Work-life Balance -Creating an Employee-friendly Work Environment-

Fundamental Approach

In order for employees to be healthy and fully exercise their abilities, we will promote a work-life balance and take measures to promote acquisition of paid holidays and to prevent long work hours.

《Results in FY2018》

  • Usage rate of paid leave: 77.0

Work-life Balance

The falling birthrate, aging population, and women’s social advancement are important issues for Japan’s economy. With regard to support for the next generation, Hulic aims to achieve a higher level than the legal standard and has established various systems in this regard. In addition, we are working to create employee-friendly environments where all employees can make the most of their abilities. Accordingly, we have established an action plan in accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children, set targets for the development and thorough notification, etc. of the work-life balance support system, and are conducting activities to these ends.

Action Plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children (5th period)

Period of the plan: September 1, 2019 – December 31, 2023

Target 1 Have 100% of eligible female employees and at least one eligible male employee take childcare leave by making it easier to use the system
Measures
  • Presentations on work-life balance systems will be held for childcare leave applicants and their supervisors.
    The availability of work-life balance systems will be made more widely known among employees to encourage them to take childcare leave.
    Data on work-life balance systems will be periodically collected and reviewed.
Target 2 Raise awareness of diversity management among managers
Meaasures
  • Seminars on diversity management will be held for managers.

Childcare Support Initiatives

Establishment of Hulic’s Onsite Childcare Nursery Facility

In 2014, we opened the Odenma Fureai Childcare Nursery inside the Hulic Head Office Building to promote a more employee-friendly work environment in which our employees can raise children while working. In addition, to make this childcare nursery more accessible, employees using this service are allowed to drive their cars to work and park them in the Head Office Building’s parking lot free of charge. This childcare nursery is not only available for the employees but also for certain children* of neighboring residents, with the intention of contributing to reducing the number of children on nursery waiting lists in the local community.

*Conditions for use applied to neighboring children differ from those applied to employees.

Link: Odenma Fureai Childcare Nursery website

Relation between Age of Child and the System to Support Employees to the Next Generation

Next Generation Nurturing Support System

System Details
Special childcare leave/Childcare leave
  • Possible to take leave until a child becomes 4 years old.
  • In case of taking a short-term childcare leave, it is possible to use the first month as a "paid special childcare leave".
  • A male employee who took a childcare leave once within 8 weeks after childbirth is allowed to take the leave again within the period when childcare leave is still available.
Reduced working hours/Limits on overtime work
  • Employees who have reared a child in or younger than the third grade of elementary school can reduce work hours not exceeding two hours per day in units of 30 minutes, if they wish.
Exemption of overtime work
  • Employees who have reared a child in or younger than the third grade of elementary school can be exempt from overtime work, if they wish.
Staggered work hours
  • Depending on necessity, employees can apply for staggered work hours for reasons such as child care.
Job-return system
  • An employee who retired due to marriage, childbirth, childrearing, and nursing care, etc. can return to work under the same working conditions as at the time of retirement.
Celebration money on auspicious occasions (marriage, childbirth)
  • A special payment for marriage of 100,000 yen is given to employees regardless of their service years.
  • A special payment for childbirth is given to employees: 100,000 yen for the first child, 200,000 yen for the second child, and 1,000,000 yen for the third child and thereafter.
Childcare Center Subsidy System
  • Subsidize part of the childcare center fee until a child enters elementary school. A monthly payment is up to 30,000 yen for one child. (This amount applies not only to the first child, but also the second child and thereafter.)
  • Subsidy for extended daycare nursery hours.
Subsidy for costs associated with caring for a sick child
  • Up to 5,000 yen is paid per day per child, for a maximum of 5 days per month, until the child reaches the end of the third year of elementary school.
Company daycare nursery inside the Hulic headquarters
  • Hulic has established nursery facilities at its Head Office for employees. Both monthly and temporary childcare services are available at the facilities.
  • Employees using these services may drive to work and park their cars at the Head Office Building.
Babysitter Program
  • When an employee use services of a babysitting business operator which has a corporate contract with Hulic Group, the entire enrollment fee of 21,000 yen, the annual fee of 10,500 yen, as well as the monthly fee up to 15,000 yen per child are subsidized, in addition to the provision of discount tickets and coupons.
Subsidy for the cost of Kids’ Club
  • Up to 10,000 yen is paid per month for a child until the end of his/her third year of elementary school.
Child care leave (Previous nursing care leave was incorporated in child care leave.)
  • It is applicable during the period from when a female employee found out her pregnancy to when she takes maternity leave in the case it is difficult to work due to pregnancy complications, etc.
    It is applicable when it is necessary for an employee (regardless of gender) to nurse a sick child younger than fourth graders or to participate in the events of nursery school or elementary school.
    Child care leave is available for up to 10 days (in case of one child) or up to 15 days (in case of two children or more) a year and can be taken in half days.
Work-at-home system
  • Possible to work at home for the purpose of childrearing or nursing care and this system can be used in half days.
Leave for childbirth of spouse
  • Possible to take a day off in the case of childbirth of spouse (paid).
Other support programs including support for employees during maternity leave and upon their return to work
  • Employees can use the internet-based “Childcare wiwiw Program(*)” which supports employees from the period prior to maternity leave up to their return to work. (We also provide courses for male employees. The spouses of male employees are allowed to use the this Program too.)
    *The service is provided by wiwiw Inc. Representative services are described below.
    ・Service which supports communication between the employee and his/her boss
    ・Periodic messages about child care and returning to work and information services such as handbooks for maternity leave, childcare leave, and returning to work
    ・Online courses, 24-hour telephone counseling and other services
  • Publication of parents’ childcare support handbook

TOPICS

Received Grand Prize of “Ikumen Award 2017”

While we had previously focused mainly on the development of the careers of women, we have promoted the improvement of systems such as a child care leave system that both men and women can use. This is based on our belief that the sharing by a couple of the burdens of child rearing and housekeeping which tend to be shouldered by women will promote women's willingness to raise children and continue working. In recognition of the higher rate of acquisition of child care leave by male managers and the ensuring of distribution of the “Child Care Support Guide for Mothers and Fathers” prepared by Hulic, we received the grand prize. We will promote the creation of comfortable workplaces for all employees, and promote male employees' balancing of work and childrearing.

Planned Use of Leave and Reduction of Overtime Work

We promote work-style reforms to boost the usage rate of paid leave by employees and reduce long working hours. The key initiatives are as follows.

Promoting the use of ”Plus-one” paid leave and consecutive paid leave

Promoting the use of paid leave before and/or after Saturdays, Sundays, or holidays, and the use of a three-day vacation and a one-week vacation once a year respectively.

Implementation of No Overtime Day

We have designated Wednesday as a No Overtime Day. On each Wednesday, we encourage employees to leave work on time. In addition, we adopt morning-oriented work arrangements in summer.

Implementation of “My Friday”

We encourage employees to take a half day off on Friday afternoon once a month.

Improving the efficiency of business processes and promoting outsourcing

We check the usage status of paid leave and implementation status of No Overtime Day as appropriate, and hold discussions on working style at each department. In addition, we work to reduce long working hours and promote the systematic use of paid leave by monitoring working hours, etc. through the Risk Management Committee and guidance and advice through the Health Committee.
As a result of various initiatives, the usage rate of paid leave remains high in 2018.



*  Figures marked with “” are those that have been assured by an independent assurance provider.

Efforts to support the security of employees and their families

There is nothing better than for all employees to be healthy every day. However, If something unexpected happens to one of our employees, we will support the employee and his/her family through the systems shown below. We wish that such preparations for this possibility will lead to the creation of a "secure and comfortable company" for employees.

System Details
Support for the bereaved, etc. When an employee who died while in office or retired due to disability has children, and his/her unemployed spouse who rears the children wants to work at Hulic Co., Ltd. or its group companies, the job opportunity is offered.
When an employee who died while in office or retired due to a disability has children younger than 22 years old, a scholarship of 150,000 yen a month is paid per child. (According to the application for extension, it is possible to pay for up to one year.)
Condolence money When an employee dies or becomes disabled while in office, condolence money or a special solatium is paid to the bereaved family or the employee.
  • In the case of a death, condolence money up to 10 million yen is paid.
  • In the case of a disability, a special solatium equal to the amount of condolence money is paid. This payment is different from condolence money according to the contents of the "accident compensation rules".
Congratulatory or condolence payments If, while in office, an employee or his/her spouse, child, or parents dies, 20,000 yen - 200,000 yen is paid.
If, while in office, a house in which an employee lives is damaged by natural or accidental disasters, 100,000 yen - 1 million yen is paid to an employee who owns his/her house, and 50,000 yen - 500,000 yen to an employee who does not have his/her own house, depending on the scale of damage.
Special solatium for injuries and diseases When an employee, while in office, is hospitalized for five consecutive days or longer due to disease and injury from a freak accident, special solatium for hospitalization is paid for up to 120 days.
When an employee dies while in office, condolence money of 100,000 yen is paid to a recipient designated by the employee in advance.

Hulic Head Office Tour for Families

In July 2018, the sixth Hulic head office tour for families was held. The purpose of the tour is to have employees’ families understand the Company by providing them an opportunity to visit the workplace. We also aim to create a comfortable working atmosphere which values families by having the entire company rediscover that each employee has a cherished family. In the tour, employees served as a tour conductor to the onsite childcare nursery and workplace, also explaining environmental technologies installed in the Hulic Head Office Building. After the tour, participants who wished had lunch at THE GATE HOTEL KAMINARIMON by HULIC, attended by the President.

Supporting the Combination of Nursing Care and Work

We provide various types of support for our employees to allow them to manage both work and nursing care when a family member of the employee is in need of care. The time required for nursing care and the degree of seriousness vary depending on individual cases. Therefore, we believe that improving environment of the whole workplace is indispensable. Based on this notion, we raise awareness in the workplace so that support from the co-workers is easily available to employees managing both work and nursing care. Furthermore, we have established the Regulations for Supporting the Combination of Nursing Care and Work to support employees.
In 2016, we further refined the Regulations for Supporting the Combination of Nursing Care and Work and promote diversified working styles so that no employee will be forced to quit work to care for family members.

Summaries of the Systems for Supporting the Combination of Work and Nursing Care

*A family member who is in need of care is defined as a spouse, father/mother, child, spouse’s father/mother, grandfather/grandmother, brother/sister, or grandchild who requires constant nursing care for over two weeks due to a reason such as injury, disease, or physical or mental disorder.

Personnel Performance Data



*  Figures marked with “” are those that have been assured by an independent assurance provider.

  • *Data covers Hulic Co., Ltd. only (excluding the number of employees (consolidated) and the employment ratio of the disabled (consolidated))
  • *Excludes employees who have been transferred within the group. Includes loan employees in the number of employees who took childbirth leave, the number of employees who took childcare leave, and the number of employees who took day off for nursing care.
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