Premier Group Significantly Extends Childcare Reduced Working Hours to "Until Elementary School Graduation (Up to 12 Years)"

Premier Group Co., Ltd. (Headquarters: Minato-ku, Tokyo; President & CEO: Yoichi Shibata), an automobility company providing comprehensive automotive services, announced today that it has formulated a new "General Employer Action Plan" for the four years starting April 1, 2026.

Under this plan, the company will significantly extend the application period for its reduced working hours system for childcare from the legal standard (until a child turns 3) to "until elementary school graduation (up to 12 years)," thereby implementing support infrastructure four times the legal standard to embody sustainable human capital management.

This new "General Employer Action Plan," with the expansion of this system as its core, has been formulated based on the Act on Advancement of Women's Participation in the Workforce and the Act on Advancement of Measures to Support Children and Child-rearing Support.

Background of Formulation: Challenging the "First Grade Wall" and "Fourth Grade Wall" Hindering Work-Life Balance in Childcare

In the mobility industry, to which Premier Group belongs, promoting the active participation of diverse human resources and diversifying working environments are crucial themes for sustainable growth. To achieve the transformation into an "Automobility Platform Company" as set forth in the new Mid-Term Management Plan "Change & Prove 2030" and create new economic spheres, diverse perspectives unconstrained by conventional industry norms and the power of human resources with varied backgrounds are indispensable. In particular, to foster next-generation leaders responsible for creating new businesses and expanding overseas, a robust organizational foundation is necessary where employees can accumulate experience over 10-20 year periods and remain with the company without being affected by life stage changes.

However, generally, when children enter elementary school, there is a societal issue known as the "First Grade Wall," where new challenges arise in balancing work and childcare due to significant changes in childcare arrangements and daily routines compared to the nursery school era. Furthermore, after the fourth grade, the "Fourth Grade Wall" becomes apparent, where limitations on after-school care programs reduce options for children's after-school activities, forcing parents to reconsider their work styles or abandon their careers.

Our greatest aim in implementing this reduced working hours extension for "up to 12 years," which is four times the legal standard, is to create an environment where future core human resources can continue to take on challenges with peace of mind, without ever giving up on their careers, even when facing societal challenges related to changes in their childcare life stages. This is a strategic investment that embodies our "resolve for change."

Message from Kumi Kondo, Executive Officer, CHRO (Chief Human Resources Officer)

"An Environment Where Careers Are Not Abandoned Due to Life Events"

Women's active participation is indispensable for achieving the 2030 Mid-Term Management Plan.

We will create an environment where individuals can steadily grow for the future without abandoning their careers, even when facing life events.

This action plan demonstrates our "serious commitment" to human resource development.

We will promote this plan and build an organization where all employees can actively take on challenges.

Kumi Kondo, Executive Officer, CHRO

Plan Period

April 1, 2026 - March 31, 2030 (4 years)

Three Major Focus Themes of the General Employer Action Plan (Performance Trends, Goals, Specific Measures)

1 Improving the Ratio of Female Managers (Mindset Change & Career Support)

Indicators

FY2024

FY2025

FY2026

FY2030

【Target Value】

Increase to Target

Ratio of Female Managers

13.8%

11.0%

14.4%

20.0% or more

+5.6%

・Specific Measures: Strategic Development of Next-Generation Female Leaders through Named Selection

Beyond abstract, uniform training, we will select candidates for next-generation leaders on a named basis from each department and create individual development plans. By establishing a system where management and HR collaborate to regularly monitor progress, we will create pathways for advancement and ensure promotions.

In addition, through the "Lean in Premium" women's advancement project, we will strengthen mindset development and training, and foster an organizational culture where individuals can positively pursue their careers with mutual support through cross-departmental internal communities.

2 Support for Balancing Childcare and Family Care (Development of Advanced Infrastructure)

Indicators

FY2024

FY2025

FY2026

FY2030

【Target Value】

Increase to Target

Male Childcare Leave

50.0%

77.8%

80.0%

100.0%

+20.0%

・Specific Measures: Reduced Working Hours until "Elementary School Graduation (Up to 12 Years)" and Eldercare Support

We will extend the period of reduced working hours for childcare to "until elementary school graduation (up to 12 years)," which is four times the legal standard. We will also gradually expand support infrastructure in the "eldercare" domain, where an increase in employees facing such situations is anticipated, to provide peace of mind in anticipation of life events, thereby supporting long-term career continuity for our employees, unaffected by life stage changes.

3 Optimization of Working Environment (Flexible Work Styles and Productivity Improvement)

Indicators

FY2024

FY2025

FY2026

FY2030

【Target Value】

Increase to Target

Overtime Hours

22.5 hours

23.3 hours

23.9 hours

Within 20.0 hours

-3.9 hours

・Specific Measures: Promotion of Flexible Work Styles and Operational Efficiency through AI/DX

We will further reduce overtime hours, which are already significantly below the industry standard at an average of 23.9 hours per month, to "within 20 hours per month." By accelerating company-wide AI adoption and process reforms, we will ensure an environment where employees can focus on core and high-value-added tasks. We will foster an organizational culture where productivity is enhanced collectively by the team, without employees feeling disadvantaged when choosing reduced working hours.

(※ This plan has been formulated in accordance with the "Act on Advancement of Women's Participation in the Workforce" and the "Act on Advancement of Measures to Support Children and Child-rearing Support")

Premier Group will continue to embody sustainable human capital management and contribute to the realization of a prosperous society by pursuing an environment where "fulfilled human resources" with diverse backgrounds can take the initiative and fully demonstrate their abilities.

【Details】

General Employer Action Plan based on the Act on Advancement of Women's Participation in the Workforce and the Act on Advancement of Measures to Support Children and Child-rearing Support (Premier Group Co., Ltd.)

――――― Company Information ―――――

【About Premier Group】

Premier Group is an "Automobility Company Group."

We provide advanced solutions to customers, automobile dealers, and repair shops for various processes related to "cars," including procurement, purchase, usage, maintenance, and trade-ins.

Listed on the First Section of the Tokyo Stock Exchange in December 2018 and transitioned to the Prime Market in April 2022. Currently, with a group structure of over 20 companies domestically and internationally, we also operate in overseas markets, primarily in Southeast Asia.

〈Company Overview〉

Company Name: Premier Group Co., Ltd. (Holding Company)

Listed Market: Tokyo Stock Exchange Prime Market (Securities Code: 7199)

Representative: Yoichi Shibata, President & CEO

Location: 19F, Okura Prestige Tower, 2-10-4 Toranomon, Minato-ku, Tokyo

Established: May 2015 (Group Founding: November 2007)

Capital: 1,817 million yen (as of the end of March 2026)

Business Description: Overall management and operation of the corporate group through holding of shares, etc.

URL: https://www.premium-group.co.jp/

〈Inquiries Regarding This Matter〉

Premier Group Co., Ltd.

Public Relations & IR Department, Group Growth Strategy Division

Email: koho@premium-group.co.jp