The KING JIM Group aims to be an organization that maximizes the work motivation of each employee by offering the option to choose a flexible working style that suits the individual and makes their life more fulfilling.

Staggered Working Shifts	This system allows employees to change the time at which they start work without changing their total daily working hours.
Telework	Telework, satellite office work, and mobile work are available to provide an environment that allows employees balance work and home in line with their life cycle.
Shortened working hours	Restrictions on off-the-clock work, overtime work, and late-night overtime work for childcare, child nursing care leave, and shortened working hours are offered until the child completes the third grade of elementary school, which is longer than the statutory requirement. Employees taking nursing care leave may take advantage of restrictions on off-the-clock work, overtime work, and late-night work, as well as shortened working hours, in addition to the nursing care leave.
Transferred spouse accompaniment system	In the event an employee’s spouse is transferred, this system allows an employee to accompany their spouse for a maximum of three years per assignment.
Transferred spouse accompaniment leave system	In the event an employee’s spouse is transferred, this system allows an employee to take a leave of absence in order to accompany their spouse for a maximum period of three years.
Job return system	This system is designed to enable employees who were compelled to resign from our company due to reasons including a spouse’s transfer, childcare, caregiving, etc., to have an opportunity to return and actively contribute to our company once again.

Celebration Leave	We grant one day of special leave each year that the employee can choose from either their birthday, the birthday of their spouse, child, or parent,or their wedding anniversary.
Volunteer Leave	We have a system in place to allow employees to take a leave so that they can volunteer, as we support the contribution of our employees tosociety through volunteer activities.
Refreshment Leave	We grant special leave according to the employee’s length of service so that employees can take consecutive leave to feel refreshed mentally andphysically.
Carryover of Paid Leave	Up to 40 days of annual paid leave that is not used within the two years of validity after its granting can be carried over. It can be used when atleast two weeks of consecutive leave is needed, such as when recovering from illness or during a disaster.
Special Leave	We grant the corresponding number of days of special leave in the following instances. The employee's marriage(5 days), Childbirth by the employee's spouse(4 days), Death of the employee's parent, spouse, or child(5 days), Death of the employee's grandparent, sibling, or spouse's parent(3 Days), Death of the employee's grandson or child's spouse(2 Days).
Hourly annual paid leave	This system allows employees to take annual paid leave in one-hour increments. Up to five days of annual paid leave may be taken per year.
Childcare support leave	To support employees who are balancing childcare and work, we offer 10 days of childcare support leave per year for employees raising children from age 3 through to the completion of third grade.

Employees must leave the office by 20:05 at the latest.

Overtime work is not allowed on Wednesday every week.

The supervisors of employees whose overtime exceeds 45 hours a month are given warnings.

Average Overtime Hours per Month (KING JIM non-consolidated, Full-time employee)

5.6 hours

Employees may take long-term leave during the six weeks before and eight weeks after childbirth (in the case of multiple pregnancies, 14 weeksbefore and eight weeks after the child's birth). Employees may take long-term leave until their child is two years old. We encourage employees to take childcare leave, of which five days are paid.
In addition, we try to foster a company culture where it is easy to take childcare leave. For example, we individually reach out to male employeeswhose spouses will be giving birth so that we can share their stories with the persons concerned inside and outside of the company. We distribute an in-house handbook that provides information on available systems for all life events, including marriage, childbirth leave, childcare leave, and return to work, as well as illness, injury, and nursing care. We distribute a manual to direct supervisors of departments that will welcome pregnant employees and employees returning to work after taking childbirth/childcare leave. Company updates are shared through e-mails once a month to employees on childbirth/childcare leave to maintain their connection with the Company and to facilitate a smooth transition back to work. Before and after childbirth/childcare leave, a meeting is held with the employee, his/her supervisor, and an HR representative. Additionally, we individually notify and verify with employees who have indicated that they have caregiving responsibilities, and we provide information at an early stage (age 40) before employees face the challenge of taking on such responsibilities.

		unit	FY ended June 2023	FY ended June 2024	FY ended June 2025
Number of Employees Taking Childcare Leave	Women	number of people	1	2	7
	Men	number of people	-	5	6
Rate of Employees Taking Childcare Leave	Women	percent	100.0	100.0	100.0
	Men	percent	-	50.0	120.0
Rate of Return to Work after Childcare Leave	Women	percent	100.0	100.0	90.9
	Men	percent	100.0	100.0	100.0

*The male childcare leave uptake rate is calculated as “number of men who took leave ÷ number of men whose spouses gave birth” within a given fiscal year. We have set a goal of increasing the rate of male employees taking childcare leave to 70% by 2027.

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Note: Unless noted otherwise, published data are aggregated for the June 2025 period (June 21, 2024, to June 20, 2025) or are figures as of June 20, 2025.