Maintaining a Positive Work Environment

Introduction

Ryohin Keikaku is setting the foundation for its growth phase, and aims to become an employer of choice and a company where people want to work long term. We want to create an environment that supports employees’ health and lifelong sense of security while enabling flexible work styles, long-term employment and work-life balance. To achieve this, we are developing systems based on a flexible approach, improving and streamlining operations to create more breathing room in daily work, and fostering a culture of cooperation and mutual support to promote mental well-being.

Childcare Support System

We have introduced a childcare support system that enables employees with children to work shorter hours as a way to help them continue working while raising their children. Eligibility for this system was expanded to partner employees in November 2021, and the applicable period was extended again in April 2024 from “until completion of the 4th grade of elementary school” to “until the completion of elementary school.” This is one of the ways in which we are creating an environment where employees can work with peace of mind.

In addition to the childcare support system, in May 2024 we introduced a subsidy to partially cover unexpected childcare expenses, such as extended daycare fees due to sudden work demands or emergency costs related to a child’s illness. Eligible employees are those caring for children up to the 6th grade of elementary school, with a maximum annual allowance of JPY 240,000 per child.

Childcare and Nursing Care Leave System

We have introduced systems that allow employees to take leave for a certain period of time in order to continue working with peace of mind, even in the event of life events such as childbirth, childcare and nursing care. These systems are available to all employees, including partner employees, regardless of gender.
In childbirth and childcare leave, to enable anyone to take childcare leave according to their wishes, regardless of gender, we have set up a consultation desk, updated our childbirth and childcare guidebook, and are providing support and education not only to the employees themselves but also to their supervisors. Child care leave can generally be taken until the child reaches one year of age. However, if child care leave is necessary for unavoidable reasons, it can be extended up to a maximum of two years. At overseas offices, child care leave can be taken based on the laws and regulations of each country.
Employees can also take sick/injured childcare leave or nursing care leave when a child younger than elementary school age is ill or a family member needs nursing care.

Reduced Working Hours System for Medical Recovery and Family Care System

We have a system in place that allows employees to reduce their working hours by up to two hours a day for their own medical treatment or recuperation, or to take care of a family member.

Work-from-Home System and Flextime System

In October 2019, we fully introduced a work-from-home system for headquarters employees in Japan after implementing it on a trial basis. Since September 2020, we have also provided other support, including an allowance for utility expenses and communication expenses while working from home (paid on a per-day basis) as well as a system for lending computer monitors to employees. In September 2022, we introduced a flextime system with no core hours for headquarters employees. This facilitates high flexibility in work arrangements, including remote work, and through work style options to accommodate various needs employees are able to improve their self-management skills as well as their efficiency and productivity.

Nationwide and Limited-Region System for Regular Employees

Respecting diverse work styles, we have introduced a system that allows employees in Japan to change their preference for work locations to nationwide or a limited region only, according to life events. In addition, for employees in the nationwide plan who are temporarily unable to relocate due to personal circumstances, our temporary relocation exemption system exempts them from job transfers that involve relocation for up to five years in total.

Balanced Four-day Workweek System

We introduced the balanced four-day work week system in May 2021 to help employees achieve work-life balance that aligns with their values and ideal style of working. The system is designed to accommodate various needs such as childcare, nursing care, health and well-being, self-improvement, and social contributions.

Improving Work Styles in Stores

Store circumstances involve factors such as relocations, shifts on public holidays and night work. We are establishing systems to support healthy and flexible work styles for employees. Given the growing frequency of store employee relocations as store openings increase, we raised the rent subsidy rate for company housing to 70% from February 2024. In addition, employees can apply to work as regional employees, which exempts them from relocation, or request a temporary exemption from the transfer system.
From June 2024, partner employees are also able to use the monthly pay system in order to stabilize their income, as well as the paid leave system that enables the use of paid leave in half-day increments, which had previously been available only to regular employees.
In addition, as part of efforts to strengthen the store management framework we have introduced the “Closer” designation for partner employees responsible for store crisis management and settlement operations. These employees receive a special allowance. We have created systems that enable multiple people to share workloads. This helps reduce long hours for store employees and promotes the use of paid leave.

Comeback Recruitment System

In 2016, we introduced a comeback system that enables employees who left for unavoidable reasons, such as nursing care or a spouse’s job transfer, to re-join the Company. A comeback recruitment system has also been established to recruit and rehire former employees of Ryohin Keikaku to their respective positions.

Side Job and Volunteer System

We have a permission application system for side jobs.
To promote employees’ volunteer activities, we also have a system in place that allows employees who wish to participate in volunteer events in the local community to do so as part of their work, after consulting with their supervisors. In addition, employees can take a predetermined number of days of volunteer leave per year to participate in activities personally. Employees can also take a certain number of days of special paid annual leave per year to participate in social contribution activities that the Company promotes, such as disaster recovery support.