Human Rights Promotion and Human Resources DevelopmentCreating a Positive Workplace for Employees

Helping Employees Maintain Work-Life Balance

Percentage of available annual paid leave used by employees

Reporting scope : Toray employees (non-managerial)

Fiscal 2016 target:
No annual numerical target

Result:
89.8%

Toray has been working to further improve systems that help employees achieve a harmonious balance between work and family life, by offering a wider variety of lifestyle options for men and women. Support systems that exceed those legally mandated for childcare, family care, and maternity protection are provided, the result of Toray's commitment to making them accessible and responsive for a diverse range of employee needs. In 2007, Toray was granted certification as a general corporate entity meeting the requirements for supporting the development of the next generation by Japan's Ministry of Health, Labour and Welfare.

After acquiring the certification, Toray revamped its child care support systems in June 2010 in an effort to encourage male employees to make use of them. Then in April 2011, the Company launched the Toray Smile Support Program, a point-based system that lets employees choose from various programs that provide financial assistance for childcare and purchasing homes. Toray initiated a telecommuting program in April 2012, aimed at making it easier for employees to work while raising children or caring for family members. Toray also expanded the scope of its commuting allowance for taking the bullet train in October 2012. In April 2013, Toray improved its support systems once again, offering special leave for parents to prepare children for nursery school, and extending eligibility for leave to care for sick children. In July 2016, Toray expanded its leave provisions for employees requiring special consideration as caregivers, and in January 2017, it eliminated restrictions on the number of times that employees can use long-term family care leave and lower-hour work schedule systems for caregivers.

Major Support Systems for Employee Work and Family Life Balance

Category Description
Long-term childcare leave
  • Available for employees using child care center services offering a leave of absence up to the end of March of the fiscal year in which the child turns one year of age or up to the time the child turns 18 months, whichever is longer
Lower-hour work schedules for childcare
  • A maximum reduction of two hours per day, calculated in 15-minute increments, available until the end of the fiscal year in which the child is in third grade of elementary school
  • May be used concurrently with flextime system
Long-term family care leave
  • Available for a total of 365 days per situation requiring leave to provide care
  • May be split up
Lower-hour work schedules for caregivers
  • May be taken multiple times per situation in the three-year period following the first day of use
  • May be split up
  • May be used concurrently with flextime system
Leave to care for sick children
  • Five days per year of leave per child available until the end of the fiscal year in which the child is in third grade of elementary school
  • Days not taken by the end of the fiscal year may be rolled over to the following fiscal year.
Family care leave
  • Five days per year of leave available per family member
  • At maximum five additional days per year available when no other appropriate caregiver is available on those days (revised April 2013)
Toray Smile Support Program
  • Welfare point system offering a selection of programs with an emphasis on providing support for childcare and home acquisition
Childcare services payment assistance
  • Childcare coupons offering a 70% discount on services provided by participating companies issued as an additional Toray Smile Support Program service
  • No restrictions on number of coupons or age of participating employee's child
Telecommuting program
  • Available for employees who meet certain requirements and have a family member requiring care or a child through the end of the fiscal year in which the child is in the third grade of elementary school
  • Available up to two days (15 hours) per week and no more than a maximum of six days (45 hours) per month for approved employees
Registration system for reemployment
  • Registration system providing reemployment opportunities to former employees who resigned due to personal matters such as marriage, childbirth and childcare, nursing care for family members, or a spouse's work transfer
  • The registration period is ten years. Registrants may be immediately eligible for regular employee positions depending on the content of their jobs, expectations of their role in the company, and their personal situations.
Commuting allowance for bullet train or other limited express travel
  • Allowance for tickets for applicable distances on bullet trains or other limited express trains available for employees who wish to avoid (cease) living apart from their families due to job transfers or employees who bear personal responsibilities such as caring for family members
  • In certain cases, employees may be required to pay a part of the commuting expenses out of pocket.

Utilization of Childcare and Family Care Leave Systems (Toray)

FY 2012 2013 2014 2015 2016
Employees taking childcare leave Women 62 56 71 53 64
Men 2 3 5 3 4
Employees taking family care leaveWomen 2 0 2 1 2
Men 0 1 1 4 1
  • Note: Figures show the number of employees taking leave.

As part of its commitment to workplace innovation, Toray makes provisions to help employees balance work and family life. Since fiscal 2008, regular workplace discussions are held in each workplace to raise awareness of different working styles, and working late at night or on holidays is prohibited, in principle. All lights in the workplace are turned off at a certain time at night, and company-wide "no overtime days" take place one day each month. Toray has been working on ongoing initiatives to reduce overtime hours and encourage employees to take annual paid leave. (Employees used 89.8% of available annual paid leave in fiscal 2016).

In fiscal 2010, Toray set up a Work-Life Balance Committee, made up of labor and management representatives. Through this committee, labor and management have studied and executed a number of programs to help employees balance job responsibilities with home life, to build workplace environments that facilitate diverse working styles, to prevent overwork and reducing excessive working hours, and to enhance mental healthcare at worksites. In fiscal 2012, it became the AP-G 2013 Labor-Management Committee, then became the AP-G 2019 Labor-Management Committee in fiscal 2017, continuing to develop and expand provisions to enhance working conditions.

Employee Health

Toray is working to promote better health among employees, encompassing both offices and plants. Employee health management is viewed as a management priority, and strategic initiatives are underway, including some undertaken in collaboration with the employee health insurance association.

Toray is also addressing mental health, and since fiscal 2011 has been implementing employee stress check-ups through an external provider. In fiscal 2016, the stress check-ups were reviewed in accordance with partial revisions to Japan's Industrial Safety and Health Act that came into effect in December 2015. New items were added to the check-ups to reflect specific circumstances at Toray. Group companies in Japan also implement employee stress check-ups that reflect the revised legislation.