LIVLAN Establishes Work Environment Supporting Employment Up to Age 70, Increases Annual Holidays to 120 Days, and Implements 5.8% Average Pay Raise to Promote a Multi-Generational Workforce

LIVLAN Co., Ltd. (Headquarters: Itabashi-ku, Tokyo; Representative Director: Yusuke Watanabe), developer of the 'Musision' soundproof rental apartment series that allows 24-hour musical instrument practice, will establish a work environment where employees can continue to work with peace of mind until age 70, effective April 1, 2026. Concurrently, the company will increase annual holidays to 120 days and implement an average wage increase of 5.8%, incorporating both the increase in holidays and performance-based raises.

By creating an environment where employees from youth to senior years can thrive long-term according to their life stages, the company aims to build an organization where multiple generations grow together.

■ Background and Objectives of Expanding Employment Opportunities to Age 70

Against the backdrop of a declining birthrate, an aging population, and a shrinking labor force, companies are being called upon to create environments where employees can work for longer. In the real estate industry, where building trust with customers and proposal capabilities are critical, the continued success of experienced personnel directly impacts corporate value. The company has previously provided employment opportunities through a re-employment system after age 60. With this initiative, the company will strengthen its continuous employment framework beyond age 65, creating an environment where employees can work until age 70. By leveraging the expertise of veteran staff as an organizational asset and promoting knowledge transfer to younger generations, the company aims to improve service quality and achieve sustainable growth.

■ Optimizing 'Entry Conditions' to Match Market Standards

According to a market survey conducted by the company in January 2026, 79.6% of job postings for real estate sales and planning positions in Tokyo offer '120 or more annual holidays.' In the current recruitment market, holiday counts and compensation play a vital role as 'entry conditions' for brand recognition. By aligning these standards with the market, the company aims to strengthen its recruitment competitiveness.

■ Work-Style Reform Promoted by LIVLAN

1. Expansion to 120 Annual Holidays and Introduction of a Full Five-Day Workweek

The company will increase annual holidays from 110 to 120 days and introduce a full five-day workweek. In addition to meeting the demands of 20-somethings who prioritize a 'full five-day workweek (57.9%),' the company will realize effective work-life balance through overtime reduction and operational efficiency using attendance management systems.

2. Average Wage Increase of 5.8%

As part of creating an environment where employees can work with peace of mind, the company will implement an average wage increase of 5.8%, combining the increase in annual holidays and performance-based raises. The increase in annual holidays effectively contributes to an improvement in working conditions equivalent to approximately 3%. By stabilizing the foundation of daily life, the company supports an environment where employees can focus on high-creativity tasks.

3. Expansion of Employment Opportunities to Age 70 (Strengthening the Continuous Employment System)

The company operates a re-employment system up to age 65 and a subsequent continuous employment system. This initiative provides more stable employment opportunities beyond age 65, ensuring an environment where employees can work until age 70. By having multiple generations work together, the company promotes knowledge circulation and enhances corporate competitiveness.

■ Building an Organization Supported by Both Work Style and Compensation

LIVLAN has supported the diverse lifestyles of residents through unique value propositions such as soundproof apartments and renovations using natural materials. With this system revision, the company is also focusing on the 'work styles of the employees themselves' who create that value. By reviewing the environment through both retirement age extension and compensation, the company is building a foundation where employees can work with peace of mind regardless of age. The company will continue to propose new work styles in the real estate industry by building an organization where multiple generations grow together.