Development of an Organization that Utilizes Diversity | Core Theme 2 | Sustainability

Work-Life Balance Systems

MARUI GROUP is systematically introducing systems for supporting employees caring for children or family members based on their needs. In this manner, we aid employees in balancing their work with childbirth, childrearing, and long-term care for family members. (Different standards exist for temporary employees.)

Pre-Childbirth Support Systems

– Work leave prior to childbirth: Can be acquired immediately after pregnancy is discovered
– Shortened working hours and reduced workdays during pregnancy
– Leave for childbirth by partner: 2 special paid vacation days
– Leave for infertility treatment: Up to 2 years

Post-Childbirth Support Systems

– Childcare leave system: Available up to child's 3rd birthday (7 paid vacation days provided to employees returning to work prior to child becoming 1 year and 2 months old)
– Shortened working hours and reduced workdays for childcare purposes: Available until child completes 3rd grade of elementary school
– Time period-limited full-time work system: Available until child completes 6th grade of elementary school
– Child nursing care leave: 5 special paid leave days a year provided to employees with 1 pre-elementary school child (can be acquired as 10 half-days or in hourly increments) and 10 days for employees with 2 or more applicable children (can be acquired as 20 half-days or in hourly increments)
– Work location limitation and exemption from relocations for childcare purposes

Support System Usage Data

	FY2019	FY2020	FY2021	FY2022	FY2023
Number of female employees taking childcare leave^*1	248	263	229	283	239
Number of male employees taking childcare leave^*2	63	54	45	43	32
Number of employees working shortened hours for pregnancy or childcare purposes^*3	498 (Of whom, male employees: 2)	484 (Of whom, male employees: 3)	484 (Of whom, male employees: 0)	421 (Of whom, male employees: 2)	480 (Of whom, male employees: 0)

*1 The calculation method was changed from the fiscal year ended March 31, 2022, to represent the number of female employees who acquired childcare leave.
*2 Figures represent the number of male employees whose partner gave birth two fiscal years ago and who took childcare leave (including other leave taken for childcare purposes) in the past two fiscal years.
*3 Number of employees using system in each fiscal year.

Long-Term Care Support

– Long-term care leave system: 1 year, in principle, and up to 2 years per applicable family member (can be taken in increments)
– Shortened working hours and reduced workdays for long-term purposes: 3 years, in principle, and up to 5 years per applicable family member
– Special long-term care leave: 10 days (can be acquired in hourly increments) of special paid leave days per year provided to employees with 1 applicable family member and 20 days (can be acquired in hourly increments) for employees with 2 or more applicable family members
– Work location limitation and exemption from relocations for long-term care purposes

Rehiring System

– Available to employees that have left work for reasons related to long-term care, childcare, or work relocation by partners
– Application can be submitted up to 5 years from date of resignation

Promotion of Paid Vacation Day Acquisition

To facilitate the work-life balance of Group employees, we hold two consecutive vacation day programs a year (offering seven to eight consecutive days of vacation each time) and have also introduced Work-Life Balance Day, a program through which we encourage employees to acquire three consecutive paid vacation days on two occasions during each year. Furthermore, we allow allocated yearly paid vacation days to be taken in half-day or hourly increments in order to enable all employees to embrace flexible and efficient work styles. The goal of such initiatives for promoting the acquisition of the allocated yearly amount of paid vacation days is to help employees enjoy more fulfilling work and lead more balanced lives.