Childcare and Nursing Care Support

Childcare Support

In its Childcare and Nursing Care Leave Rules, Artner has set forth matters on extended childcare leave for employees (including that for childbirth), nursing care holidays for children, work outside of scheduled hours for childcare, and limits on overtime and late night work as well as matters on areas such as shortened shifts during childcare.

In accordance with these rules, employees can generally take childcare leave from six weeks prior to the birth of their child to the time that child turns one year old. Additionally, in cases where employees have a valid reason, such as being unable to enroll their child in daycare after they become that age, employees can further extend their work leave. Artner also conducts an initiative in which it applies paid work leave that expired to “child-raising purposes.”

Artner assists its employees with returning to work by taking action starting 1.5 months before their newborn child turns one year of age so that their reinstatement is finalized as early as possible.
The Company’s HR Group starts by providing care and support to such employees until their return. To make it possible to mitigate employees’ apprehensions of being reinstated as much as possible, the Group liaises with employees through documents, email, phone calls, and other means even while they are on work leave while being considerate to maintain a level of contact that is neither too intrusive nor too distant. In the course of doing so, the HR Group coordinates with the sales offices where employees are posted to secure new sites of assignment while also considering the locations of those sites, the nature of duties, work hours, and other elements in addition to the timing of reinstatement.

To enable employees regardless of gender to take greater advantage of the program provided by the Company in the form of the “Childcare and Nursing Care Leave Rules,” the Group is also making efforts to boost the frequency of announcements about that program, including providing information on the bulletin board on the Company’s intranet.

Childcare leave usage rate (Male employees): 12.5% (FY2022), 23.1% (FY2023), 50.0% (FY2024), and 46.7% (FY2025) vs. target of 30.0% or higher
Childcare leave usage rate (Female employees): 100.0% (FY2022), 100.0% (FY2023), 66.7% (FY2024), and 200.0% (FY2025) vs. target of 80.0% or higher

We have established the following action plan aiming to create an accommodating employment environment that enables employees to demonstrate their abilities and achieve a better work-life balance.

1. Period:
April 1, 2024 to March 31, 2029

2. Details
■Goal 1: Make improvements to offer programs beyond those required by childcare laws.

< Actions >

< Actions >

Nursing Care Support

In its Childcare and Nursing Care Leave Rules, Artner has set forth matters on extended nursing care leave for employees, nursing care holidays, work outside of scheduled hours for nursing care, and limits on overtime and late night work as well as matters on areas such as shortened shifts during nursing care.

To enable employees regardless of gender to take greater advantage of the program provided by the Company in the form of the “Childcare and Nursing Care Leave Rules,” the Company is also making efforts to boost the frequency of announcements about that program, including providing information on the bulletin board on the Company’s intranet.