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Human Resources

Work-Life Balance

Work-Life Balance Policy

Daikin Industries, Ltd. stresses a work life balance for employees. We have a range of systems and measures that allow us to make use of a diverse range of human resources.

The company has established an action plan that is already underway for helping employees with children continue both work and home duties with peace of mind. We have been certified as a company complying with the Law for Measures to Support the Development of the Next Generation. We have been particularly active in urging male employees to take advantage of our systems for both childcare leave and childcare support.

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Helping Employees Match Work Schedule with Lifestyle

Employing Flexible Work Systems such as Flex Time and Discretionary Work System

To allow this diverse range of employees to work under flexible conditions and working hours, we use the flex time system. We also have a discretionary work system that can be taken advantage of by not just the R&D department but also by employees in other company departments conducting duties such as planning, proposals, and surveys related to company operations.

Thanks to these efforts to give employees flexible working conditions and working hours, Daikin had an employee turnover of just 3.9% (including mandatory retirement age employees) in fiscal 2014: this is far below the average of 15.5% for all industries in Japan (according to a 2014 survey by Japan's Ministry of Health, Labour and Welfare).

Number of Employees Leaving, Employee Turnover (Daikin Industries, Ltd. only)

Number of Employees Leaving, Employee Turnover (Daikin Industries, Ltd. only)

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Support for Childcare While Working

Creating a Workplace Where Employees Can Balance Their Jobs and Childcare

Daikin Industries, Ltd. strives to create an environment where employees can continue their jobs even after having children.

In fiscal 2013, we began offering the full support of outside specialists to employees searching for nursery schools for their children. Besides providing information on nursery schools and how to go about finding a suitable one, this service offers advice and counseling for everyone from pregnant mothers to those ready to put their children in a nursery school. This service is used by employees taking childcare leave.

In April 2014, we implemented our fourth action plan based on the Law for Measures to Support the Development of the Next Generation. Under this action plan, we introduced more flexible work options for employees making an early return from childcare leave, improved the childcare support cafeteria plan* and gave employees more choices under this plan, and for employees making an early return to the workplace increased the amount of subsidies from the company, to a maximum of 600,000 yen, to pay for childcare services.

In January 2016, Daikin introduced a work-at-home system to give employees the chance to work at home yet still continue to take on the challenges of their jobs. This system provides three choices: full-time employees can work up to once a week at home; employees returning to the workplace less than six months after starting childcare leave can work up to four times a week at home; and employees can have more freedom in choosing when and where they work. We will continue to help employees achieve an ideal balance of work and childcare while also using their talents to the fullest.

*Childcare support cafeteria plan: A system under which Daikin provides subsidies for childcare service fees incurred by employees with children whose spouse is also working. Fees may be daycare fees incurred when the employee is working overtime or on a business trip, or hospital bills when the child is sick.

128 Male Employees Take Childcare Leave

Daikin Industries, Ltd. encourages male employees to take extended leave for childcare and aims to create a work environment in which male employees feel comfortable taking childcare leave. We are revising company systems to stay ahead of revisions to relevant Japanese laws; for example, we lifted restrictions on childcare leave for men with at-home spouses, and male employees are allowed to take childcare leave twice as compared to only once previously. We are also thoroughly publicizing these systems and encouraging male employees to take childcare leave.

As a result of our efforts to promote awareness and use of the childcare leave system among our employees, 128 men took childcare leave in fiscal 2015. Men were able to take childcare leave by timing it with the birth of their children and taking it before their spouses returned to the workplace from childcare leave.

We will continue to help men play a greater role in childcare by building an environment where both men and women can balance work and childcare while also using their talents to the fullest.

Number of Employees Taking Leave Before and After Child Birth and Number Taking Childcare Leave (Daikin Industries, Ltd. only)

Number of Employees Taking Leave Before and After Child Birth and Number Taking Childcare Leave (Daikin Industries, Ltd. only)

Symbol Showing Certification as a Company Supporting Employees Childcare EffortsSymbol Showing Certification as a Company Supporting Employees Childcare Efforts

Daikin Industries, Ltd. achieved the targets of its first action plan based on the Law for Measures to Support the Development of the Next Generation. For this, the company was certified by the Osaka Labour Bureau (Ministry of Health, Labour, and Welfare).

Support Systems for the Balance of Work and Family

1992 Introduction of childcare leave system and shortened working hours for parents.
2005 First action plan based on the Law for Measures to Support the Development of the Next Generation.
2007

Achievement of goals of first action plan.

Creation of second action plan.

Introduction of childcare cafeteria plan.

2010 Reassessment of childcare leave and family care leave in accordance with the revised Child Care and Family Care Leave Act.
2012

Achievement of goals of second action plan.

Creation of third action plan (implementation period: April 2012 to March 2014).

Revision of childcare cafeteria plan.

2013 Introduction of nursery school assistance service.
2014

Creation of fourth action plan (April 2014 –March 2019).

Revisions to childcare cafeteria plan.

Introduced flexible working conditions and subsidies for childcare service fees to help workers making early return to work from childcare leave.

Trial system for allowing employees to work up to once a week at home.

2016 Introduction of work-at-home system.
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Support for Family Care

Family Care Leave and Shortened Working Hours

Daikin Industries, Ltd. is doing all it can so that employees can take leave to care for their family when necessary, with minimal stress, and therefore create an environment in which employees can continue working for Daikin under these circumstances.

Under our family care leave system, employees can take leave up to a maximum of 365 days for each family member who requires care, once for each time that member's condition becomes such as to require care. Under our system for adjustment of working hours for family care, employees can opt to work a staggered or flexible work schedule or shorter hours (six hours per day) up to a maximum of 365 days for each family member who requires care.

Short family care leave is also possible, whereby employees may take up to 5 days leave each year if needed to care for 1 family member, or up to 10 days leave for 2 or more family members.

Number Taking Family Care Leave (Daikin Industries, Ltd. only)

Number Taking Family Care Leave (Daikin Industries, Ltd. only)

Other Employee Benefit Systems (some are abridged)

Pension Defined contribution pension  
Paid leave Seniors' leaves system The employee gets three days of paid leave between the month the employee turns 55 and retirement age.
Participation in Japan Overseas Cooperation Volunteers Employees may be allowed to take time off work for this.
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