Basic approach
Futaba works to create an environment in which each employee can choose their own way of working according to their life stage. We support employees so that they can work with a sense of satisfaction while placing importance on work-life balance.
Work-life balance support systems of work and childcare
/ nursing care
In order to support the balancing by each employee of work and childcare / nursing care, we are working on the enhancement of work-life balance support systems and the creation of a work environment where employees can use such systems easily.
We have compiled Childbirth/Childcare schemes in a handbook to spread awareness of them within the company and implement activities to increase understanding among managers. We promote the use of these schemes to create a supportive working environment for employees during their parenting years.
Furthermore, in order to publicize and raise awareness of public and corporate systems and services related to nursing care, the labor union and the company have jointly prepared a nursing care handbook and distributed it to all employees.
| Childbirth/Childcare | Nursing care | |||||||
| From pregnancy to childbirth | One year old | Two years old | Three years old | Entry to elementary school | Completion of sixth grade | Completion of the third year of high school | ||
| Long-term leave |
Spouse maternity leave
Maternity leave before and after childbirth
Childcare leave |
Nursing care temporary leave
|
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| Leave |
Child nursing leave |
Child school event leave Anshin leave *No age limit for children. |
Nursing care leave
Anshin leave
|
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| Work |
Exemption from overtime work Exemption from late-night work Telecommuting system *No age limit for children Flextime system（no core time）*No age limit for children |
Shorter work hours |
Shorter work hours
Restrictions on overtime work
Exemption from late-night work
Telecommuting system
Flextime system
（no core time） |
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Details of the main work-life balance support systems
| System | Details |
|---|---|
| Childcare leave | Employees can take leave until their child reaches two years old. |
| Shorter work hours for childcare | Designated work hours per day can be reduced by a maximum of two hours until the end of March when the employee's child completes the sixth grade of elementary school（flextime work is also possible） |
| Nursing care temporary leave | A total of 365 days can be taken per eligible family member（leave can be split into three installments） |
| Shorter work hours for nursing care | Leave can be taken any number of times in the three years from initial use of the system for each eligible family member |
| Anshin leave | A maximum of 20 days of expired annual paid leave can be accrued and used for personal injury or illness, nursing, childcare and nursing care |
| Telecommuting system | Employees in indirect divisions can work all day or part of the day at home |
Rates of taking childcare leave (union members on a non-consolidated basis)
| FY | 2019 | 2020 | 2021 | 2022 | 2023 |
|---|---|---|---|---|---|
| Men | 0% | 6% | 11% | 35% | 66% |
| Female | 100% | 86% | 95% | 121% | 79% |
* The percentages may exceed 100% because female employees and/or spouses of employees who had given birth in a prior fiscal year took childcare leave during the current fiscal year. In FY2023, 100% of female employees who gave birth in that fiscal year took childcare leave. However, if a woman gave birth at the end of FY2023, she would be counted as a person who took childcare leave in FY2024. Therefore, the percentage of women who took childcare leave was below 100%.
Status of paid annual leave taken
We have established a system for taking three consecutive days of paid annual leave, and promotes the use of a large number of days off (five days off in total, including Saturdays and Sundays) so that employees can refresh themselves both physically and mentally. We have established a system for taking three consecutive days of paid annual leave, and promotes the use of a large number of days off (five days off in total, including Saturdays and Sundays) so that employees can refresh themselves both physically and mentally.
Average number of days taken as paid annual leave（union members on a non-consolidated basis）
| FY | 2019 | 2020 | 2021 | 2022 | 2023 |
|---|---|---|---|---|---|
| Days | 17.5 | 17.9 | 19.4 | 18.6 | 18.5 |
Status of total working hours
We seek to reduce employee overtime hours by drawing up a plan at the beginning of each fiscal year and taking a monthly follow-up action based on actual overtime hours. In general indirect divisions, we are promoting workstyle reforms such as improvement of the IT environment and the introduction of telecommuting. With regard to overtime work, each Wednesday is set as a No Overtime Day when staff are urged to leave at the fixed time. In addition, we recognize the problem of load being unfairly distributed to some employees, and will promote measures to equalize the workload.
Monthly average overtime hours（union members on a non-consolidated basis）
| FY | 2019 | 2020 | 2021 | 2022 | 2023 |
|---|---|---|---|---|---|
| Hours | 22.5 | 20.4 | 21.4 | 19.3 | 21.2 |
Hot-desking system for offices
With the spread of working from home due to the COVID-19 pandemic, the lack of communication among employees has been an issue for the company as a whole. In order to create a workplace where employees can relax both physically and mentally, regardless of their attributes, we launched a three year plan to improve the office environment in FY2023. Since then, employees have offered feedback like the new system has led to increased communication and that operational quality has improved due to environmental changes.
Labor-management relations
We have built sound and fair labor-management relations aimed at corporate prosperity and improvement of job satisfaction and work comfort based on mutual trust and responsibility between labor and management. In terms of communication between labor and management, we provide opportunities for labor and management to hold honest dialogue, such as labor-management consultation(once a year), labor-management meetings(twice a year), and plant meetings(monthly) held at each plant.
