Realizing a Safe and Secure Working Environment

The Shiseido Group is committed to enhancing the work environment through various systems and measures to ensure that employees from diverse backgrounds can continue to work with passion and peace of mind. Specifically, we have established work-related systems that promote employees' autonomous work styles, as well as comprehensive support programs that exceed legal standards to help them continue their careers regardless of life events. We believe that such environmental enhancements lead to improved employee productivity and the delivery of results through growth associated with career advancement, which in turn enhances corporate performance and value.

Since 2017, the Shiseido Group in Japan has ensured that employees with same-sex and opposite-sex partners receive equal treatment. Common-law and same-sex couples are also eligible for the same support provided to employees raising children or caring for family members. In 2025, 502 Shiseido Group employees in Japan, including 115 men, took childcare leave. We hold Welcome Back Seminars for employees returning to work after childbirth to alleviate their concerns about balancing work and childcare. As a result, 94.5% of employees in the Shiseido Group in Japan have returned to work after childcare leave, a consistently high rate.
To achieve the goal of 100% utilization of childcare leave by eligible male employees, we published interviews with employees who had taken paternity leave and shared information about childcare internally. By the end of 2024, the Shiseido Group in Japan successfully reached 100% participation of eligible male employees in taking their childcare leave.

Shiseido Company, Limited obtained Kurumin certification under the Act on Advancement of Measures to Support Raising Next-Generation Children in 2007, 2013, and 2016, and Shiseido Japan Co., Ltd. obtained it in 2007.

We have introduced a flexible working hours system that allows each employee to proactively select the working hours during which they can demonstrate their highest performance, tailored to their daily work situations and lifestyles. By promoting the efficient use of time, we are achieving both improved productivity and an enriched daily work-life balance.

We have established an environment where employees can flexibly perform their duties from locations other than the office, depending on the nature of their work and individual circumstances. In addition to providing mental and physical leeway by reducing the burden of commuting and enabling an efficient approach to tasks that require concentration, this remote work (telework) system serves as an option for employees to advance their careers with peace of mind regardless of life events, such as the need to care for children and other family members.

To support employees in balancing childcare and work, Shiseido is committed to providing a comprehensive environment.
Our support programs are available not only to employees with biological or legally adopted children, but also to those with children in the probationary period for special adoption or children entrusted to foster parents for adoption. The specifics of these support programs are detailed in the “Guidebook for Support to Balance Work and Childcare/Nursing Care,” which supervisors are responsible for sharing with eligible employees.

Maternity leave (Leave before delivery, leave after delivery)

Shiseido offers up to six weeks of paid leave before delivery and eight weeks of partially paid leave after the birth of a child. Employees have the option to use accumulated leave and annual paid leave to cover any unpaid leave periods. Additionally, those who opt for unpaid maternity leave can apply for a maternity allowance through the Shiseido Health Insurance Society.

Childcare leave

Shiseido employees are entitled to childcare leave that exceeds the legally mandated minimum, allowing for a total of up to five years during the period until their child reaches three years of age. To support a smooth transition back to work, Shiseido has implemented a communication framework called the Childcare Plan. This plan enables female employees to discuss the process from pregnancy through to their return to the workplace with their supervisors, helping to alleviate concerns related to pregnancy, childbirth, and childcare, and facilitating the sharing of information in the event of a supervisor change.

Childcare leave at the time of delivery (Paternity leave after delivery)

In addition to standard childcare leave, employees can take up to four weeks of leave within eight weeks following the birth of their child. If employees initially apply for the full four weeks, they have the option to split the leave into two separate periods for the same child. While the Company does not provide wages during this leave, employees are eligible to receive childcare leave benefits through employment insurance. During this period, employees may work under a pre-arranged schedule, as agreed upon by both the employees and the Company (supervisors), in accordance with a labor-management agreement.

Special leave for childbirth and childcare

When an employee's partner gives birth, they are entitled to up to five days of special paid leave. Furthermore, employees can take special paid leave for childcare, which consists of two separate periods of up to seven consecutive days (including weekends), until their child reaches three years of age. Employees who have been with the Company for less than a year and are not yet eligible for standard childcare leave can also utilize this special leave, taking it as a continuous two-week period.

Paid leave for children's healthcare

Employees with children up to the third grade of elementary school are entitled to take paid leave on an hourly basis for various caregiving needs, including illness, injury, medical checkups, vaccinations, school closures due to infectious disease outbreaks, and attendance at entrance and graduation ceremonies. Parents can take up to five days of leave per year for a single child (equivalent to 40 hours), or up to ten days per year for two or more children (equivalent to 80 hours). To foster a family-friendly environment and support parents in balancing childcare with their professional responsibilities, Shiseido offers paid leave beyond the legally mandated minimum for attending school events where parental participation is either required or encouraged, such as sports days, arts festivals, open classes, and parent-teacher meetings.

Childcare Time

In accordance with Japanese law, which mandates a reduced working hours system for employees with children until the child reaches three years of age, Shiseido extends this benefit by allowing a reduction of up to two hours in daily working hours until the end of March following the child's ninth birthday (the end of the third grade of elementary school). Additionally, for the period until the child turns one year old, one hour of the reduced working hours is compensated as paid time.

Support for beauty consultants raising children

When beauty consultants, engaged in over-the-counter customer service, use the Childcare Time system to reduce their working hours, substitute staff are deployed to assist with sales counter operations. This arrangement supports them in balancing work and childcare responsibilities while reducing the burden on the entire team.

Establishing breast-feeding/breast-pumping spaces in offices

We offer dedicated spaces for breastfeeding and breast pumping at the Shiodome Office, Hamamatsucho Office, and Shiseido Global Innovation Center (Yokohama). (Additionally, some factories that host tours also provide nursing rooms.)

Unique Childcare Support Services (KANGAROOM)

Aiming to create an environment where everyone can achieve an "advanced balance between childcare and work*," we offer two unique services.
One is the company-sponsored KANGAROOM Kakegawa childcare facility adjacent to the Kakegawa Factory (tangible support). The other is KANGAROOM+, a flexible childcare program designed to accommodate diverse work styles by providing consistent care from the prenatal stage through to elementary school graduation, including one-to-one babysitting at offices and various seminars (intangible support).
All of these services are planned and operated by KODOMOLOGY Co., Ltd., a wholly owned subsidiary specializing in childcare services, establishing an advanced, safe, and high-quality support system.

• *Advanced balance between childcare and work: A state of balance between family-centered care—focusing on both children and employees—and work that generates new value.

We support our employees in continuing their careers and achieving personal and professional growth through various life events.

Family care leave

Employees can take leave as often as needed to care for a family member, with the option to take up to one year of leave at a time and a total of up to three years.

Family care time

Employees can utilize “Family Care Time” of up to two hours a day to assist family members with tasks such as hospital visits. This benefit can be used for a duration of up to one year for a single family member, and a total of up to three years.

Family care allowance

Employees receive allowances to help cover the costs of nursing care services and facility fees for family members who have received a Certification of Needed Long-Term Care. These family care allowances are available through the Cafeteria Plan*.

• *A corporate benefits plan with a point system. Employees can select options freely from a menu of services using points they have acquired.

For more details on support programs for childcare and family care, please refer to Social Data.

Support Related to Employee and Partner Transfers

We have established systems that allow employees to accompany their partners or take leave when their partners are transferred within Japan or overseas. Additionally, we have formulated operational guidelines for employee transfers involving relocation to consider employees' circumstances related to childcare or family care.

Support for egg freezing

In addition to offering subsidies to cover the costs of storage and transport of frozen eggs (available as childcare and education allowances under the Cafeteria Plan*), employees can utilize accumulated paid leave for reproductive medicine.

• *A corporate benefits plan with a point system. Employees can select options freely from a menu of services using points they have acquired.

Special paid leave for volunteer activities

Through the "Social Studies Day Scheme," employees can take up to three weekdays of paid leave annually for social contribution activities. This program encourages employees to gain insights into solving social issues, fostering a culture of proactive thinking and action, and applying their broadened perspectives to their work. The Company believes this will contribute to value creation at Shiseido.

Diversity of beliefs

In consideration of a diversity of beliefs, we provide a space for worship in our Shiodome office.

The Shiseido Group in Japan has established a labor-management agreement concerning overtime and work on days off, in line with Article 36 of the Labor Standards Act. This agreement caps overtime at 80 hours per month, even in exceptional and temporary situations, with instances of 45 to 80 hours limited to six times per year. HR departments at major Shiseido Group companies in Japan monitor union members' overtime monthly, provide guidance to departments with significant overtime, and promote health checkups for employees working long hours. Data on working hours and paid leave usage is shared between labor and management and used to develop initiatives to address long working hours.