Support for balancing work and family life
We will develop an employment environment in which all employees can fully utilize their abilities, and in order to become a company that contributes to the local community by supporting the development of the next generation, we have formulated the following action plan.
[Plan period]
Two years from September 1, 2024 to August 31, 2026
[Goal 1]
During the planning period, the ratio of male employees whose spouses have given birth and who are taking childcare leave will be 15% or more.
[Objective 2]
In order to encourage male employees to take childcare leave, we will create a unique childcare leave system.
【countermeasure】
(All year round during the period)
- In order to make it known that men can also take childcare leave, the system will be publicized in company newsletters and on electronic bulletin boards.
- In order to secure understanding and cooperation from managers regarding paternity leave for men, the matter will be made known at meetings etc.
(Until August 2026)
- Create a unique childcare leave policy.
[Time of implementation of measures, etc.]
- At the core business unit managers' meetings (March and October), we will publicize the promotion of men taking childcare leave.
- Publish a special feature article promoting paternity leave in the company newsletter once a year.
- A draft leave system to promote parental leave for men will be considered and discussed by April 1, 2025.
- The goal is to establish the facility on September 1, 2025.
