[Childcare Leave Survey] Gen Z shows proactive tendency towards childcare leave, is 'childcare leave is positive for work & household finances' the new normal?

Better Place Co., Ltd. (Headquarters: Shinjuku-ku, Tokyo; Representative Director and CEO: Shinji Morimoto; https://bpcom.jp/; hereinafter, Better Place), which supports the introduction and design of corporate pension and retirement benefit systems, primarily through the 'Fukushi Hagukumi Corporate Pension Fund' (hereinafter, 'Hagukumi Corporate Pension'), conducted a 'Survey on Childcare Leave' in January 2026, targeting 377 men and women nationwide living with preschool children. In Tokyo, efforts are being made to foster a social atmosphere that supports childcare leave across society, in collaboration with various stakeholders, by promoting the philosophy of 'Ikugyo' (childcare leave), an affectionate term that views childcare not as a 'break' but as 'important work'. This survey visualized the actual financial benefits (review of life plans, improvement of household finances, etc.) and non-financial benefits (deepening bonds with children, skill acquisition, etc.) brought about by childcare leave. ■ Survey Results Summary [Transformation of Gen Z] Approximately 70% of men in their 20s have experience with childcare leave. This significantly exceeds the male average across all generations, indicating a trend where 'childcare leave' is becoming more common among younger generations. [Synergistic Effects on Career] 64.5% of respondents answered that childcare leave has a 'positive impact' on their work. They reported an improvement in business-directly related soft skills such as time management and negotiation skills. [Opportunity for Household Finance and Life Plan Review] Regarding household finance reviews prompted by participation in childcare or childcare leave, 'insurance review' was the most common, followed by 'budget management review', 'setting/review of savings and investments', and 'starting/reviewing active investment or asset management'. ■ Detailed Survey Results [Presence/Absence of Childcare Leave Experience and Duration of Childcare Leave] When asked about the presence or absence of childcare leave experience, over 65% responded that they had experience with childcare leave. Regarding the duration of childcare leave, the most common response was 55.3% for 'experienced taking childcare leave for 29 days or more and participating/participated in childcare', followed by 10.7% for 'experienced taking childcare leave for less than 29 days and participating/participated in childcare'. By gender, women predominantly (79.1%) fell into the category of 'experienced taking childcare leave for 29 days or more and participating in childcare', while for men, the largest proportion (49.1%) was 'have not taken childcare leave but are participating in childcare'. This indicates that while involvement in childcare itself is progressing for both men and women, there is a significant gender gap in the utilization of the childcare leave system. Furthermore, by generation, approximately 70% of men in their 20s had experienced childcare leave, a significantly higher rate than other male generations. For women, while the generational difference was not as large as for men, over 95% of women in their 20s had the highest rate of childcare leave, suggesting that childcare leave is becoming more common among younger generations for both genders. [Impact on Family Relationships] Regarding changes in family relationships prompted by participation in childcare or childcare leave, over 60% responded that 'the relationship with their child deepened'. This was followed by 44.4% for 'cooperative system with partner strengthened/established' and 29.0% for 'increased family conversations', indicating that childcare and childcare leave function as valuable opportunities to revitalize family communication and deepen mutual understanding. [Impact on Work] When asked about the impact of experiences and skills gained through childcare participation or childcare leave on 'work' and 'working', a majority of 64.5% (combining 'very positive impact' (21.9%) and 'positive impact' (42.6%)) felt a positive impact. While concerns about 'disruption to work' are often raised regarding balancing childcare and work, this survey showed that a positive response of 'experiences and skills gained through childcare leave have a positive impact on work' was the majority. When asked about skill improvements gained through childcare participation or childcare leave, nearly 40% of people answered that 'housework skills (cooking, cleaning, laundry, etc.) improved', followed by 34.0% for 'time management skills (time allocation, prioritization) improved', 33.1% for 'communication skills (dialogue with children, partners, and others) improved', and 24.9% for 'increased awareness of money management (budget management, saving, saving)'. This shows that prioritizing various tasks, managing time, and communicating smoothly for childcare are not just improvements in life skills, but also valuable opportunities to hone soft skills directly applicable to business. [Impact on Household Finances] When childcare leave experienced individuals were asked about changes in household income, nearly 70% responded that their income had decreased. On the other hand, 28% responded that there was little change due to benefits received or expenditure control. The results show that many people experience a decrease in household income during childcare leave. Regarding household finance reviews prompted by participation in childcare or childcare leave, 'insurance review (life insurance, medical insurance, etc.)' was the most common at 35.5%, followed by 'budget management review (food expenses, daily necessities, utility costs, etc.)' at 33.7%, 'setting/review of savings and investments (educational insurance, bank deposits, in-house savings, etc.)' at 31.7%, and 'starting/reviewing active investment or asset management' at 18.3%. When asked about skills or actions gained during childcare or childcare leave that led to household financial improvement, the most common response was 45.6% for 'actively engaged in actions leading to food savings (bulk buying, preventing unnecessary purchases, etc.)', followed by 27.2% for 'actively utilized points and coupons', and 25.1% for 'actively engaged in reuse of items and DIY for savings'. While there is a tendency for many people to improve household finances and save through practical life wisdom, 15.1% responded that they 'started asset management'. Furthermore, when those who responded that they had improved or managed household finances were asked about the 'financial effects' of childcare or childcare leave, over 60% felt financial effects. Looking at the financial effects by amount, 'led to a surplus/improvement of 50,000 yen or more per month' was 7.6%, 'led to a surplus/improvement of 30,000 to 50,000 yen per month' was 17.0%, and 'led to a surplus/improvement of 10,000 to 30,000 yen per month' was 28.0%. This suggests that although income temporarily decreases during childcare leave (Q7), people review their household finances to compensate for it (Q5) and feel monthly financial effects. When examining the details by respondent group, the group that 'led to a household financial improvement of 50,000 yen or more per month' had a higher percentage of respondents who 'understood expenditures through household account books and apps' compared to other groups, suggesting that significant household financial improvement can be expected by reviewing household financial structure and decision-making. [Preparation for the Future] When asked if their awareness of financial preparation for the future changed through childcare or childcare leave, 21.4% responded 'became very aware' and 45.0% responded 'became aware', indicating that approximately 65% started to become aware of financial preparation for the future due to childcare or childcare leave. Furthermore, when those who felt financial effects from childcare or childcare leave were asked how they utilized the surplus funds generated by household management and savings, approximately half, 49.7%, responded 'invested in cumulative investments such as NISA and iDeCo'. This was followed by 46.3% for 'put into cash savings', 40.1% for 'invested/saved for children's educational funds', and 23.7% for 'allocated to insurance and retirement funds'. Even among the group that responded 'income decreased' regarding changes in household income, a certain number of people improved their household finances and allocated funds to cumulative investments such as NISA and iDeCo, and cash savings. [Impressions of Experienced Individuals] When asked how they felt about the experiences gained through childcare participation or childcare leave, 20.5% responded 'it was a very valuable experience' and 45.7% responded 'it was a valuable experience', with over 65% responding that it was a valuable experience. ◾️ Comment from our CEO, Morimoto, regarding this survey "Childcare leave" is a valuable opportunity that leads to skill improvement, such as enhanced time management and communication skills, and even an increase in long-term market value. However, the current situation is that the economic anxiety of a temporary income decrease, experienced by about 70% of people, is a major barrier. What is attracting attention in this context is the "Hagukumi Corporate Pension", which combines the efficiency of cumulative savings with tax benefits and the flexibility to receive accumulated funds during "childcare leave", when money is most needed, without waiting until retirement. With such economic backup, employees can embark on childcare leave as an "investment in the future" without anxiety, and companies can expect improved employee retention and engagement, thereby realizing a virtuous cycle of "three-way good" for employees, companies, and society. We, Better Place, are fully committed to supporting the creation of an environment where both workers and companies can grow with peace of mind from the aspect of asset formation, by promoting the introduction of this "Hagukumi Corporate Pension". ◾️ Survey Overview Implementation period: January 7, 2026 Survey organizer: Better Place Co., Ltd. Target audience: Men and women aged 20-59, with children, living with preschool children aged 0-6 Target area: Nationwide Survey method: Internet survey Number of responses: 377 (valid responses excluding contradictory answers: 338) *Please use this survey result by stating "Source: Better Place Survey" when secondary use. ■ About "Hagukumi Corporate Pension" Currently, Japan is facing a chronic labor shortage due to a declining working population and a super-aging society. In addition, the most common reason for young workers to leave companies is financial *¹ , and the number one anxiety for the working generation regarding old age is "money" *². Economic disparities arising from the size of the company worked for and the region of residence significantly impact future asset formation and retirement funds. To support mainly small and medium-sized enterprises and their employees, we are promoting the introduction of the corporate pension system "Hagukumi Corporate Pension", which benefits both companies and employees. "Hagukumi Corporate Pension" is a defined benefit corporate pension (DB) that can be joined by employees (including non-regular employees) and executives who are enrolled in the Employees' Pension Insurance, allowing employers to build a corporate pension and retirement benefit system while keeping costs down. Furthermore, a research study conducted in 2025 statistically demonstrated a high probability that the introduction of this system leads to improved employee engagement and prevention of turnover *³ . Supporting these survey results, it is highly regarded as a "financial welfare benefit" to help employees work with peace of mind, especially in small and medium-sized enterprises and the welfare industry where labor shortages are severe. Benefits for employees include not requiring difficult investment knowledge and guaranteed principal *⁴ . Also, compared to corporate-type defined contribution pensions (DC) and iDeCo (individual-type defined contribution pensions), which generally cannot be received until age 60 or older, the basic principle is the same: accumulation for asset formation in old age. However, it is highly supported by employees who anticipate childcare or nursing care in the future because it offers the option of receiving benefits not as a pension, but at the time of retirement, leave of absence, or childcare/nursing care leave. Currently, approximately 95% of the introducing corporations are small to medium-sized corporations with 300 or fewer employees *⁵ , and approximately one-third of the corporations are related to welfare, medical care, and education *⁶. *⁴ If a shortfall occurs due to investment performance, the employer will cover the shortfall. Service introduction site URL: https://bpcom.jp/hagukumikikin/ (Source) *¹ Ministry of Health, Labour and Welfare, Overview of the 2023 Survey on the Employment Situation of Young People https://www.mhlw.go.jp/toukei/list/dl/4-21c-jyakunenkoyou-r05_gaikyou.pdf *² Financial Services Agency, Financial System Council Market Working Group Report "Asset Formation and Management in an Aging Society" June 2019 https://www.fsa.go.jp/singi/singi_kinyu/tosin/20190603.html *³ "Survey on Factors of Joining 'Hagukumi Corporate Pension' and its Managerial Effects" (October 2025) (Joint survey by Better Place Co., Ltd. and Koji Nishikubo, Honorary Professor at Yamanashi University and Welfare Benefits Strategy Research Institute. Number of responses: 2,744) Press Release: https://prtimes.jp/main/html/rd/p/000000145.000074850.html *⁵ Calculated from the number of insured persons at the time of contract for corporations introduced between April 2018 and September 2025 recorded in our system (excluding withdrawals) *⁶ Calculated from the industry of corporations introduced between April 2018 and September 2025 recorded in our system (excluding withdrawals) *Number of offices/subscribers: As of the end of March 2026 *Average individual contribution: As of the end of September 2025 *Basis for calculating average participation rate This is a simple average of the participation rates in the month of introduction for each introduced business. Period: Introduced businesses in the most recent year (October 2024 - September 2025) (2,001 corporations, 2,044 offices) Participation rate: Number of actual participants / Number of Employees' Pension insured persons (excluding those who cannot join the fund by system) Average participation rate by corporate size: 30 or fewer Employees' Pension insured persons at the time of contract 77.2%, 31-300 persons 66.6%, 301 or more persons 50.5% ■ Better Place Co., Ltd. We uphold the corporate philosophy of "creating a society where child-rearing generations and children can have hope through business," aiming for a society where ordinary people, not the wealthy, can "work in their own way without worrying about money." Many employees of small and medium-sized enterprises and essential workers, despite doing important work that supports society, do not have high income levels compared to those working for large companies. In addition, since their workplaces often do not have corporate pension or retirement benefit systems, they do not fully enjoy the benefits. Worrying about money in the future leads to a decline in QOL (Quality of Life) and a psychological state where they cannot safely have and raise children even if they wish to. "Hope gap" for the future - Better Place conducts business activities to solve this problem.

Provision of corporate pension DX system "HaguONE" Design and support for the introduction of "Fukushi Hagukumi Corporate Pension Fund" corporate pension and retirement benefit system Design and support for the introduction of corporate-type defined contribution pensions Company Name: Better Place Co., Ltd. Location: Sumitomo Ichigaya Building 15F, 1-1 Ichigaya Honmuracho, Shinjuku-ku, Tokyo Representative: Shinji Morimoto, Representative Director and CEO Established: October 17, 2011 URL: https://bpcom.jp/ [Recruitment Information] Better Place is looking for colleagues who want to create a better future with us. If you are interested, please feel free to contact us. Recruitment information here: https://bpcom.jp/recruit/