Stance on Work-Life Balance
We are promoting work style reform from two perspectives: promoting the active participation of diverse human resources, including enhancing and supporting work-life balance, and improving productivity through changes to work styles that lead to improved work quality and efficiency.
We have set "work style reform," which aims for a well-balanced work style that "works when it's time to work and rests when it's time to rest," and "supporting a balance between work and life outside of work" as important issues, and are working to improve our systems and corporate culture through discussions between labor and management.
Promoting Work-Style Innovation
Fuji Electric is moving forward with promoting workstyle innovations in the belief that a balanced workstyle raises productivity.
We conduct activities at each business site aimed at raising work quality and efficiency, including a review of the workflow and the monitoring of the business operations. Fuji Electric continues steadfast efforts to reduce work hours and encourage employees to acquire leave through joint initiatives between organizational divisions and workplaces as it promotes awareness reforms. As a result, from fiscal 2019 there were zero violations of our overtime work limit or our requirement to take five days of annual paid leave.
In addition, with regard to the Location Flexible working systems that enable employees to work in locations other than the office at which they are posted or at home introduced in June 2017, we will gradually relax the scope of target users and requirements. Many employees use them as "one of the various workstyle options that contribute to raising work efficiency."
Promotion of Paid Leave Acquisition
In addition to promoting physical and mental health, we encourage a workstyle of focusing on one’s job while at work and resting properly outside of work along with teamwork. For this reason, we are implementing the following initiatives.
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Promotion of acquisition of five consecutive days of leave
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Revision of system for taking planned leaves (system promoting advanced planning on when to use of 50% of paid leave days allocated in each fiscal year)
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Holding of regular forums for discussion to enable initiatives to be monitored by both labor and management
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Simultaneous acquisition of paid leave by employees at individual bases (up to five day)
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Tracking of leave acquisition (thorough monitoring of plans and performance)
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Scope
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Fuji Electric Co., Ltd., and its group companies (a total of six companies) that adopt the same HR system as Fuji Electric Co., Ltd.
Initiatives to Prevent Excessive Working Hours
The prevention of excessive working hours has been defined as a shared, Companywide target. Accordingly, we have been implementing monitoring and attitude reform initiatives on a workplace basis at all businesses sites. The progress of these initiatives is monitored monthly, and at business sites where excessive working hours exist, monthly checks are conducted to identify the causes and countermeasures.
A certain degree of success has been achieved through these efforts, as indicated by an ongoing decrease in employees working excessive hours.
Companywide Policies for Preventing Excessive Work Hours
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Minimize the number of employees working more than 80 hours of overtime a month
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Limit overtime to 100 hours a month and 80 a month on 2–6 month average even during busy periods
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Work toward above targets with regard to employees not normally applicable (R&D workers, etc.)
Attitude Reform Initiatives
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Establishment of days when employees should leave work on time (no overtime days)
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Management of overtime be requiring pre-reporting
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E-mail alert to managers of the excess overtime limit for the month
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Institution of overtime patrols
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Awareness improvement through e-learning programs and posters
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Scope
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Fuji Electric Co., Ltd., and its group companies (a total of six companies) that adopt the same HR system as Fuji Electric Co., Ltd.
Systems Allowing for Flexibility in Work Locations and Working Hours
Used by roughly 100% of employees in sales, development, engineering, and staff-related divisions.
Our Location Flexible Working System allows employees to work outside of their home or regular on-site locations, such as at other company facilities or external co-working spaces. By reducing commuting time, we create an environment that enables more efficient use of working hours. Additionally, this system supports employees with caregiving or other personal circumstances, contributing to the achievement of better work-life balance. Since its introduction in fiscal year 2017, in addition to supporting work-life balance, it has been recognized as “one of the options for diverse ways of working that contribute to improving work efficiency.” We have gradually expanded eligibility requirements and are continuously promoting more flexible ways of working to further enhance workplace flexibility.
(people)
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Scope
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Fuji Electric Co., Ltd. and the consolidated subsidiaries that adopt the same HR system as the Company.
Helping Employees to Achieve Fulfillment in and outside of Work
For employees raising children or caring for someone, we are enriching the support system and creating initiatives to influence workplace morale to maximize the ability of these employees to find fulfillment in and outside of work.
Support for Raising Children
Fuji Electric introduced a web communication tool to help alleviate the anxieties of employees on long leave from the Company. This program provides a wide range of services helpful to employees including timely information on the Company, a channel of communication with managers, and e-learning courses for developing business skills to facilitate the smooth return to work.
When employees return from childcare leave, we conduct "Pair Work Training" tailored for returning employees and their managers. This training aims to facilitate a smooth transition back to work by fostering understanding between the employee and their supervisor, sharing each other's circumstances and perspectives, and creating an environment where work and family life can be balanced effectively. It provides a platform for discussing future work plans and career development, ensuring a supportive and collaborative return-to-work process.
We are expanding leave arrangements related to the birth of a spouse and actively promoting a corporate culture where men participate in childcare. To raise awareness, we conduct publicity activities such as posting posters. Additionally, to address consultations regarding men's involvement in childcare, each site has established an "Ikumen Consultation Desk" within the General Affairs department.
Furthermore, for male employees who have children and their managers, the Human Resources Department sends email notifications about relevant childcare systems and encourages the active utilization of these programs.
Care Support
Fuji Electric also places considerable weight on supporting employees whose family members and relatives require nursing care. Our various initiatives include continuing to upgrade and expand our nursing care leave system and disseminating information in a timely manner via our website.
Caregiver e-learning for Managers
We held an e-learning program for managers to help them understand the basics of caregiving and how to deal with subordinates who are caring for a family member. More than 2,600 managers took part in the program, deepening their understanding of how to balance work and nursing care.
Fuji Electric is implementing various measures to help employees balance their work with nursing care.
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To provide clear information on nursing care, we have created a dedicated nursing page within the company's intranet "Diversity" site. In 2024, we expanded our nursing care support programs and, through labor-management collaboration, refreshed the " Nursing Care Handbook," which has been provided to all employees. The handbook is also available for viewing at any time on the intranet site.
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We have also established nursing care consultation venues that can provide employees with assistance 24 hours a day, 365 days a week to promptly address their concerns and questions regarding nursing care.
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Furthermore, we offer financial support for nursing care through our “Nursing Care Fund System," which provides monetary assistance in paying the costs of out-of-pocket nursing care services through the Fuji Electric Mutual Aid Association.
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In order to provide nursing care information, we distribute an e-mail newsletter containing basic knowledge of nursing care and up-to-date information to all employees every quarter. In addition, we post and distribute videos on our intranet that support employees in their efforts to balance nursing care and work. The videos provide necessary and timely information and can be accessed without the constraints of time and place.
Various Systems Supporting Childcare and Nursing Care
We have implemented a range of programs to support work-life balance, including parental leave, shortened work hours, and leave for spouses during domestic or international transfers.
Our Location Flexible work system allows employees to work outside their usual office or from home, helping them balance childcare and nursing responsibilities. This initiative promotes greater male participation in childcare and fosters a cultural shift within the organization, raising awareness and improving attitudes among employees.
Additionally, as part of strengthening support for balancing work and childcare, we have introduced programs like early postpartum return-to-work leave, among other system enhancements.
(people)
(Day)
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Scope
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Fuji Electric Co., Ltd., and its group companies (a total of six companies) that adopt the same HR system as Fuji Electric Co., Ltd.
To promote individual well-being—including addressing health issues unique to men and women, balancing work and personal life, and improving health literacy—we have introduced cloud-based services related to Mailtech and Femtech for employees and their families. These systems are designed to support the health and well-being of our workforce by providing tailored health management and support resources.
Asset-building Support
We support each employee in building their careers with confidence and achieving a fulfilling life plan while growing together with the company.
It consists of a lump-sum retirement benefit system and a defined contribution pension plan (corporate DC), supporting stability in post-retirement life.
We support asset formation for employees through general property accumulation savings, property accumulation housing savings, and accumulation pension systems.
A system that allows employees to systematically acquire shares of their own company, providing opportunities for asset formation alongside the company's growth.
