Action Plan
We will review the working styles of our employees and create a more comfortable employment environment by achieving work-life balance. In particular, to increase the number of female employees who continue to work after childbirth, we will develop an action plan to support them during pregnancy, childbirth, and upon returning to work as follows:
1.Plan Period
From April 1, 2024, to March 31, 2026, for a period of two years.
2.Details
Objective 1
Continue to promote the acquisition of parental leave. Introduce parental leave at the time of birth and implement more detailed responses.
- Measures
- We have been facilitating parental leave since April 2017. The Human Resources Department will continue to serve as a consultation desk, providing detailed consultations and explanations.
Objective 2
Aim to reduce overtime hours beyond the scheduled working hours.
- Measures
- Since April 2017, we have been working on this initiative. The Human Resources Department will continue to instruct management to raise awareness about managing overtime hours. For departments that exceed the prescribed overtime hours, we will request reports, including improvement measures, as appropriate.
- Numerical Target
- Reduce the average monthly overtime hours of management staff to less than 30 hours.