Creating a Positive Workplace for Employees

Materiality Focus

Helping Employees Maintain Work-Life Balance

Percentage of available annual paid leave used by employees

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 2013, the Company also revised working hours under its reduced-time work systems for childcare and family-care.

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 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 2011 2012 2013 2014 2015
Employees taking childcare leaveWomen 81 62 56 71 53
Men 3 2 3 5 3
Employees taking family care leaveWomen 1 2 0 2 1
Men 0 0 1 1 4
  • 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. Due to ongoing initiatives to reduce overtime hours and encourage employees to take annual paid leave, employees used 92.9% of available annual paid leave in fiscal 2015. In October 2010, Toray set up a Work-Life Balance Committee, made up of labor and management representatives. Through this committee, labor and management have been engaged in discussions on a number of issues oriented toward helping employees balance job responsibilities with home life, as well as creating workplace environments that facilitate diverse working styles, preventing overwork and reducing excessive working hours, and enhancing mental healthcare at worksites. In April 2014, the committee was renamed the AP-G 2016 Labor-Management Committee.

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.