Human Resources Data

Human Resources Data
Employee Composition Employee Profile and Diversity Working Hours and Leave Taken
Compensation Recruiting Training
Childbirth and Childcare Nursing Care Actual Performance Figures for Indicators Related to Health Management
Engagement External Evaluation and Awards Timeline of Human Resources-related Internal Systems
   

Employee Composition (ORIX Group consolidated)

Number of Employees

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
Number of Employees 32,235 34,737 33,807 33,982 37,286
Average Number of Temporary Staff*1 19,024 19,623 19,678 17,853 18,443

By Segment

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
Corporate Financial Services and Maintenance Leasing 5,243 5,393 5,450 5,104 4,961
Real Estate 8,275 8,181 8,329 8,851 9,186
PE Investment and Concession 4,778 6,913 6,114 5,943 7,794
Environment and Energy 777 815 818 891 975
Insurance 2,407 2,417 2,209 2,159 2,095
Banking and Credit 1,201 1,253 882 917 934
Aircraft and Ships 141 147 270 314 325
ORIX USA 1,398 1,342 1,261 1,248 2,070
ORIX Europe 1,469 1,546 1,586 1,621 1,645
Asia and Australia 4,489 4,681 4,775 4,754 4,977
Corporate 2,057 2,049 2,113 2,180 2,324

By Region

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
Japan 24,738 27,021 25,915 26,045 28,269
Outside Japan*2 7,497 7,716 7,892 7,937 9,017

By Gender

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
Male 20,330 21,352 20,707 20,647 23,616
Female 11,905 13,385 13,100 13,335 13,670
  1. The average number of temporary staff and part-time workers during the consolidated fiscal year.
  2. Outside Japan: Total number of employees in four segments: Aircraft and Ships, ORIX USA, ORIX Europe, and Asia and Australia.

Employee Profile and Diversity*1

Average Age

ORIX Corporation*2
  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
Overall 44.2 years old 44.5 years old 44.5 years old 44.4 years old 44.2 years old
Male 45.4 years old 45.4 years old 45.2 years old 44.9 years old 44.5 years old
Female 42.7 years old 43.3 years old 43.5 years old 43.7 years old 43.9 years old
ORIX Group companies*3
  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
Overall 41.8 years old 42.0 years old 42.1 years old 42.1 years old 42.2 years old
Male 43.6 years old 43.6 years old 43.5 years old 43.4 years old 43.1 years old
Female 39.7 years old 40.2 years old 40.5 years old 40.8 years old 41.1 years old

Average Years of Service

ORIX Corporation
  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
Overall 17.8 years 18.1 years 18.0 years 17.8 years 17.6 years
Male 17.9 years 17.8 years 17.5 years 17.0 years 16.5 years
Female 17.7 years 18.3 years 18.5 years 18.8 years 19.0 years
ORIX Group companies
  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
Overall 13.7 years 13.9 years 13.9 years 14.4 years 14.5 years
Male 14.3 years 14.2 years 14.1 years 14.5 years 14.3 years
Female 13.0 years 13.5 years 13.7 years 14.3 years 14.7 years

Turnover Rate*4

ORIX Corporation
  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
Overall 4.6 % 5.2 % 4.8 % 5.4 % 5.4 %
Male 6.6 % 7.1 % 6.7 % 7.8 % 7.5 %
Female 2.1 % 2.7 % 2.5 % 2.5 % 2.7 %
ORIX Group companies
  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
Overall 5.6 % 5.9 % 6.2 % 5.8 % 5.6 %
Male 7.3 % 7.3 % 8.2 % 7.4 % 7.0 %
Female 3.5 % 4.4 % 3.9 % 4.1 % 3.9 %

Percentage of Female Employees

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 44.0 % 44.2 % 44.6 % 45.4 % 45.1 %
ORIX Group companies 46.5 % 46.4 % 47.3 % 47.8 % 47.6 %

Percentage of Mid-career Employees

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 39.8 % 40.3 % 41.0 % 41.5 % 42.5 %
ORIX Group companies 58.0 % 58.3 % 59.0 % 58.9 % 58.5 %

Percentage of Foreign National Employees

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 1.9 % 1.9 % 2.0 % 2.0 % 1.9 %
ORIX Group companies 0.9 % 0.8 % 1.0 % 1.0 % 1.0 %

Female Managers*5

    March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation Number of persons 512 529 554 583 609
Percentage 28.6 % 29.8 % 31.7 % 33.2 % 34.1 %
ORIX Group companies Number of persons 908 956 979 1,054 1,098
Percentage 25.0 % 25.7 % 27.2 % 28.8 % 29.8 %

Percentage of Newly Appointed Female Managers

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 54.2 % 50.0 % 61.2 % 45.2 % 53.6 %
ORIX Group companies 29.1 % 36.8 % 43.9 % 42.0 % 47.4 %
  1. Data Concerning Employees: Excluding executives.
  2. ORIX Corporation (non-consolidated): 3,016 employees, or 8% of consolidated group employees, as of the end of March 2026. The definition of “ORIX Corporation (non-consolidated)” is consistent throughout this page.
  3. 8 ORIX Group companies: ORIX Corporation, ORIX Auto Corporation, ORIX Rentec Corporation, ORIX Real Estate Corporation, ORIX Eco Services Corporation, ORIX Life Insurance Corporation, ORIX Bank Corporation, and ORIX Computer Systems Corporation. The definition of “ORIX Group companies” is consistent throughout this page.
  4. Turnover rate: Includes retirees and employees transferred within the ORIX Group.
  5. Managers: Persons in the same office, in addition to section managers, who are equivalent to section managers in terms of job content and degree of responsibility, regardless of their title or membership (however, this excludes the lowest ranks).

For other data related to the promotion of women’s participation and advancement, please refer to the Ministry of Health, Labour and Welfare’s Database of Companies Promoting Women’s Participation and AdvancementOpen Link in New Window(in Japanese).

Working Hours and Leave Taken

Annual Paid Leave Taken

    March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation Days taken 14.1 days 14.9 days 15.1 days 14.6 days 14.7 days
Percentage taken 75.0 % 79.7 % 81.9 % 79.6 % 81.4 %
ORIX Group companies Days taken 14.2 days 15.1 days 15.7 days 15.2 days 15.3 days
Percentage taken 80.0 % 84.9 % 88.1 % 85.7 % 86.6 %

Average Monthly Working Hours

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 157.4 hours per month 157.3 hours per month 156.7 hours per month 157.1 hours per month 157.8 hours per month
ORIX Group companies 158.5 hours per month 158.9 hours per month 158.5 hours per month 158.7 hours per month 159.4 hours per month

Average Monthly Non-statutory Working Hours

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 6.1 hours per month 5.8 hours per month 5.2 hours per month 5.7 hours per month 6.2 hours per month
ORIX Group companies 6.5 hours per month 6.5 hours per month 5.9 hours per month 6.1 hours per month 6.7 hours per month

Compensation

Average Annual Salary (JPY)

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 8,852,516 yen 9,100,288 yen 9,203,700 yen 9,761,606 yen 10,396,546 yen

Pay Gap between Men and Women*1*2

    March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation All employees 62.2% 62.2% 63.7% 64.2%
Of full-time employees 61.8% 61.7% 63.4% 63.6%
Of fixed-term employees and part-time employees 65.3% 68.8% 69.2% 78.6%
ORIX Group companies All employees 62.8% 63.8% 65.3% 65.0%
Of full-time employees 63.6% 64.2% 65.8% 65.3%
Of fixed-term employees and part-time employees 57.4% 62.4% 61.0% 62.2%
  1. The pay gap between men and women shows the ratio of the annual average pay of female employees to the annual average pay of male employees. Regarding the pay gap between men and women, seconded employees are counted as employees of the home company.
  2. ORIX offers a variety of work styles and occupations to help employees of diverse backgrounds maximize their performance, and by providing opportunities for them, ORIX supports the realization of the career they desire. In addition, ORIX implements an evaluation and remuneration system that seeks to provide fair pay based on an employee’s seniority, role and duties, with adjustments for personnel evaluations. As of March 31, 2026, the pay gap between men and women in general manager positions was 94.9%. The ORIX Group has set an overall increase in the ratio of female managers as an important target and is focusing on the promotion of women.

Recruiting

Number of Employees Recruited

ORIX Corporation
  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
Total number of employees recruited 101 147 205 207 243
New graduates/Male 21 30 30 49 55
New graduates/Female 19 14 42 40 38
Mid-career employees/Male 51 84 105 87 117
Mid-career employees/Female 10 19 28 31 33
ORIX Group companies
  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
Total number of employees recruited 503 654 690 712 693
New graduates/Male 92 109 112 150 157
New graduates/Female 107 87 144 119 105
Mid-career employees/Male 192 313 292 267 292
Mid-career employees/Female 112 145 142 176 139

Percentage of Female Recruits

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 28.7 % 22.4 % 34.1 % 34.2 % 29.2 %
ORIX Group companies 43.5 % 35.4 % 41.4 % 41.4 % 35.2 %

Percentage of Mid-career Employees

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 60.3 % 70.0 % 64.8 % 57.0 % 61.7 %
ORIX Group companies 60.4 % 70.0 % 62.8 % 62.2 % 62.1 %

Training

Annual Total Training Hours

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 45,548 hours 86,429 hours 135,998 hours 105,125 hours 139,518 hours
ORIX Group companies 166,257 hours 206,324 hours 333,665 hours 348,043 hours 386,948 hours

Annual Average Training Hours per Employee

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 12.5 hours 24.0 hours 37.6 hours 28.9 hours 37.5 hours
ORIX Group companies 16.1 hours 19.9 hours 33.2 hours 34.2 hours 37.8 hours

Annual Average Training Cost per Employee (JPY)

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 67,285 yen 98,646 yen 112,825 yen 129,649 yen 127,825 yen
ORIX Group companies 73,808 yen 95,689 yen 96,275 yen 108,193 yen 111,697 yen

Childbirth and Childcare

Working Mothers

    March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation Number of persons 749 767 775 792 814
Percentage*1 46.8 % 48.2 % 48.0 % 48.0 % 48.4 %
ORIX Group companies Number of persons 1,897 1,963 1,961 2,047 2,082
Percentage*1 39.6 % 40.8 % 41.2 % 42.0 % 42.6 %

Female Employees Who Took Childcare Leave*2

    March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation Number of persons 59 61 46 45 43
Percentage 111.3 % 107.0 % 109.5 % 104.6 % 102.3 %
ORIX Group companies Number of persons 211 196 178 177 177
Percentage 109.3 % 98.9 % 117.8 % 103.5 % 104.7 %

Male Employees Who Took Childcare Leave or Special Childcare Paid Time Off*3

    March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation Number of persons 52 61 51 65 64
Percentage 83.8 % 91.0 % 96.2 % 116.0 % 98.4 %
ORIX Group companies Number of persons 138 174 136 153 167
Percentage 74.1 % 87.4 % 83.9 % 100.0 % 92.2 %

Percentage of Employees Returning After Childcare Leave*4

    March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation Male 100.0 % 100.0 % 100.0 % 100.0 % 100.0 %
Female 94.4 % 97.0 % 98.1 % 95.1 % 95.5 %
ORIX Group companies Male 100.0 % 100.0 % 98.9 % 100.0 % 99.3 %
Female 96.4 % 94.8 % 96.4 % 93.2 % 94.5 %

Retention Rate After Return*5

    March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation Male 100.0 % 83.3 % 88.8 % 93.3 % 100.0 %
Female 100.0 % 100.0 % 98.4 % 98.0 % 96.5 %
ORIX Group companies Male 94.4 % 77.7 % 92.5 % 94.3 % 96.8 %
Female 93.8 % 92.4 % 94.7 % 96.3 % 90.4 %
  1. Percentage of working mothers: Ratio of working mothers to total number of female employees.
  2. Employees who took childcare leave: Ratio of employees who took childcare leave among employees who gave birth in the fiscal year before last. The ratio can surpass 100%, as it includes employees who gave birth earlier than the fiscal year before last but did not take leave in that year, and instead took childcare leave in the fiscal year before last.
  3. Male employees who took childcare leave or special childcare paid time off: Ratio of male employees who took childcare leave or special childcare paid time off among male employees who had a child in the fiscal year before last. The ratio can surpass 100% as it includes employees who had a child earlier than the fiscal year before last but did not take leave in that year, and instead took childcare leave in the fiscal year before last.
    Number of employees who took special childcare paid time off: (For the fiscal year ended March 31, 2026) Persons who took special childcare paid time off between April 1, 2025 and March 31, 2026.
  4. Percentage of employees returning after childcare leave: (For the fiscal year ended March 31, 2026) The percentage of employees who returned to work among employees who reached the end of childcare leave in the fiscal year ended March 31, 2026.
  5. Retention rate after return: (For the fiscal year ended March 31, 2026) Percentage of employees still working as of March 31, 2026 to the number of employees who returned to work during the fiscal year ended March 31, 2025.

Nursing Care

Number of Employees Who Took Nursing Care Paid Time Off

    March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation Male 14 17 29 32 41
Female 40 45 59 59 93
ORIX Group companies Male 56 64 74 93 118
Female 138 144 164 179 247

Number of Employees Who Took Nursing Care Leave

    March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation Male 0 0 0 0 0
Female 1 0 3 2 5
ORIX Group companies Male 0 1 1 1 2
Female 3 4 4 4 8

Actual Performance Figures for Indicators Related to Health Management

<Indicators of Change in Employee Awareness / Actions>

Presenteeism*1

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 60.4 61.5 62.7 63.7 63.8
ORIX Group companies 58.3 59.4 61.0 61.4 62.2

Absenteeism (%)*2

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 0.6% 1.0% 0.8% 0.9% 1.0%
ORIX Group companies 1.5% 1.8% 1.7% 1.8% 1.9%

Absenteeism (Days)*3

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 1.0 1.8 1.5 1.9 2.2
ORIX Group companies 2.3 3.1 3.1 3.8 3.7

Percentage of Employees Who Underwent Stress Checks

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 89.1 % 91.8 % 93.0 % 95.1 % 96.0 %
ORIX Group companies 91.5 % 92.7 % 92.8 % 94.1 % 95.1 %

Percentage of Employees Identified as High Stress in Stress Checks

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 7.9% 7.9% 7.7% 8.1% 8.0%
ORIX Group companies 10.8% 11.6% 10.9% 10.4% 10.6%

<Health and Safety>

Number of Occupational Accidents

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 2 3 2 4 3
ORIX Group companies 29 24 30 23 28

Number of Fatal Accidents

  March 31, 2022 March 31, 2023 March 31, 2024 March 31, 2025 March 31, 2026
ORIX Corporation 0 0 0 0 0
ORIX Group companies 0 0 0 0 0

Health-related Indicators

    March 31,
2021		 March 31,
2022		 March 31,
2023		 March 31,
2024		 March 31,
2025
Ratio of employees receiving
annual health checkups*4		 ORIX Corporation 98.6% 99.2% 99.3% 99.7% 99.6%
ORIX Group companies*7 98.7% 99.1% 99.0% 99.4% 99.5%
Ratio of employees undergoing
follow-up screenings*4, *5		 ORIX Corporation 41.9% 39.5% 38.6% 40.1% 48.2%
ORIX Group companies 37.4% 36.9% 34.9% 37.0% 49.3%
Abnormal test percentage
(blood pressure)*6		 ORIX Corporation 9.5% 7.5% 7.6% 8.5% 26.0%*6
ORIX Group companies 10.1% 8.3% 8.4% 8.8% 26.8%*6
Abnormal test percentage
(glucose tolerance)		 ORIX Corporation 8.2% 9.0% 8.8% 8.5% 8.8%
ORIX Group companies 8.5% 8.8% 9.1% 9.0% 9.1%
Ratio of employees
maintaining a healthy weight		 ORIX Corporation 71.7% 70.3% 70.5% 70.5% 70.5%
ORIX Group companies 67.9% 67.9% 68.0% 67.8% 68.2%
Ratio of employees who smoke ORIX Corporation 15.8% 15.8% 15.0% 15.3% 14.5%
ORIX Group companies 20.5% 20.5% 19.4% 19.1% 18.5%
Ratio of employees getting
a healthy amount of exercise		 ORIX Corporation 36.0% 37.1% 37.7% 39.3% 39.6%
ORIX Group companies 32.2% 32.0% 32.4% 34.9% 35.3%
Ratio of employees getting
adequate rest from sleep		 ORIX Corporation 68.3% 63.3% 62.5% 56.9% 56.4%
ORIX Group companies 61.3% 58.1% 56.6% 51.7% 51.7%
Specific health guidance
implementation ratio		 ORIX Corporation 35.0% 52.6% 56.9% 54.0% 50.8%
ORIX Group companies 28.8% 48.8% 46.2% 47.9% 42.3%
  1. Utilizes WHO-HPQ presenteeism scores (0 - 100 points) (company average).
  2. Percentage of employees absent from work for one month or more (out of total number of employees).
  3. Number of days of leave taken by employees absent from work for one month or more / company average days of leave taken.
  4. In addition to all test categories specified in the Industrial Safety and Health Act, includes ORIX-specific categories designed to prevent a wide variety of illnesses (total of 24 test categories).
  5. Includes individuals undergoing detailed examinations or re-tests.
  6. Increase due to a revision of internal evaluation criteria. Under the previous criteria: ORIX Corporation 8.3%, ORIX Group companies 8.8%.
  7. Nine ORIX Group companies: ORIX Corporation, ORIX Auto Corporation, ORIX Rentec Corporation, ORIX Asset Management & Loan Services Corporation (currently RISA RT Asset Management & Loan Services Corporation), ORIX Real Estate Corporation, ORIX Eco Services Corporation, ORIX Life Insurance Corporation, ORIX Bank Corporation, and ORIX Computer Systems Corporation. Until the fiscal year ended March 2023, the Group consisted of ten companies (including ORIX Credit Corporation).

Engagement

Engagement Score*1

  FY ended March 31, 2022 FY ended March 31, 2023 FY ended March 31, 2024 FY ended March 31, 2025 FY ended March 31, 2026
ORIX Corporation ー ー 73% 76% 78%
ORIX Group companies*2 ー ー 62% 65% 67%
  1. The engagement score (work engagement), which measures employees’ motivation and ease of working, is monitored as one of the key indicators. It shows the percentage of employees who selected the top two ratings on a five-point scale for this question.
  2. In this section, the term “ORIX Group companies” refers to Group companies, including 47 domestic and 29 overseas subsidiaries.

External Evaluation and Awards

ORIX Corporation

NADESHIKO semi 2026

Selected as a “Nadeshiko Brand” by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange (March 2026)

On March 19, 2026, ORIX Corporation was selected as a "Nadeshiko Brand" for the second consecutive year. The Nadeshiko Brand is a joint project between the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange, which selects companies that actively work to promote women's participation in the workforce from among the approximately 3,900 listed companies in Japan.

Health & Productivity Management Organization 2026

Certified as a "Health & Productivity Management Organization 2026" by the Ministry of Economy, Trade and Industry and the Japan Health Conference (March 2026)

On March 9, 2026, ORIX Corporation was recognized in the “Large Enterprise Category” of the Ministry of Economy, Trade and Industry’s “Certified Health & Productivity Management Organization Recognition Program” for 2026. This certification recognizes corporations that value their employees’ health and strategically work to promote health from a management perspective. ORIX has been certified in this category of the “Certified Health & Productivity Management Organization Recognition Program” for 10 consecutive years since the certification’s start in 2017.

DIVERSITY MANAGEMENT SELECTION 100 2020

Selected as a “New Diversity Management Selection 100”, by the Ministry of Economy, Trade and Industry (March 2020)

On March 16, 2020, ORIX Corporation has been certified as a “New Diversity Management Selection 100” for 2020. This selection recognizes enterprises that engage in diversity management with empowering diverse human resources and show successful business results.

Eruboshi

“Eruboshi” Certification from the Ministry of Health, Labour and Welfare

On May 27, 2019, ORIX Corporation obtained the “Eruboshi (3 star)” company certification based on the Act on Promotion of Woman’s Participation and Advancement in the Workplace, and has maintained the same rating every year. The “Eruboshi” company certification is granted to companies with a high level of implementation of activities related to the promotion of women’s success. Companies that meet all five criteria in the areas of recruitment, continued employment, working hours, proportion of women in managerial positions and diversified career courses are selected for 3 star.

Daikyo, Daikyo Astage, Daikyo Anabuki Real Estate

Date Awarded Certification/Recognition
April 2018 Obtained “Kurumin” certification from the Ministry of Health, Labour and Welfare

ORIX Life Insurance

Date Awarded Certification/Recognition
March 2024 Certified as a “Health & Productivity Management Organization 2024 (Large Enterprise Category)” by the Ministry of Economy, Trade and Industry
March 2022 Nagasaki City Inclusive Workplace Award – Five Star Certification
February 2022 Obtained “Kurumin” certification from the Ministry of Health, Labour and Welfare
November 2021 Obtained “Eruboshi (3 star)” certification from the Ministry of Health, Labour and Welfare

ORIX Business Center Okinawa

Date Awarded Certification/Recognition
September 2022 Obtained “Platinum Eruboshi” certification from the Ministry of Health, Labour and Welfare
  • In May, 2016, obtained “Eruboshi (highest level)” certification from the Ministry of Health, Labour and Welfare
July 2015 Obtained certification of Next-Generation Certificaiton Label "Platinum Kurumin" from the Ministry of Health, Labour and Welfare
  • In July 2011, obtained the Next-Generation Certification Label "Kurumin" from the Ministry of Health, Labour and Welfare
March 2015 Obtained certification of Okinawa Prefecture “Human resources development company”
February 2010 Obtained certification of Okinawa prefecture “Work-life balance company”

ORIX Bank

Date Awarded Certification/Recognition
March 2024 Obtained “Eruboshi (2 star)” certification from the Ministry of Health, Labour and Welfare

Timeline of Human Resources-related Internal Systems

We are continuously enhancing our human resources system to support flexible work styles, support work and childbirth/childcare/nursing care, and support career development.

Timeline*1 of Human Resources-related Internal Systems
Year Month HR-related systems HR-related events
1969 December   A female employee is assigned to sales for the first time.
1979 -   Female new graduates are assigned to sales for the first time.
1982 April Started recruitment of comprehensive track employees – national scope*2 for men and women.
Launched job type conversion system from October 2011 in which employees may switch from general administrative track*3 to comprehensive track*4. In addition, from October 2011, employees may switch in either direction between general administrative track and comprehensive track (not just general administrative to comprehensive) and also within comprehensive track between national and regional scope.		  
1986 July Introduction of separation of roles into comprehensive track employees – national scope, comprehensive track employees – regional scope, and general administrative track employees.  
1986 July Introduction of the “Family Mates” system, which allows female employees who retired with more than two years of work experience to due to personal reasons such as marriage, childbirth, childcare, or nursing care to return to work as a part-time employee.  
1988 June Introduction of the maternity and child care system.  
1989 February Introduction of a full two days off weekly system.  
1989 February Introduction of a staggered shifts system.  
1990 September Introduction of a half-day paid leave system.  
1994 February Start of recruitment for the sales promotion position for individuals above the age of 50 with sales experience.  
1995 April Start of a year-round recruitment of university students, start of recruitment of foreign students for comprehensive track.  
1995 October Introduction of Babysitter aid system.  
1997 February   A female employee is appointed as department manager for the first time.
1997 November   A female employee is appointed as branch manager for the first time.
1998 August Introduction of Nursing care leave system.  
1998 September Introduction of working name system (for continued usage by female employees of their maiden name in the workplace).  
1998 October Introduction of job experience internship system.  
2004 July Introduction of defined contribution pension plan (401K).  
2005 April   A sales promotion employee is appointed as branch manager for the first time.
2005 December Introduction of Career challenge system.  
2006 April Introduction of funded leave system in which unpaid paid vacation is saved separately and can be used for long-term leave such as illness.  
2006 April Introduction of re-employment after retirement-age.  
2006 May Introduction of paid time off (short and long-term) for volunteer work.  
2007 April   Introduction of a full-time position dedicated to diversity promotion.
2007 April Expansion of maternity/childcare system.  
2007 April   Establishment of ORIX Business Support Corporation, a special subsidiary established under the Ministry of Health, Labour and Welfare's special employment system to promote and stabilize the employment of persons with disabilities.
2007 May   Earned the certification "Kurumin" for the first time pursuant to the Next Generation Training Support Measures Promotion Act.
2011 January Unify the corporate pension system of ten domestic group companies, in which the same system will be applied regardless of which company an employee transfers to, therefore pensions can continue to accumulate uninterrupted).  
2011 April   Prohibition of smoking during employee work hours.
2012 October Introduction of Career option system.  
2012 October Career Entry system introduced for employees above the age of 50, in which the Human Resources Department provides tailored opportunities for employees over the age of 50 to suit their abilities, experience, and goals.  
2014 January   A female employee is appointed as executive officer for the first time.
2014 April Introduction of the retirement age of 65.  
2016 March Introduction of Return to work system and systems to help employees address changes in spouse work situations (employee may change work area or take leave).  
2016 September Start of recruitment of students from overseas universities.  
2016 October   Start of Work Style Reform ProjectOpen PDF in New Window[213KB] .
2017 April   Work Style Reform Project renamed as the Work Style Reform Promotion Project.
2017 April Reduced statutory work hours by 20 minutes to 7 hours.  
2017 April Introduction of System to incentivize employees to use their vacation days.  
2017 October Introduction of Special childcare paid time off system.  
2017 October Introduction of Super flextime system.  
2018 April Introduction of System allowing paid leave to be used in hourly units instead of whole days.  
2018 June Introduction of self-improvement system.  
2018 June Introduction of Career challenge system for ages 45 and above.  
2019 May   Certified by the Ministry of Health, Labour and Welfare "Eruboshi" 3 stars.
2023 October Introduction of a Remote Work Policy.  
2025 March   Selected as a “Nadeshiko Brand” by the Ministry of Economy, Trade and Industry.
2025 April   Revision of the Dress Code.
2025 June Introduction of a Travel Expense Support Allowance Program.  
2025 November Introduction of an Open Recruitment System for Staff Positions.  
  1. For readability, the below table uses current job titles and does not refer back to formerly used job titles; this may affect the chronology of when certain job titles were introduced.
  2. National scope comprehensive track employees are subject to transfers and relocations anywhere in Japan and internationally.
  3. General administrative employees mainly provide administrative and clerical support to comprehensive track employees.
  4. Comprehensive track employees work on business matters and are potential managerial candidates. They are expected to take on a variety of roles in a range of business areas, and are therefore subject to transfers and relocations.