Creating Supportive Workplaces

The Cosmo Energy Group has introduced a variety of programs to help employees maintain their physical and mental well-being while also allowing them to balance work and family responsibilities at various stages of their lives.

Beyond these institutional programs, we have established the Cosmo Work Style Guidelines and encourage employees to choose the work style that suits their own personal situation and work duties, whether that be flextime, telework, or another modality.

Employees giving birth and employees raising children can use a childcare leave system with partial pay that exceeds the legal requirement, and also take advantage of options such as shorter working hours and telework. We also encourage these employees to take other types of leave, such as special occasion paid leave for a child’s first birthday, and childcare leave when a child falls ill, which can be taken until the child graduates from elementary school.

As part of our efforts to support caregivers, we strive to boost caregiver literacy by holding nursing care seminars and distributing our Nursing Care Handbook to ensure that employees are able to balance work and nursing care responsibilities without having to leave their jobs when faced with caregiving challenges. We have also set up a Nursing Care Consultation Hotline in the Human Resources Department to foster an environment in which employees feel free to ask for help.

★：Cosmo program exceeds the standards set by Japanese law

Without star: Cosmo program meets the standards set by Japanese law

Number who took childcare leave

Benefits and Loans

For employees on maternity and postpartum leave, the Cosmo Oil Health Insurance Society provides a maternity allowance equaling two-thirds of the standard daily compensation. During childcare leave, in addition to the childcare leave benefits provided by the government’s employment insurance, 30% of the employee’s standard compensation is paid by the Cosmo Oil Mutual Aid Association. The association also offers a loan of up to 500,000 yen to those on childcare leave.

Career Support During Leave

Prior to taking maternity leave, the employee has a meeting with her supervisor to provide a concrete idea of her desired work style after returning to work. During the leave, the supervisor maintains regular contact with the employee and shares relevant company information with her, while also encouraging her to take online company courses to maintain her career awareness. A few months after returning to work, the employee meets with her superior to discuss her needs in terms of work style and the scope of duties going forward.

Note: Whenever program usage extends from one fiscal year into the next, the usage is counted for each year concerned.