Work-Life Balance

Support through our Systems

Childcare Leave System

Since 1992, we have supported our employees with a child less than 1 year old (up to 1 year and 6 months if certain criteria are met) with a childcare leave system. With respect to employees who obtained childcare leave in the period 2009 to 2011, the labor retention rate among them was 100%.*

*Deemed as being enrolled twelve months following reinstatement

Changes in the Number of Employees who have taken Childcare Leave (unit: person)

Family-Care Leave System

Since 1994 we have deployed a system to support our employees with family members who need nursing care on a steady basis. Also, we are expanding the range for "nursing leave for children" (5 days/annually) which is to take care of the children who became ill, until their children enter the elementary school by the law.

Changes in the Number of Employees who have Taken Nursing Leave for Children (unit: person)

Shorter Working Hour Scheme

Employees may utilize our shorter working hour scheme for those who have pre-school children or any family members who need nursing care upon the relevant employees' request. Also, we have a staggered working hour system for those who have children with in the third year of primary school or younger.
Furthermore, since fiscal year of 2010 we have deployed a system for employees those who wish, located in the assigned area only without having relocation for the next two years.

Changes in the Number of Employees who have taken Shorter Work Hour Scheme (unit: person)

Volunteer Leave System

Since 2008, we have established our volunteer leave system up to five days annually to provide the environment for our employees so that they can get involved with some volunteer activities rather easily. A total of 179 employees have used this system to provide support as volunteers for the area affected by the Great East Japan Earthquake in reconstruction assistance.

Leave System for Jury

We have established a jury-leave system since fiscal year of 2009.

Child-birth Leave and Child-care Leave

So far male employees had been entitled to take a paid two-day child-birth leave and an unpaid one-year child-care leave. The amendment on April 1, 2001, to up to ten days of leave until the child is one year old marks not only an increase in the number of leave days but also the number of leave takers has gone up by a wide margin.

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Assistance through Various Seminars

Second Life Seminar

We hold seminars for our employees to assist their lives during employment and their plans after retirement under co-organization by labor and management sides every year. The seminars consist of briefings over Yokohama Rubber’s re-employment system and pension plan, social security system frameworks such as pensions and asset management know-how, and so on by bringing up some actual cases. In this manner consideration is given to increasing interest towards life planning as broadly defined. While these seminars have been targeted at employees in their 50’s up until now, as the characteristics of each business location has become clearer, we have decided to adopt seminars based on these characteristics, for example through seminars that take into consideration the different needs of each age group.

Promoting a work-life balance (acquisition of the Kurumin Mark)

Yokohama Rubber acquired the Kurumin Mark from the Ministry of Health, Labour, and Welfare as a company making efforts to support child care. The accreditation system for this mark was created based on the Law for Measures to Support the Development of the Next Generation. The mark is granted to companies that satisfy certain requirements, including the establishment of action plans aimed at a balance between the work and child raising of employees and the achievement of targets. Yokohama Rubber acquired the mark as a result of a two-year action plan from April 2011 to March 2013 and the achievement of the targets set forth. Yokohama Rubber implements a variety of initiatives as follows aimed at developing a working environment that is easy for both men and women to work at and that supports child raising and the work-life balance of employees.

• Promoting acquisition of childcare leave, including men
• Providing information and education on the related systems so that employees acquiring childcare leave can feel reassured about returning to work
• Enhancing leave programs for childbirth and childcare
• Promoting acquisition of annual paid leave
• Considering other initiatives to support child raising