Motivating Work Environment

Work–Life Balance

We seek to create workplaces in which employees can have peace of mind as they work. We make it possible for them to choose from among a number of flexible workstyle options in order to best meet their needs and maximize their abilities at whatever stage in life they find themselves.

Flexible Work Systems

ISID respects the individual workstyles of our employees and supports flexibility as a means of improving productivity.

Telework This allows employees to work outside the office—at home or satellite offices—and so make the most efficient use of their time.
We support flexible workstyles for all employees, regardless of location or time, to facilitate high productivity.
Discretionary Labor System This allows employees to use their wit and ingenuity to decide how best to do their work and allocate their time for maximum efficiency.
Flex Time Employees can determine when to start and end their workday to suit both workload and personal needs.
Other Initiatives
  • No late-night overtime
    Generally, no work after 22:00
  • No work on holidays
    No work on Saturdays, Sundays, and public holidays in principle


ISID believes that the physical and mental health of employees helps strengthen their creativity.

Refresh Holidays In addition to annual paid leave, every five years we grant staff so-called refresh holidays. How long these holidays are depends on the length of an individual’s employment.
Those who have been working for us for 10 or more years also receive a refresh bonus.
Accumulated Leave Up to 60 days of paid leave can be accumulated and used for medical treatment and recovery from illness or injury.
Educational Leave Leave is granted employees if ISID believes that a particular activity will contribute to an individual’s education. Included are athletics, cultural and educational activities, and pursuits organized by third organizations.
Donor Leave Employees wishing to donate bone marrow, or stem cells from bone marrow, are granted the number of weekday daytime hours required by appropriate medical facilities to undergo the relevant procedures. These include such activities as registration at a bone marrow bank and health checks following sample collection and donation.
Other Paid Leave ISID endorses the Positive Off movement advocated and promoted by the Japan Tourism Agency of the Ministry of Land, Infrastructure, Transport and Tourism in conjunction with the Cabinet Office, the Ministry of Health, Labour and Welfare, and the Ministry of Economy, Trade and Industry.
Employees are encouraged—at ISID by in-house emails—to use vacation time for pleasure or travel.

Average Overtime, and Paid Leave

Work–Childcare, Work–Nursing Care Balance

To allow employees to balance work with their childcare or nursing care responsibilities, we have in place systems that exceed the legal requirements and support a work–life balance.

We offer childcare and nursing care leave, as well as a number of other leave, flextime, and telework options.

Maternity leave is available to spouses, as is care leave and nursing leave for staff. The leave available exceeds current legal requirements. It is possible for staff requiring nursing care leave or long-term care leave to accumulate their annual paid leave.

In addition, ISID provides subsidies to cover the cost of babysitters and childcare for sick and recovering children.
We hold seminars for all employees on nursing care, to enable them to acquire basic, necessary knowledge and a better understanding of that care system.

Childcare Support System

ISID provides an environment in which employees who are raising children can enjoy a comfortable work–childcare balance.

Leave: Childcare Leave is granted until a child reaches the age of one (one year and two months if both parents take leave). If the child cannot gain entry to a nursery school, employees can extend the leave until the child turns two.
Shorter Work Hours Employees can work shorter hours—up to two hours less per day, in increments of 30 minutes—until their child finishes elementary school.
Leave: Child Nursing Care Employees are granted leave, in half-day or one-day units, for up to 10 days a year, to care for a sick child. This is regardless of the number of children in the family.
Allowance: Sick and Recovering Children, Babysitters Until a child finishes elementary school, if employees need to use services for childcare and sick or recovering children, or babysitters (to perform duties including childcare and nursing care; provide transportation to and from nursery school, childcare centers, and cram schools; pick up and/or drop off individuals requiring attendants for transportation) as a result of a conflict with their work responsibilities, a parent can request that half of the out-of-pocket expenses be covered by ISID.

Support: Family Nursing Care, Long-term Care

ISID helps those employees who need to balance work with nursing care and long-term care. This enables staff to continue working even as they provide family members with the appropriate care.

Leave: Long-term Care Employees needing to look after family members needing long-term care can take up to one year of long-term care leave that can be taken in up to five installments.
Leave: Short-term Care When family nursing care is required, employees can take leave in half-day or full-day increments, for up to 10 days per year. This is regardless of the number of family members requiring care.
Shorter Working Hours: Long-term Care Employees with family members who need long-term care can reduce the number of regular working hours by a maximum of two hours in 30-minute increments per day.
Shorter working hours can be applied up to five times within three years from the first time hours are reduced.
Leave: Family Nursing Care Employees caring for family members (spouses, elementary school or older children, parents, or a spouse’s parents, regardless of whether they live together or separately) can take leave in half-day or full-day increments for up to 10 days a year.

External Evaluations

Selected as a component of the JPX-Nikkei Index 400

ISID was selected for inclusion in the JPX-Nikkei Index 400 in August 2021. The JPX-Nikkei Index 400 is composed of companies with high appeal for investors, which meet requirements of global investment standards, such as efficient use of capital and investor-focused management perspectives. The index was jointly developed by Nikkei, Japan Exchange Group and Tokyo Stock Exchange.


Selected as a component of the FTSE Blossom Japan Sector Relative Index

ISID was selected for inclusion in the FTSE Blossom Japan Sector Relative Index in March 2022.

* FTSE Russell (the trading name of FTSE International Limited and Frank Russell Company) confirms that ISID has been independently assessed according to the FTSE Blossom Japan Sector Relative Index criteria, and has satisfied the requirements to become a constituent of the FTSE Blossom Japan Sector Relative Index. The FTSE Blossom Japan Sector Relative Indices are used by a wide variety of market participants to create and assess sustainable investment funds and other products.


Nikkei Smart Work Survey

ISID was awarded 3.5 stars in the 5th Nikkei Smart Work survey (2021), conducted by Nikkei Inc. since 2017 to rate leading companies pioneering the productivity revolution through workstyle reforms.

The survey targets leading listed and unlisted companies nationwide, defining Smart Work as initiatives that maximize the performance of organizations through three elements: diverse and flexible workstyles, systems for new business creation, and the power to develop markets.

Targeted companies are rated on a five-star scale that takes into account management foundations such as corporate governance.

NIKKEI Smart Work

Awarded Encouragement Prize

ISID's “go! AHEAD” proprietary application was accorded the Encouragement Prize at the sixth HR Technology Awards, which recognize outstanding HR-related technology and big data (analytics) initiatives in Japan.
The “go! AHEAD” app is designed to foster Company-wide adherence to the corporate philosophy's action principles AHEAD. The app enables employees to send messages to one another about conduct based on those principles, which are fully supported by employees.
The initiative has been highly rated for its ability to connect employees, even as telework has become the norm due to COVID-19. Some 1,500 message cards were exchanged during the four months after the application's launch, enabling employees to visualize colleagues' steps reflecting action principles. This has helped create empathy among employees and provided motivation for further action.

Awarded Encouragement Prize

Platinum Kurumin Certification

In 2007, ISID received Kurumin certification from the Minister of Health, Labour and Welfare as a good child-rearing support company based on the Act on Advancement of Measures to Support Raising Next-Generation Children.

Then, on March 23, 2016, we received the special Platinum Kurumin certification based on the same act.

The latter award is made to Kurumin-certified companies that make greater efforts, specifically to promote the introduction and use of systems that support a balance between work and child-rearing.

プラチナくるみん 子育てサポートしています

Tomonin Certification

ISID acquired Tomonin certification from the Ministry of Health, Labour and Welfare, which recognized it for promoting the development of work environments favorable for a work–long-term care balance.


Top 100 Telework Pioneers

In 2018, ISID was selected as one of the top 100 telework pioneers by the Ministry of Internal Affairs and Communications. The companies and other organizations in question were recognized for having made substantial achievements in introducing, or making use of, teleworking.

Telework Pioneer

Positive Off Movement

The movement encourages employees to take the vacation time due them simply for relaxation or travel.


Health Support

ISID set up a department to manage health-related matters for the entire Company. Health management is based on regular health checks conducted by staff including occupational physicians, public health nurses, and counselors.

Safety and health committees meet monthly. In collaboration with ISID’s health insurance association, they set up systems meeting the requirements of safety and health regulations.

Currently, we are working on measures to support the physical and mental health of our employees, so that they can maximize their abilities.

Information Dissemination
  • Each month, ISID distributes an issue of Health Management Office News to all employees. It has information that employees enjoy and that interests them, including seasonal topics and essays on health by occupational physicians. Employees thus can learn about their own health.
  • We also raise awareness of health by disseminating additional information on infectious diseases and seasonal health issues.
Mental Health
  • ISID is involved in both mental and physical care.
  • Department general managers receive mental health training, to better understand mental health issues and provide appropriate care through line management.
  • A booklet is distributed each year to ensure that health remains top of mind.
  • We also provide e-learning programs for all employees on mental health care and good methods of communication
Health Checks, Preventive Measures
  • Employees aged 29 or under undergo regular health examinations at the office. Those age 30 or over receive a more comprehensive checkup off the premises.
  • A Health Promotion Seminar is held each year. These seminars measure physical fitness and calculate physical fitness age. Sports trainers introduce simple exercises and health keepers offer quick neck, shoulder, lower-back and hand massages using aroma oil.
  • We offer dental examinations at our offices each year, to protect the health of employees’ teeth and mouths.
  • We provide timely information on preventing outbreaks of infectious diseases, provide flu shots at our business sites, and subsidize vaccinations at nearby clinics (run by the health insurance association).
  • ISID believes that disseminating information and conducting activities to educate staff about prevention are important for employee health management.

Staff with qualifications as occupational physicians, public health nurses, and occupational counselors are onsite to care for the health of employees on a daily basis.

Consulting Occupational Physicians, Public Health Nurses Employees can consult occupational physicians and public health nurses when they wish or as required by health conditions.
Employees’ family members can also consult these health workers.
Employee Consultations Consultation desks are readily available, so employees can feel free to discuss a range of issues involving work and health concerns.
Relaxation Health Keepers at Head Office provide a relaxation service. Acupuncturists, moxibustion specialists, and licensed masseurs/masseuses are also available

Emergency Safety Confirmation

A safety confirmation system is in place through which the safety of employees can be ascertained quickly in the event of a major natural disaster, other incident, or an accident. There are multiple safety confirmation systems ready for any situation.

In the event of an emergency, the Response Headquarters at Head Office ascertains the safety of employees, so helping protect their lives and ensuring business continuity.