J. Front Retailing believes that work-life balance is important to keep employees healthy both mentally and physically. For this purpose, we implement the following initiatives.

Flexible Work Styles That Allow Employees to Work Anytime, Anywhere

The Group strives to provide flexible work styles and create a system that supports them to increase the productivity of the organization.
J. Front Retailing and Daimaru Matsuzakaya Department Stores adopt flextime and telework systems. By combining these two systems, employees can adjust working hours and workplaces on an hourly basis and work efficiently to suit their work and family circumstances. Parco made a contract with satellite offices considering employees’ home environments.
We also aim to promote communication and streamline operations using IT such as cloud services and video conference systems.
In addition, we strive to promote the use of paid leave and reduce overtime. Daimaru Matsuzakaya Department Stores give their employees consecutive days off to promote the use of paid leave. They can take ten consecutive days off twice a year by combining regular days off and paid leave. Our measures to reduce overtime include the promotion of the use of the flextime system and the telework system, time management by individual employees using IC cards, and the adoption of No Overtime Days.
Going forward, we will create an environment that allows employees to work flexibly to realize their Well-Being Life and increase the productivity of the organization.

Promotion of Teleworking

The Group promotes the use of telework from home to create a pleasant work environment and improve productivity. To this end, we have introduced mobile PCs, smartphones, and video conferencing systems. Telework allows employees to work flexibly and efficiently. Furthermore, we have realized more flexible work styles by combining telework with the super flextime system.
In March 2021, J. Front Retailing expanded it’s telework system, creating an environment that allows its employees to work independently anytime, anywhere according to their duties. We expanded the eligibility for telework to all employees. including officers and managers, and eliminated restrictions on the number of days permitted for telework.

Encouraging the Taking of Paid Leave

The Group is actively encouraging employees to take consecutive days off to promote the use of paid leave. Daimaru Matsuzakaya Department Stores grants eight statutory holidays per year, which can be combined with paid leave as two 10-day or four 5-day consecutive holidays each year. In addition, three of their paid leave days can be taken as event leave.
Employees reaching the ages of 30, 40, or 50 can take consecutive holidays as refreshment leave. The utilization rate of paid leave in fiscal 2024 at Daimaru Matsuzakaya Department Stores was 53.4%.

Reducing Overtime Work

J. Front Retailing, Daimaru Matsuzakaya Department Stores, and Daimaru Kogyo are reducing overtime by adopting diverse working shifts and a super flextime system with no core times.
Other measures include keeping track of individual working times with IC cards. Going forward, teleworking is also being considered for use in operating companies, to further reduce overtime.

Average monthly overtime(Daimaru Matsuzakaya Department Stores)

* Calculated as the prescribed overtime work

Prevention of Employee Turnover Through Support for Balancing Childcare, Family Care and Work

The Group implements various initiatives to create an environment that allows its employees to balance work with childcare and family care. J. Front Retailing and Daimaru Matsuzakaya Department Stores have in place support systems that exceed statutory limits and are promoting the use of a flextime system and telework to create an environment in which employees can continue to work while raising children and caring for their families.

Systems related to child care and family care exceeding statutory limits at Daimaru Matsuzakaya Department Stores and the number of takers in FY2024

Link : Encouraging male employees to take childcare leave

Optional working hours system

Daimaru Matsuzakaya Department Stores has adopted a system that allows employees to choose shortened working hours for childcare, family care, hobbies, and other reasons to enrich their senior life.

(Purpose and period: Up to the last day of the month in which the child enters an junior high school for child care, a period in which the employee needs to take care of his/her family member for family care, etc.)

Area Limited Employee System

In response to the diversification of values and lifestyles among workers, J. Front Retailing and Daimaru Matsuzakaya Department Stores have introduced a system called the “Area Limited Employee System” that allows employees to limit their work areas based on their own preferences. Employees can choose to work in one of five areas including Sapporo, Tokyo, Kansai, Chubu and Shizuoka.

When this system was introduced in September 2017, 696 employees became Area Limited Employees, accounting for approximately 18.5% of the employees of Daimaru Matsuzakaya Department Stores (including seconded employees). As of the end of February 2025, 680 employees had become Area Limited Employees.

Employee engagement survey

Since FY2023, the Group has conducted a company-wide survey to understand employee motivation and engagement with the company. The survey results will be used to create an environment where each employee can demonstrate their abilities and play an active role. (Fiscal 2024: Employee satisfaction rate was 68.9%, Recommendation rate was 59.9%)

System to Support Volunteer Activities

As part of its social contribution activities, the Group has introduced a system of short-term and long-term volunteer leave to support employees' voluntary participation in volunteer activities.

【Daimaru Matsuzakaya Department Stores】
・Short-term volunteer leave: 10 days a year (splittable)
・Long-term volunteer leave: more than one month and within one year

Link : Social contribution activities

Empowering diverse human resources to shine

• Human resources Strategy

• Promoting Women's Empowerment

• Employment of Disabled People

• Promotion of the Elderly Empowerment

• Actions on LGBT Issues

• Human Rights and Labor-Management Relations

• Initiatives to Realize Work-Life Integration

• Promoting Health and Productivity Management

• Support to Help Employees Develop Their Careers

• Social Data

• Acquisition of Third-Party Assurance