Next Generation Development Support Measures Promotion Act
Act on Promotion of Women's Participation and Advancement in the Workplace
Past achievements can be found here.
2025.04.04
To create an employment environment where employees can demonstrate their abilities, achieve work-life balance, and work comfortably, we have established the following action plan.
1. Planning Period
From April 1, 2025, to March 31, 2028, for a period of three years
2. Contents
Next-Generation Child Care Support Promotion Act and Women's Active Participation Promotion Act
Goal 1: Promote the use of paid leave, aiming for an acquisition rate of 50% or more of newly granted days.
Countermeasures
| April 2025 – | Report the status of paid leave usage to department heads quarterly and encourage employees to take leave. |
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| October 2025 - | Prompt employees with a procurement rate below 25% at the end of the second quarter to encourage procurement. |
| January 2026 onwards | Encourage employees with less than 50% acquisition rate to acquire by the end of Q3. |
Next-Generation Child-Rearing Support Promotion Act
Goal 2: Limit the average monthly overtime per worker to 20 hours.
Countermeasures
| April 2025 – | Promote no-overtime Wednesdays. Weekday overtime work shall be limited to a maximum of 8:30 PM. Employees who work overtime past 8:30 PM will be required to submit an overtime reason report to identify areas for improvement. Share monthly overtime hours with department managers. |
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Next-Generation Child-Rearing Support Promotion Act
Goal 3: Aim for a 20% parental leave uptake rate for men.
Countermeasures
| April 2025 – | Inform the target audience about the parental leave system and encourage them to take it. Report on childcare leave acquisition status annually. |
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