Working Environment
A Leader in Work Style Flexibility
In line with our Basic Philosophy of providing a comfortable and rewarding environment, we operate a flexible work-hour system with no designated core time, enabling employees to choose the work style best suited to their personal needs. We also fully support and encourage working from home. In addition, we reduced standard daily working hours and introduced a system that allows employees to set their own schedules. We also introduces changes aimed at enhancing productivity, including reducing overtime and making annual paid leave more flexible. We are committed to creating an environment where every employee can work productively while maintaining a healthy work-life balance.
A Leader in Work Style Reform and Career Support
Fiscal 2024 work style reform to accommodate employee lifestyles and career support
Results for January to December 2024. Paid leave utilization for April 2024 to March 2025.
History of work style reform
Certifications and awards
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Certified by Kanagawa Prefecture as a company supporting employees with children -
Selected for the Top Hundred Telework Pioneers -
Certified Health & Productivity Management Outstanding Organizations Recognition Program -
Certified Stage Three of Eruboshi certification -
Certified as a Platinum Kurumin childcare support company
Creating a comfortable workplace
In 2018, Fuji Soft introduced flexible annual paid leave available in half-day increments covering any time of day, along with refresh breaks in 10-minute increments during working hours. These enhancements evolved our super-flextime system with no set core time in place since 1990 into an ultra-flextime system that gives employees greater control over their schedules, which we believe is a key element of a comfortable and rewarding environment. This flexibility also benefits general society by giving our employees more time for social activities and offering the flexibility many women require to pursue career advancement. At the same time, the system creates an environment where employees can focus their best effort on creating added value that supports the Company’s sustainable growth.
Other steps we have taken to improve the work environment include reducing work hours and the number of work days per year, and encouraging the use of annual paid leave. Every Wednesday is designated a No Overtime Day, part of the annual paid leave can be taken as a personal holiday, and every third Friday of the month is Premium Friday, with the work day ending earlier in the afternoon.
We also have an extended leave program for employees to use for up to one year for self-development or social contribution activities, such as studying a language overseas or participating in volunteer work.
In 2022, we introduced a medical donor leave program that provides special paid leave for medical examinations and hospitalization required for bone marrow and other approved medical donations.
In 2024, we introduced health care leave program to further support employee well-being. Employees may take up to 12 days per year, including two paid days, to recuperate or accelerate recovery from illness, or for scheduled hospital visits, health checkups, medical examinations, and follow-up tests. Menstrual leave is also incorporated into health management leave, which helps eliminate the discomfort sometimes associated with requesting it and enables all employees to use the leave system more readily for health-related purposes. Available in 30-minute increments, the program gives employees flexibility for effective health management for maintaining productivity.
In addition, we added fertility treatment leave to our program to support employees. Together with childcare and nursing care leave, these options allow employees to take time off for personal lifestyle needs, life events, and family circumstances. We call this combined system Life Support Leave and Absence. These revisions respect personal privacy, make leave requests easier to submit, and support a healthy work-life balance.
Annual average overtime and paid leave utilization rate
Ultra-flexible work hours
Early adopter of teleworking to accommodate diverse work styles
Fuji Soft introduced work-from-home for employees in 2013 to accommodate diverse work styles, improve work-life balance, strengthen business continuity planning (BCP), and raise productivity. We maintain a fully secure remote access environment that is accessible by smartphones, tablets, and computers and supported by our moreNOTE document digitalization software. Introducing this system enabled real-time meeting participation and material sharing, eliminated the need for employees to come to the office.
The cloud-based private branch exchange (PBX) introduced in 2015 further created an environment for employees working from home to handle internal company calls via company-furnished smartphones.
This structure was further enhanced in 2020 with the seamless communications enabled by our FAMoffice virtual office space. FAMoffice recreates the feeling of working alongside colleagues by enabling discussions, casual comments, and chats in a virtual environment. These systems help build a sense of unity and smooth communication for employees who work entirely or mainly from home, a group that makes up about 40% of our workforce.
The Fuji Soft work-from-home system
Enabling and encouraging work-from-home
We introduced full-time work-from-home in February 2020, two months before the Japanese government issued its coronavirus pandemic emergency declaration. We established a framework supporting four types of work styles and, on April 1, 2020, initiated an application system for long-term remote work, a work-from-home reserve fund, and work-from-home allowance.
After the pandemic threat subsided, we continued improving the work-from-home infrastructure to remove remaining barriers and help employees achieve full productivity.
Fuji Soft work styles
Work-life balance support initiatives (childcare, nursing care, medical treatment)
Fuji Soft supports employees seeking to maintain a healthy work-life balance through systems helping both men and women managing work alongside childbirth, childcare, and nursing care. Our programs also accommodate a wide range of work styles. In 2017, we expanded childcare support by extending eligibility to shorter work hours until a child completes elementary school. In 2018, we introduced welfare programs offering financial assistance for child and nursing care expenses, return-to-work transition support, flexible work arrangements, and work-from-home options to help employees return smoothly after extended leave.
In 2021, we launched an anytime child and nursing care leave program that goes beyond legal requirements by allowing leave in 30-minute increments.
In 2022, we strengthened support for employees balancing work and personal responsibilities by revising our programs so employees with less than one year of service and those working two days or fewer per week can take child and nursing care leave, reduce working hours, and use other related programs.
Most recently, in September 2025, we published the Guidebook for Balancing Medical Treatment and Work to introduce all available support programs for employees and employees with family members undergoing medical treatments. We actively support employees with health conditions who wish to remain engaged in the workplace.