At the Asahi Group, we believe that the creation of a work environment where all employees can work safely and in good health is an important task that a company should undertake to fulfill its social responsibility. We therefore focus our efforts on managing and enhancing the physical and mental health of each employee.
In addition, we promote initiatives for achieving work-life balance so that employees can continue to work energetically while striking a balance between work and private life.
In order for the employees to be able to keep up both their jobs and childbirth, childcare, nursing care and so on, Asahi Group is proactively supporting measures from the systemic end as well as their implementation so that employees are able to lead a stimulating work-life and a fulfilled social life. The group lends personal computers to employees who take maternity leave or childcare leave, thereby enabling them to browse internal information even while they are on leave. In addition, before an employee resumes work after using the system for maternity and childcare leave, a representative from the personnel affairs department meets with the employee for a pre-reinstatement meeting to attentively listen to the employee's requests regarding work content and find out about their living situation. As a result, the return rate for employees after taking childcare leave at Asahi Breweries, Ltd. remains at 93.1%. And the utilization rate of childcare leave (including his spouse's maternity leave) by males at Asahi Breweries, Ltd. is 80.4%
|Number of Childcare Leave System users||Male||3||1||5||4||6|
|Number of Family Care Leave System users||Male||1||2||1||0||0|
*Figures include staff on loan from Group companies.
The Asahi Group promotes a work setting that is conducive for the employees. As part of that initiative, we have made improvements to the system concerning paid vacation and work in other ways to enhance the benefits package.
|System||Contents||Number of Users|
|Maternity Leave System||Employees are allowed to take leaves of absence of up to 14 weeks for pre-and postnatal care. A portion of their salary is provided during leave through the corporate health insurance society.||58|
|Childcare Leave System||Employees are allowed to take leave when they have children under the age of two years. Men can also use this system.||64
(including 6 men)
|Spousal Childbirth Leave System||A system whereby employees may take leave at the time their spouse gives birth. Up to five days leave may be taken at full pay.||72|
|System for exemption from full working hours for childcare||Employees who provide care for children are allowed to reduce their work hours by a maximum of two hours per day.||111
(including 9 men)
|System for exemption from full working hours for family members||Employees who provide care for family members are eligible to start or leave work two hours earlier or later than usual.||3
(including 1 man)
|Family Care Leave System||Employees who provide care for family members requiring long-term care are eligible to take up to one year's leave in total within a period of two years for each such family member, or start or finish work two hours earlier or later than usual (The “accumulated leave” system can be used on a half-day basis. Note: Under the “accumulated leave” system, a portion of paid leave, which usually expires every year, is allowed to be carried over to following years.) Various allowances may be provided to supplement income during leave.||1|
|Welcome Back Program||Employees who had left the company after three or more years of service due to childcare, care for sick family members, etc., are reemployed if certain requirements are met. No age limit.||8
(Number of employees who have taken leave since the system was introduced in 1997)
|Skill-up Leave System||Employees can be exempted from their duties for a certain period and use leave for skill improvement, etc. This system can also be used when an employee moves overseas as a result of his or her spouse's overseas transfer. (Up to three years)||3|
|Senior Staff System (full time and part time)||Retired employees who wish to be reemployed are assigned full-time or part-time work. (Age limit: 65)||108|
|Super Flexible System and Flexible System||Each workplace can optionally introduce the Super Flexible System and the Flexible System.||Introduced at 98% of business units (excluding plants)|
|Work-from-home System||Employees can work from home. Concurrent application of the Work-from-home System and the Super Flexible System has been permitted since 2015, and employees can work from home in hourly units.||1,580|
*Introduced at Asahi Breweries in 2017
A system which recognizes companies that design and implement an action plan to provide childcare support for employees based upon the Act on Advancement of Measures to Support Raising Next-Generation Children enacted in April 2005 and grants the "Kurumin" Certification Mark for next-generation raising support. Asahi Breweries, Ltd. was granted the Certification Mark both in 2007 and 2010.
Furthermore, since April 2015, the Platinum Kurumin Certification Mark was introduced to recognize companies implementing high standard initiatives who had already received the Kurumin Certification Mark, and Asahi Breweries, Ltd. received this mark in July 2015. This recognizes evaluation of the following initiatives in particular, undertaken during the relevant period from 2010 to 2015.