covering annual leave, overtime, childcare and caregiving, and the rate of male employees taking childcare leave. - FY2022-Q3RestatedAnnual report
「We pursued work-style reforms and health-oriented management so that each employee could demonstrate their abilities and work with peace of mind.」
Reiterates work-style reforms and health-oriented management as ongoing initiatives to support employee growth and success. - FY2022-Q2RestatedAnnual report
「We pursued work-style reforms and health-oriented management so that each employee could demonstrate their abilities and work with peace of mind.」
Reiterates work-style reforms and health-oriented management as ongoing initiatives to support employee growth and success. - FY2021-Q3RestatedAnnual report
「We also pursued work-style reforms and health-oriented management to support employee growth and success.」
Describes work-style reforms and health-oriented management as ongoing initiatives to support employee growth and success. - FY2021-Q2RestatedAnnual report
「In addition to continuing initiatives to develop new businesses, we pursued work-style reforms and health-oriented management to support employee growth and success.」
Continuing work-style reforms and health-oriented management to support employee growth and success. - FY2021-Q1RestatedAnnual report
「We are pursuing work-style reforms and health-oriented management to support employee growth and success.」
Reiterates work-style reforms and health-oriented management as ongoing initiatives to support employee growth and success. - FY2020AdvancedAnnual report
「The company introduced new personnel and telework systems and promoted health management and child-rearing support initiatives, with the aim of creating a workplace where each employee can demonstrate their capabilities and achieve work-life balance.」
Describes initiatives related to health-oriented management and work-life balance, including the introduction of new personnel and telework systems and the promotion of childcare support. - FY2020-Q3AdvancedAnnual report
「The company introduced a new personnel system and promoted health management and child-rearing support initiatives, with the aim of creating a workplace where each employee can demonstrate their capabilities and achieve work-life balance.」
For its health management and work-life balance initiatives, the company reports the introduction of a new personnel system and the promotion of child-rearing support. - FY2020-Q2AdvancedAnnual report
「To enable each employee to demonstrate their capabilities and work with peace of mind, the company promoted health management and workplace improvements. It also obtained the “Healthy Company (Silver Certification)” from the Tokyo Federation of Health Insurance Societies and the “Kurumin” certification from the Minister of Health, Labour and Welfare as a company supporting child-rearing.」
For its health management and workplace initiatives, the company reports the specific achievements of obtaining the “Healthy Company (Silver Certification)” and “Kurumin” certifications. - FY2020-Q1RestatedAnnual report
「To improve employee job satisfaction, the company advanced the development of various systems and the workplace environment, including by revising its personnel and employee benefits systems so that each employee can demonstrate their capabilities and work with peace of mind.」
The company continues to use the expanded wording covering employee job satisfaction, the exercise of capabilities, and an environment where employees can work with peace of mind, in addition to health management and work-life balance. - FY2019ReframedAnnual report
「To improve employee job satisfaction, the company will develop various systems and the workplace environment so that each employee can demonstrate their capabilities and work with peace of mind.」
The company has broadened its focus from health management and work-life balance to include employee job satisfaction, the exercise of capabilities, and a workplace environment where employees can work with peace of mind. - FY2019-Q3RestatedAnnual report
「The company worked to improve the workplace environment to support reforms in how employees work.」
The company continues to use the expanded wording of reforms in how employees work and workplace improvements, in addition to health management and work-life balance. - FY2019-Q2ReframedAnnual report
「The company expanded education and training and worked to improve the workplace environment to support reforms in how employees work, with the aim of promoting employee growth and skills development.」
In addition to the previous wording of health management and work-life balance, the company explicitly refers to reforms in how employees work and improvements to the workplace environment. - FY2017-Q1First statedAnnual report
「The company is working as one, with employees and management united in their efforts to achieve health management and work-life balance. Each department independently formulates its own action plan and takes the initiative at the operational level to reduce employee workloads and encourage employees to take leave.」
Health management and how employees work are identified as ongoing key management issues.