In fiscal 2006, OMRON Corporation strengthened and expanded support initiatives for employees trying to achieve a balance between their work and personal lives.

For example, the maximum childcare leave period was extended from the previous "longer of up to end of March at the child's age of 1 year or up to the child's age of 1 year and 6 months," to "up to the end of March at the child's age of 2 years." The maximum period for short working hours for childcare was also extended from "up to the time in which child enters elementary school" to "up to the time in which child completes third grade in elementary school." Also, to help employees adjust to returning to work after childcare leave, a system was established in which the manager can interview employees three months before their leave completes.

Recognized for extensive support initiatives for parenting employees, OMRON obtained the “Kurumin” certification in 2008. This certification mark is granted by the Ministry of Health, Labour and Welfare, for organizations with supportive measures that meet requirements prescribed by the Next Generation Nurturing Support Measures Promotion Law.

In fiscal 2010, 52 employees began taking childcare leave, and 24 newly took advantage of the shorter working hour system for childcare. OMRON also set forth periods for employee leave and short working hour systems for care of sick/elderly family members. These periods are longer than legally required, in order to support a balance between work and family care.

Applicants for Employee Support Initiatives

In fiscal 2007, OMRON Corporation launched a career reentry initiative intended to provide employee support for work-life balance based on a medium-to-long term perspective.

This initiative gives hiring preferences to former employees who want to return to work after experiencing ongoing extenuating circumstances. Such circumstances may include relocation due to marriage or job transfer of a spouse, pregnancy, giving birth, care for a child or an elderly or ill family member, etc.

The reentry application period is within three years after resignation, and reentered persons are employed as regular employees.

Since the launch of the initiative, six employees have reentered to date.

OMRON will strive to conform to its employment policy of securing talented employees and encouraging them to fully demonstrate their capabilities, while also meeting employee needs for a career plan that balances work and personal life.

A declining birthrate has become a critical issue in Japanese society. Accordingly, OMRON Corporation and 14 Group companies introduced a special leave for fertility treatment in fiscal 2005. Employees who require longer leave than annual paid holidays for advanced fertility treatment are eligible for this initiative.

Moreover, the OMRON Group employee association, named "WITH," began providing subsidies for fertility treatment in fiscal 2005. OMRON Corporation pledges half of the association's membership fee. Should an employee or his/her spouse receive fertility treatment, the employee association provides a subsidy of up to 200,000 yen in total, provided that the sum of the public subsidy from the respective municipality and the subsidy from the association does not exceed the actual cost for treatment.