Work-Life Balance and Improvement of Job Satisfaction
Promotion of work-life balance
In terms of work-life balance, MGC endeavors to create systems, environments, and a culture in which each employee can feel secure and motivated by their work, taking an active role over the long term in ways befitting their individual circumstances.
The reinstatement rate after childcare leave in FY2024 was 100%. With regard to childcare support, we have established support systems that exceed legal requirements, such as childcare leave until the child is up to two years and one month old and shorter working hours for childcare until the child enters the third grade of elementary school, as well as an early return to work support system for employees who wish to return to work earlier after childcare leave.
In response to the diversification of working and vacation styles, in terms of systems, we have a flextime system with no core time, "Life Support Leave System" (granted 10 days per year, up to 40 days), various special leaves (marriage, childbirth, transfer, volunteer, donor, etc.), and a teleworking system (up to 3 days per week). In addition, we have implemented nursing leave provisions that exceed statutory standards, allowing employees to take leave for up to one year.
In terms of corporate culture, we work with labor and management to encourage annual paid leave usage. We achieved our KPI target of 0% of employees taking fewer than 10 days of annual paid leave by fiscal 2023, the final year of the previous medium-term plan.*
*A special type of paid leave separate from annual paid leave, introduced from fiscal 2025.
As a result of these efforts, the annual paid leave utilization rate for FY2024 was 91.5% (89.6% in FY2023). The total hours worked per employee was 1855.1 (average for non-managerial employees).
* Average for non-managerial employees
* Including managers. Average acquisition results ÷ number of days granted in the attendance data for the month of May
- * Parenthesis indicates the number of males who took childcare leave
- * For women, the fiscal year of child care leave is determined by the first day of maternity leave.
- * The fiscal year in which employees took childcare leave is determined by the starting day of the leave.
* Number of users during the FY
Work-Life Balance
| Purpose of Program | Program | Description |
|---|---|---|
| Systems that enable diverse methods of use of work hours | Flextime | Company-wide super flextime with no core time introduced (limited to daytime workers) |
| Teleworking | Introduced company-wide teleworking up to three days per week permitted | |
| Shortened work schedule for caregivers | Employees with young children (up to third grade) or other family members requiring care can work a shortened schedule (available in 30-minute increments, up to six hours of prescribed working hours per day) | |
| Systems that enable diverse ways of taking time off | Annual paid leave by half-day | Employees can take a half-day leave up to 30 times per year |
| Life Support Leave system | (1) Own illness or injury, (2) Nursing a sick family member, (3) Nursing a sick child, (4) Child-rearing, (5) Supporting a family member with a disability, (6) Providing long-term care for family member, (7) When affected by a natural disaster, (8) Fertility treatment of self or spouse, (9) Health checkup, (10) Volunteer activities, and (11) Hospitalization for organ donation | |
| Volunteering leave | Employees who volunteer to assist with emergency disaster relief can take up to three (paid) days per year to do so | |
| Medical donor leave | Employees can take up to three (paid) days per year for bone marrow donation, including registration, screening and extraction | |
| Nursing leave for children | Employees can take up to 20 personal days per year to care for children up to the sixth grade of elementary school | |
| Nursing leave | Employees can take up to five days of family care leave annually for one family member requiring care and up to 10 days in the case of multiple family members requiring care | |
| Refresh leave | Employees who have reached 50 years of age are granted five days of special paid leave and an incentive | |
| Systems that enable employees to take time off with reassurance at times of life events | Parental leave | Employees unable to secure child care can take leave until child is two years old |
| Paternity leave | Employees can take five days of (paid) leave when spouse gives birth | |
| Nursing leave | Employees can take one year of leave per family member requiring care; the year can be divided into up to three intervals | |
| Leave for accompanying spouse overseas | Employees can take a leave of absence for up to three years to accompany their spouse working overseas |
Employee Job Satisfaction Survey
In order to promote the creation of a more comfortable and challenging workplace, since 2024, we conducted an employee job satisfaction survey every year to investigate employees thoughts and feelings about "Employee job satisfaction," "workplace / work situation," "satisfaction with working at our company," etc. As a result of the survey in FY 2025, 97% of employees participated, and 81% reported a strong sense of satisfaction in their work.
Based on the survey results, we are conducting analyses of the current status of employees and the workplace, discussing more desirable formats with the field, and working to apply these to effective initiatives. In addition, we will conduct periodic surveys and utilize them in measures for further enhancing the fulfillment and satisfaction of employees in the future.