Eisai aims to create workplaces where every employee can work toward the achievement of the hhc philosophy with a rewarding sense of satisfaction. Eisai has various working options such as flexible work hours and discretionary working arrangements for employees to ensure work-life balance. In addition, the company provides employees with extensive leave and short-working hours beyond the legal requirements to support their life events such as childcare, long-term care, and nursing care.
Furthermore, Eisai has introduced a leave system for self-development / social contribution activities to encourage employees to take part in social contribution activities and to further their personal and professional development. Organ donor leave, mental healthcare services, and health guidance by an industrial physicians are also provided to promote well-being of the employees. Through these endeavors, Eisai is striving to create a workplace environment that enables each employee to play an active role.
In order to create a work environment in which all employees work proactively and challengingly from a voluntary motivation and a high level of engagement, we conduct an engagement survey as an index to grasp the issues and areas of improvement.
In the results of the survey conducted in May 2020, the total engagement score was 74, which was 3 points higher than the all industry average. In particular, in the survey item of “empathy for corporate mission and vision,” the score was 83, which was 9 points higher than all industry average, and it was confirmed that the management policies and strategies based on the “hhc” philosophy are highly penetrated to the employees. On the contrary, the score of the survey item of “workload” was 59 which was 5 points lower than the all industry average. The Company is working on understanding the current situation and making efforts to accelerate workstyle reform.
Programs for supporting employees in their life events and for self-fulfillment
|Pregnancy morning sickness leave||Allows expectant employees having difficulty working due to morning sickness to take leave three times per pregnancy (up to a total of 15 days).|
|Childcare leave||Allows employees to take leave up until the child's third birthday in addition to maternity leave (leave available immediately before and after childbirth).|
|Caregiving leave||Allows employees with family members who require caregiving to take up to five days of paid leave per year or leave of up to one year.|
|Shorter working time for childcare and caregiving||Allows employees to work shorter hours (reduction of up to two hours per day) for childcare and caregiving. The shorter working hours for childcare are available up until the end of March following the child's ninth birthday. The program can be used with the flexible working hour program to make adjustments to working hours each month.|
|Temporary childcare leave||Allows employees with pre-school age child(ren) to take up to five days of paid leave per year to attend to their sick child(ren) or for vaccinations and health checkups for their child(ren).|
|Long-term medical leave||Allows employees to add together unused paid leave, which is not taken within the validity date, up to fifty days for themselves in order to take paid leave for medical treatment and/or convalescence. Can be used when taking seven or more consecutive calendar days off for medical treatment of illness or injury. Can be used on a daily or half-day basis in the case of cancer treatment, dialysis treatment, and infertility treatment.|
|Leaves for self-development / social contribution activities||Allows employees to take up to five days of paid leave per year for self-development activities based on their career plans, taking part in activities related to medical care / welfare /environmental protection conducted by organization of a social and public nature or non-profit organizations, and carrying out social contribution activities that utilize their own knowledge, skills, and experience.|
|Donor leave||Allows employees who become bone marrow donors to take as many days of paid leave as necessary during the period between their registration as a donor and a checkup performed after the bone marrow harvesting.|
|Leave of absence for privately funded studying abroad||Allows employees with more than 1 year of service to take leave of up to two years for studying abroad at private expense (overseas / domestic).|
|Paternity leave||Allows employees to take up to five days of paid leave when their spouse gives birth, up until eight weeks after birth.|
|Leave of absence for accompanying spouse assigned overseas||Allows employees with more than 1 year of service to take leave of up to three years for accompanying their spouse on overseas assignment or studying abroad.|
Eisai Joins the “IkuBoss Corporate Alliance”
What is an IkuBoss?
The term “IkuBoss” refers to supervisors (executives and managers) who consider their subordinate personnel and staff members‘ work-life balance and support their careers and lives. At the same time, these supervisors also achieve good results for their organizations and are able to enjoy their work and personal lives.
Joining the IkuBoss Corporate Alliance
Eisai has become a member of the “IkuBoss Corporate Alliance,” a corporate network which recognizes the great importance of such supervisors. The IkuBoss Corporate Alliance carries out measures for active reforms in the awareness of manager-level personnel while promoting the spread of activities to develop the “IkuBosses” who will be the ideal work supervisors for a new era.
Comment on Joining the Alliance
Under Eisai’s human health care philosophy which gives first thought to increasing the benefits to patients and consumers, the CEO issued the “Eisai Diversity Declaration” in October 2012.
As employees are the most important asset of the company, we believe that the mission of all managers is to support the growth of our employees.
In joining the IkuBoss Corporate Alliance, we aim to increase the number of E-Bosses who consider their subordinate personnel and staff members’ work-life balance and support their careers and lives, while achieving good results for their organizations and being able to enjoy their work and personal lives, in order to create a vibrant workplace.
“E-Boss Five-article Declaration”
Here is Eisai’s original “E-Boss Five-article Declaration.” It consists of five items: “Knowledge Growth,” “Family Growth,” “Next-generation Growth,” “Personal Growth,” and “Workplace Growth.”
We pledge to become E-Bosses who consider their subordinate personnel and staff members’ work-life balance and support their careers and lives, while achieving good results for their organizations and being able to enjoy their work and personal lives,
“E-Boss Five-article Declaration”
1. Promote hhc (Knowledge Growth)
2. Value work-life balance (Family Growth)
3. Foster the next-generation (Next-generation Growth)
4. Develop oneself (Personal Growth)
5. Develop the organization (Workplace Growth)
July 12, 2018
Eisai Co., Ltd.
Senior Executive Officer, Deputy Chief Talent Officer,
Head of Talent Innovation Headquarters