Human Resouces Management

As Japan faces a declining birthrate and population aging, the needs of people who balance work with family responsibilities such as child-rearing and nursing care have become more diverse. Thus, establishing an environment that expands work opportunities and enables workers to fully realize their ambitions and utilize their skills to improve productivity and achieve worklife balance has become an important issue for companies. Kokusai Electric is working to achieve a good work-life balance through various measures as described below.
■To manage working hours appropriately and encourage employees to take leave, the Labor Management Committee meets monthly to discuss ways to optimize the workload at each workplace. The Committee monitors the status of long working hours on a monthly basis and discusses workload optimization at each workplace, as well as the use of refreshment leave and annual paid leave, with the heads of each department. The Committee has also designated a day to encourage employees to leave work on time. In addition, to properly monitor working hours from a health management perspective, it tracks computer log-in records to ensure strict compliance with labor standards.
■In 2024, we set a target of 17 days of annual paid leave taken per employee and achieved an average of 19.5 days taken by regular employees through regular follow-ups on planned leave usage. In addition, refreshment leave is granted based on employees’ years of service, and the acquisition rate has remained at 100% each year through systematic scheduling and regular monitoring.
■Through various programs--such as reduced hours work for childcare and nursing care, flextime, working from home, hour-based annual leave, and family support leave (for caring for children or family members)--we have enabled flexible working styles for employees.

Recognizing the importance of achieving a good balance between rewarding and fulfilling work and a sound and comfortable life, the Company has been working to develop and enrich programs that help workers realize a good balance between work and family responsibilities such as child-rearing and nursing care. The CEO conveys a message about our efforts to address the Act on Advancement of Measures to Support Raising Next-Generation Children. We also share good examples of male employees taking childcare leave by posting examples in internal newsletters and on the intranet. In fiscal 2024, 68% of male employees took childcare leave, and the average duration of leave was 50 days. Both figures indicate that male employees are making active use of childcare leave. In April 2025, the compensation system was revised to encourage men to take childcare leave, enabling employees to maintain the same level of pay for a certain period during childcare leave as before taking it. In addition, the compensation system for maternity leave was revised to maintain the same level of pay as before the leave throughout the entire period.  
The number of employees who took childcare leave and nursing care leave is shown in the graph. Employees also make use of family support leave and annual nursing care leave, both of which are paid holidays. In fiscal 2024, a total of 156 employees took family support leave and 24 took annual nursing care leave. We thus promote flexible working styles that help employees balance work and personal life.

As part of our efforts to create an environment where employees with children can continue to make a full contribution at work, we implemented the “Allowance for Balancing Childcare and Work” program on April 1, 2017. This program provides employees who are raising a child or children prior to completion of the third grade of elementary school, whether a dual income household or as a single parent, with financial assistance to cover childrearing expenses, such as fees for preschool and after-school childcare facilities.

The Kurumin Certification is a recognition from the Minister of Health, Labour and Welfare for companies that provide outstanding support for childcare. Recognizing the importance of achieving a good balance between rewarding and fulfilling work and a sound and comfortable life, the Company has been working to develop and enrich programs that help workers realize a good balance between work and family responsibilities such as child-rearing and nursing care. The Company’s policy and initiatives for supporting employees’ good work-life balance have been communicated as a message from the CEO and have thus been instilled throughout the organization. To create an environment where employees raising children can continue to make a full contribution at work, we have introduced a system for working from home, which is also available to employees with childcare and nursing care responsibilities. The program has also been used by employees seeking to balance work and personal life.

In April 2023 we implemented a remote work program to help employees balance work with life events and have a sound and comfortable life by reducing commute time. Employees who do work that can be done at home can choose to work remotely as long as it does not hinder their work.