Enhancing Work-Life Balance

Past Endeavors and Status in FY2016

It goes without saying that a healthy work-life balance and a fulfilling personal life are indispensable in maximizing the potential of employees’ abilities and their motivation. Considering the “work-life balance” of our employees, Komatsu is working on both reducing the total hours of actual working time and establishing various systems. In terms of reducing total working hours, Komatsu has been working on promoting efficient ways of working in coordination with labor unions to formulate specific numerical targets of less than 2,100 working hours per year and at least 18 days on average of paid leave taken per year.

Also, establishing systems such as child-care leave and shorter working hours is one of the factors which ensure a sustainable workplace environment. In 2007, Komatsu was certified by the Japan Ministry of Health, Labour and Welfare to display the Kurumin Mark as a company that supports the development of the next generation. We subsequently launched the “Panel on Fostering Future Generations“ as well as the “Research Group on Solutions against Low Birthrate and Longevity” in our company and have continued to work on expansion measures for the child-care support systems. In addition to the improvement in the paid leave systems such as extending periods of child-care leave (to a maximum of three years) in 2011 and granting child-care leave for employees in case whose spouse is transferred to another place, we review our personnel evaluation systems by offering options such as temporary part-time work for those who raise children and goal setting methods corresponding to each employee’s working condition. These options are designed to motivate employees who are working part-time due to child-care.

We are also focusing on ways to support employees who are working while providing nursing care. In FY2013 we introduced an allowance that can be received during family-care leave as a measure of financial support, and in FY2014 we introduced an option of home teleworking for employees who are engaged in nursing care for children and/or other family members. Komatsu continues to support our employees to achieve a healthy work-life balance.


  • Information on this page is non-consolidated data except for that for some programs, which are intended not only for Komatsu Ltd. but also for subsidiaries in Japan.

Main Programs and Measures Designed to Enhance Work-Life Balance

Programs and Measures Content
Childcare support Childcare leave program

Available for a maximum of three years from the birth of the child to the time the child enters nursery school. Also available for a maximum of three years for children up to the third year of elementary school in cases where a spouse is transferred, etc.

Part-time work

Shortening of working hours by a maximum of three hours per day to allow for care of children up to the third grade of elementary school

Telework program

Option to work at home in order to care for children up to the third grade of elementary school

Allowance toward the cost of using childcare services

Allowance toward the cost of childcare for infants up to age two before entering nursery school (10,000 yen/month)

Nursing leave

Five days for nursing care of one child up to the third grade of elementary school, and ten days for the second child onward (paid leave)
Allowance toward the cost of using childcare services

Care support Family-care leave program

A maximum of three years available to employees taking care of family members (possible to take in installments)

Part-time work

Shortening of working hours by a maximum of three hours per day (possible to take in installments)

Telework program

Option to work at home for a maximum of three years in order to provide care for family members

Care leave

Five days per year for attending to one family member in need of nursing care, and ten days for the second family member onward (paid leave)

Other types of leave Life support leave

Can be used as sick leave, pregnancy leave, childcare leave or for care of family members. An employee may add five new days of accumulated leave per year. A maximum of 40 days of unused annual leave may be accumulated. Childcare leave may be used for school events for children aged up to sixth grade in elementary school

Flexible leave

Provided to encourage employees to take five consecutive days of leave for mental and physical rejuvenation
Employees receive an additional five days of annual leave and a travel voucher upon completion of their 15th, 25th and 35th year of continued service

Volunteer incentive program

Long-term paid leave of up to two years, or short-term paid leave of 12 days per year

Flexible Working Style

  • Flexible working hours (core time; 10:00 am–3:45 pm)
  • Part-time work (child and other family-care)
  • Half-day paid vacation
  • Maximum of five consecutive days of paid vacation
  • System and facility for supporting childcare (nursery payment and use of in-house nursery)
  • Work-sharing (based on negotiation between labor and management as necessary)
  • Discretionary work system (employees in development, design and R&D section)
  • Telework program (officially introduced in FY2014)

Various Incentive Programs

  • Subsidizing the expense of taking a certification course
  • Job posting system
  • Studying in domestic college or study abroad program
  • Employee awards program for distinguished achievement
  • In-house language school and subsidizing the expense
  • Stock option (directors, officers and some executives)

Work-Life Balance Data

Parental leave

  FY2014 FY2015 FY2016
Pregnancy leaves




Childcare leaves








Within one week leave




Return and retention rates




Family-care leave

  FY2014 FY2015 FY2016
Family-care leaves




Paid vacation

  FY2014 FY2015 FY2016
Days granted




Days taken








Volunteer incentive program

  FY2014 FY2015 FY2016
Number of program users




Long-term leaves




Dispatch of Japan Overseas Cooperation Volunteers