Efforts for Supporting the Next Generation
What is the Next Generation Support Promotion Act?
At NAT Co., Ltd., we will disclose a “General Employer Action Plan” based on the “Next Generation Support Promotion Act.
” The “General Employer Action Plan” is based on the Next Generation Support Promotion Act and is intended for companies to create an employment environment that allows employees to balance work and childcare, as well as to improve diverse working conditions, including employees who are not raising children, we need to clarify (1) the planning period, (2) goals, and (3) measures to achieve the goals and their implementation timing.
Companies with 101 or more employees are required to formulate, notify, disclose, and disseminate the action plan.
NAT Co., Ltd. General Employer Action Plan
Plan Period: From 1 April 2021 to 31 March 2025 (4 years) In order to achieve a harmonious balance between work and life for employees and to ensure that all employees can work with peace of mind and fully demonstrate their abilities, we are working on improving the workplace environment.
We have formulated the following action plan.
1.Ensure an average of 7.8 or more days of annual paid leave taken during the period.
[Measures]
・From 2021: Inform employees through internal newsletters.
・From 2022: Encourage increased leave for employees with an annual leave of 2 days or less by confirming their actual working conditions.
2.Ensure that the average monthly overtime hours are 6.48 hours or less during the period.
[Measures]
・From 2021: Inform employees through internal newsletters.
・From April 2021: Summarize the status of overtime work monthly and report it to each department and branch manager to ensure understanding of the actual situation and promote implementation.
3.Set the rate of implementing “no overtime days” every Wednesday to 90% or more to reduce overtime work.
[Measures]
・From April 2021: Inform employees through internal newsletters quarterly.
・From April 2021: Summarize the implementation status of “no overtime days” monthly, report it to each department and branch manager, and work on improving the implementation rate.
4.To support the balance between work and life, we will listen to the opinions of employees.
[Measures]
・From April 2021: Conduct one-on-one meetings with all employees once a year to listen to their opinions and suggestions regarding the balance between work and life.
5.Set the rate of fathers taking special leave upon the birth of their child to 100%.
[Measures]
・From April 2021: Inform employees through internal newsletters.