Basic Concept
In order to achieve both further business development and a fulfilling personal life, Fujikura Group promotes support for work-life balance that respects diverse values and lifestyles.
guideline in the "Fujikura Group CSR Activity guideline"
- We will ensure the safety of everyone involved in the Group's corporate activities and strive to maintain and improve a comfortable working environment.
guideline in the "Standards for Fujikura employee Safety and Health Management and Ethical Considerations"
- Appropriate management of working hours
- Promoting a safe and healthy working environment and health management
working from Home system
In fiscal 2020, we revision our existing work-from-home system and introduced working from Home. A wide range of Fujikura employee are taking advantage of this system, regardless of whether they have childcare or elderly care responsibilities, which has led to improved work-life balance.
Saved vacation system
Fujikura has in place a system of saved vacation days, which allows employees to save up up to 100 days of their annual paid vacation days that will expire after two years and use them as saved vacation days.
[Use of saved vacation days]
- Personal injury or illness
- Nursing care leave
- Community and social contribution activities
- Nursing for pre-elementary school children
Optimizing working hours
労働時間の適正化は、現地の法令遵守につとめるとともに、人財価値・企業価値の向上にもつながる極めて重要な経営課題と認識し、グループを挙げて取り組んでいます。また、労働時間の適正化を図り、過度な労働時間を削減につとめるため、2014年6月には『フジクラグループ労働時間適正化活動方針』を制定し、以下の項目を3つの柱として取り組みを推進しています。なお、当活動方針は安全衛生委員会やeラーニング等を通じ、従業員への周知徹底を行っています。
Fujikura group Management of adequate working hours activity policy
Fujikura Group is proactively working to optimize working hours, including through system and organization culture reform, in order to create an environment in which diverse human resource can maximize their capabilities and increase corporate value.
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Sharing awareness of issues across the company and enforcing rules
- (Compliance with the Article 36 Agreement, etc.) Thorough management of appropriate working hours
- Promoting a change in mindset through a shift in evaluation criteria, etc.
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Strengthening the follow-up system
- Preventing health problems caused by overwork
- Establishment of a consultation desk for work hour issues
- Further utilization of attendance management systems, etc.
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Review of working conditions
- Improving work efficiency and reviewing work styles
- Promoting paid leave and implementing no-overtime days, etc.
Promoting work-life balance and improving the working environment
List of work-life balance support systems
| legal | Fujikura | |
|---|---|---|
| Spouse maternity leave | - | Three days can be taken within one week of the spouse's birth |
| Childcare leave | Until the child is 1 year old *This can be extended until the child is 1 year and 6 months old (up to 2 years old with further extension) only if the child cannot be admitted to a nursery school, etc. |
Until the child is 3 years old |
| Shortened working hours for childcare | Up to 3 years old | Until the child completes the third grade of elementary school |
| Nursing leave | 5 days for each child up to the age of starting elementary school, 10 days for two or more children. Unpaid | When using saved leave for the purpose of caring for a child, the employee may take up to five days per year for each child, or in one-day increments depending on the number of children if there are two or more children (paid leave). |
| Support for early return to work after childcare leave | - | Nursery School Concierge (Support for finding nursery schools through external partners) |
| Creating an employment environment that makes it easier for employees to take childcare leave | Take one of the following measures: conducting training, establishing a consultation desk, collecting and providing case studies, or publicizing policy. |
|
| Nursing care leave | Up to 93 days per person, can be split into three installments | For each eligible family member, once each time they reach a state of needing nursing care, for a total of one year. If continuing caregiving is required, leave can be divided into three periods, up to a total of one year. * Saved leave can be used during care leave up to a maximum of 50 days. |
| Creating an employment environment that makes it easier to take caregiving leave | - |
|
| Re-employment system for childcare, nursing care, etc. | - | Job Return System |
Flexible working arrangements
- Hourly Regular Leave
- working from Home
- Up to 20 days (40 times) of vacation time may be taken in half-day increments during one vacation year.
- We have established core time (11:00-14:00) and flexible time (7:00-11:00, 14:00-19:00) and allow flexible working styles.
General business Action Plan (10th) based on the Law for Advancement of Measures to Support the Development of the Next Generation
Please click here for details.
*Plan period: April 1, 2023 to March 31, 2026
Goal 1: Support for returning to work after childcare leave
Goal 2: Promote awareness and understanding of work-life balance support systems and internal examples of work-life balance support
Goal 3: Promote men's participation in child-rearing
Initiatives to promote paternity leave for men
We aim to further enhance the environment in which everyone can balance work and childcare, regardless of gender, and to create a workplace where everyone can work comfortably. To this end, we are actively promoting parental leave for men, which will also help to alleviate social issues such as gender role division and the declining birthrate and labor force population.
- Publication of parental leave handbooks for male Fujikura employee and managers
- Establishment of a childcare leave consultation desk
- A supervisor will conduct an individual interview with Fujikura employee who has informed the employee that her spouse is pregnant.
- HR a person in charge provide individual explanations to employees taking childcare leave
- Implementing training to promote paternity leave for men (father classes and manager training)
secondary employment
We have introduced a system that allows employees to have a side job if they obtain prior permission from the company under certain conditions (※). The main types of side jobs include consulting, creating and managing websites and e-commerce sites, work that utilizes qualifications and specialized knowledge, family business, etc. We believe that outside activities outside of working hours should be done at one's own will and responsibility, and we aim to promote the diverse career development of employees and to foster organization culture that supports people who take on challenges.
*We do not approve such arrangements if there is a risk that it will become difficult to fulfill the obligations of safety considerations, including avoiding long working hours, the obligation to maintain confidentiality, the obligation to refrain from competing with other companies, and the obligation of good faith.