Rengo creates working environments that promote work-life balance, such as with programs to support balancing work with childcare, family care, and infertility treatment so that every employee can feel fulfilled and satisfied and adopt working styles suited to their stage of life.
Kurumin and Platinum Kurumin certification
In 2018, Rengo received Kurumin certification from the Osaka Labour Bureau of the Ministry of Health, Labour and Welfare for meeting certain standards as a general business enterprise under the Act on Advancement of Measures to Support Raising Next-Generation Children for the fourth time. We also received Platinum Kurumin certification, a special certification, as an outstanding childcare-supporting company that implements high-level measures.
Systems to support balancing work and family
| Childcare leave at the time of childbirth | Can be taken within 8 weeks after childbirth, and for up to 4 weeks. |
|---|---|
| Childcare leave | Can be taken until children are 3 years old. The first 30 days from the start of the leave period, including the initial childcare leave taken at childbirth, are paid. |
| Reduced working hours for childcare | Until their child graduates from elementary school (or until the end of the fiscal year in which a child with disabilities turns 18), employees may shorten their working hours per day to half-day, 6 hours, 6 hours and 30 minutes, or 7 hours. Shortened working hours may be combined with the flextime system. |
| Child nursing leave, etc. | Can be taken until their child graduates from elementary school (or until the end of the fiscal year in which a child with disabilities turns 18). Up to 5 days per year for one child. Up to 10 days for two or more children. |
| Family care break | Possible to take up to 3 times per person requiring nursing care. (Note) A total of up to 2 years can be taken per person requiring nursing care, with each leave period lasting up to 1 continuous year. |
| Reduced working hours for family care | Working hours per day can be reduced to a half-day, 6 hours, 6.5 hours, or 7 hours. This can be combined with the flextime system. (Note) Possible to use for up to 3 years. If this system is used in conjunction with other work hour measures related to family care, the combined total period of the systems is limited to 3 years. |
| Family care leave | Up to 5 days per year for one person, and up to 10 days for two or more people requiring nursing care. |
| Work-from-home arrangements for childcare and family care | Employees with more than three years of continuous service who engage in tasks subject to work-from-home may use work-from-home arrangements up to 5 days per month. |
| Other measures regarding working hours for childcare, family care, and infertility treatment | Flextime system and staggered working hours. |
| Usage supplementation for childcare and family care service | Usage fees are partially subsidized by outsourced benefit services. |
| Congratulatory bonus for childbirth | ¥20,000 for the 1st child, ¥50,000 for the 2nd child, ¥1,000,000 for the 3rd and subsequent children. |
Work Style Reform Declaration
In line with the policies of the Work Style Reform Promotion Project led by the Ministry of Health, Labour and Welfare and the Osaka Labour Bureau, we have formulated and published our declaration.
Promoting Childcare Leave for Male Employees!
Rengo has long supported the development of the next generation by providing both institutional and financial assistance, such as offering a 1,000,000 yen gift for the birth of a third or subsequent child. To further advance work style reform and encourage greater male participation in childcare, we are implementing the following initiatives:
- Foster and establish a workplace culture where male employees feel encouraged to take childcare leave.
- Provide guidance and encouragement to eligible male employees and their supervisors to strengthen support from management.
- Use this opportunity to rethink men's working styles, aiming not only to create a more inclusive and flexible work environment for all genders, but also to reduce long working hours and promote women's empowerment.
Promotion of Childcare Leave for Male Employees
The number of male employees taking childcare leave at Rengo has been increasing over time. However, in FY 3/2015, the leave acquisition rate was 100% for women but only 7.8% for men, revealing a significant gender gap. To create a workplace where everyone can work comfortably regardless of gender, since FY 3/2016 we have conducted campaigns targeting not only eligible male employees but also their supervisors, encouraging them to support male employees in taking childcare leave. These efforts aim to foster and normalize a culture in which men actively take childcare leave.
Number and percentage of employees using the childcare leave program (Rengo, non-consolidated basis)
Measures for Declining Birth Rate and Support for the Development of Future Generations
Since April 2006, to address the declining birth rate and support the development of future generations, Rengo gives congratulatory bonuses of ¥1,000,000 on the birth of an employee’s third or subsequent child. In this way, we are providing not only institutional leave, but also economic support for childcare.
Since the program’s inception, approximately 30 recipients have received the payments each year, with the total number of recipients having reached 500 by September 2024.
Rengo Group Childbirth Celebration Gift Program
1,000,000 yen for each third or subsequent child
Rengo Co., Ltd., Yamato Shiki Co., Ltd., Settsu Carton Co., Ltd., Hinode Shiki Kogyo Co., Ltd., Rengo Paper Business Co., Ltd.
500,000 yen for each third subsequent child
Tokai Shiki Co., Ltd., Asahi Danboru Co., Ltd., Fuji-marufuku Co., Ltd., Marusan Paper Mfg. Co., Ltd., Nihon Matai Co., Ltd., Sanyo Jidosha Unso Co., Ltd., Rengo Nonwoven Products Co., Ltd.