Naruke Cosmetics Adds One Company-Wide Holiday Per Month, Excluding Weekends

Meeting scene in the Research and Development Department.

Naruke Cosmetics Co., Ltd. (Representative: Hiroyoshi Muraoka, Headquarters: Fukushima-ku, Osaka) has established a new "Company Designated Holiday System," granting an additional company-wide holiday. This initiative aims to improve productivity by allowing employees to refresh their minds and bodies. For the current fiscal year, which is the first year of operation, June 19th has been designated as a company holiday, creating a three-day weekend by including the preceding Saturday and Sunday. The company designated holiday will be determined annually based on the calendar and is therefore not fixed, but it is expected to be set in June, a month prone to health fluctuations due to seasonal changes, and when there are no national holidays. This year, our company's total annual holidays will be 129 days.

[Breakdown of Annual Holidays] Saturdays and Sundays: 102 days National holidays (excluding New Year's Day): 16 days Summer holidays: 3 days (6 days including weekends) New Year's holidays: 7 days (7 days including weekends) Company designated holiday: 1 day

Initiatives to foster a comfortable working environment in addition to establishing and updating systems Founded in 1932, our company began initiatives for work style improvements for both men and women early on. When the maternity and childcare leave system was introduced in 1985, systems other than pre-natal leave were applied equally to both men and women, demonstrating a forward-thinking system design. As a result, as of the end of March 2026, the average years of service are 20.0 years for men and 15.7 years for women, which is longer compared to the National Tax Agency's 2023 "Survey of Actual Status of Private Sector Salaries," which shows 14.1 years for men and 10.3 years for women. Our company strives to create an environment where employees can perform at their best from multiple perspectives by not only establishing and updating necessary systems according to the times but also by implementing training for managers to utilize these systems, adopting the company-wide practice of addressing colleagues with "-san" instead of titles, and prohibiting emails and phone calls between employees outside of working hours (9:00 AM to 6:00 PM) except for urgent matters, thereby fostering a comfortable working atmosphere.

Improving product development and service provision through enhanced employee performance

Feedback from employees regarding the new system includes requests for four-day weekends by combining it with regular paid leave. Employees with childcare responsibilities mentioned that while regular holidays are difficult for childcare arrangements, the company designated holiday allows them to leave their children with caregivers and have time for themselves. Others noted that with paid leave or compensatory leave, they sometimes worry about work while on leave because other colleagues are working, but a company-wide holiday might offer greater peace of mind. Aki Fujiwara, Head of Human Resources, stated, "We believe the ability to rest and refresh oneself also contributes to improved work performance. We aim to bring out the best in our employees and strive to develop more attractive products and provide better services."

Female employee in sales promotion (mother of 3)

[Work Style Initiatives Over 40 Years]

1985: Maternity and Childcare Leave System launched, system created in accordance with the Equal Employment Opportunity Act.

1989: First employee returns to work after maternity leave.

1993: Self-Reporting System

A system allowing employees to report concerns and requests directly to the HR department without going through their supervisor.

1996: Company-wide smoking ban

Short-time work system introduced

Introduced a system where employees start at the same time as others but finish work earlier.

1997: First employee to use the short-time work system.

1999: Permission to use maiden name after marriage

Short-time work system updated: Revised to allow employees to freely set their start and end times.

2010: Childcare leave period extended to 2 years

Previously, it was 1 year and 6 months, or until April after turning 1 year old, in line with legal requirements.

Reduced working hours extended until the 3rd grade of elementary school

Extended from the legal requirement of until age 3. Can be changed in 30-minute increments from 5 to 7.5 hours, on a monthly basis.

Shift work schedule extended until the 3rd grade of elementary school

Legal requirement is until age 3. Can accommodate earlier or later start/end times.

Work location restriction system

Option to restrict work location added, changing from the previous requirement of nationwide transfer.

2012: Reduced working hours extended until the 6th grade of elementary school, further extending the previous limit of the 3rd grade.

Shift work schedule extended until the 6th grade of elementary school, further extending the previous limit of the 3rd grade.

Childcare leave extended until the 6th grade of elementary school, extending beyond the legal requirement of until enrollment in elementary school.

Exemption from overtime work extended until the 6th grade of elementary school, extending beyond the legal requirement of until enrollment in elementary school.

Telephone consultation service newly established: Dedicated phone and email contact point established within the HR department.

Distance learning support: Cost of distance learning courses covered even during childcare leave.

Childcare leave period added to years of service.

Reduced reduction in severance pay. Eligible for internal awards for 10 and 25 years of continuous service.

Return-to-work support payment provided.

Allowance for employees returning from childcare leave of 3 months or more. Amount is 20,000 yen per month multiplied by the number of pre-school children.

2014: Obtained "Kurumin Mark"

2016: New personnel system launched

Introduced a new personnel system where managers and specialists are on equal footing.

Childcare and family care support initiated.

Support for employees balancing childcare and family care, and training for managers.

2018: "Skin Leave" system Introduced a leave system to maintain mental, physical, and skin health.

Company-wide flextime system: System previously limited to specific job types applied to all employees.

2019: Company-wide use of "-san" suffix: Unified address for all employees, including executives and managers, to "Surname + san".

2020: Hourly paid leave system: Paid leave previously available in full or half-day units can now be taken in hourly units.

"Papa Book" created: A support book to promote paternity leave uptake, with educational materials for employees and managers.

2022: First "Mama Specialist" Executive Officer appointed: An executive officer who is both a mother and a specialist.

2023: Obtained "Platinum Kurumin Mark"

Female specialist executive appointed.

Female executives from specialist backgrounds, female division managers, and female executive officers appointed.

[Other Initiatives]

No Overtime Day (16 days per year), company-wide flextime system, hourly paid leave. Short-time work arrangements can be flexibly changed monthly upon employee request.

[Awards Related to Women's Advancement]

December 2018: Forbes JAPAN WOMEN AWARD 2018 winner

February 2020: Osaka City Leading Company for Women's Advancement, Excellence Award winner

October 2025: EXPO2025 JPO-WIPO AWARD winner

Reference Materials (Titles of past press releases on work style)

2016/03/30: 100% return rate after childcare leave over the past 10 years

2017/04/19: 100% retention rate for 3 consecutive years after childcare leave

2018/02/28: Naruke Cosmetics to introduce "Skin Leave" system

2018/04/25: Naruke Cosmetics: Ratio of female managers more than doubled in 10 years

2018/12/25: Naruke Cosmetics wins Japan's largest women's award, FORBES JAPAN WOMEN AWARD

2019/04/24: Naruke Cosmetics: Ratio of female regular employees increased from 34% to 53% in 10 years

2020/02/04: Naruke Cosmetics receives Excellence Award from Osaka City Leading Company for Women's Advancement

2020/06/30: Naruke Cosmetics creates "Papa Book" to increase paternity leave uptake

2021/03/26: Naruke Cosmetics: A total of 11 mothers promoted in 10 years

2021/06/17: Naruke Cosmetics: Two-thirds of male paternity leave takers utilized over 3 months

2022/06/01: Naruke Cosmetics: 100% of male paternity leave takers utilized for "1 month or more"

2023/01/05: Naruke Cosmetics certified as a "Platinum Kurumin" company

2024/04/05: Naruke Cosmetics: Female employee ratio, manager ratio, and mother manager ratio doubled

2024/04/12: Naruke Cosmetics to provide self-development and value enhancement support allowance

2024/06/08: Naruke Cosmetics: Paternity leave uptake rate 44%, approximately triple in 5 years

2025/04/03: Naruke Cosmetics: More mothers returning from leave are promoted with short-time work arrangements

2025/06/02: Naruke Cosmetics: Paternity leave uptake rate 60%, all taking 3 months or more

2025/10/07: Naruke Cosmetics receives EXPO2025 JPO-WIPO AWARD

2026/04/28: Naruke Cosmetics: Overall years of service 3.7 years, female employees' service extended by 6 years

2026/06/10: Naruke Cosmetics: Paternity leave uptake rate approximately 80%

Company Overview

Company Name: Naruke Cosmetics Co., Ltd.

Headquarters: 1-11-17 Ebie, Fukushima-ku, Osaka City

Capital: 1.6 billion yen

Representative: Hiroyoshi Muraoka, Representative Director

Number of Employees: 611 (regular employees only as of end of March 2026) Male: 242 / Female: 369

Group Business Activities:

Beauty Consulting Business

Sales of cosmetics, health foods, beauty equipment, shapewear, etc. / Aesthetic services / Education services

Overseas Business Development and sales of cosmetics in various countries including Southeast Asia and China.

Development Business OEM business (contract manufacturing of products under client brands)

Mail Order Business Sales of cosmetics through various media.

Retail Sales Business Sales of cosmetics in drugstores and mass retailers through cosmetic wholesalers, etc.

Sales of proprietary cosmetics and provision of aesthetic services at directly managed stores.

Naruke Cosmetics was founded in Fukushima-ku, Osaka in 1932 with the management philosophy of "for others." We have consistently aimed to deliver peace of mind and happiness to everyone through cosmetics, with the unwavering commitment that "each employee becomes a person with the ability to be useful to others."