Our People

PrintText SizeSmallLarge


Equal Gender Opportunity Initiatives

Childcare and Caregiver Leave Trends

Seiko Epson, an early advocate of equal opportunity employment, abolished gender-based difference in pay in 1983. And, the return-to-work rate for employees who have taken maternity and childcare leave in the 2014 fiscal year was 98% (and has averaged 95% since 1991, when the system was introduced). In fact, as of March 31, 2015, women stay with Epson longer than men on average (20.7 years for women versus 18.3 years for men).


Well-being leave program
Epson introduced a well-being leave program in March 1998 that allows employees who do not use all their annual paid vacation days during the year to stockpile the remainder, up to 60 days, in a separate account. They have the option of using well-being leave days in the event of personal injury or illness, or to care for children or family members, or to participate in school events for their children in elementary and middle school.

Monitoring and Controlling Working Hours

Epson remains fully compliant with labor laws. One of the ways we ensure compliance is by following an operations manual that Epson created to prevent excess overtime work. We have also deployed time management initiatives and monitoring systems across the organization. Epson has programs to build awareness among employees of the importance of regulating working hours appropriately and we are fully committed to maintaining a well-balanced working environment.

Work-Life Balance Initiatives

Next-generation accreditation
mark "Kurumin"

Epson, with one eye trained on the well-being and development of our children, allows employees to balance their careers with their personal lives so that they feel they can stay with the company. We enforce a no-overtime eight-hour workday at least once per week at our sites, and an increasing number of sites have a day each year when parents can bring their children to work. Because of these and other initiatives, Epson is recognized for implementing policies that will benefit the next generation.

Additionally, since October 2005 we have offered an at-home childcare service for employees raising children. Our purpose is to create an environment where both men and women wishing to have a career can play an active role. After a one-year trial period, Epson updated this program in October 2014 and now pays for up to 16 hours of childcare per month. For those who would rather not get the service in their own home, we have set up a temporary daycare space in company housing. This service is being provided on a trial basis.

Labor and Management Initiatives

Seiko Epson is a union shop whose employee union representatives work cooperatively with management to foster a better work environment. Joint committees are formed to discuss and finalize mutual resolutions to issues on a variety of topics, such as work systems, family support, and benefits and wages.

Main Employee Welfare and Benefits Systems (Japan)