Together with Employees (Human Rights / Employment)（3）
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.
Future Life Planning Seminar
Lintec holds a future life planning seminar for employees in their 20s and 30s in FY2021.The seminar aims to help employees learn about asset building for a fulfilling future, including spending for life events, so that they
can build a sound asset base and financial environment that will support them as they pursue their career.
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
Use of programs★
Slide to view.
|Family care leave program (persons)||0||1||0|
|Family care time off (persons)||2||3||3|
|Accumulated time off (persons)◆||92||71||104|
|Childbirth leave (persons)||20||14||25|
|Leave for spouse giving birth (persons)◆||51||56||67|
|Childcare leave (persons)||41||34||32|
|Percentage of childcare leave taken (%)||21.6||15.8||32|
|Return to work after taking time off for childcare leave (%)||100||99.3||100|
|Child nursing care time off program (persons)◆||13||7||4|
|Shorter hours / ﬂex time (persons)||57||62||64|
|Paid social contribution time off (persons)◆||22
Total days of 40
Total days of 16
Total days of 23
|Percentage of paid leave taken (%)||66.5||61.7||63.5|
|Average number of days of paid leave taken||12.4||11.8||12.1|
- ※Unconsolidated basis
★For detailed data, click here
◆indicates a leave system that can be used for the purpose of childcare
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 2021, the checkup was offered across the Group to a total of 3671 employees, 96.4% 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 healthcare, 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 System Overview
- ★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.
Company Vaccination Program
As part of its voluntary employee health programs, Lintec recommends receiving a flu vaccination. In fiscal 2021, as it did in the previous year, the company offered to subsidize the cost of vaccination for employees and their dependent family members in addition to the annual subsidy offered by the health insurance society. At the same time, we arranged an appropriate setting in cooperation with industrial physicians to enable employees to get vaccinated on company premises during work hours, which was a company-wide measure taken to provide an environment to allow employees to receive a vaccine without worrying about their work being disrupted.
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 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.
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 2022, the percentage of incentive recipients stood at 69.1%, up 11.5% 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.
- Message from the President
- Hightlight: Sustainability Promotion System
- Sustainability at Lintec
- Lintec Group's Stories about Solving Social Issues
- Materiality and KPIs
- Overview of the Lintec Group
- Value Chain and Stakeholders
- Lintec in Everyday Life
- Environmental Report
- Environmental Management System
- Developing Environmentally Friendly Products
- Climate Change Mitigation and Adaptation
- Reducing Waste
- Measures to Reduce Water Usage and Effluent
- Reduction of Environmentally Hazardous Substances
- Environmental Accounting
- Environmental Data of Group Companies Outside of Japan
- Relationship between Lintec and the Environment
- Social Report
- Providing Value to Customers
- Cooperating with Suppliers
- Together with Employees (Human Rights / Employment)
- Together with Employees (Human Resource Development)
- Together with Employees (Safety and Disaster Prevention)
- Together with Local Communities
- Together with Shareholders
- Communicating with Stakeholders
- Governance Report
- CSR Activities at Group Companies in and outside of Japan
- SDGs-related Initiatives
- Information Disclosure Based on TCFD Recommendations
- Download Report
- Corporate Policies
- Code of conduct
- Safety and Health
- Quality, Environment and Business Continuity
- Internal Control
- Editorial Policy
- Third-Party Opinion
- Third-Party Verification
- Performance Data
- GRI Index
- External evaluations