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Life-Work Balance




 

Systems for Supporting Life and Work Balance


We are expanding the scope of short-time work for childcare and family nursing care. Specifically, we have extended applicability of the childcare short-time work system from "until admission to elementary school" to "elementary school third grade". Also, in anticipation of revision to the law, we have expanded the scope of the family nursing care short-time work system to "three years in total". We also support life and work balance through exempting overtime work, limiting after-hours work and late-night work, and expanding application of the staggered work hours system for childcare to "until graduation from elementary school" and so on. In this way, we are striving to create an environment in which all employees are able to fully exhibit their capabilities.

Also, from the fiscal year ended March 31, 2017, anticipating revision to the law, we made it possible for employees to take half-day holidays for family nursing care and take nursing leave in up to three installments.

We actively promote awareness and encourage employees to utilize such systems by posting them on the intranet and so on. As a result, 100% of female employees returned to work after childcare leave, while 12 male employees have so far made use of childcare leave (as of the fiscal year ended March 31, 2020).



 

Moreover, based on the Act on Advancement of Measures to Support Raising Next-Generation Children (Next Generation Act), we have compiled and practice an autonomous action plan, and we acquired next generation support certification (Kurumin Authorization) from the Minister of Health, Labour and Welfare in July 2017. We will continue to strive for measures to support life-work balance from now on.

Action Plan for Measures to Support Raising Next-Generation Children (Phase 7)

The following action plan was formulated to promote the creation of a comfortable working environment in which employees can balance work and childcare, and all employees can fully demonstrate their abilities.
 

1. Planned period : Three years from April 1, 2020 to March 31, 2023

2. Contents

Goals Measures
1 Set the childcare leave acquisition rate at over 90% for both women and men. Inform a male employee whose spouse gave birth and his superior about the childcare leave system.
2 Expand systems that support flexible working styles. Establish a working style that is not restricted by time and place through the introduction of flexible work hours.
3 Aim for 15 or more female managers.
(Current status : 8 people)
Plan and implement training programs for female manager candidates and applicants.
*"Female managers" include leader-class employees who are candidates for the next managerial position.


Reduction of Long Working Hours


The IDEC Group is making a company-wide effort to promote life-work balance and prevent excessive work with the aims of reducing overtime work hours to zero and realizing 100% use of annual paid leave.

In addition to the conventional "no-overtime work days", we encourage employees to leave work on time through calling on employees to leave early on the P.A. system and executing a program to forcibly shut down employees' PCs each day. As a result, employees are required to compile and execute more efficient work plans, making them more conscious of working hours than before.

We also strive to increase annual paid leave utilization rates with emphasis on encouraging employees to seek mental and physical refreshment based on scheduled utilization of paid leaves. We are striving to create a workplace atmosphere that encourages taking holidays. For example, we give monthly feedback on individual leave utilization with the aim of realizing 100% utilization.

We were also one of the first corporations to introduce the office hours interval system and take other pioneering measures to reduce long working hours.

In this way, we help our employees control their working hours, leave work early when their workloads are light, and shorten working hours so that they can devote more energy to having fuller private lives.

 

Data on Promotion of Life-Work Balance


See the following for data related to promotion of life-work balance (childcare leave, annual paid leave utilization rates, etc.)

 

Realizing a Safe, Healthy and Comfortable Workplace Environment


The IDEC Group considers the safety and health of employees as the most important issue in achieving management with respect for humanity, and aims to be a company that pursues and achieves world-class safety, health and wellbeing.

We emphasize risk assessment, which not only complies with relevant laws and regulations, but also investigates hazards or hazards in the workplace and takes measures to prevent hazards or health problems of employees based on the results.

In "safety," we train a large number of qualified personnel such as “Safety Assessors” * who are "safety specialists," and utilize their knowledge to realize more advanced and safe production sites that take comfort and productivity into consideration.

Regarding “health”, the IDEC Health Care Center makes efforts to enhance employee follow-up on health management and raise health awareness through health seminars and other programs. We also work to achieve "wellbeing" by making our employees' lives and work worthwhile from various aspects including mind and body, such as improving systems for childcare and nursing care, and establishing a fitness gym in the head office so that each employee can achieve a high level of life-work balance.

* A qualification system that certifies that you have knowledge and ability of machine safety based on international safety standards, and as a standard certification project of the Ministry of Economy, Trade and Industry (METI), the Japan Electrical Control Equipment Manufacturers Association (NECA) has established and institutionalized qualification certification standards, which are operated by Japan Certification Co., Ltd. (JC).