Fiscal 2019 CSR Activity Report - Human Rights Promotion and Human Resources Development

Creating a Positive Workplace for Employees

Social Initiatives

Available annual paid leave used by employees (%)

■Reporting scope
Toray Industries, Inc.

Result in fiscal 2019


Toray Industries, Inc. 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 the company's commitment to making them accessible and responsive for a diverse range of employee needs. In 2007, the company 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 Industries 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,1 a point-based system that lets employees choose from various programs that provide financial assistance for childcare and purchasing homes. The Company initiated a telecommuting program in April 2012, aimed at making it easier for employees to work while raising children or caring for family members (the scope was expanded in October 2019).1 Toray Industries also expanded the scope of its commuting allowance for taking the bullet train in October 2012. In April 2013, the Company 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 Industries 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. In July 2017, the Company started a flextime system without core-hour requirements for employees at the Tokyo and Osaka head offices. In April 2020, Toray Industries started to allow use of paid annual leave on an hourly basis.

  1. 1 Available to regular employees.

Major Support Systems for Employee Work and Family Life Balance

Category Description
Long-term childcare leave
  • Available for employees using child care center services up to the end of the month in which the child turns two years of age
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
Spouse’s childbirth leave
  • Available for three days in the event that an employee’s spouse gives birth
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
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
    Note: In addition to the conditions above, in 2020, the program was also used to address the COVID-19 pandemic.
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.
  • Note: Toray Group employees working near Nihonbashi in Tokyo can use a local consortium-based child care center (Kids Square Nihonbashi Muromachi).

Utilization of Childcare and Family Care Leave Systems (Toray Industries, Inc.)

FY 2015 2016 2017 2018 2019
Employees taking childcare leave Women 53 64 68 58 60
Men 3 4 3 4 10
Employees taking family care leave Women 1 2 0 5 3
Men 4 1 1 1 1


  • Figures show the number of employees taking leave in each year.
  • Rate of employees returning to work from leave since fiscal 2018-2019
    (1) Employees taking childcare leave: Women 100%, Men 100%
    (2) Employees taking family care leave: Women 100%, Men 100%

Number of Employees Who Returned to Work after Childcare Leave and Family Care Leave (Toray Industries, Inc.)

FY2018 FY2019
Number of employees who returned to work Percentage of employees who returned to work Number of employees who returned to work Percentage of employees who returned to work
Childcare Leave Women 63 100% 50 100%
Men 6 100% 11 100%
Family Care Leave Women 3 100% 3 100%
Men 0 - 2 100%

Employees taking leave for spouse’s childbirth (Toray Industries, Inc.)

FY 2017
(program introduced in October 2017)
2018 2019
Number of employees 157 234 254

As part of its commitment to workplace innovation, Toray Industries 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. The Company has been working on ongoing initiatives to reduce overtime hours and encourage employees to take annual paid leave. (Employees used 96.0% of available annual paid leave in fiscal 2019).
In fiscal 2010, Toray Industries set up a Work-Life Balance Committee and, in fiscal 2020, changed its name to the AP-G 2022 Labor-Management Committee.
At the committee, representatives of labor and management review and discuss measures on a variety of themes with a view to supporting balance between work and family life, building workplace environments that facilitate diverse working styles, preventing overwork and reducing excessive working hours, and enhancing mental healthcare. The committee is working on further improvement and operation of the system by following-up on the total actual working hours of each employee.

Employee Health

Toray Industries sees employee health management as a management priority, and is taking strategic initiatives in this area. The group-wide Safety, Health, and Environment Committee reports on the results of health management initiatives, determines action plans, and promotes them in each workplace. Working in collaboration with the employee health insurance association, the Company actively promotes employee health by sharing aggregate health information on the intranet, holding participatory events using health information sites, and providing lifestyle disease prevention seminars.

Toray Industries is also addressing mental health, and since fiscal 2011 has been implementing employee stress check-ups through an external provider. This helps employees recognize their own stress levels and learn how to manage stress, which leads to an improved workplace environment. The stress check-ups are also carried out at group companies in Japan.

In recognition of these efforts, in February 2020, Toray Industries was listed as a White 500 Company in the Certified Health and Productivity Management Organization Recognition Program.

Dialogue with Labor Unions

Toray Industries holds meetings of the Central Labor and Management Council twice a year with the attendance of directors at the senior vice president level and higher and labor representatives at the union head level and above. In addition to briefing the union on management information about Toray Group, the meetings facilitate ongoing dialogue with the union. Resolution of labor issues is undertaken at separate Labor and Management Council meetings. As of March 2020, Toray Workers' Union membership stood at 8,561 workers.