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Initiatives

Work-life Balance

Maternity leave

We grant every pregnant employee maternity leave for the number of days conforming to laws and regulations. Additionally, leave for maternity health care is given in certain cases.

Paternity leave

We also have a system of granting male employees paternity leave for the purpose of being present during the childbirth of their spouses and other related purposes.
For each occasion of childbirth, paternity leave of up to five non-consecutive days is being utilized.

Benefits for childbirth

We give the prescribed amount of a benefit for childbirth of employees or of employees’ spouses.

Nursing leave

We have adopted a system of baby-care leave to enable our employees to engage in childcare without anxiety.
Both male and female employees are entitled to baby-care leave of up to two years. Some male employees have taken baby-care leave.

Return to work

In our company, 92% of the employees who used the system of baby-care leave have so far returned to work. While we do not have any special systems compared with other companies, the above figure suggests that we have a working environment that encourages smooth return to work.

Job training on return to work

We provide employees returning from long-term leave with job training as needed, in order to encourage them to return to work smoothly.

Child-rearing leave

We grant paid child-rearing leave of up to five days per year to employees with pre-school children, in order to enable them to engage in child rearing without anxiety. Both male and female employees are entitled to child-rearing leave, and some male employees have used this system.
In addition to this, leave as time for taking care of a baby under one year old can be given in certain cases.

Leave for nursing sick children

To enable employees to look after their pre-school children without anxiety when the children are sick or in similar circumstances, we grant unpaid leave for nursing sick children of up to five days per year to employees with pre-school children. Employees with two pre-school children can use leave of up to 10 days per year.

Reduced working hours for childcare

Regardless of whether they are male or female, employees with children under the fourth grade of elementary school can utilize a system of reduced working hours, which enables them to work for shorter hours than the regular working hours in order to engage in childcare, including taking children back and forth to school and taking care of their meals.

Childcare support system

MEC was certified by Hyogo Prefecture as a certified employer in 2013.
It is because of our excellent initiatives and measures for supporting employees' childcare, based on the Act on Advancement of Measures to Support Raising Next-Generation Children.

Long-term family-care leave

We grant long-term family-care leave of up to 93 days to employees who have to provide a family member with long-term nursing care and it is being utilized.

Short-term family-care leave

We grant employees short-term family-care leave of up to five days per year. Employees who have two family members to look after can use leave of up to 10 days per year.

Reduced working hours for family care

Employees who have to engage in family care can use a system of reduced working hours twice in 3 years.

Flextime system

We have adopted a flextime system on a company-wide basis to allow our employees to determine their working hours flexibly with a core time from 10:00 to 15:00, in order to enable them to shorten working hours by working more efficiently and to achieve a harmonious balance between work and life.

Accumulated paid leave

We grant our employees accumulated paid leave, which is a special paid leave aimed at supporting continuous employment. It can be used when employees have to take a leave for more than one week for reasons of medical treatment, medical care, caregiving and nursing care. Up to five days of annual paid leave that expired can be amassed as the accumulated paid leave per year, with a maximum of 40 days in total.

MEC Data

Numbers of employees who used childcare and family-care support systems

We aim to create a working environment where every employee can balance work with family life, by using leave and benefit systems to support employees’ childbirth, childcare, family care, and the like.

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2017/3 2017/12 2018/12 2019/12 2020/12
Employees who have taken maternity/paternity leave*1 1 2 2 1 2
Employees who have taken baby-care leave*1 3 2 1 2 2
Employees who have taken child-rearing leave 20 18 22 27 24
Employees who have taken leave for nursing sick children*2 1 0 2 2 0
Employees who have taken long-term family-care leave 1 0 0 2 0
Employees who have used the reduced working hour system for family care 0 0 0 0 0

*1Employees who have taken leave across fiscal years are counted in the numbers of the years when their leaves started.

*2The number of employees who have taken leave for nursing sick children is low because, in addition to this leave, employees can use child-rearing leave of up to five days per year.

1)くなでしこ銘柄マークWe were selected as a Nadeshiko Brand. (March 16, 2016)
The Tokyo Stock Exchange and the Ministry of Economy, Trade and Industry jointly select Nadeshiko Brands as enterprises that are exceptional in encouraging women’s success in the workplace. Last year, the Company was selected as a Nadeshiko Brand for the second year in a row [a total of 45 companies were selected].

2)We were selected as a leading company where women can shine. (December 21, 2015)
The Company was commended with the “Minister of State Award” in the “Award for Advanced Enterprises in which Women Can Shine” issued by the Cabinet Office.

3)Declaration of conduct: Meeting of male leaders to accelerate the utilization of women who shine (March 4, 2016)
Taking the opportunity of the “Council for Helping Women to Shine,” a measure being implemented by the Cabinet Office as part of the effort to build a society in which all women can shine, the male leaders of companies that are actively working to help activate women in the workplace summarized the declaration of conduct “Meeting of male leaders to accelerate the utilization of women who shine” and our Company’s President and CEO Kazuo Maeda also endorsed that effort [as of February 1, 2018    162 persons].

4)Selected in “Awards for Hyogo Companies in which Women Are Active.” (March 2016)
We were selected by Hyogo Prefecture in the "1st Awards for Hyogo Companies in which Women Are Active" [Total of six companies]

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