The name of the new system is "WAP FAMO Support System. Short for "father and mother" in English, the program supports employees with children regardless of gender. Not only have we added men to the program, but we have also enhanced the support measures. In response to the request from employees who wanted to work for a little while during their childcare leave in order to smoothly return to work, we have established a new semi-childcare leave system. This is expected to make it easier for employees to adjust their work schedules and take more time off.

　FAMO Support Leave, which can be used in the event of a child's illness or injury, was previously five days per year per child, but five days per year will be added regardless of the number of children. In addition, employees who return to work after taking maternity and childcare leave for a total of six months or more will receive a return bonus of 10% of their annual salary before the leave after one year of service.

　Currently, the rate of male employees taking maternity leave at Works is 23.8%, higher than the national average of 13.97%. This is believed to be due to the fact that teleworking (working from home) has become a central working style at Corona Disaster, making it easier for men to take care of their children. Another factor appears to be the flexible personnel system that has long been in place, such as the full-flex time system, which has allowed each employee to work in a way that suits them best. 

　In 2004, Works launched the Works Milk Club to encourage women to balance work with childbirth and childcare. The program offered a variety of support for approximately 12 years, from the time a woman becomes pregnant to the time she graduates from elementary school. However, because the program is limited to women, there has been a tendency for the burden to be concentrated on women as they tend to be left to take care of their children. The "FAMO Support" program is intended to eliminate this problem and further encourage male participation in childcare.

　Our goal is to increase the percentage of men taking childcare leave to 30% as soon as possible, and to enhance the cooperation of those around them so that those who wish to take childcare leave can do so for the necessary period of time. We will create an environment in which each and every employee can continue to work in the way he or she wishes and provide opportunities to play an active role in various life events, not limited to childcare.