Life & Work
We consider a fulfilling work–life balance (sense of growth, physical and mental fulfillment) essential so that employees can continue working with vitality, and have introduced various systems and mechanisms to support this.
Health and Productivity Management Declaration and the framework
In June 2025, JGC Holdings established the ‘Health and Productivity Management Declaration’ and set up a framework to promote health and productivity management.
Health and Productivity Management Declaration
At JGC Holdings, we regard our “Human Resources” as the most important foundation of management and the greatest asset supporting all our businesses. The physical and mental well-being of each employee is not only essential for a fulfilling personal life but also the source of our sustainable growth. By ensuring that every employee is healthy in both mind and body, we enable them to fully demonstrate each “Values,” thereby achieving both the enrichment of employees’ lives and the continuous growth of corporate value (=Purpose).
Health and Productivity Management Promotion Framework
Physical and Mental Health Management
As well as industrial physicians and nurses, at our offices we also have public health nurses and licensed psychologists on staff, providing employees with support to ensure peace of mind at work in terms of their physical and mental health. We have put in place an environment in which employees can consult with us at any time through interviews, both in person and online, through email, or over the phone. Depending on the results of these, we provide suitable advice and referrals to specialists.
During our new employee training, we provide education about physical and mental health management. We convey to employees the importance of well-being and inform them about our internal and external consultation services. Additionally, we hold mental health issue prevention workshops for all employees, inviting external lecturers. We also stress to employees the importance of timely care from the perspectives of maintaining health, preventing issues with mental health, and being aware of one’s physical and mental condition. Furthermore, with regard to stress checks conducted in accordance with the law, we are implementing a healthy work environment that includes actively recommending that employees under high stress consult with industrial physicians.
Initiatives for assigned employees
For the four EPC-related companies whose core business is the Total Engineering Business and which have many employees assigned to construction sites or offices inside and outside Japan, enhancing the attractiveness of assignments and providing support for assigned employees and their families are essential. Therefore, based on the idea that “fulfilling work leads to a fulfilling life,” we have introduced “WinLIFE (Work in Life).”
Four EPC-Related Companies：
Refers to the four companies that are responsible for or related to the core Total Engineering Business of our Group (JGC Holdings Corporation, JGC Corporation, JGC Japan Corporation, and JGC Corporate Solutions Co., Ltd.). These companies were previously a single entity (the former JGC Corporation) before transitioning to a holding company structure, and since some initiatives are limited to these four companies, this term is used for convenience.
Specific Initiatives
- Shorter cycles for overseas postings
Postings overseas exceeding 2 years are determined based on the employee's intentions to suit their life stages, such as marriage, childbirth, childcare or nursing.
- Shortening vacation cycle
<For Overseas Assignment>
The home leave cycle has been shortened from “once every 90 days” until 2020, to “once every 70 days” in 2023, and further to “once every 56 days” in 2024. This system ensures well-balanced vacation periods, allowing employees to secure time with their families and maintain their health.
<For Domestic Assignment>
If the planned assignment period is one month or longer, we provide reimbursement for round-trip transportation expenses for home visits twice a month.
- Care for family members at home
We have partnered with full-service housekeeping companies providing house cleaning, babysitting, nursing and other services to assist family members in Japan with their childcare or nursing needs, or to reduce the burden on those posted overseas.
- Accompanying Family Care
<Overseas Assignments>
In regions confirmed to have no safety or living environment issues, family accompaniment is permitted for assignments exceeding 10 months. Additionally, we provide comprehensive support such as educational assistance for children and the delivery of Japanese food ingredients.
<For Domestic Assignments>
Accommodation facilities set up at the worksite are made available for employees accompanied by their families.
Family Care System
The comprehensive family care system we have put in place helps members balance work with housework, childcare, and nursing care. We offer childcare leave without conditions up until the age of two, support for those raising children (two days off per month) for childcare leave, shorter working hours and childcare telecommuting (four days a week until the child is two years old, and two days a week until the child is in second grade), as well as nursing care leave comprising up to 365 cumulative days of caregiving leave and nursing care leave, and nursing care telecommuting (four days a week).
We support a flexible work style for both men and women that takes into account individual life events, with the childcare leave utilization rate for men reaching half of those eligible in fiscal 2023, with one-third utilizing this for at least one month.
The JGC Group companies received "Kurumin" certification as a "company that supports childrearing."
JGC Family Day
Since fiscal year 2009, we have held the “JGC Family Day” annually with the aim of fostering children’s understanding of work and deepening families’ appreciation of their roles.
This event is designed for employees’ children (4th to 6th grade elementary school students) and includes workplace tours, business card exchanges, and other work-related experiences. Additionally, participants can enjoy interactive games that simulate EPC-the core business of our group-and engage in exchanges with top management.
Other Family-Oriented Initiatives
Based on the belief that supporting employees and their families, as well as providing welfare benefits, is essential for employees to work effectively, we organize numerous events for employees and their families. In addition to the “JGC Family Day” mentioned above, we host events such as the “JGC Classic Concert,” where participants can enjoy performances by professional orchestras; the “Forest Restoration Partner Activities at Yadoriki Water Source Forest,” which offer opportunities to learn while experiencing nature and seasonal events; and the highly popular “Shiki Theatre Company Viewing Event,” which has an application-to-attendance ratio exceeding three to one. These events, held throughout the year, are well-received by families.
Facilitating work styles and workplace environments
Telecommuting system
To maintain high productivity while respecting the work-life balance of each member, flexible work styles have been adopted with relaxed restrictions on where and when work is done. Our basic approach is a hybrid style combining commuting and telecommuting for greater convenience.
Extensive paid leave and other leave systems
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Welcome Back system
Welcome Back system is available for employees who retired due to their spouse's relocation to new jobs or positions overseas (regardless of whether or not they are our company employees), on the assumption that they will return to work within 3 years. In the past, such employees had to retire and rejoin the company, but the system has been changed from fiscal 2022 where employees can select a new form of "leave." The system has been amended to provide additional flexibility where it has become the norm for both partners to be working.
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Childcare leave for male employees
With a growing number of people taking childcare leave and more households where both partners are working, we are creating a workplace environment and supportive systems that allow male employees take childcare leave.
| Rate of Utilization | Participants | Taken | |
|---|---|---|---|
| Childcare leave (men) | 59% | 93 | 49 |
- *As of the end of fiscal 2024
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Encouraging employees to take paid leave
In addition to regular days off every month, measures are in place to encourage employees to take an extra day off for a three-day weekend, to cater to more flexible work styles. In a standard month (based on 30 days) made up of four weeks, employees would work for 22 days and have eight days off. This system encouraging employees to take paid leave is called "921", as taking an extra day of leave results in nine days off and 21 days of work. We are taking steps to make sure employees are aware of this system, particularly in June and December when there are no public holidays available.