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Promotion of the Elderly Empowerment

Introduction of Retirement at 65

The JFR Group has introduced a mandatory retirement age of 65. Rather than utilizing a conventional reemployment system, employees are retained as regular employees after the age of 60. By expanding the scope of roles available to senior employees and expecting a level of performance and contribution commensurate with their employment category, the Group aims to leverage the skills and expertise of senior personnel to enhance both productivity and added value. In the future, the Group believes that senior employees should not only pass on their accumulated knowledge and skills to the next generation but also continue acquiring new knowledge and capabilities themselves. To support this, the Group is working to develop recurrent learning and reskilling programs that encourage continuous professional development.

Post-retirement reemployment program

The operating companies that have not introduced retirement at 65 have in place a post-retirement reemployment program. Basically, these companies rehire employees who reach 60, if desired.

*In principle, all employees who want to be reemployed are reemployed under the revised Act on Stabilization of Employment of Elderly Persons, which came into effect on April 1, 2013, unless they cannot provide labor.

My Life Plan Seminar

The “My Life Plan Seminar” is held for employees aged 53 and over to help them achieve a fulfilling life after retirement. Lecturers from inside and outside the Company provide various information on the future economic design (pension, asset building, etc.), healthcare (improvement of lifestyle including mental aspects, etc.), job satisfaction and purposes in life for employees before reaching the retirement age. They also provide advice on creating a future life plan.

My Life Plan Seminar held in the Tokyo area

Empowering diverse human resources to shine