Holidays and other support programs for child-rearing and nursing care

Child-rearing

Child-rearing leave

• Employees can take child-rearing leave until his/her child(ren) reach 18months old. If there is some specific reason, for example in the case of lack of availability of baby nursery, this leave can be taken up to the child(ren)’s 3rd birthday.

Reduced working hours

• Employees who have child(ren) of up to the third grade of primary school can reduce his/her regular working time by up to 2 hours a day.

Family holidays

• Expired paid holidays accumulated up to 50 days as “Family holidays” can be taken for the purpose of child-rearing on half day basis.

Child-bearing holidays for male employees

• Male employees whose spouse is supposed to give birth to baby can take 2 paid holidays within the 10days period in which the day of delivery is included.

Nursing Care

Long-term care leave

• Employees whose family member is in need of nursing care can take a leave of up to consecutive 12 months, or of up to 93 days in total in the case the employee chooses to take sporadic days-off.

Reduced working hours

• Employees who have a family member in need of nursing care can reduce his/her regular working time by up to 2 hours a day.

Family holidays

• Expired paid holidays accumulated up to 50 days as “Family holidays” can be taken for the purpose of nursing care on half day basis.

Career return system

• Employees who leave the company due to child-bearing, child-rearing, nursing care or transfer of his/her spouse can be employed, if approved by the company, within 5 years period after leaving the company.

Accompany Leave

• Employees whose spouse is transferred to other countries can take a leave of up to 3 years to accompany his/her spouse.

Temporary exemption from the transfer

• Employees who cannot transfer because of a child-rearing or nursing care, can be temporary exempt from the transfer if approved by the company.

Teleworking

• Nov. 2019 Implementation of teleworking