Together with Employees
(Human Rights / Employment)

Work-life Balance

Achieving work-life balance is indispensable to help employees perform their jobs with peace of mind and exercise the full range of their abilities.

Retirement planning seminar

In March 2019, Lintec held a retirement planning seminar, which was attended by about 230 employees in their 40s and above.
The program aims to provide employees with an opportunity to consider preparing for life after retirement well before reaching the mandatory age, and has been newly included in the annual seminar on systems to re-hire retirees.
Through these programs, we will provide appropriate information to help our employees lead a meaningful post-retirement life, despite ever-changing social circumstances.

Employee Support Programs

【Family Care Support】

  • Family care leave program (up to one year [365 days] in total)
  • Special work hours for employees with family care responsibilities (3 years [1,095 days] in total)
  • Family care time off (10 days/fiscal year, available on a half-day basis)
  • Accumulated time off (for family care)

Expansion of the following system from April 1, 2018

  • Accumulated time-off (for family care) Unused annual paid time-off can be used for the purpose of providing nursing and other forms of care to family members.
    • Increasing the upper limit of accumulated time-off days (50 days to 80 days)
    • Easing requirements for taking time-off (accepting "in need of support" in addition to "being in need of care")
    • Expanding the scope of family (adding family of spouse) to the 2nd degree of kinship including relatives by marriage
  • Family care leave
    • Easing requirements for taking time-off (accepting "in need of support" in addition to "being in need of care")
    • Expanding the scope of family (adding family of spouse) to the 2nd degree of kinship including relatives by marriage
  • Providing benefits during family care time-off
    • Providing 30% of standard wages as benefits to employees on family care leave for whom the family care benefit eligibility period set under the employment insurance system has expired, from the day of expiration up to the 365th day

Parenting Support

  • Maternity leave (14 weeks in total before and after birth)
  • Childcare leave
    Intended for employed parents of a child under one year of age (the period can be extended to the day when the child reaches two years of age, if necessary)
  • Child nursing care time-off program (10 days/fiscal year, available on a half-day basis)
  • Special work hours for parenting employees
    Intended for parents of a child in or below third grade, mainly for shorter work hours

Volunteer Support

  • Paid social contribution time-off (5 days/fiscal year, available on a half-day basis)
    Intended for the purpose of participating in local volunteer activities, PTA activities, and other social contribution programs.
Use of programs
Program FY2016 FY2017 FY2018
Family care leave program (persons) 0 0 1
Family care time off (persons) 1 3 0
Accumulated time off (persons) 86 74 89
Childbirth leave (persons) 19 23 19
Childcare leave (persons) 25 36 39
Child nursing care time off program (persons) 9 7 9
Shorter hours/flex time (persons) 31 36 45
Paid social contribution time off (persons) 26
(total of 55.5)
(total of 54)
(total of 71.5)
Percentage of paid leave taken (%) 61.6 64.0 65.2
  • Note: The above table indicates non-consolidated data for LINTEC Corporation.

Mental Health Measures

The Lintec Group has introduced a precautionary Employee Assistance Program (EAP)* that provides employees with opportunities to obtain a mental health checkup once a year. Through this checkup, employees understand their own stress level, which is useful for personal mental health management. The manager of each business unit receives the results and analysis for employees in the unit, and takes appropriate improvement measures as needed.
In fiscal 2018, the checkup was offered across the Group to a total of 3,538 employees, 95.2% of whom actually had it.The Lintec Group has also set up an employee support hotline to which employees and their families can personally contact and talk confidentially with a specialist about their worries, including physical and mental health, childcare, nursing care, legal issues, or personal finances.

  • *Precautionary EAP: an employee program that aims to improve productivity through the creation of comfortable workplaces and by focusing on precautions for healthy employees in addition to addressing the concerns of employees who already have a health issue.
Precautionary EAP System Overview

Company Vaccination Program

As part of its voluntary employee health programs, Lintec recommends receiving a flu vaccination. The company has introduced the relevant subsidy program offered by the health insurance society to partially bear the expense for employees and their dependent family members. We encourage individual employees to use the opportunity to get vaccinated at a subsidized cost.

Expansion of Eligibility for Breast Cancer Screening

As a measure to support its employees and their families to stay healthy and enjoy a fulfilling life, Lintec offers a range of health checkup plans provided by the health insurance society. Those plans include breast cancer and uterus cancer screenings for female employees and dependent family members aged 35 or older, offered on a request basis, in addition to examinations for lifestyle-related diseases.

Measures against Working Long Hours

Lintec promotes measures to ensure that employees can maintain good health. In order to prevent the harmful effects of long working hours and late night work, we strive to ensure appropriate personnel assignment and the proper sharing of workloads. In particular, we have introduced no-overtime days set in each workplace, flextime programs and other systems to carry out work efficiently and systematically. Also, supervisors are responsible for managing the overtime of individual subordinates to help them avoid excessive strain on the body and mind. Work hour management has been enhanced, specifically by expanding the scope to the entire workforce, including executives and discretionary workers, adopting an attendance system that enables detailed labor management, and checking individual requests for overtime on a daily basis. As a result of these efforts, long working hours have been significantly reduced from the previous year. In addition, the Company provides employees with a mental checkup once a year to help them assess their stress level and manage their own mental health.

Anti-smoking Initiative

In July 2013, as a measure to improve the health of employees and their families as well as enhance productivity in the workplace, we started to offer health promotion incentives for non-smokers in line with the objective of the Health Promotion Act. To be eligible, employees must be non-smokers or have a record of 60 or more consecutive days of no smoking. A monthly incentive of 3,000 yen is offered based on a self-declaration basis.
At the end of March 2018, the percentage of incentive recipients stood at 65.6%, up 8.0% percentage points from the figure of 57.6% recorded in the year of introduction. We will continue with these efforts to provide a work environment that encourages employees to maintain their health.