Social and Environmental Activities

Relationship with Employees

The BOOKOFF Group considers its employees to be its greatest asset and the source of its competitiveness. The Group therefore refers to all staff members, both full-time and part-time employees, as “human assets.”
The Group strives to maintain a favorable workplace environment for these human assets, and to provide opportunities for employees to develop their capabilities and find self-fulfillment.

Employee training and development The BOOKOFF Career Path Plan

“Human assets” are the source of BOOKOFF’s growth. We believe that the growth and development of human assets equipped with intelligence and resourcefulness leads directly to the Company’s growth. We have introduced the BOOKOFF Career Path Plan to cultivate the human assets that are our most important management resource. The Plan clearly states what employees need to learn and achieve to perform the functions of respective job grades.

All employees working to achieve goals, and being able to make full use of their capabilities, leads to the corporate philosophy of “Pursuit of employees' material and spiritual wellbeing.”

Hiring part-time staff members as regular full-time employees

BOOKOFF Group stores are supported by many part-time staff members.
We have introduced a system whereby part-time staff members can be hired as regular full-time employees. Many of our full-time employees begin as part-time staff members.

Part-time staff members hired as regular full-time employees
FY2017 FY2018 FY2019 FY2020 FY2021
75 persons 17 persons 59 persons 82 persons 70 persons

Creating a pleasant workplace environment

One of our corporate philosophies is “Providing opportunities for fulfillment both professionally and personally to all our dedicated employees.” To achieve this, we consider it important to harmonize employees’ work and private lives.
As part of our effort to balance employees’ work and private lives, we are working to create workplace environments where employees can carry out their work actively and enthusiastically.

Creating a pleasant workplace environment
Workplace Selection System Employees are able to work within a designated region without being transferred to other parts of the country.
Workplace Selection System For Elderly Parent Care When the employee or their spouse is a primary caregiver, consideration will be given when assigning transfers.
Rehiring Program Employees who have resigned amicably can be rehired under certain conditions.
“Refresh” Vacations Employees are encouraged to take five consecutive days of vacation in the first and second halves of each year.
Maternity Leave Maternity leave can be taken from 10 months before the expected date of birth to 8 weeks after giving birth.
Child-rearing Leave This leave system for child-rearing can be taken for up to the date the child reaches 2 years of age.
Child Medical Leave This leave system to care for a sick child (prior to entering elementary school) is up to 12 days per year.
Nursing Care Leave This leave system to provide nursing care can be taken for up to 93 days per year.
Nursing Assistance Time Off This leave system to assist family members receiving nursing care, for activities such as accompanying them to a hospital, can be taken for up to 5 days per year (10 days if 2 or more family members are receiving nursing care).
Reduced Working Hours A system is in place for reduced working hours for employees raising children up to the third grade of elementary school or caring for a family member.
The system sets a minimum of 2 working days per week and 6 working hours per day.

Note: The regulations and rules set forth in the above table apply to the group companies only in Japan.

Hiring trends

  FY2017 FY2018 FY2019 FY2020 FY2021
No. of full-time male employees: 886 864 926 1,005 1,005
No. of full-time female employees: 302 305 322 398 404
No. of part-time staff members: 10,728 11,551 11,350 11,909 12,218
No. of new graduates hired: 75 58 2 0 21
No. of part-time staff members
hired as full-time employees:
75 17 59 82 70
Ratio of mid-career hiring of regular workers: 55.4% 30.2% 97.3% 100.0% 82.8%
No. of persons with disabilities hired: 154 157 149 145 142

* Data for FY2021 is as of the end of May 2021. Other data is as of the end of March of each year.
* Ratio of mid-career hiring of regular workers as announced on October 20, 2021.