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Theme 2 : Developing People

Enhancing Work-Life Balance

Enhancing Work-Life Balance

Enhancing Work-Life Balance

Past Endeavors and Status in FY2018

The maintenance of a healthy work-life balance is an integral component in bringing the best out of our employees. Studies have shown that individuals who are able to nurture a fulfilling personal life alongside their work commitments are both more motivated and driven, while being able to draw out the full potential of their abilities. With this understanding in mind, Komatsu is working to reduce the total number of required working hours for our personnel by setting up a number of work-life balance systems to improve workplace sustainability.

We are currently engaged in co-operative undertakings with labor unions in order to formulate specific quantifiable targets to reduce the total number of working hours for our employees. We establish commendable goals of less than 2,100 working hours per year, along with the provision of an average of at least 18 days of paid leave per year for each employee. In addition, based on compliance with the Article 36 Agreement or agreement on overtime, we are working to realize an efficient way of working. As of FY2018, we have started an “interval system” that enforces a minimum of 10 hours of rest following long periods of work in order to promote a “safe and healthy” manner of working.

In addition, we consider the arrangement of systems for child-care leave and short working hours to be a requisite in creating a sustainable work environment. Our efforts to promote work-life balance in the workplace have not gone unnoticed, and in 2007, we were certified by the Japan Ministry of Health, Labour, and Welfare with the "Kurumin" symbol. This prestigious accolade marks us as a company that supports the development of the next generation, and has encouraged us to bolster our already significant commitments.

In addition to child-care leave and the reduction of working hours, we launched the "Panel on Fostering Future Generations", as well as the "Research Group on Solutions against Low Birthrate and Longevity". We have also continued to work on improving the reach and extent of our child-care support systems by extending periods of child-care leave (to a maximum of three years) in 2011. In 2018, we further expanded the system by establishing a leave system that caters to spousal relocation.

Our personnel evaluation systems continue to be improved upon, and we now offer options such as temporary part-time work for employees raising children and personal goal-setting in accordance to employee working conditions. In doing so, we provide realistic motivation for employees, ensuring the continuance of their careers alongside the raising of their children.

Komatsu is also committed to providing aid to employees who are providing nursing care for their family members. In 2013, we introduced an allowance for employees on family-care leave as a means of financial support, and in 2014, we rolled out a home teleworking option for employees who are required to stay home in order to take care of children/other family members. With these systems and initiatives, we will further enforce our initiatives to balance work with home life of each employee.

DATA

  • Information on this page is non-consolidated with the exception of certain programs, which encompass not only Komatsu Ltd. but also our subsidiaries in Japan.

Main Programs and Measures Designed to Enhance Work-Life Balance

Programs and Measures Content
Child-care support Child-care leave program

Available for a maximum of three years from the birth of the child to the time the child enters nursery school. Also available for a maximum of three years for children up to the third grade of elementary school in cases where a spouse is transferred, etc.

Part-time work

Shortening of working hours by a maximum of three hours per day to allow for care of children up to the third grade of elementary school

Telework program

Option to work at home in order to care for children up to the third grade of elementary school

Allowance toward the cost of using child-care services

Allowance toward the cost of childcare for infants up to age two before entering nursery school (10,000 yen/month)

Child-care leave

Five days for nursing care of one child up to the third grade of elementary school, and ten days for the second child onward (paid leave)
Allowance granted to cover the cost of using child-care services

Family-care support Family-care leave program

A maximum of three years available for employees taking care of family members (possible to take in installments)

Part-time work

Shortening of working hours by a maximum of three hours per day (possible to take in installments)

Telework program

Option to work at home for a maximum of three years in order to provide care for family members

Family-care leave

Five days per year for attending to one family member in need of nursing care, and ten days for the second family member onward (paid leave)

Other types of leave Life support leave

Can be used as sick leave, pregnancy leave, child-care leave or for care of family members. An employee may add five new days of accumulated leave per year. A maximum of 40 days of unused annual leave may be accumulated. Child-care leave may be used for school events for children aged up to third grade in junior high school

Flexible leave for refreshment

Provided to encourage employees to take five consecutive days of leave for mental and physical refreshment

Employees receive an additional five days of annual leave and a travel voucher upon completion of their 15th, 25th and 35th year of continued service

Volunteer incentive program

Long-term paid leave of up to two years, or short-term paid leave of 12 days per year

Spousal transfer occupational leave system

Acquisition for up to three years per spousal transfer (Acquisition up to one per employee)

Flexible Working Style

  • Flexible working hours (core time; 11:00 am-2:45 pm)
  • Part-time work (child and other family-care)
  • Half-day paid leave
  • Maximum of five consecutive days of paid leave for refreshment
  • System and facility for supporting child-care (nursery payment and use of in-house nursery)
  • Discretionary work system (employees in development, design and R&D section)
  • Telework program

Various Incentive Programs

  • Subsidizing the expense of taking a certification course
  • Job posting system
  • Studying in domestic college or study abroad program
  • Employee awards program for distinguished achievement
  • In-house language school and subsidizing the expense
  • Stock option (directors, officers and some executives)

Work-Life Balance Data

Parental leave

  FY2016 FY2017 FY2018
Pregnancy leaves

57

59

63

Child-care leaves (total)

98

120

137

Child-care leaves
(paternal leave)

10

15

23

Child-care leaves
(within one week leave)

1

0

1

Return and retention rates

100%

97.5%

98.6%

Family-care leave

  FY2016 FY2017 FY2018
Family-care leaves

4

4

7

Paid vacation

  FY2016 FY2017 FY2018
Days granted

20.0

20.0

20.0

Days taken

19.2

19.4

19.5

Ratio

95.8%

96.8%

97.5%

Volunteer Time Off (VTO)

  FY2016 FY2017 FY2018
Number of VTO users

95

71

92

VTO in long-term

0

0

0