#1210 Labor Theory 33 | Regarding Corporate Summer Holidays
It is stupidly hot every day, isn't it?
I'm glad I don't have a job where I have to wear a suit and commute in this scorching heat, and as long as I can feel the benefits of remote work I can't help but appreciate it.
Everyone, please be careful about heatstroke.
With that said, it's easy to feel despair when you hear the word summer, but summer also has a happy event called "Summer Vacation." With that in mind, today I thought about corporate "summer vacations."
Why do companies introduce "summer holidays"?
Summer holidays are not stipulated by law.
Japan's Labor Standards Act stipulates "annual paid leave," but special leave under the name of "summer holiday" is not mandatory.
However, according to surveys by the Ministry of Health, Labour and Welfare and data from job information companies (such as Rikunabi and Mynavi), about 70-80% of listed companies have introduced some form of summer holiday system is information that exists. On the other hand, in small and medium-sized enterprises, even if the system exists, there are many cases where it is effectively leave taken by using paid leave...
With that said, despite not being stipulated by law, the reasons why companies introduce summer holidays are as follows.
1. Employee refreshment and health maintenance
In the summer, physical strength is greatly depleted due to the heat, and work efficiency drops as well, making it a hellish season where one is worn out both physically and mentally. Therefore, it is considered necessary to provide a certain period of leave to refresh the mind and body and improve performance, which is why summer holidays are introduced.
2. Responding to needs for returning home and traveling
This is also a culture unique to Japan, isn't it? During the Obon season, there is a long-standing custom in Japan of
"returning to one's parents' home" and "visiting graves." So, is it the feeling that summer vacation = Obon = returning home = holiday? Summer holidays are also introduced for the purpose of considering the needs of employees.
3. Responding to the off-season for business
Due to the reasons 1 and 2 above, many companies take summer holidays. And for BtoB industries,
business may settle down in the summer, and there is an aim to optimize work efficiency by setting holidays during that period. It's the feeling of, "Everyone is taking a break, so let's take a break at this timing."
4. Encouraging planned paid leave acquisition
Also, for companies that do not have summer holidays as a system, some companies encourage taking paid leave as "summer holidays" to increase the paid leave acquisition rate. It is effectively a summer holiday, but since it is also paid leave, it's a bit complicated, haha.
How do companies set summer holidays?
This varies depending on the company.
1. Method of setting as a "simultaneous closure" during the Obon season
Isn't this the most common, standard method? It is a style where the entire company is closed, centering on
around August 13th to 16th (Obon) every year. As mentioned above, each of these companies creates the "everyone is on break, so let's take a break" atmosphere. It is common in industries that require the entire team to operate, such as manufacturing and construction.
Example: Large manufacturers such as Toyota and Panasonic
2. Staggered acquisition system through shift or rotation schedules
This is a system introduced in industries that require constant operation, such as service, medical, logistics, and food and beverage sectors. Industries where the Obon season is a peak time for business adopt this style.
While it often requires supervisor approval to ensure business operations are not hindered, there are many benefits, such as being able to target off-peak periods and avoid busy seasons.
Example: Supermarkets, hotels, hospitals, customer support centers, etc.
3. Annual paid leave recommendation (planned annual leave) type
This is the style mentioned in 4 above.
Instead of the company granting special leave, it is a method of encouraging the use of paid leave. It involves the company calling for employees to "take paid leave during this period" to coincide with the Obon season.
Example: Common in small and medium-sized enterprises, IT companies, etc.
4. Consecutive leave system (flexible acquisition type)
This is a method where employees are given about 5 days of leave and allowed to take it at their preferred time.
Because it allows for travel while avoiding peak periods, it is highly valued as a welfare benefit. In some cases, it can be taken freely between July and September, and from my personal observation, it feels like the number of companies adopting this approach is increasing.
Example: IT ventures, advertising, creative industries, etc.
5. Combination type of summer vacation + paid leave
Many people adopt a style where the "company grants 3 days of summer vacation" and "it's okay to use paid leave to make it a 7-day consecutive break," thereby achieving long-term leave by combining special leave and paid leave. It is also possible to design a system suitable for overseas travel or returning to one's hometown.
Summary
Since becoming a working adult, I have almost no memories of summer vacation, haha.
It's not that I haven't done anything at all; I've gone on trips or hung out somewhere, but... why are my memories so sparse?
That's probably because I'm always working, haha.
I actually like "working when everyone else is resting", so I prefer to work during Obon, and I like to take time off when everyone else is working. There are probably many people like me.
However, while it's too late for this year, I would like to fully enjoy something like "THE summer vacation" by going on a trip during Obon next year.
With that said, let me introduce some movies to watch in the summer, without any particular connection.