Diversity and Inclusion (D&I) Initiatives

Systems for Supporting Activities of Diverse Employees

Systems List

To create a worker-friendly environment for a diverse range of employees, on the basis of our Diversity and Inclusion Policy, we have established various systems. We have expanded systems to enable employees to achieve work-life balance, including those undertaking childcare and caregiving, and to continue working over the long term. As a part of our consideration of systems, we conducted trials for new workstyles between October and December 2020. Afterward, we studied and ameliorated issues that emerged and began running new systems from April 2021.

Systems Expanded Based on New Workstyles
Flextime Former system Current system
Flextime Yes (Head Office, etc: 7:00–10:30, 15:30–22:00) Yes (Head Office, etc: 7:00–22:00)
Core time Yes No
Leave during working hours Not possible Possible
Teleworking Former system Current system
Work place Limited to home Home, satellite office, and mobile work possible
Frequency Up to once per week No limit
Combination of working at
the office and remotely
Not possible Possible
Leave during working hours Not possible Possible
Systems for all employees
Annual paid leave Paid leave is granted annually based on the number of years of service (up to 21 days per year). Employees can take leave in half-day increments.
Carryover of annual paid leave In the event that the paid leave granted for a fiscal year is not all used, it can be carried over to the next fiscal year. A maximum of 10 days of that leave may be carried over to the next fiscal year for a maximum total of 31 days.
Flextime  Employees can decide their daily working hours themselves and can work flexibly.
Teleworking To enhance productivity and job satisfaction, employees are free to choose where they work. (No limit on the frequency of teleworking.)
Self-development leave of absence Employees can take a leave of absence of up to two years to attend school or obtain qualifications that will contribute to their career development at the Company.
Volunteer leave of absence Employees can take a leave of absence of up to two years for activities such as disaster relief and international cooperation, nature and environmental conservation, support for people with disabilities, and support for the development of future generations focusing on children.
Volunteer leave of absence In addition to annual paid leave, employees can take three days of special paid leave per year for activities such as disaster relief and international cooperation, nature and environmental conservation, support for people with disabilities, and support for the development of future generations focusing on children.
Leave of absence to accompany a spouse overseas Employees can take a leave of absence up to three years to accompany their spouse overseas.
Lay judge and prosecution councilor leave If an employee is appointed as a lay judge or a prosecution councilor, they will be granted necessary special paid leave in addition to annual paid leave.
Systems for employees for childbirth or childcare
Maternity Leave (female)
(referred to as “maternity leave” in the systems usage numbers table below)
Female employees can take pre-birth post-birth leave from 6 weeks (14 weeks for multiple births) before the expected date of delivery until 8 weeks after delivery.
Special leave for childbirth by the spouse (male) When a spouse gives birth, her husband (employee) can take five days of special paid leave.
Childcare leave Regardless of sex, employees can take a childcare leave until the child becomes two years old.
Childcare time (female) Female employees can take up to one hour of childcare time per day in 30 minute increments (up until the child becomes one year old).
Leave to care for sick/ injured child Employees can take up to 10 days of special paid leave per year to take care of their sick/injured child (up until the child completes the third grade of elementary school). Employees can take such leave in full-day, half-day or one-hour increments.
Systems for employees providing family care
Nursing care leave Employees can take up to 365 days of nursing care leave per family member (division of leave is available).
Family care leave Employees can take up to 10 days of special paid leave per year to provide family care. Employees can take such leave in full-day, half-day or one-hour increments.
Systems for employees who provide childcare or nursing care
Reduced working hours for parenting Employees can reduce their working hours by up to two hours per day in 30-minute increments (childcare: up until the child completes the third grade of elementary school; nursing care: for up to 1,095 days).
Exemption from overtime work Employees can be exempted from overtime work (childcare: up until the child becomes one year old; nursing care: up until nursing care is no longer necessary).
Limitation on overtime work and holiday work Employees are allowed to limit overtime work and holiday work to within the range of 24 hours per month and 150 hours per year (childcare: up until the child enters elementary school; nursing care: up until nursing care is no longer necessary).
Exemption from late-night shift Employees can be exempted from late-night shifts (childcare: until the child enters elementary school; nursing care: up until nursing care is no longer necessary).
System for Employees Undergoing Medical Treatment (from FY2021)
Reduced Working Hours Employees can reduce working hours to undergo treatment for eligible diseases with a monthly cap set at the number of regular work days multiplied by two hours.
出光興産, DFF Inc.

Above Mentioned Systems Utilization Record (FY2019)

  • (Unit:  people)
Name of system Total Men Women
Maternity leave 39 - 39
Childcare leave 96 15 81
Nursing care leave 7 6 1
Reduced working hours for parenting 69 2 67
Leave to care for sick/ injured child 206 103 103
Family care leave 50 19 31
  • * These systems are available to Idemitsu hiring (employees, seniors, re-employed) and includes employees seconded to other companies.
出光興産, DFF Inc.