Diversity & Integration Work and Life Balance Related Systems

Toppan Forms fully utilizes the abilities of its employees by providing a wide range of flexible working style options and a workplace environment that is conducive to work.

Interviews prior to maternity leave and childcare leave/Interviews prior returning to work from childcare leave

We organize interviews between employees taking maternity leave or childcare leave, their managers, and staff in charge of personnel affairs. At interviews prior to maternity leave, information is shared with managers using an interview record sheet, while at and childcare leave interviews prior to returning to work, the system of shorter working hours is explained and working styles after returning to work are discussed.

Maternal health management measures

The Act on Securing, Etc. Equal Opportunity and Treatment between Men and Women in Employment places obligations on business owners to take necessary measures to manage the maternal health of female workers during pregnancy and the postnatal period. Toppan Forms takes measures in accordance with Article 64 "Measures for Health Management During Pregnancy and the Postnatal Period" of its Employment Regulations.

Maternity leave

A female employee may take maternity leave for 6 weeks before the birth and 8 weeks after the birth.

Childcare leave

Childcare leave applies to both male and female employees. An employee with a child is entitled to take childcare leave until the child reaches 18 months of age. Only if admission to a childcare center has been denied, childcare leave may be extended until the end of April after the child turned 18 months through submission of an application accompanied by documentary evidence. The first 5 days of leave are paid and only 1 of these days may be taken as a separate block.

Shortening of prescribed working hours (currently 11.3% of female employees take advantage of this system)

An employee with a child may shorten working hours by moving back the starting time and/or moving forward the finishing time in 30-minute increments until such time as the child reaches the end of the fourth grade at elementary school. An employee with a child may shorten working hours by up to 2 hours and 30 minutes per day until such time as the child starts elementary school or by up to 1 hour and 30 minutes per day from the time the child starts elementary school to the time the child reaches the end of the fourth grade of elementary school.

Sick/injured childcare leave

An employee raising a child who has yet to start elementary school may take leave for the purpose of caring for the child when the child is sick or injured. An employee with one child may take up to 5 days per year and an employee with more than one child may take up to 10 days per year.

Family care leave

An employee may take family care leave when a family member who is sick, injured or has a mental or physical disability requires nursing care. An employee with a family member who requires nursing care may take a continuous period of leave up to a maximum of 1 year, or up to a maximum of 93 days in total per that family member.

Shorter working hours for family care

An employee with a family member requiring care may shorten working hours by up to 2 hours and 30 minutes per day by moving back the starting time and/or moving forward the finishing time in 30-minute increments. The period during which shorter working hours may be taken is either a continuous period of 1 year or 93 days in total.

Short-term family care leave

An employee with a family member requiring nursing care may take short-term family care leave of up to 5 days per year or up to 10 days per year if he/she has two or more of such family members.

Volunteer leave

An employee who has worked at the company for more than 1 year may take up to 5 days paid leave per year to engage in volunteer activities approved by the company.

Teleworking (homeworking) system

An employee raising a child less than 12 years of age or an employee with a family member requiring nursing care may work from home.

Flextime system/discretionary labor system

The flextime system is applied to specific employees regardless of provisions concerning prescribed working hours. The discretionary labor system is applied to employees engaged in specialist work.

System of reemployment after mandatory retirement

An employee who wishes to remain in employment after reaching mandatary retirement age executes a reemployment agreement with the company and becomes a senior employee under a one-year temporary agreement. In 2013, we began to offer more than one form of reemployment. We introduced a system under which competent employees who so wish can still be appointed to managerial positions after mandatary retirement as career employees.

Career return system (reemployment of employees who resigned from the company)

An employee who worked for the company for more than 3 years and wishes to return to work after resigning will be reemployed provided certain conditions are met.