Examples of Action
Labor-management Relations
The Skylark Group receives recommendations from its labor union based on the current state of operations and engages in lively discussions regarding management issues. Operation and revision of personnel systems, etc. are also implemented after thorough consultation. Through these labor-management relations, we ensure the objectivity and transparency of corporate management and enhance the effectiveness and certainty of various measures.
In terms of specific mechanisms for the labor union—which acts as a representative for Group employees—to be involved in management, Central Labor-Management Council meetings are held at least twice a year, Labor-Management Council meetings are held monthly to discuss issues specific to each business type, and Labor-Management Liaison meetings are held regularly to discuss issues such as the personnel system and labor issues with departments in charge of human resources.
Reduction of Overtime Hours
In the Skylark Group, in addition to ensuring thorough compliance with labor-related laws, labor and management are working together to limit long working hours and encourage employees to take annual paid leave.
For overtime work, we provide monthly follow-ups for overtime workers from their superiors and the departments in charge of human resources, and implement improvement measures. Labor improvement meetings are held monthly with the participation of senior sales department managers, and labor-related data such as overtime hours and the taking of days off on public holidays are shared. Measures are taken against labor risks, and specific success stories are shared to facilitate their application throughout the sales department as a whole.
Unit：hours
Living Wage Support (Support for Balancing Work and Family Life)
Not only domestic but also overseas affiliated companies and supply chains are thoroughly managed as a matter of course to ensure compliance with minimum wages.
Skylark Group has established various systems to ensure that employees can maintain a healthy work-life balance and work with peace of mind while balancing childcare and caregiving commitments. As one example, employees with limited working areas are eligible for a shortened working hours system for childcare until their children graduate from elementary school.
In addition to providing such flexible working styles, we promote a secure foundation for our employees' lives through appropriate hourly wage settings and various welfare benefits, such as meal subsidy programs.
We also provide a 10,000 yen monthly allowance per child to employees supporting children under the age of 18 to support a living wage and help them balance work and family life.
Furthermore, we are building a process to specifically request our suppliers to pay a living wage by revising our CSR checklist, which is planned for fiscal 2026. Through these initiatives, we are working to eliminate unfairly low-wage labor and close the gender wage gap, contributing to the realization of a sustainable society.