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At the TOTO Group, we believe that if all employees review their work hours to improve the balance between work and home life, they will be more productive and obtain more satisfaction from their work.
We stipulate in the TOTO Group Compliance Policy that TOTO shall comply with laws and regulations, social rules in every aspect of our business activities, and relevant laws and regulations that define the working hours applied in the region, and endeavor to reduce long working hours. We also define in the medium-term management plan TOTO WILL2022 to achieve 100% paid-leave acquisition rates in Japan by 2022 and continue promoting workstyle reforms.

Promoting employee work-life balance

​​The TOTO Group strives to create a company that attracts diverse human resources and allows them to work with peace of mind and to take on challenges with vitality. In addition to encouraging employees to take paid leave, we have also put in place various systems that facilitate the adoption of diverse work styles and help employees balance work and child or nursing care responsibilities.
In addition, we post and deliver the number of users and concrete use cases for such systems on the Intranet and the internal newsletter as a part of awareness raising for work-life balance and provide opportunities for each employee to improve their work-life balance.
In recognition of these efforts, TOTO received the 6th Annual Grand Prize for Work-Life Balance, sponsored by the Japan Productivity Center.
Work Hours
FY2016 FY2017 FY2018
Standard working hours per year 1908.7 1907.1 1907.2
Hours actually worked per year 1994.2 1991.1 1969.8
Average number of overtime hours worked per month 16.4 16.0 15.1

*Data for full-time /contract employees of TOTO Group (Japan)


Paid annual leave taken
FY2016 FY2017 FY2018
Number of days of paid annual leave taken 14.7 13.9 15.0
Percentage of paid annual leave taken(%) 78.8% 74.6% 80.8%

*Actual results of full-time/contract employees of TOTO LTD. for the period to FY2016.
*From fiscal 2017, actual results of full-time/contract employees of the TOTO Group (Japan).


Number of People Using Reduced Work Hour and Leave Systems

*Data for full-time /contract employees of TOTO LTD.


Number of People Using Variety of systems to support diverse working methods
FY2016 FY2017 FY2018
Hourly leave 5,381 5,490 6,375
Half-day leave 6,585 6,687 7,491
Volunteer leave 28 46 28
Refresh leave 466 465 393
Flextime work schedules 1,903 1,742 2,105
Work-from-home system - - 135
Three year sabbatical system for spouses working overseas 1 4 9

*Data for full-time /contract employees of TOTO LTD.
*Refresh leave: Data for full-time employees of TOTO LTD.
*Work-from-home system implemented for the TOTO Group (Japan) in April 2018.
*Three year sabbatical system for spouses working overseas: Data for for the TOTO Group (Japan)


A variety of systems to support diverse working methods
System contents
Hourly leave Up to 5 days (40 hours) of leave can be taken in hourly units throughout the year.
Half-day leave In general, annual paid leave is taken in full days, but leave can also be used in half-day units without restriction.
Volunteer leave In order to support employees who participate in volunteer activities, the volunteer leave program allows five days of leave per year.
Refresh leave This leave program aims to refresh the spirit and broaden the horizons of employees who have been with the company continuously for 10, 20 or 30 years by means of a domestic or international trip.
Flextime work schedules This flextime work system allows employees who have been working to request reduced work hours, as defined by the department, or to change the start/end time of the working day.
Work-from-home system Work-from-home system is a system that allows employees with childcare or family care responsibilities to work at home as part-time or full-time workers.
Three year sabbatical system for spouses working overseas This system provides a sabbatical of a maximum length of three years so that employees can continue with their careers when accompanying a spouse who is working overseas.

Employee Turnover Rate
FY2016 FY2017 FY2018
Voluntary employee turnover rate (%) 0.8% 2.0% 2.3%
Employee turnover rate due to life events(%) 8.0% 6.1% 3.4%

*Data for full-time employees of TOTO Group (Japan)
*Employee turnover rate due to life events(Japan): Rate of employees who left their position due to giving birth, raising children, getting married, and providing nursing care, among total number of employees who left for personal reasons.

Promoting participation in family care and childcare for male employees

The TOTO Group encourages male employees to take an active role in housework and childcare to better understand the diversity of work styles, appreciate the need for work-life balance, and make them aware of the need to help support working women. The Mama and Papa Vacation system placed as a paid leave system for childcare encourages employees with children to acquire consecutive leave for household and childcare and to support employees who are not willing to take childcare leave due to a decline in revenue, who have terminated their childcare leave period, and whose spouse is taking childcare leave to actively participate in household and childcare, and to support child raising.  We focus especially on encouraging male personnel to take childcare leave and paid leave to help out with childcare and build their awareness of work and family balance, have established a dedicated site on the company Intranet and introduce related systems and role models.
These efforts were highly recognized, and we were certified by the Minister of Health, Labor and Welfare as a company supporting childcare as we acquired next-generation certification mark Kurumin in 2012 and Platinum Kurumin in 2018. 
We also organize a cooking workshop for men so that male employees, who rarely prepare meals on a daily basis, learn how hard it is to do housework by doing hands-on cooking, eating, and cleaning activities. The aim of these activities is to encourage them to take a more active role in housework and childcare, and have a better understanding of the difficulties working women face. At the beginning of the event, a member from the management team speaks directly to male workers, telling them that their support is indispensable to women working and playing an active role outside the office.

Dual support for careers and life events

The TOTO Group supports balance between work and life events for employees while allowing them to continue with their careers by introducing and operating various systems.
The major support systems include an area limited employment system that employees can provisionally select a working area due to marriage, childbearing, childrearing and other reasons, a leave system that employees can take a leave for three years due to accompanying of spouse's overseas duties, a human resources registration system that when leaving office is unavoidable for any life events, employees can receive information on employment opportunities, and when the employees want to restart working after the reason is resolved, they can receive job information.

Realization of working styles that offer more flexible working hours and places of work

The TOTO Group implemented the work-from-home system for the TOTO Group (Japan) in April 2018 to develop an environment where employees who have the need for childcare or family care and want to continue working can balance their jobs with such commitments. This system is a system that allows employees with childcare or family care responsibilities to work at home as part-time or full-time workers. As a part of the workstyle reforms, we have established a dedicated site on the company Intranet and introduce related systems and role models. We also actively post special feature articles on the union's newsletter and hold round table talks about work-life balance as a collaborative effort with the Labor Union.