Global
Creation of a Comfortable Working Environment
We are improving our work environment to offer diverse workstyle options, so that every employee can choose the best work environment for themselves.
We have a system for improving work environments in a company-wide manner, including measures created based on employee opinions and measures initiated by the company.
We respect the desires of each individual employee, including their desire to develop their career and be promoted to a managerial position, to balance work and childcare comfortably and to work overseas.
Our Achievements Regarding Comfortable Work Environments and Workstyle-related Measures
F&LC by the Numbers
This page shares quantifiable data indicating how comfortable it is to work for F&LC.
We understand from the numbers that there are still many points we can improve. To improve these points, we conduct Employee Net Promoter Score (eNPS) surveys of our employees at the company.
Based on the results of these surveys, we are striving to improve to offer comfortable work environment to every employee.
How Comfortable It Is to Work for F&LC (Full-time Employees)?
10.8day
Average Number of
Paid Holidays Taken
66.9％
Paid Leave Usage Rate
11.4%
離職率
*As of the end of September 2025
Rate of Childcare Leave Taken
Rate of Childcare Leave Taken by Male Employees
| Company-wide | FOOD＆LIFE COMPANIES | Akindo Sushiro | Kyotaru | FOOD＆LIFE COMPANIES | |
|---|---|---|---|---|---|
| Rate of Childcare Leave Taken by Male Employees | 70.9% | 85.7% | 71.2％ | 100.0％ | 40.0％ |
全体
70.9%
FOOD＆LIFE COMPANIES
85.7%
あきんどスシロー
71.2％
京樽
100.0％
FOOD＆LIFE COMPANIES
40.0％
*As of the end of September 2025
Workstyle Support
We have introduced systems and programs that enable diverse human resources to work with us for the long term and change their workstyles flexibly according to changes in their lifestyle. We also focus our efforts on reducing their workload.
Childcare and Nursing Care
Corporate Nursery Schools
We have formed a partnership with corporate nursery schools to enable employees on childcare leave to return to work as soon as possible.
Support for Employees
Taking Family Time (Maternity and Childcare Leave)
To help employees take maternity and childcare leave, we talk with employees who wish to take the leave and share with them stories about the experiences of people who have taken leave.
Shorter Working Hours for Childcare
We offer shorter working hours to employees with pre-school children.
Caregiving Leave
We have systems that enable people to balance work and nursing care, including nursing care leave and shorter working hours.
Workstyles and Holidays and Reduction of Workload
Place of Work Options
We respond to employees’ desires regarding their place of work by offering them options, including anywhere in Japan, workplaces in specific regions and workplaces in specific smaller areas.
Dress Code
We revise our dress code to respect diverse values and cultures and in accordance with the changes of the times.
Company-wide Holidays
In 2019, we introduced two annual company-wide holidays when all restaurants are closed to promote the creation of a comfortable work environment.
Rules on Work Communication
on Days Off
We have established rules regarding communication between employees, to keep employees away from unnecessary work communication during days off.
Human Resource Development
We assign employees and provide them with opportunities for personal development based on their abilities and aptitudes. This has enabled employees to build diverse careers.
We have introduced programs supporting our employees’ career development, helping them achieve self-sustaining growth.
Our approach to human resource development and the internal environment
To realize our Group’s VISION, “Change everyday deliciousness. Spread joy to the world,” we strive to provide a working environment where employees, who are the driving force behind this, can grow and thrive by making the most of their individuality. To continuously improve high-quality customer experiences through delicious food, both in Japan and overseas, we place particular emphasis on “human resource development” and “promoting DE&I,” among the various areas we need to address.
Specific initiatives for human resource development
The Group provides various training programs and support for obtaining qualifications in order to provide opportunities for placement and development according to each employee’s abilities and aptitudes. From FY2024, we introduced level-specific training, providing training appropriate to the work of each level to managers and leaders who are responsible for job assignments for their subordinates. We also support career development according to each employee’s wishes by establishing an internal recruitment system and a career declaration system.
Traning and Career Path
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Promotion exam
There are store manager qualification exams and managerial qualification exams. Promotion will be determined after confirming that you have acquired the knowledge necessary to perform your duties.
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Regular annual training
We provide introductory training, classroom training, and on-the-job training at stores. Employees assigned to various locations can gather together and communicate regularly.
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OJT training by area
We provide training on themes we want to strengthen in each area (customer service, cooking, etc.).
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Qualification acquisition support
We provide support (study assistance and financial support) to help store managers obtain the qualifications they need.
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Internal recruitment system
Those who meet the application requirements can apply for in-house job openings. You can build your career by utilizing your past experience or take on the challenge of working in a new department.
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Career Declaration System
Those who meet the application requirements can apply for in-house job openings. You can build your career by utilizing your past experience or take on the challenge of working in a new department.
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Employee Survey
Through regular engagement surveys and pulse surveys, we investigate employee conditions, such as their motivation for work and their level of trust in the organization, and use this information to plan systems and propose improvements to create a better working environment.
