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.

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

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.

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.

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.

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).

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.

• (Unit:  people)

Name of system	Total	Men	Women
Maternity leave	35	-	35
Childcare leave	90	22	68
Nursing care leave	2	2	-
Reduced working hours for parenting	72	1	71
Leave to care for sick/ injured child	133	61	72
Family care leave	37	25	12

• * These systems are available to Idemitsu hiring (employees, seniors, re-employed) and includes employees seconded to other companies.