ILL, with a 2.3% Turnover Rate, Introduces 'Life Support Leave' to Accommodate Employees' Personal Circumstances
ILL Inc. has established a new 'Life Support Leave' policy to further reduce turnover and strengthen its organizational foundation.
ILL Inc. (Headquarters: Osaka/Tokyo; President: Tetsuo Iwamoto; TSE Prime: 3854), a company that supports corporate business management through its proprietary systems, will introduce 'Life Support Leave' starting April 1, 2026. This new leave policy, separate from annual paid leave, is designed to accommodate various personal circumstances for all employees, including contract, part-time, and temporary staff. Employees will be able to take up to one day of paid leave per month, starting from one hour, for six specific reasons, including family nursing and care, which were previously unpaid.
Amidst growing social concerns regarding labor shortages and high turnover rates, our company has doubled its workforce from approximately 500 to 1,000 over the past decade. Despite this growth, our turnover rate is at a record low of 2.3% (as of the end of July 2025), significantly lower than the industry average of 10.2%.
We believe that our ongoing efforts to improve the work environment have contributed to talent retention, professional growth, and stable service and business performance. As employees' personal lives become more diverse, we are expanding the systems they need to foster long-term organizational growth.
Background of the Policy:
In 2021, based on employee feedback, we introduced paid menstrual leave, separate from annual paid leave, allowing for up to one day off per month. This policy has been utilized by approximately 22% of eligible employees (from January 2025 to January 2026), demonstrating its effectiveness.
Building on this, we decided to expand the scope of such leave to ensure that employees, regardless of gender or age, can take time off for various recurring needs without worrying about their remaining annual paid leave balance. The policy covers reasons based on internal requests and precedents. To prioritize ease of use, leave can be taken in one-hour increments for those who only need to step away from work for a short period.
By expanding the reasons for leave outside of annual paid leave, we strive to ensure that everyone can equally access time off to rest their minds and bodies.
Addressing Labor Shortages and Our Initiatives:
In today's market, labor shortages are chronic across all industries. Management styles that ignore the mismatch between work environments and personal lives, or impose unilateral regulations, are often linked to issues like 'silent resignation' and 'quiet quitting.' We believe that whether employees feel their expectations are met by the organization significantly impacts retention and engagement.
At ILL, we continuously improve our systems based on social trends and internal feedback. Our low turnover rate of 2.3% suggests that our commitment to creating a supportive environment is successful. We view the introduction of 'Life Support Leave' as another step in strengthening our organization and are committed to its proper implementation.
Amidst growing social concerns regarding labor shortages and high turnover rates, our company has doubled its workforce from approximately 500 to 1,000 over the past decade. Despite this growth, our turnover rate is at a record low of 2.3% (as of the end of July 2025), significantly lower than the industry average of 10.2%.
We believe that our ongoing efforts to improve the work environment have contributed to talent retention, professional growth, and stable service and business performance. As employees' personal lives become more diverse, we are expanding the systems they need to foster long-term organizational growth.
Background of the Policy:
In 2021, based on employee feedback, we introduced paid menstrual leave, separate from annual paid leave, allowing for up to one day off per month. This policy has been utilized by approximately 22% of eligible employees (from January 2025 to January 2026), demonstrating its effectiveness.
Building on this, we decided to expand the scope of such leave to ensure that employees, regardless of gender or age, can take time off for various recurring needs without worrying about their remaining annual paid leave balance. The policy covers reasons based on internal requests and precedents. To prioritize ease of use, leave can be taken in one-hour increments for those who only need to step away from work for a short period.
By expanding the reasons for leave outside of annual paid leave, we strive to ensure that everyone can equally access time off to rest their minds and bodies.
Addressing Labor Shortages and Our Initiatives:
In today's market, labor shortages are chronic across all industries. Management styles that ignore the mismatch between work environments and personal lives, or impose unilateral regulations, are often linked to issues like 'silent resignation' and 'quiet quitting.' We believe that whether employees feel their expectations are met by the organization significantly impacts retention and engagement.
At ILL, we continuously improve our systems based on social trends and internal feedback. Our low turnover rate of 2.3% suggests that our commitment to creating a supportive environment is successful. We view the introduction of 'Life Support Leave' as another step in strengthening our organization and are committed to its proper implementation.