Work Style Reform in the Construction Industry as 'Real Wage Increase Type'
Matsushin Announces Reduction in Working Hours: Full Weekend Off for Female Office Staff and Approx. 1.5 Hours Shorter for Male Employees Starting April.
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- 📰 Published: April 3, 2026 at 23:34
Since its establishment in 1974, Matsushin Co., Ltd. (Yashio City, Saitama Prefecture: President and CEO Tetsuya Nagata) has implemented work style reforms effective April 1, 2026, as part of its work style reform initiatives. These reforms include introducing a full weekend off system for female office staff and reducing the daily working hours for male employees, including administrative and site managers, by up to approximately 1.5 hours.
While long working hours remain a challenge in the construction industry, reducing working hours is synonymous with real wage increases and incurs increased fixed costs for companies. This measure confronts this premise by aiming for productivity improvements through pre-emptive IT skills education and operational review, which is a distinctive feature.
■ Background: Lagging Working Hours in the Construction Industry
The "limit on overtime work" stipulated for general companies has been applied to the construction industry since April 2024, necessitating concrete actions from companies regarding long working hours and insufficient holidays, which have been long-standing issues. Meanwhile, due to an aging workforce and labor shortages, it is reported that even if systems are introduced, on-site operations cannot keep up. As of 2020, the construction industry still recorded over 360 more working hours annually compared to the average across all industries. Furthermore, fewer than 20% of companies offer 8 days off per 4-week period, with 45.2% offering 4 days off or fewer per 4-week period, failing to achieve the widely common two days off per week in other industries (Note 1).
We implemented "full weekend off for female office staff and approximately 1.5 hours reduction in working hours for male employees" with the aim of seeing if it could be achieved without lowering employee salaries, while maintaining the current workforce.
■ Policy Details: Full Weekend Off for Female Office Staff, Approx. 1.5 Hours Shorter Working Hours for Male Employees
The scope covers all employees except for on-site construction workers (100% full-time employees). Female office staff are expected to reduce their working hours by approximately 20-25 hours per month, and male employees by approximately 30 hours per month (calculated based on 20 working days per month).
● Female Office Staff: Approx. 240-300 hours/year reduction
- Working Hours: 9:00-17:15 → 9:00-17:00 (15 minutes shorter/day)
- Saturday Work (2-3 times/month) → Full Weekend Off System
● Male Employees (Office/Site Managers): Approx. 360 hours/year reduction
- Working Hours: 7:30-18:30 → 8:00-17:30 (1.5H shorter/day)
● Supplementary Information
- On-site construction workers (craftsmen) will continue to operate from 8:00 to 17:00 as before.
■ Implemented IT Skills Improvement and Process Review
Starting July 2025, we introduced e-learning for female office staff to enhance their IT skills and established an information-sharing system to prevent work from becoming individualized. Furthermore, we have prepared on-site response flows for Saturdays off and thoroughly reviewed task priorities and scheduling. Based on these preparations, we made a management decision to implement working hour reductions, accepting the premise of increased fixed costs. Through optimized designs for each job type, we are carrying out reforms that extend beyond system introduction to operational aspects, fully implemented for all employees without disrupting field operations.
● IT Skills Improvement
Starting July 2025, we introduced e-learning for female office staff to promote the use of Excel and cloud tools, improve efficiency in data management, and enhance skills in operating internal systems. By focusing on content directly applicable to daily tasks and combining repetitive learning with practical application, we aimed for its adoption. This has led to reduced work hours and the elimination of individualized work, contributing to increased productivity.
● Redesigned Collaboration Rules for Workload Equalization
In preparation for Saturdays off and shorter working hours, we organized the response flows for on-site troubles and inquiries. We clarified tasks and contact points that were previously handled by female administrative staff, standardized communication methods, and set response priorities, establishing a system where anyone can respond. This ensures operation independent of specific individuals and enables smooth collaboration without disrupting field operations.
■ Matsushin Co., Ltd. President and CEO Tetsuya Nagata: "We will continue to pursue an environment where everyone can work comfortably and long-term, realizing a way of working that is not bound by industry conventions."
While the introduction of a two-day weekend system is progressing in the construction industry, challenges remain in system design that includes administrative staff and in achieving effective working hour reductions. Furthermore, with the increase in individuals prioritizing work-life balance and strengthened regulations, the era of "how to achieve it" is now being questioned for companies.
Our company, building on the culture of valuing each employee that has supported our consistent low turnover rate of 4%, has taken a step towards balancing productivity and ease of work by improving IT skills and redesigning operations. We believe that it is not difficult because it is the construction industry, but rather that the way of doing things should be changed precisely because it is the construction industry. By driving reform from the back office without disrupting operations, we will realize a working style unbound by industry norms and continue to pursue an environment where everyone can work comfortably and long-term.
■ Matsushin's Other Achievements Regarding Working Style: Maintaining a Turnover Rate Below 4%
Since 2023, Matsushin has actively introduced the following initiatives, and as of March 2026, the turnover rate has remained below 4%. We aim to be a company where employees who choose Matsushin can work with peace of mind for a long time and feel "wanting to continue working," and we will continue to promote working styles that are not bound by industry conventions.
● Retirement Allowance of 10 Million Yen Provided (Introduction Period: February 2023 onwards)
The average annual income for construction workers is said to be approximately 4 million yen, and the construction industry typically uses the Construction Worker Mutual Aid System for retirement benefits. Under this system, savings over 30 years amount to about 3 million yen. Even considering this, it is a reality that preparing for old age is difficult.
Therefore, Matsushin introduced this as a token of gratitude to employees who have supported dangerous sites for many years. Employees with 30 years of service receive 10 million yen. Furthermore, employees with distinguished service, even if they have less than 30 years of service, receive a corresponding amount, with 10 individuals qualifying in the past year.
● Premium Medical Support (Introduction Period: September 2024 onwards)
To alleviate health concerns, we have introduced medical support systems such as comprehensive medical check-ups and second opinion referrals. You can consult about which department to visit for your symptoms. Your family likely wants you to go to the hospital and be healthy. Nevertheless, many workers find hospitals intimidating. In a society where people are expected to live to 100, we want to be a "company that protects the health of its workers" not just to live long, but to age healthily.
This system is not only for employees but also for their families who support them. We want to protect the health of everyone involved with Matsushin. That is what we believe.
● Assistance with Asset Formation (Introduction Period: January 2025 onwards)
Recognizing that many employees are single and few have provisions for the future, we have introduced a corporate defined-contribution pension plan. The company actively supports future asset formation. However, it is difficult for individuals to start new savings on their own. Therefore, the company also provides a small subsidy for all employees' contributions (effectively a wage increase). By supporting economic independence, we aim for a workplace where each employee can "envision their future."
【Company Profile】
Under the banner "Changing the Norms of the Construction Industry," Matsushin Co., Ltd. is a comprehensive rebar solutions company that handles everything from receiving orders for rebar work to material ordering, processing, construction, and transportation, all under integrated management.
Our strengths lie in our "on-site capabilities," which include high construction quality achieved through skilled technicians and state-of-the-art equipment, as well as safety management, site tidiness, and fostering good relationships with local residents. Matsushin was an early adopter of monthly salaries and welfare programs in the construction industry, where daily wages are common. Through management that looks to the future of its employees, we have achieved an overwhelming retention rate of 4% turnover. Under President Nagata, who understands the field, and Chairman Matsumoto, who moves people's hearts, Matsushin continues to strive for the realization of a "construction industry where people can work with pride."
Company Name: Matsushin Co., Ltd.
Address: 236-1 Ose, Yashio City, Saitama Prefecture
Representatives: Chairman of the Board, Miyuki Matsumoto
President and CEO, Tetsuya Nagata
Capital: 10,000,000 yen
URL: https://www.matsushin.co.jp/
Founded: April 1974
Industry: Rebar construction, scaffolding and civil engineering (Permit from the Minister of Land, Infrastructure, Transport and Tourism (General-7) No. 27847)
Keywords: Rebar Construction, Work Style Reform, Turnover Rate, Working Hours, E-learning, Construction Industry, Wage Increase
While long working hours remain a challenge in the construction industry, reducing working hours is synonymous with real wage increases and incurs increased fixed costs for companies. This measure confronts this premise by aiming for productivity improvements through pre-emptive IT skills education and operational review, which is a distinctive feature.
■ Background: Lagging Working Hours in the Construction Industry
The "limit on overtime work" stipulated for general companies has been applied to the construction industry since April 2024, necessitating concrete actions from companies regarding long working hours and insufficient holidays, which have been long-standing issues. Meanwhile, due to an aging workforce and labor shortages, it is reported that even if systems are introduced, on-site operations cannot keep up. As of 2020, the construction industry still recorded over 360 more working hours annually compared to the average across all industries. Furthermore, fewer than 20% of companies offer 8 days off per 4-week period, with 45.2% offering 4 days off or fewer per 4-week period, failing to achieve the widely common two days off per week in other industries (Note 1).
We implemented "full weekend off for female office staff and approximately 1.5 hours reduction in working hours for male employees" with the aim of seeing if it could be achieved without lowering employee salaries, while maintaining the current workforce.
■ Policy Details: Full Weekend Off for Female Office Staff, Approx. 1.5 Hours Shorter Working Hours for Male Employees
The scope covers all employees except for on-site construction workers (100% full-time employees). Female office staff are expected to reduce their working hours by approximately 20-25 hours per month, and male employees by approximately 30 hours per month (calculated based on 20 working days per month).
● Female Office Staff: Approx. 240-300 hours/year reduction
- Working Hours: 9:00-17:15 → 9:00-17:00 (15 minutes shorter/day)
- Saturday Work (2-3 times/month) → Full Weekend Off System
● Male Employees (Office/Site Managers): Approx. 360 hours/year reduction
- Working Hours: 7:30-18:30 → 8:00-17:30 (1.5H shorter/day)
● Supplementary Information
- On-site construction workers (craftsmen) will continue to operate from 8:00 to 17:00 as before.
■ Implemented IT Skills Improvement and Process Review
Starting July 2025, we introduced e-learning for female office staff to enhance their IT skills and established an information-sharing system to prevent work from becoming individualized. Furthermore, we have prepared on-site response flows for Saturdays off and thoroughly reviewed task priorities and scheduling. Based on these preparations, we made a management decision to implement working hour reductions, accepting the premise of increased fixed costs. Through optimized designs for each job type, we are carrying out reforms that extend beyond system introduction to operational aspects, fully implemented for all employees without disrupting field operations.
● IT Skills Improvement
Starting July 2025, we introduced e-learning for female office staff to promote the use of Excel and cloud tools, improve efficiency in data management, and enhance skills in operating internal systems. By focusing on content directly applicable to daily tasks and combining repetitive learning with practical application, we aimed for its adoption. This has led to reduced work hours and the elimination of individualized work, contributing to increased productivity.
● Redesigned Collaboration Rules for Workload Equalization
In preparation for Saturdays off and shorter working hours, we organized the response flows for on-site troubles and inquiries. We clarified tasks and contact points that were previously handled by female administrative staff, standardized communication methods, and set response priorities, establishing a system where anyone can respond. This ensures operation independent of specific individuals and enables smooth collaboration without disrupting field operations.
■ Matsushin Co., Ltd. President and CEO Tetsuya Nagata: "We will continue to pursue an environment where everyone can work comfortably and long-term, realizing a way of working that is not bound by industry conventions."
While the introduction of a two-day weekend system is progressing in the construction industry, challenges remain in system design that includes administrative staff and in achieving effective working hour reductions. Furthermore, with the increase in individuals prioritizing work-life balance and strengthened regulations, the era of "how to achieve it" is now being questioned for companies.
Our company, building on the culture of valuing each employee that has supported our consistent low turnover rate of 4%, has taken a step towards balancing productivity and ease of work by improving IT skills and redesigning operations. We believe that it is not difficult because it is the construction industry, but rather that the way of doing things should be changed precisely because it is the construction industry. By driving reform from the back office without disrupting operations, we will realize a working style unbound by industry norms and continue to pursue an environment where everyone can work comfortably and long-term.
■ Matsushin's Other Achievements Regarding Working Style: Maintaining a Turnover Rate Below 4%
Since 2023, Matsushin has actively introduced the following initiatives, and as of March 2026, the turnover rate has remained below 4%. We aim to be a company where employees who choose Matsushin can work with peace of mind for a long time and feel "wanting to continue working," and we will continue to promote working styles that are not bound by industry conventions.
● Retirement Allowance of 10 Million Yen Provided (Introduction Period: February 2023 onwards)
The average annual income for construction workers is said to be approximately 4 million yen, and the construction industry typically uses the Construction Worker Mutual Aid System for retirement benefits. Under this system, savings over 30 years amount to about 3 million yen. Even considering this, it is a reality that preparing for old age is difficult.
Therefore, Matsushin introduced this as a token of gratitude to employees who have supported dangerous sites for many years. Employees with 30 years of service receive 10 million yen. Furthermore, employees with distinguished service, even if they have less than 30 years of service, receive a corresponding amount, with 10 individuals qualifying in the past year.
● Premium Medical Support (Introduction Period: September 2024 onwards)
To alleviate health concerns, we have introduced medical support systems such as comprehensive medical check-ups and second opinion referrals. You can consult about which department to visit for your symptoms. Your family likely wants you to go to the hospital and be healthy. Nevertheless, many workers find hospitals intimidating. In a society where people are expected to live to 100, we want to be a "company that protects the health of its workers" not just to live long, but to age healthily.
This system is not only for employees but also for their families who support them. We want to protect the health of everyone involved with Matsushin. That is what we believe.
● Assistance with Asset Formation (Introduction Period: January 2025 onwards)
Recognizing that many employees are single and few have provisions for the future, we have introduced a corporate defined-contribution pension plan. The company actively supports future asset formation. However, it is difficult for individuals to start new savings on their own. Therefore, the company also provides a small subsidy for all employees' contributions (effectively a wage increase). By supporting economic independence, we aim for a workplace where each employee can "envision their future."
【Company Profile】
Under the banner "Changing the Norms of the Construction Industry," Matsushin Co., Ltd. is a comprehensive rebar solutions company that handles everything from receiving orders for rebar work to material ordering, processing, construction, and transportation, all under integrated management.
Our strengths lie in our "on-site capabilities," which include high construction quality achieved through skilled technicians and state-of-the-art equipment, as well as safety management, site tidiness, and fostering good relationships with local residents. Matsushin was an early adopter of monthly salaries and welfare programs in the construction industry, where daily wages are common. Through management that looks to the future of its employees, we have achieved an overwhelming retention rate of 4% turnover. Under President Nagata, who understands the field, and Chairman Matsumoto, who moves people's hearts, Matsushin continues to strive for the realization of a "construction industry where people can work with pride."
Company Name: Matsushin Co., Ltd.
Address: 236-1 Ose, Yashio City, Saitama Prefecture
Representatives: Chairman of the Board, Miyuki Matsumoto
President and CEO, Tetsuya Nagata
Capital: 10,000,000 yen
URL: https://www.matsushin.co.jp/
Founded: April 1974
Industry: Rebar construction, scaffolding and civil engineering (Permit from the Minister of Land, Infrastructure, Transport and Tourism (General-7) No. 27847)
Keywords: Rebar Construction, Work Style Reform, Turnover Rate, Working Hours, E-learning, Construction Industry, Wage Increase
FAQ
What work style reform has Matsushin implemented?
The company has introduced a full weekend off system for female office staff and reduced working hours by approximately 1.5 hours per day for male employees.
What is the purpose of this reform?
To address long working hours in the construction industry, achieve both productivity improvement and real wage increases, and create an environment where employees can work comfortably for a long time.
How will IT skills education be utilized?
E-learning will be introduced for female office staff to improve skills in Excel, cloud tools, data management efficiency, and internal system operation.