Creating a Workplace Where Everyone Can Work Comfortably and Flexible Work Arrangements
First written in FY2023. 2 of 4 entries say "Advanced", first in FY2024. Latest entry: FY2026.
The whole theme swung hardest in 2025: 1 of 11 companies on the "Worse" side.
1 other company's latest entry also says "Other".
- FY2026Clarification of issues concerning the duration of childcare leaveAnnual report
「Although the childcare leave uptake rate among men was 105.6%, indicating that nearly all employees took childcare leave, the average period of leave was approximately 15 days and remained short. The company identifies as an issue the fact that this has not been sufficient to bring about meaningful participation in childcare or a change in the division of household responsibilities.」
The company reported not only the childcare leave uptake rate but also the average length of leave, identifying longer leave and meaningful participation in childcare as its next challenges. It also described measures including seminars for expectant fathers and the formalisation of work handover procedures. - FY2025AdvancedAnnual report
「From March 2024, the company expanded eligibility for its flextime system, and as of the end of May, approximately 60% of employees were using it. It also introduced a super-flextime system without core hours, making flexible arrangements such as a four-day workweek possible in combination with its reduced-hours work system. The childcare leave uptake rate among men was 152.3%, and the company is promoting longer periods of leave.」
The company disclosed the use of its flextime system, its super-flextime system, and the possibility of a four-day workweek, and reported operating results including a 152.3% childcare leave uptake rate among men. - FY2024AdvancedAnnual report
「As a result, the childcare leave uptake rate exceeded 100% for both men and women, and use of the reduced-hours work systems for childcare and eldercare is also increasing.」
Regarding flexible work arrangements, the company reported a childcare leave uptake rate of over 100%, as well as operating results and expanded programs for reduced-hours work, flextime, leave of absence and other arrangements. - FY2023First statedAnnual report
「We strive to provide flexible work arrangements so that employees’ careers are not interrupted by family circumstances such as childcare or nursing care. To encourage men to take childcare leave, we regularly revise our programs, including expanding the number of days of special paid leave for childcare, establishing Grandparent Childcare Leave (special paid leave) so that grandparents can participate in childcare, and expanding the range of working hours available under the shortened-hours work system.」
To support balancing childcare and eldercare with career development, the company identified special paid leave, leave for grandparents, and revisions to its reduced-hours work system as specific measures.