Activities to Support Work-Life Balance

Basic Concept

To foster a culture and environment that births innovation, the Sharp Group endeavors to create a workplace where employees with diverse personalities, including those of different genders, generations, and values, feel motivated to perform their best. We hold the position that, by giving employees more flexibility in deciding where and when they work, and by supporting them in developing proactive and well-balanced work styles suited to their individual job and stage in life, this will improve the quality of both their work and life.

Flexible Work Styles

Employees are allowed to work from home up to two days a week, provided that productivity can be maintained or improved. Additionally, by expanding the range of flexible work hours under the flextime system, employees now have greater flexibility in choosing where and when they work.

Work Styles That Are Both Efficient and Satisfying

By implementing measures aimed at preventing long working hours and excessive periods of continuous work while also encouraging employees to take annual paid leave, we are creating a workplace where employees are able to efficiently perform at a high level.

Since fiscal 2024, employees have been able to take multipurpose leave in hourly units. By creating an environment where employees can take advantage of their vacation time and work flexibly, they can tailor their work to suit their personal circumstances and lifestyles, such as childcare, elderly care, and healthcare.

We believe that, by working with focus and efficiency when it’s time to work and resting when it’s time to rest, both the work and personal lives of employees are enriched, and they can perform to the best of their ability.

Main Initiatives Aimed at Establishing a Well-Balanced Work Style

Support for Balancing Work with Childcare, Nursing Care, and Medical Treatment

Pregnancy and Childcare

At Sharp, we are working to establish a support system along with an environment that will help employees in balancing their work with their childcare responsibilities. Employees who have provided notification of their pregnancy or childbirth are given a guidebook along with information about the individual programs available in order to encourage them to take advantage of these programs. In particular, against a backdrop of declining birthrates, diversifying work styles and lifestyles, and an increase in dual-income households, we have enhanced the programs for male employees to support them in raising children, and many male employees are now taking advantage of these programs, such as those for childcare leave.

• The usage rate calculation includes parental leave and paternity leave, in accordance with the standards of the Act on Childcare Leave and Caregiver Leave.

Nursing Care

As the population ages, we have established a support system for employees who require greater flexibility in their working arrangements to accommodate their nursing care circumstances. We are promoting use of individual programs by providing information to employees in the form of a guidebook. In particular, to prevent employees from leaving their jobs to care for family members without being able to fully utilize the support systems for balancing work and family care, we provide information about the nursing care systems to employees who turn 40 each year, as an early step before they are faced with the need to care for family members.

Additionally, we have set up nursing care consultation desks both inside and outside the company to provide more comprehensive nursing care information and have established a support system for employees who face nursing care challenges.

Medical Treatment

We have established a support system for balancing work with medical treatment. Employees undergoing medical treatment are able to work comfortably without being pressed by time. An employee’s health and capacity for work are the key considerations in determining their work schedule and obligations.

Main Programs to Support Work-Life Balance