[Post-Event Report] Oisix's 'Return-to-Work Ceremony' Welcomes Employees Back from Childcare Leave for the 10th Time: 'Don't Overdo It Declaration' Implemented to Liberate from Post-Return Guilt
Oisix Ra Daichi Inc., a food subscription service provider, held its 10th 'Return-to-Work Ceremony' on April 24, 2026, for employees returning from childcare leave. This year, for the first time, it was held in two parts, featuring certificate presentations and a 'Don't Overdo It Declaration' to encourage not overworking, along with a talk session on reducing psychological burden post-return.
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- 📰 Published: April 28, 2026 at 00:00
- 🔍 Collected: April 27, 2026 at 15:32
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Oisix Ra Daichi Inc. (Headquarters: Shinagawa-ku, Tokyo; Representative Director and President: Kohei Takashima; hereinafter, 'the Company'), which provides food subscription services, held its 'Return-to-Work Ceremony' on Friday, April 24, 2026, for employees returning from childcare leave. This initiative has been carried out annually since 2017, marking its 10th anniversary this year. For the first time, the event was held in two parts: Part 1 included the presentation of return-to-work certificates and the 'Don't Overdo It Declaration' (これは「頑張りま宣言」), encouraging employees to purposefully 'not overdo it' after their return, as they tend to push themselves too hard. Part 2 featured a talk session with experts and company employees on the theme of reducing psychological burden after returning to work.
The Company continues to maintain a 100% childcare leave acquisition rate for both male and female employees, with the number of days taken significantly exceeding the national average. Moving forward, we aim to promote a workplace environment where it is easier to take and return from childcare leave. We also seek to expand the social reach of initiatives supporting returning employees, such as the return-to-work ceremony and other support systems, by actively disclosing them.
▲Part 1: Scene from the Return-to-Work Ceremony
▲Part 2: Scene from the Talk Session
■Background of the Return-to-Work Ceremony
The Return-to-Work Ceremony was conceived in 2017 based on the real experiences of female employees who struggled with worries and anxieties adapting to changes in the workplace environment after returning from childcare leave, and has been held annually since. Its purpose is to alleviate anxieties about returning to work and to facilitate smooth reintegration into the workplace by having managers and colleagues convey a feeling of 'welcome back.' This year marks the 10th anniversary, and the total number of participants, including men, has exceeded 100 people.
Amidst advancements in legal frameworks supporting the balance between work and childcare, such as the revisions to the 'Child Care and Family Care Leave Act' implemented in two stages in April and October 2025, the Company has been working to expand its systems that cater to employees' life events. Specifically, ahead of legal revisions, we introduced a reduced working hours system for parents with children up to the sixth grade of elementary school. We also established our unique support system, 'Papa Plus Leave' (paid leave granted at the time of a spouse's childbirth). Furthermore, through our 'Return-to-Work Support Program,' which includes pre-return seminars, individual interviews, and opportunities for interaction among returning employees, we are promoting the creation of an environment where employees can continue working with peace of mind after returning. Against this background, the male childcare leave acquisition rate was 100% last fiscal year, with an average acquisition period of over three months.
■Return-to-Work Ceremony Part 1
—Message from Representative Director and President Takashima
Part 1 was attended by 16 employees returning to work this spring (2 of whom participated online) and approximately 30 participants including their managers. President Takashima offered encouragement to employees returning from childcare leave, saying, 'Just as children get used to daycare during 'nursery acclimatization,' it's most important for all of you to get used to your new way of working through 'work acclimatization.' There's absolutely no need to compare yourselves to who you were before having children. I want you to learn that 'it's okay not to aim for 100%' and 'things will go well if you ask for help from those around you' as you work while raising children. We have high expectations that you will do good work for a long time, rather than just a quick start.'
—Presentation of Return-to-Work Certificates
With a cheer of 'Welcome back,' managers presented returning employees with return-to-work certificates containing messages and 'veggie bouquets' made of vegetables and flowers. Scenes of pleasant conversation about recent happenings and their children were also observed, creating a harmonious atmosphere. Furthermore, with the desire to alleviate some of the burden of household chores after returning to work, the Company's dinner service 'DeliOisix,' which provides vegetable-rich meals that are ready by simply heating, will be sent at a later date.
The template for the 'Return-to-Work Certificate' and the details of the return-to-work support program are publicly available on the Company's official note. By making them widely accessible for use regardless of company size or industry, we aim to expand the social reach of initiatives supporting returning employees.
Official note URL: https://note.com/oisixradaichi/n/n7a1ae2ca734a
▲Return-to-Work Certificate and a 'Veggie Bouquet' with vegetables
▲Example menu of 'DeliOisix'
—This is the 'Don't Overdo It Declaration'
As people tend to try to do everything perfectly and overexert themselves after returning to work, each participant made a positive 'Don't Overdo It Declaration' (これは「頑張りま宣言」), stating what they would purposefully 'not overdo.' Many declarations related to daily household chores, such as 'Don't overdo housework by fully utilizing home appliances,' 'Quit aiming for one soup and three dishes and graduate from being 'the perfect cook',' and 'Don't overdo tidying up toys.' Voices emphasizing work-life balance were also heard, like 'Don't overdo holidays' and 'Complete work within working hours to prioritize family time.' Participants listened to the declarations, nodding in agreement, and it became a venue for sharing the importance of choosing a sustainable way of working and living.
The Company continues to maintain a 100% childcare leave acquisition rate for both male and female employees, with the number of days taken significantly exceeding the national average. Moving forward, we aim to promote a workplace environment where it is easier to take and return from childcare leave. We also seek to expand the social reach of initiatives supporting returning employees, such as the return-to-work ceremony and other support systems, by actively disclosing them.
▲Part 1: Scene from the Return-to-Work Ceremony
▲Part 2: Scene from the Talk Session
■Background of the Return-to-Work Ceremony
The Return-to-Work Ceremony was conceived in 2017 based on the real experiences of female employees who struggled with worries and anxieties adapting to changes in the workplace environment after returning from childcare leave, and has been held annually since. Its purpose is to alleviate anxieties about returning to work and to facilitate smooth reintegration into the workplace by having managers and colleagues convey a feeling of 'welcome back.' This year marks the 10th anniversary, and the total number of participants, including men, has exceeded 100 people.
Amidst advancements in legal frameworks supporting the balance between work and childcare, such as the revisions to the 'Child Care and Family Care Leave Act' implemented in two stages in April and October 2025, the Company has been working to expand its systems that cater to employees' life events. Specifically, ahead of legal revisions, we introduced a reduced working hours system for parents with children up to the sixth grade of elementary school. We also established our unique support system, 'Papa Plus Leave' (paid leave granted at the time of a spouse's childbirth). Furthermore, through our 'Return-to-Work Support Program,' which includes pre-return seminars, individual interviews, and opportunities for interaction among returning employees, we are promoting the creation of an environment where employees can continue working with peace of mind after returning. Against this background, the male childcare leave acquisition rate was 100% last fiscal year, with an average acquisition period of over three months.
■Return-to-Work Ceremony Part 1
—Message from Representative Director and President Takashima
Part 1 was attended by 16 employees returning to work this spring (2 of whom participated online) and approximately 30 participants including their managers. President Takashima offered encouragement to employees returning from childcare leave, saying, 'Just as children get used to daycare during 'nursery acclimatization,' it's most important for all of you to get used to your new way of working through 'work acclimatization.' There's absolutely no need to compare yourselves to who you were before having children. I want you to learn that 'it's okay not to aim for 100%' and 'things will go well if you ask for help from those around you' as you work while raising children. We have high expectations that you will do good work for a long time, rather than just a quick start.'
—Presentation of Return-to-Work Certificates
With a cheer of 'Welcome back,' managers presented returning employees with return-to-work certificates containing messages and 'veggie bouquets' made of vegetables and flowers. Scenes of pleasant conversation about recent happenings and their children were also observed, creating a harmonious atmosphere. Furthermore, with the desire to alleviate some of the burden of household chores after returning to work, the Company's dinner service 'DeliOisix,' which provides vegetable-rich meals that are ready by simply heating, will be sent at a later date.
The template for the 'Return-to-Work Certificate' and the details of the return-to-work support program are publicly available on the Company's official note. By making them widely accessible for use regardless of company size or industry, we aim to expand the social reach of initiatives supporting returning employees.
Official note URL: https://note.com/oisixradaichi/n/n7a1ae2ca734a
▲Return-to-Work Certificate and a 'Veggie Bouquet' with vegetables
▲Example menu of 'DeliOisix'
—This is the 'Don't Overdo It Declaration'
As people tend to try to do everything perfectly and overexert themselves after returning to work, each participant made a positive 'Don't Overdo It Declaration' (これは「頑張りま宣言」), stating what they would purposefully 'not overdo.' Many declarations related to daily household chores, such as 'Don't overdo housework by fully utilizing home appliances,' 'Quit aiming for one soup and three dishes and graduate from being 'the perfect cook',' and 'Don't overdo tidying up toys.' Voices emphasizing work-life balance were also heard, like 'Don't overdo holidays' and 'Complete work within working hours to prioritize family time.' Participants listened to the declarations, nodding in agreement, and it became a venue for sharing the importance of choosing a sustainable way of working and living.