We tried to grasp the situation of non-regular member as well as an outcome using regular member's WLB index.We found out that it's different depending on various employment patterns in non-regular members.It is possible to get basic data,so it'll be a problem to do the index development added to the respective employment patterns from now on. We found out that quitting of nursing work is related to a specific HR system of a hospital.This will be fed back to Japanese Nursing Association and it's linked to further improvement of a nursing WLB index. We got basic data by the questionnaire survey applied based on the former WLB index about compatibility of treatment and work,so the preparations which make a benchmark of that index are done.

The revised Child Care and Family Care Leave Law that took effect in 2010 made employers responsible for establishing measures to shorten work hours for those workers raising children aged three years and younger, leading to an increase in the use of such measures. However, certain issues are starting to arise from the use of these measures. First, longer validity periods would seem to mean more employees taking advantage of the shorter hours ; how many such employees can a workplace handle? Secondly, one must consider how lengthening the validity period will affect the participating employee’s career. Thirdly, there are the issues of the participating employee’s task assignments and the evaluation of his or her performance work. In this study, I pointed out that a system wherein participating employees proactively consider their own career development will allow for the effective use of such measures, while also indicating the need for participant support at the workplace.

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