We are working to create an employee-friendly environment that enables employees to fulfill their potential and takes into account work-life balance.
It is the responsibility of the company to create an environment that promotes employee health and vitality.
To achieve this, we are working to reduce long work hours and promote the use of annual paid leave. This includes creating a structure for consulting with employees continuously working long hours and employees who exceed a specified number of hours.
Initiatives related to reducing overtime and the use of annual paid leave are conducted at each office.
|FYE 3/2015||FYE 3/2016||FYE 3/2017|
|Overtime work (hours/month)||11.9||11.9||12.5|
|Percentage of paid vacations taken (days taken/days granted)||51.8||52.5||56.8|
We are establishing systems that allow employees to balance work with childcare and family care.
|FYE 3/2016||FYE 3/2017|
|Childcare leave||Available until child is 2 years old||169||24||178||24|
|Measures for shorter working hours, etc., during childcare||
Available until child is in third grade of elementary school
|Percentage of employees returning to work after maternity or childcare leave (%)||* after maternity or childcare leave||100||-||100||-|
|Retention rate (%)||* Employees still working six months after returning to work||100||-||100||-|
|FYE 3/2016||FYE 3/2017|
|Number of employees taking nursing-care leave||5 days per year available for each family member requiring nursing care||3||3|
|Number of employees taking short-term nursing-care leave||Total of 365 days for each family member requiring nursing care||2||3|
|Number of employees using system for shorter working hours during childcare||
|Prenatal leave||Available immediately after becoming pregnant|
|Child-nursing leave||5 days per year available until child starts elementary school|
|Support for childrearing||
When employee or spouse gives birth
|Next-generation childrearing allowance||Available until employee's son or daughter reaches the age of 20|
We offer "volunteer breaks" so that employees can participate in voluntary activities. Also, employees are entitled to take "refreshment" leave when they reach 35, 45, or 55 years of age and have completed three years of service with the Company.
I am deeply grateful to my direct supervisor, who advised me regarding the use of childcare leave, and my colleagues who supported my work.
During childcare leave, I was able to have a front-row seat to my son’s daily development, which was an invaluable experience in terms of creating memories. My wife and I worked cooperate on both housework and taking care of the baby so things were not that difficult but I was able to get a sense of how difficult it would be to have to do everything by yourself. My wife was happy that I was able to take childcare leave and help reduce her load, which made me happier than anything.
Yokoyama consulted with me several months prior regarding taking childcare leave. Based on his request, I evaluated work conditions and a system for following-up on his work. We discussed and determined the timing and for how long.
I hope he continues to have a balanced work and private life, and is able to lead a fulfilling career with the company. I am rooting for him.
The Meiji Group embraces the concept of “safety over everything”, which is a theme in our Policy on Occupational Health and Safety. We work continuously to ensure workplace safety and work to promote health maintenance and improvement among employees.
The Meiji Group conducts safety audits and inspections to prevent any workplace accidents or violations of laws and ordinances. In the event of a workplace accident, we identify the cause, conduct facility safety inspections, and implement measures to prevent reoccurrence.
Promoting employee health is one of our corporate responsibilities. We create vibrant workplaces through multifaceted support for employee health. This includes:
1. Increasing the percentage of employees who have health checkups and preventing lifestyle-related diseases through post-checkup health guidance.
2. Providing employees with support through occupational health doctors or other highly experienced specialists, and providing support systems for employees' physical and mental health concerns.
3. Developing working environments that discourage long working hours.
The Federation of Meiji Group Workers' Unions consists of workers unions from each of the operating companies.
We believe that sound labor–management relations are crucial for effective corporate management. We engage in regular labor discussions, wage negotiations, and health and safety discussions.
We conduct employee surveys regularly to assess the atmosphere and activity in workplaces from various different viewpoints. We conducted the fiscal 2016 survey in June.