FIRE×FAMILY! Introducing the 'Tomodate' (Co-Parenting) Project at Niigata City Fire Department

## FIRE×FAMILY! Introducing the 'Tomodate' (Co-Parenting) Project at Niigata City Fire Department

The Niigata City Fire Department is implementing the 'FIRE×FAMILY Tomodate Project' as part of efforts to build an attractive workplace where staff can say, 'Niigata Fire Department is the place to raise children.'

In the fire service industry, where male parental leave uptake has historically been low, the department is strengthening organization-wide support, aiming to become a national leader in child-rearing support.

## Background of the Project

Previously, the male parental leave uptake rate at the Niigata City Fire Department was 50%, with an average duration of 4.5 days. With many staff taking only a few days off, there were concerns about whether this could truly be called 'parental leave.'

An employee survey revealed that while many wanted to take about a month off, they gave up on long-term leave due to hesitation within the workplace and concerns about staffing shortages. In response, the department launched this organization-wide project in fiscal year 2025, emphasizing the need for a 'culture of supporting childcare through teamwork.'

## Project Initiatives

- **Messaging from the Fire Chief:** The Fire Chief sends messages to staff, stating, 'Firefighters are pros at teamwork. If childcare is viewed as a family mission, firefighting and parenting are a perfect match. Let's support the growth of children under the slogan, 'Niigata Fire Department is the place to raise children.''

- **Clear Targets:** The department has set a goal of an 85% or higher male parental leave uptake rate and an average leave period of at least two weeks by 2030.

- **Clarifying Roles:** In addition to 'Iku-bosses' (supervisors promoting work-life balance), the department established 'Tomodate Supporters.' These assistant managers serve as support agents, handling coordination for employees taking leave.

- **Early Consultation System:** About four months before the expected birth date, employees plan for leave through interviews with their platoon leaders and Tomodate Supporters.

- **Staffing Reinforcement:** To ease anxieties about burdening coworkers, the department reinforces personnel through support from other stations and the use of temporary staff.

- **Internal Communication:** Created pamphlets featuring flowcharts, employee testimonials, and FAQs to promote the system and foster a culture where leave is 'something to be taken naturally.'

## Achievements After One Year

Starting in FY2025, the project led to a significant increase in both uptake rate and duration. As of April 1, 2026, the uptake rate was 105.7% and the average leave duration was 26.6 days. Management took the lead in promoting the leave, successfully shifting to a system where 'the entire organization supports child-rearing.'

## Testimonials

- **Employees:** 'My supervisor showed understanding, so I felt comfortable taking the leave.' 'My awareness shifted from 'helping' with housework to 'sharing' the duties.'
- **Families:** 'It was incredibly helpful.' 'I was able to rest while my husband watched the children.'

## Future Outlook

The department aims to entrench an organizational culture where 'male parental leave is not special, but natural.' They plan to create a 'warm cycle of organizational support' where employees who have experienced leave will eventually support the next generation as they move into management positions.