Marui Group Revises Systems to Support Balancing Work with Infertility Treatment and Raising Children with Disabilities: Establishes "Infertility Treatment Leave" and Expands "Short-Time Work System"

Marui Group Co., Ltd. (Headquarters: Nakano-ku, Tokyo, Representative Director and President: Hiroshi Aoi) will, from April 2026, establish new "Infertility Treatment Leave" and extend the upper limit of the application period for existing childcare-related systems, such as the "Short-Time Work System," for employees raising children with disabilities, in order to further support the balance between work and "infertility treatment" or "child-rearing with disabilities." Marui Group aims to foster an organizational culture where each employee can thrive, regardless of gender or age, and is engaged in various work-life balance support initiatives, including childcare and nursing care. This system reform is positioned as part of these efforts.

■ Establishment of "Infertility Treatment Leave" ~ Towards a Workplace Where Everyone Can Safely Balance Work and Treatment ~

According to a survey conducted by the Ministry of Health, Labour and Welfare in 2023 (*), approximately 55% of respondents answered that they are balancing or were able to balance work and infertility treatment, while approximately 25% of those undergoing infertility treatment answered that they gave up on balancing the two. Furthermore, approximately 11% reported having experienced quitting their job because they could not balance work and treatment. From these circumstances, creating an environment where people can continue to work while undergoing infertility treatment remains an important social issue.

*Source: Ministry of Health, Labour and Welfare "Comprehensive Survey on Various Issues Related to Balancing Infertility Treatment and Work" (2023)

https://www.mhlw.go.jp/stf/newpage_39168.html

Based on this background, our group also recognized that it is essential to consider support measures based on the actual situation in order to create an environment where employees can continue their careers with peace of mind. First, when establishing the system, we conducted individual hearings with employees who have experience with infertility treatment or are currently undergoing treatment, to understand the actual situation and challenges in balancing "work" and "infertility treatment." In the hearings, in addition to flexible work styles such as telework and flextime, employees expressed a desire for "understanding from colleagues regarding infertility treatment" and "leave systems for infertility treatment" that can be used even in workplaces where flextime or telework is difficult.

Therefore, as a first step to deepen understanding of infertility treatment, we conducted training on "acquiring knowledge about balancing work and infertility treatment" for all employees. As a result, 94% of employees participated, and 99% of employees responded that they understood after the training. From these results, it was confirmed that many employees have acquired knowledge about work-life balance, and understanding within the company is steadily progressing.

Now, as the next step, to create an environment where employees who are hesitant to disclose their infertility treatment can share their situation with peace of mind, we have established "Infertility Treatment Leave." Infertility treatment often involves individual differences in the frequency and schedule of hospital visits, and many employees struggle to balance it with work. Therefore, the purpose of this system is to create an environment where employees can continue to work with peace of mind while securing the necessary time for treatment. Under this system, employees can take up to one day of paid leave per month for the purpose of hospital visits for infertility treatment. Furthermore, it can be used not only when the individual themselves goes for treatment, but also when involved as a partner, making it a flexible system that can be utilized according to each employee's situation.

■ Extension of the Period for "Short-Time Work System" and Other Systems for Employees Raising Children with Disabilities

In recent years, balancing work and childcare has become a major challenge for parents raising children with disabilities. According to a survey report published on the Ministry of Health, Labour and Welfare website (*), approximately 55% of parents of children with disabilities or medical care needs feel anxious that "the household will collapse if I or my spouse falls ill," and approximately 45% responded that "I need to take time off work to go to hospitals or therapy facilities on weekdays," reporting difficulties in balancing work.

Source: Association of Parents Raising Children with Disabilities and Medical Care Needs "Survey Results Report on Balancing Child-rearing with Disabilities and Illnesses and Work" (Published on the Ministry of Health, Labour and Welfare website)

https://www.mhlw.go.jp/content/11901000/001074712.pdf

Based on this background, our group conducted a questionnaire survey targeting relevant employees to understand the anxieties and concerns of employees raising children with disabilities, and to connect this understanding to the consideration of systems and support for balancing work and childcare. Our group's childcare-related systems, such as the "Short-Time Work System" and "Leave for Nursing Care of Children," target children up to the third grade of elementary school. Therefore, the questionnaire received many anxieties and concerns about not being able to use these systems after the target age, revealing unique challenges in balancing work with raising children with disabilities.

Based on these voices, our company, for employees raising children with disabilities, at the stage of the child's growth...