Updated on August 29, 2018

Work-Life Balance and Well-Being

Sony believes that strong revenues are sustained by providing a worker-friendly environment where each employee can perform to their full potential. Under this vision, Sony considers employee health and work-life balance as essential to creating innovation and sustaining strong revenues as a company. Sony offers flexible working provisions and work conditions for employees to realize this work-life balance, while adhering to the customs and laws in countries and regions where it does business.

Main Work-Life Balance Initiatives at the Sony Group around the World
Movie Business
Some group companies provide services and take other steps designed to promote employee health, such as offering on-site fitness facilities and dental clinic, and holding in-house sports competitions.
Music Business
Maternity leave is offered with full pay.
Electronics Business
Some group companies provide a private area for nursing mothers, emergency child care and other services for employees who are raising and/or expecting children. There are also child-raising support programs that aim to build communities of employees who are parents to facilitate the sharing of information on such topics as children's education.
Sony Group (Japan, China, USA) On annual family day, family members are invited to see and get to know where employees work.

Each employee of the Sony Group plays a part in the sustainable growth of the company. As part of its commitment to diversity and inclusion, Sony has an important responsibility to create inclusive workplaces with attractive working conditions, and to encourage ways of working that enable employees to make the most of their talents while balancing their work and private life, including parenting and family commitments. Sony recognizes the need to accommodate diverse ways of working to secure the health and motivation of employees.

Since 2017, Sony Group companies in Japan in the electronics business have been implementing a work-style reform project that is furthering existing initiatives such as no-overtime days and encouraging employees to take their paid leave. Meanwhile, the Sony Group worldwide is sharing and adopting best practices such as business process improvements and techniques for making meetings effective.

In Japan, Sony Corporation has introduced a flex-time system and a discretionary working system, which enables employees to work with versatile options. Sony employees regularly use a high percentage of their allotted annual paid days off. In fiscal 2017, employees of Sony Corporation took an average of 15.8 days off and employees of the Sony Group in Japan took an average of 14.0 days off, compared with the national average of 10.4 days off at other companies.

Flexible Work Options for Diverse Lifestyles

Sony Corporation offers human resources programs that enable employees to make the most of their talents within their preferred lifestyles.

In 2015, Sony Corporation began offering a Flexible Career Leave program that enables employees to take up to five years off to pursue studies or work on upgrading their language or communication skills, when accompanying a spouse who has been assigned abroad or embarks on international studies or take up to two years off to pursue studies at their own expense to further develop their expertise.

In 2018, Sony Corporation expanded the scope of its Telework policy by making all employees eligible. At the same time, it also broadened the condition to allow up to ten full telecommuting days per month and in principle removed restrictions on the number of partial telecommuting days that employees can take. Accordingly, it was renamed the “Flexible Work policy.” The company will continue to expand programs to provide employees with flexible and efficient work options, with the aims of enhancing the business efficiency of its organizations, fostering an organizational culture that generates ideas, and increasing the productivity and output of each employee.

Supporting Employees Doing Child Care or Nursing Care

Under a work-life balance initiative, Sony Corporation provides paid leave programs which can be used along with Child Care Leave such as Special Child Care Leave (up to 20 days) and Accumulated Leave used for pregnancy, childbirth, child rearing, fertility treatment, and nursing care purpose. These programs are widely used by employees.

For employees who have child care or nursing care responsibilities, Sony provides support by offering the option of reduced working hours and take paid annual leave on an hourly basis for child care or nursing care.

In fiscal 2017, Sony Corporation introduced a Career Plus program that supports career development while employees take parenting or nursing leave, by enabling employees to keep doing some work from home and also by subsidizing development programs such as language courses. The program provides greater flexibility for employees to continue their career development.

Number of Employees Taking Child Care Leave at Sony Group in Japan in Fiscal 2017
Number of employees taking child care leave
Sony Corporation 195 employees (including 7 male employees)
Sony Group in Japan 513 employees (including 18 male employees)
Percentage of employees who took child care leave*1
Sony Corporation 100%
Sony Group in Japan 98.5%
Percentage of employees who returned to work
Sony Corporation 96.5%
Sony Group in Japan 95.7%
  • *1Calculated with employees who gave birth in fiscal 2017.
Number of Male Employees Taking Special Child Care Leave at Sony Corporation in Fiscal 2017
Number of male employees who
took special child care leave
  • 501名
  • Work-Life Balance Policies at Sony Corporation
    Policies Introduced
    Child Care Leave 1990
    • Up through April 15 of the year following the date on which the child reaches 1 year of age
    • Can be used in combination with Special Child Care Leave when child reaches 8 weeks of age (for men)
    Reduced Working Hours for Child Care 1995
    • Until the child is sixth grade of elementary school
    • Flex-time system can also be used during period of reduced working hours for child care
    Child Care Grant 2007
    • Grant of 50,000 yen/month during period of Child Care Leave
    Special Child Care Leave 2007
    • Provides for 20 days' paid leave
    • Can be used in combination with Child Care Leave when child reaches 8 weeks of age
    Flexible Work (formerly called Telework) 2008
    • All employees eligible to work from home, a satellite office or elsewhere remotely
    • Up to 10 full telecommuting days, no restrictions on number of partial telecommuting days*2
    Use of Paid Annual Leave 2008
    • Can be used on an hourly basis, for child rearing or providing nursing care for a family member
    Child Care Flex-Time 2013
    • Can be used until the child has graduated from elementary school
    Babysitter / Child Care Subsidy 2015
    • Until the child is third grade of elementary school
    • Babysitter / child care fee subsidy
    • Number of times eligible and amount of subsidy increased in 2017
    Career Plus Leave 2017
    • Support continued career development by employees during child care leave, nursing care leave or flexible career leave (to accompany spouse)
    • Allow some work from home while on leave
    • Offer subsidies for education expenses while on leave
    • *2Introduced in April 2018

    Promoting Work-Life Balance

    In addition to establishing programs that promote work-life balance, all Sony Group companies in Japan strive to create a corporate culture in which employees seeking to balance the demands of child care (or nursing care) and work can build careers. As part of Diversity Week in fiscal 2016 and 2017, Sony organized workshops and seminars on parenting and nursing. On balancing parenting and work, Sony conducted a Working Fathers Meeting and a Working Mothers Meeting, both with the involvement of managers of working parents. The participants heard from speakers and shared their thoughts and experiences with one another in a group setting.

    Starting in 2018, Sony established a tie-up with a daycare provider to assist employees of Sony Group companies in Japan in the electronics business who find it difficult to secure a daycare for their children and return to work. The tie-up enables the use of corporate-led daycare facilities*1 throughout Japan. Sony also conducted a seminar on nursing, responding to the growing number of interested people. The seminar explored strategies for balancing nursing and work, while providing essential information about nursing. Through these initiatives, Sony is helping employees to continue developing their careers while balancing it with parenting and nursing.

    • *1Under amendments to Japan’s Child and Child Care Support Act, which came into effect in April 2016, the Cabinet Office of Japan introduced provisions to allow for corporate-led daycare facilities in an effort to address shortages of and wait lists for daycare facilities, so that parents can work. The provisions enable corporations to organize the establishment and operation of daycare facilities.
    Employees share a presentation with colleagues at a Working Fathers Meeting
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