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Society
Diverse Work Styles
Our Policy and Approach
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The NTT Group has positioned the creation of environments that allow all employees to demonstrate their abilities while remaining healthy in body and mind, fulfilled, and with a sense of growth, as an important foundation supporting our human resources strategy. In addition to respecting flexible work styles based on diverse lifestyles and life events, we conduct fair evaluations, provide growth opportunities, and create safe and secure workplaces in order to enhance well-being and create sustainable value.
We have also established systems and implemented measures to support employees, and are engaged in enhancing work environments so that employees can make autonomous work style and career choices, such as ensuring that working hours are reasonable; promoting taking paid annual leave; and providing support for balancing work with childcare, nursing care, and medical treatment.
Main Initiatives
A Choice of Work Styles (Freedom of Work Location, Hours, and Place of Residence)
To provide employees with the flexibility to choose where they work, when they work, and where they live based on their own lifestyle and the characteristics of their job, the NTT Group has established a wide variety of systems, such as the remote work system, satellite offices, Super Flextime system, and remote standard system. These systems help our employees to balance work with life events such as childcare and nursing care, and contribute toward enhancing work-life integration.
| Work location | Remote work, expanded satellite office locations, etc. |
|---|---|
| Work hours | Flexible hours, split shifts, etc. |
| Place of residence | Remote standard |
Since the introduction of the remote standard system in fiscal 2022, we have been enhancing work-life integration, including decreasing the number of employees given solo transfer assignments by about 1,700 (there were 4,900 employees given solo transfer assignments before introducing the system) and increasing the number of employees who work while residing in remote locations.
According to the results of an engagement survey conducted in fiscal 2023, engagement among employees utilizing the remote standard system who experienced a change in work style was approximately 5 to 10 points higher than among employees whose work styles had not changed. The percentage of employees engaged in remote work was 62.2% at the end of fiscal 2025.
We will continue to confirm how our systems are being used and the results of employee awareness surveys, and will determine the impact of flexible work styles on improving employee well-being and engagement as we continue to enhance these systems.
Remote standard
- Any residence in Japan is acceptable
- When commuting to the office, any reasonable means of transportation considered as business travel expenses is acceptable (lodging expenses are provided as well, if lodging is required)
- No need to relocate to a remote location if the new location is an organization that accepts the Remote Standard
- The system is operated to provide employees with greater work style options based on their area of residence and life events, to reduce the burden of relocation or solo transfer
Promoting Work-Life Management Work and Leave Style Reforms
The NTT Group seeks to create new value through innovation. In order to accomplish this goal, there is a strong need for all NTT Group employees to break away from traditional work styles to adopt more efficient practices not bound by time and place, and thereby exercise greater levels of independence and creativity.
We are also aware of the great importance of supporting this shift by cultivating a deeper understanding of work-life management throughout workplaces and fostering a corporate culture that accepts the diverse work styles of each individual employee.
A variety of systems to promote work-life management
Leave systems
To allow employees to take leave when required by their individual circumstances, we have established several leave systems, such as paid annual leave, special leave, life plan leave, sick leave, and infertility treatment support leave.
Concerning paid annual leave, we continue to create environments that allow employees at each workplace to take leave, from the perspectives of ensuring the right to take leave, allowing employees to refresh their body and mind through taking leave, and increasing productivity. In addition to childcare and nursing care, we have also established systems to support the health and livelihoods of employees, such as allowing employees to provide family care and taking time off for personal illness or treatment.
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| Name of system/measure | Details | Wages paid (100% paid for paid leaves) |
|---|---|---|
| Annual paid leave | This leave can be taken for any purpose. Every year, 20 days of leave are granted to employees that have completed at least one full year of service (13 days for employees who have not yet completed one full year of service). |
Paid |
| Special leave | Available for the following purposes, up to the maximum number of days defined for each purpose: Wedding (5 days), bereavement (10 days depending on relationship), summer vacation (3 days), etc. |
Paid |
| Life plan leave | Up to three days of paid annual leave that would be normally lost at the end of the leave year can be accumulated annually as life plan leave, a separate type of leave that can be used regardless of the reason. Employees also accumulate five additional life plan leave days for every five consecutive years of service (up to a total of 40 days). |
Paid |
| Sick leave | Can be used when injured or ill Maximum period available based on type of condition (illness, injury, morning sickness, etc.): Three months to two years |
Paid |
| Infertility treatment support leave | System that grants from one month to one year of leave when extended leave is required due to infertility treatment | Unpaid |
Available to full-time employees of major Group companies
Childbirth and childcare support
We have established a variety of programs to help employees balance work with birth and childcare, such as commuting relief during pregnancy, health checkups during pregnancy and after childbirth, maternity leave, special leave (childcare time), paternal leave, shift work or reduced working hours for childcare, and restrictions on overtime and late-night work.
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| Name of system/measure *Available only to women |
Details | Wages paid (100% paid for paid leaves) |
|---|---|---|
| Commuting relief during pregnancy* | System that exempts employees from up to 60 minutes of work per day at the beginning or end of work hours. | Paid |
| Health checkups during pregnancy and after childbirth* | System that exempts employees from work if they receive health guidance or take health checkups during pregnancy and for one year after childbirth | Paid |
| Special leave (childbirth)* | Special leave system where employees can take leave from the sixth week (the 14th week for a multiple pregnancy) before the expected delivery date to the eighth week after childbirth | Paid |
| Special leave (childcare time)* | System that grants up to two 45-minute childcare breaks (one hour breaks for twins) for female employees looking after babies under the age of one year | Paid |
| Parental leave | System where any employee can take leave to look after a child under the age of three | Unpaid |
| Reduced working hours for childcare | System where any employee can reduce their working hours while their children are in third grade or below (four, five, or six hours) |
Depends on work hours |
| Shift work for childcare | System where employees can work in shifts while their children are in third grade or below | ― |
| Restrictions on overtime and late-night work | System that places restrictions on overtime and late-night work while employees' children are in third grade or below | ― |
Available to full-time employees of major Group companies
Nursing care support
We have established a variety of programs and are creating environments that allow employees to continue their employment while engaged in family nursing care, such as nursing care leave, shift work or reduced working hours for nursing care, and restrictions on overtime and late-night work.
How nursing care is provided differs from employee to employee. We provide support so that employees can continue their careers while providing nursing care, in combination with systems that allow employees to flexibly adjust their working hours and work styles.
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| Name of system/measure | Details | Wages paid (100% paid for paid leaves) |
|---|---|---|
| Nursing care leave | System where any employee can take leave if they have a family member in need of nursing care (up to a total of 18 months) | Unpaid |
| Reduced working hours for nursing care | System where any employee can reduce their working hours for up to three years if they have a family member in need of nursing care (four, five, or six hours) |
Depends on work hours |
| Shift work for nursing care | System where employees can work in shifts for up to three years if they have a family member in need of nursing care | ― |
| Restrictions on overtime and late-night work | System that places restrictions on overtime and late-night work for employees who have a family member in need of nursing care | ― |
Available to full-time employees of major Group companies
Work-related systems
We have established systems that allow employees to work flexibly based on their circumstances and the characteristics of their job, such as the flextime system, Super Flextime system, and remote work system.
In particular, the flextime system and remote work system have been established as employee support programs that contribute toward balancing work and life and improving productivity, and these systems help us to create environments where employees can continue to demonstrate their abilities.
| Name of system/measure | Details |
|---|---|
| Flextime system | This system allows employees to flexibly set when they will start and stop working based on their work or life situation. The Super Flextime system allows employees to work within a flexible time period with no core times set. |
| Remote work system | This system allows employees to perform remote work, as long as the work can be performed at home or elsewhere outside the company. This helps to reduce the burden of commuting, balance work with childcare or nursing care, and realize flexible work styles. |
| Reduced working hours system | This system allows employees to work reduced hours depending on their circumstances, such as providing childcare or nursing care. It offers flexible work arrangements equivalent to those of part-time work to help employees balance work and life. |
| Childcare and nursing care support | We have established a variety of systems to help employees balance life events with work, such as maternity leave, nursing care leave, shift work or reduced working hours for childcare or nursing care, and restrictions on overtime and late-night work. |
| Leave for family care, medical treatment, etc. | We have established a variety of systems to allow employees to take leave for family care, for personal illness or treatment, and for other life events, such as annual paid leave, special leave, life plan leave, sick leave, and infertility treatment support leave. |
Available to full-time employees of major Group companies
Balancing between Life Events and Work
The NTT Group aims to continue to provide opportunities for employees to continue to work with peace of mind, take on challenges, and thrive, regardless of their particular life events. We continue to create environments to support employees, their superiors, and their workplaces so that employees can balance work with life events such as childcare, nursing care, and medical treatment. In doing so, we take a three-pronged approach consisting of (1) establishing systems, (2) supporting employees, and (3) disseminating information and promoting understanding.
(1) Establishing systems: Meeting needs for diverse work styles
In addition to making use of existing systems, such as life plan leave, the flextime system, and remote work, we continue to enhance systems to provide flexible work styles based on the individual situations of employees. In light of needs identified during employee engagement surveys, we established the infertility treatment support leave in July 2024 (details are provided in the next section).We continue to support diverse work styles through the systems we have established. For example, we began offering employees the option to start work earlier (from 5 a.m.) to help balance work with childcare or nursing care, and we introduced a measure in which employees returning from childcare and nursing care leave receive a certain salary.
(2) Supporting employees: Support anytime and anywhere
We provide a video distribution service to help employees balance work with childcare, nursing care, or medical treatment, and allow employees to access the information and healthcare support they need, regardless of time or location. We have also set contact points for help maintaining a work-life balance, so that employees can receive advice and peace of mind, instead of handling situations on their own.
(3) Disseminating information and promoting understanding: Employees and their superiors and colleagues
Maintaining a proper work-life balance cannot be done by the employee alone, and requires the understanding of their superior, colleagues, and others around them. We conduct company-wide D&I seminars to create an organizational culture of respecting diversity, covering a wide range of topics, such as balancing work with childcare, nursing care, and medical treatment; women's health; and understanding the privileges of the majority. We also provide support to individual employees and raise awareness throughout workplaces through such means as holding parent education classes and nursing care social gatherings, our Communication Handbook, and movies and manuals covering the systems we offer.
Establishment of Fertility Treatment Support Leave
Employee engagement and other surveys revealed that among those balancing work with medical treatment, those undergoing fertility treatment made up the highest percentage of employees who responded that balancing the two was difficult.
The reason cited was scheduling adjustments around treatment, and the most desired support was leave and other such considerations.
In addition to existing systems, we established infertility treatment support leave in July 2024, believing that it was important to accommodate various work style needs to help diverse human resources thrive, including long-term leave for those who wish to focus on infertility treatment, both mentally and physically. We also distribute information for employees and managers through means such as seminars and manuals, to make it easier for employees to use the systems that are available to them and to promote understanding throughout the workplace.
Introduction of Early Morning Work Starting at 5 a.m.
In the employee awareness survey, mainly employees raising children expressed a strong desire for "early morning work (starting at 5 a.m.)" to be able to concentrate and work.
Our Super Flextime system has enabled employees to work split shifts, and furthermore, starting in July 2024, we made it possible for employees to start work at 5 a.m. regardless of the reason. This allows for greater flexibility in working hours, for example, starting work at 5 a.m. when employees can focus on their work, then pausing at 7 a.m. for childcare, and resuming at 10 a.m., which will contribute to enhancing work-life integration.
Salary Measure for Employees Returning from Childcare, Nursing Care, or Other Leaves
The NTT Group has offered childcare and nursing care leave systems that are more comprehensive than national systems.
Previously, in cases where an employee took leave for the entire evaluation period due to childcare or other leaves and did not perform any work over that duration,* the employee was marked as "not evaluated."
To increase motivation upon returning to work and to make childcare and nursing care leaves easier to take, in June 2024, we introduced a new measure where returning employees receive a certain salary adjustment (specifically, instead of "not evaluated," employees receive an evaluation that is one level higher).
*Employees have been evaluated if they worked even for a day during the evaluation period.
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