[My Work] Companies are supporting employees' private lives through special leave and expense coverage [HR Work / Work Rules]

I read a news report that companies across the country are beginning to focus on enhancing welfare programs to support the enrichment of (young) employees' private lives.

That was the news.

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I wrote about this system in a previous article, but

it is a system that takes a different approach for the purpose of 'lowering the employee turnover rate'.

The goal is either, as in the previous article,

lowering the turnover rate by 'making the work content attractive and making them want to continue this work' (= supervisor selection system) or, as in this article,

lowering the turnover rate by 'enriching the pluses outside of work (= the pluses gained by belonging to that company)' to mitigate the difficulty of the actual work or,

that is the difference.

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'Fandom activity leave' and 'free video streaming services/matching apps' are examples of the various welfare benefits being enhanced in this content.

'Enhancing welfare benefits to reduce the turnover rate' is said to be a very good system with visible results based on the track record of companies that have implemented it so far.

This is because for young employees today, the priority of 'enriching their private lives' remains high even after they become working adults.

Also, due to national policies, many companies have increased 'special leave for childcare and nursing care'.

For example, even if your children are not small (= even if they are in elementary school or older),the number of companies that have special leave for those who participate in 'children's sports days' or 'parent activities such as PTA' is increasing.

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However, there is an issue where such "childcare and nursing care"-related measures are only relevant to those who are married (i.e., they cannot enjoy the benefits).

Like me, the number of unmarried men and women across the country is increasing.

For such people, the benefits of the measures currently being promoted by the government are not really felt.

And, I think some people may feel a sense of unfairness regarding the current situation.

Therefore, the number of companies that also provide support for those around the people who can enjoy the benefits has also increased.

While welfare benefit systems are for employees, depending on the content, there are some that only a portion of employees feel the benefits of.

As mentioned above, if many employees are not covered, it can lead to complaints and dissatisfaction from other employees, so it is necessary to operate not just one, but multiple systems.

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Furthermore, what caught my attention in this news is that there are also companies that "support employees' marriages, etc."

Indeed, among the clients I am in charge of, I have seen many positive changes in employees' attitudes toward their work "after getting married" or "after having children," so I think it is something that is also beneficial for the company.

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