Work-Life Balance

Location
TOP > CORPORATE INFORMATION > Diversity & Inclusion > Work-Life Balance

Work-Life Balance

People with different backgrounds have different work styles. Nissan embraces diverse life styles and values of all individual and offer them wide variety of work style options that work the best for them to achieve their best performance results.

Work-life balance promotion(Japan)

Nissan has supported the employees’ work-life balance through measures and programs that can help the employees maximize their work performances. For example, we offer flexible work style options to accommodate the various life needs of the employees at different family-life stages. We also encourage the employees to review their daily work hours, work efficiency, or work productivity to improve their overall quality of life and work to achieve better work-life balance.

The programs include flex time without core time, half-days off, and telework. We have set corporate goals to increase the employees’ use of telework and paid leave through such measures as work-hour monitoring, office lights-off, no overtime days, weekly PDCA use, whose ultimate goal is to increase the employees’ work efficiency or productivity and curve long-hours culture. Through office renovation and improved IT infrastructure in place, now we can communicate and collaborate with anyone on the global Nissan network via a laptop.

We’ve leveraged our support programs for the employees with children to care. We have built a work-childcare balance programs which include benefits in excess of statutory provision. The aim is to help the employees’ growth and higher contribution to the company at the best of their abilities at each of their ever-changing life stages.

Workstyle Reform “Happy8” Program

Workstyle reform is now underway at Nissan. Happy 8 program was launched in 2015 to drive the company-wide work-productivity improvement effort: the program encourages the employees to become conscious of 8 working hours a day and to pursue happiness at work on 8 key items.

Raising work-life balance awareness

To encourage the employees to become more conscious of work-life balance, the company has been launching many awareness-raising activities such as releasing Happy8 magazines or putting up articles on the theme of work-life balance onto the intranet. Also the last Friday of a month is set as ‘Happy Friday’ when the employees are strongly recommended to leave office earlier.


Diversity site articles


Mail magazines

Work-at-home Program (Japan)

To improve the quality of the employees’ work and life, we raised the maximum available hours for telework up to 40h a month in Jan. 2014 (excluding the workers on the line). The aim is to give more latitude to the employees regarding their work hour control and improve their work efficiency and productivity. For the childcare/eldercare givers, we have allowed up to 50% of their prescribed monthly work hours used for telework. We have set up a dedicated webpage for telework promotion where the employees’ best practices are shared. We will keep up our effort to innovate workstyles that improve the employees’ work efficiency and productivity, encouraging telework.


Work-at-home site

Work-life support programs that accommodate different needs at different family-life stages (Japan)

Work-childcare balance programs purposes to support the employees’ growth and encourage their higher contribution to the company at the best of their abilities as they move on different life stages. The program offers benefits in excess of statutory provision and we also offer eldercare givers many support measures such as eldercare leave, shorter work hours, and telework.

Time-off for families ’Family Support Leave Program’ (Japan)

This leave purposes to support the employees’ family lives: the employees are entitled to take this leave for one of the reasons of marriage, childbirth by spouse, childcare, eldercare, and fertility treatment up to 12 days (5 of which are paid leaves ) a year, by half-day increment .

On-site Nursery ‘Marchland’ (Japan)

Now we have set up 4 on-site nurseries in Kanagawa prefecture (at Nissan Global Head Quarters, Global Information System Center, Technical Center, and Oppama plant). These nurseries have played one of the key roles of helping the employees with childcare to continue on their career with less burden over nursery matters. Also in GHQ we have lactation room called ‘MM Care Room’ which is also available as a resting place for expecting employees when they don’t feel well.

Work-Childcare Balance Support Seminars (Japan)

The company has prepared a holistic support programs for the employees going through the process of childbirth and childcare. Before their starting their maternal leave, the company provides them with an ‘expecting parent seminar’ where the participants share their personal concerns on career, workstyles or others, prepare themselves mentally for leave and list up their to-do list while they are on leave. The employees’ male partners are also invited so that they can prepare themselves together how to balance work and life after childbirth. Also the employees on childcare leave and their spouses are invited to ‘Reinstatement Seminar’ to support the employees’ smooth reinstatement and work-life balance afterwards. Through lectures by external guests, panel discussions by the employees who have reinstated from leave and group discussions among participants, the expecting employees can obtain helpful tips on how to balance work and life after they come back to work. Also seminars are given by superiors balancing work and life to improve not only the morale of the employees but give better understanding to their superiors who have subordinates with childcare. To encourage the male employees’ participation in house work, we have events such as ‘Cooking class for men’.

Laptop check-out permission and authorization to view the intranet while on leave (Japan)


Intranet top page

Corporate laptops are available for check-out to those who take childcare/elder care leave so that they can access Nissan network and obtain internal information. This service has been well received from the employees on leave since they feel less alienated during leave and the access to the company info during leave helps them bring themselves up to speed quickly when they are reinstated.

Leave for Accompanying Spouse, Reemployment Program (Japan)

The opportunity for reemployment is open to those who leave employment to accompany their spouses overseas so that they can resume their career, building on their work experiences at Nissan.

Work-family care balance support (Japan)

In our aging society, more workers are expected to become caregivers of their aging parents. Therefore, the company has provided the employees with the opportunities to learn the basic of eldercare and available support programs. Also we have set up an eldercare hotline for the employees to consult any eldercare concerns to external experts.

Go back to top of this page