LINTEC has worked to increase career development opportunities for female employees following the action plan based on the Act on the Promotion of Women’s Active Engagement in Professional Life (Phase 2). As a new goal for the period from April 2022 to March 31, 2026, LINTEC formulated the action plan (Phase 3) based on the Act on the Promotion of Female Participation and Career Advancement in the Workplace. Under this action plan, we will ensure and expand diversity.

Based on the Act on Advancement of Measures to Support Raising the Next Generation (Phase 4), LINTEC has reviewed on an ongoing basis the company programs to support employees in balancing their work and childcare or family care and worked to familiarize employees with these programs. As a new goal for the period from April 2022 to March 31, 2026, LINTEC has formulated an action plan based on the Act on Advancement of Measures to Support Raising the Next Generation (Phase 5), under which efforts to ensure and expand diversity will be continued.

The LINTEC Group believes that compliance forms a foundation for its activities and thoroughly adheres to both social rules and relevant laws and regulations in and outside Japan. This also applies to the recruitment and treatment of employees. Labor management is performed in accordance with relevant laws. Unfair discrimination, child labor, and harassment are prohibited.
LINTEC incorporates human rights education into its rank-based training programs. The company provides training on the UN Global Compact and CSR for new employees along with harassment training led by external instructors for newly appointed supervisors and managers, as well as company-wide training sessions.

At LINTEC, we have established a Human Resources Business Support Office at the Head Office to promote the stable employment of people with disabilities. We have also expanded the Business Support Office to our research facilities and installed multipurpose restrooms, thereby creating a barrier-free and more comfortable working environment.

LINTEC operates a job return program to re-hire employees who have earlier resigned due to personal circumstances, such as having a child, providing care to family members, or a spouse’s job transfer, as industry-ready professionals. In April 2025, as a new initiative to support diverse workstyles, the company introduced an Alumni Career Return System to re-hire employees who resigned due to personal circumstances such as job change or studying abroad, as industry-ready professionals.

In line with the revision of the Act on Stabilization of Employment of Elderly Persons, LINTEC revised its rules on re-employment after retirement to allow re-employment of employees aged between 65 and 70 years. In addition, the age 65 retirement rule was introduced in fiscal 2023.
As of fiscal 2024, a mandatory retirement age of 65 has been introduced across the LINTEC Group, allowing senior employees to pass on to subsequent generations the knowledge and skills that they have developed over many years.

LINTEC established the social contribution leave (volunteer leave) program in fiscal 2022.
In this program, employees can take leave to participate in a social contribution activity for a period approved by the company (a maximum of one year), such as recovery from a disaster and overseas aid.

LINTEC Forest is the labor union (union shop) organized at LINTEC. LINTEC Forest and the company engage in labor-management consultations in a way that demonstrates respect for each other’s standpoints and promotes constructive discussion for the purpose of resolving issues. Also, for addressing workplace safety issues, the two parties join forces to carry out various activities to achieve zero accidents.

Achieving work-life balance is indispensable to help employees perform their jobs with peace of mind and exercise the full range of their abilities. For creating workplace environments where diverse employees can make active contributions and promoting career development, we have revised the work regulations and discussed and implemented multifaceted initiatives to create a comfortable workplace.

LINTEC holds a retirement planning seminar and a women's career advancement seminar on a regular basis.
In view of ever-changing social circumstances and diversifying individual values, through these seminars we will continue to provide information to help our employees understand the importance of future life planning and career advancement.

LINTEC proactively promotes measures to ensure that employees can remain in good health. In order to prevent long working hours and late-night work, which impose an excessive physical and mental strain, we strive to ensure appropriate personnel assignment and the proper sharing of workloads, and that supervisors are responsible for managing the overtime of individual subordinates. In particular, we have introduced no-overtime days set in each workplace, flextime programs, and a discretionary labor system.
Additionally, in fiscal 2019 the company adopted a work interval system and a work-from-home system. 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.

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. The 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.
To improve the workplace environment, we have also established a harassment counseling desk in the form of a dedicated hotline staffed by an external service provider. Employees can call the hotline to seek advice from a clinical psychotherapist.

• ＊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.

As part of its voluntary employee health programs, LINTEC recommends receiving a flu vaccination. We have arranged an appropriate setting in cooperation with industrial physicians to enable employees to receive vaccinations on company premises during work hours, which was a company-wide measure taken to provide an environment to allow employees to receive vaccines without worrying about disrupting their work. In 2021, the company offered to subsidize the cost of vaccinations for employees and their dependent family members in addition to the annual subsidy offered by the health insurance society.

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 screenings for female employees and dependent family members aged 35 or older^＊, offered on a request basis.

• ＊Guidelines for health education focused on cancer prevention and cancer screening (partially revised on October 1, 2021)” of the Ministry of Health, Labour and Welfare of Japan defines women aged 40 years and older as eligible.

As a measure to improve the health of employees and their families as well as enhance productivity in the workplace, LINTEC offers 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.