Declaring 'Don't Push Yourself Too Hard' on the First Day Back?! Oisix ra daichi Opens Its Unique 'Return to Work Ceremony' to the Public After 10 Years of Supporting Returning Employees
Oisix ra daichi will hold its 10th 'Return to Work Ceremony' on April 24, 2026, to support employees returning from childcare leave. For the first time, it will be an open event to share their know-how on easing psychological burdens with other companies.
📋 Article Processing Timeline
- 📰 Published: April 10, 2026 at 20:00
- 🔍 Collected: April 11, 2026 at 00:26 (4h 26m after Published)
- 🤖 AI Analyzed: April 20, 2026 at 03:09 (218h 42m after Collected)
Oisix ra daichi Inc. (Headquarters: Shinagawa-ku, Tokyo; President and CEO: Kohei Takashima; hereinafter 'the Company'), a provider of food subscription services, will hold a 'Return to Work Ceremony' to welcome back returning employees on Friday, April 24, 2026, as an initiative to support their return from childcare leave. The Company has been conducting this since 2017, marking its 10th milestone this year. Taking this opportunity, the event will be held openly to foster a culture of positively welcoming returning employees by widely sharing the know-how accumulated over the years in a format that can be utilized regardless of company size or industry.
Along with this, a talk session by experts and our employees is scheduled, themed around reducing the psychological burden after returning to work.
■ While the development of systems to support the balance between work and childcare is progressing, challenges 'immediately after returning' remain.
The revision of the 'Child Care and Family Care Leave Act' enacted in October 2025 incorporated the development of systems concerning support for balancing work and childcare. Specifically, it made it mandatory for companies to confirm employees' intentions to take childcare leave, and requires them to present multiple flexible working options such as changing start times, telework, and shortened working hours. Furthermore, systems supporting this balance are being expanded, such as widening the target age for nursing care leave for children. Our company has also been evolving our workstyle support tailored to employees' life events, such as introducing a shortened working hour system for employees with children up to the 6th grade of elementary school ahead of the legal revision, and creating an original support system called 'Papa Plus Leave' (paid leave granted at the time of a spouse's childbirth).
On the other hand, immediately after returning to work, there remain challenges that cannot be sufficiently covered by policies alone, such as anxiety about catching up on tasks and the life burden of balancing childcare and work. As institutional frameworks progress, the importance of effective initiatives that support the initial ramp-up phase after returning is increasing.
■ The 'Return to Work Ceremony' began from employees' real experiences: A 10-year initiative to support post-return life.
At our company, the initiative was started to support changes in the workplace environment after returning to work...
Along with this, a talk session by experts and our employees is scheduled, themed around reducing the psychological burden after returning to work.
■ While the development of systems to support the balance between work and childcare is progressing, challenges 'immediately after returning' remain.
The revision of the 'Child Care and Family Care Leave Act' enacted in October 2025 incorporated the development of systems concerning support for balancing work and childcare. Specifically, it made it mandatory for companies to confirm employees' intentions to take childcare leave, and requires them to present multiple flexible working options such as changing start times, telework, and shortened working hours. Furthermore, systems supporting this balance are being expanded, such as widening the target age for nursing care leave for children. Our company has also been evolving our workstyle support tailored to employees' life events, such as introducing a shortened working hour system for employees with children up to the 6th grade of elementary school ahead of the legal revision, and creating an original support system called 'Papa Plus Leave' (paid leave granted at the time of a spouse's childbirth).
On the other hand, immediately after returning to work, there remain challenges that cannot be sufficiently covered by policies alone, such as anxiety about catching up on tasks and the life burden of balancing childcare and work. As institutional frameworks progress, the importance of effective initiatives that support the initial ramp-up phase after returning is increasing.
■ The 'Return to Work Ceremony' began from employees' real experiences: A 10-year initiative to support post-return life.
At our company, the initiative was started to support changes in the workplace environment after returning to work...