Realizing Employee-Friendly and Motivating Workplace

At the TOTO Group, we believe that if all employees can achieve a better balance between work and family life by reviewing their work hours, they will be more productive and obtain more satisfaction from their work. Therefore, we promote work-life balance and create a work environment that makes balancing easier. The TOTO Group Compliance Policy stipulates that all corporate activities must comply with laws, regulations, and social rules. We also comply with laws and regulations that stipulate working hours applicable to each region and work to curb long working hours.

Diversified Work Styles

The TOTO Group promotes the creation of workplace that encourages employees to take on challenges through various work styles, which allow for flexible use of time and place. In June 2025, the Group introduced special paid leave for the purpose of childcare for all genders. Through various initiatives we support achieving a good balance between family and career.

Promoting Work-Life Balance of Employees

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 a variety of systems that facilitate the adoption of diverse work styles and help employees balance work with child or nursing care responsibilities. As a part of work-life balance awareness raising initiative, we also post and deliver the number of users and concrete use cases for such systems on the Intranet and the internal newsletter, and provide opportunities for each employee to improve their work-life balance. We also work to foster a corporate culture where male employees can take such leaves without feeling constraint in the workplace. In recognition of these efforts, TOTO received the 6th Annual Grand Prize for Work-Life Balance, sponsored by the Japan Productivity Center.

Assisting Employees in Balancing their Careers with Live Events

The TOTO Group has introduced and operates various systems to assist all employees in maintaining a balance between work and life events while continuing their careers. The major assistance systems include an area limited employment system, which allows employees to temporarily select a work location due to marriage, childbearing, childrearing or nursing care; a leave system, which allows employees to take a leave for three years to accompany a spouse’s overseas duties; and a human resources registration system, which registers employees who were forced to leave their jobs due to life events, and provides them with job listings. This system provides information when the reason for resignation is resolved and the ex-employee expresses a desire to return to work.
To prevent employee resignations due to life events, we have introduced a work-from-home system for reasons related to childcare and nursing care, in addition to the reduced work hour system and the care leave system, which are support measures that help employees balance work with childcare and nursing care. We support employees in balancing work with medical treatment by offering work-from-home options and other systems that allow them to continue working while receiving necessary medical treatment. We also continue to promote the creation of workplaces that encourage employees to take on challenges. We do this by offering the option to choose from a variety of work styles that allow for flexible use of time and place according to their lifestyles and individual needs, so that they can work in a way that suits them.

Support for Employees Raising Children

The TOTO Group has established the following supportive environment and systems to help Group employees in Japan balance work with child-rearing. Some of these even exceed legal requirements. Guidebooks are prepared to help employees understand these systems. They are posted on the internal intranet so that relevant employees and their supervisors can refer to them.

Maternity Leave

Eligibility: All employees who give birth 

Before childbirth: Available from six weeks (14 weeks in case of multiple births) prior to (and including) the expected delivery date 

After childbirth: Available for eight weeks after delivery, in principle

In both cases, maternity allowance can be claimed through the TOTO Health Insurance Association.

Childcare Leave

Employees can take childcare leave until their child reaches the age of two, exceeding the legal requirement, regardless of the reason.
Employees will not be paid during childcare leave. However, childcare leave compensation is provided through the Employment Insurance System.
Additionally, childcare leave compensation is paid by the TOTO Group Welfare Mutual Aid Association.

Childcare Leave after Childbirth (Paternity Leave)

This is a separate system from the childcare leave above. Fathers can take up to four weeks of childcare leave within eight weeks after the birth of their child. If they apply for all four weeks at the beginning, they can split the leave into two periods for the same child. Employees will not be paid during this childcare leave. However, childcare leave compensation will be provided through the Employment Insurance System.

Special Leaves for Childbirth and Childcare (Celebration/Condolence Leave and Maternity/Childcare Support Leave)

Employees are entitled to take up to two days of special paid leave (Celebration/Condolence Leave) when their spouse gives birth.
Starting in June 2025, employees can take special paid leave for childcare purposes when their child is two years old or younger (up to a total of five days, excluding Saturdays and Sundays). This also applies to employees with less than one year of service, who are not eligible for the above childcare leave. Nine consecutive days of leave can be taken. Both male and female employees are eligible for this leave to care for an expectant mother during her pregnancy (Maternity/Childcare Support Leave).

Reduced Work Hours for Childcare

Japanese law requires employers to introduce a reduced work hour system for employees with children under the age of three. At the TOTO Group Japan, employees with children in elementary school (up to sixth grade) or younger may choose reduced work hours determined by each workplace, upon their request and subject to workplace approval. Employees can advance or delay their start and end times of work, or reduce their work hours by 30 minutes per day to half a day.

Allowance for Employees Raising Children

TOTO Group’s employees in Japan who are raising children are eligible for an allowance to help cover nursery school fees, babysitting costs, and educational expenses (childcare/educational cost allowance option of the cafeteria plan*)
*A welfare program in which the company gives its employees points. Employees can choose from a variety of services within their allotted point limit.

Welfare Facilities for Breastfeeding

TOTO Group’s workplaces in Japan provide private resting rooms and spaces for breastfeeding and expressing milk, where user’s privacy is protected. Female employees raising children under the age of one are entitled to take two 30-minute childcare breaks per day, upon request, in addition to their regular breaks, regardless of their employment status. These breaks may be used for breastfeeding or expressing milk

Nursing Care Leave for Children

This is a leave that employees with children in elementary school (up to sixth grade) can take in one-hour increments for the following purposes: caring for an injured or ill child, taking a child to a vaccination or health checkup, caring for a child whose class or school is closed because of an infectious disease, and attending a child’s entrance or graduation ceremony. These conditions exceed the legal requirements of Japan. Employees with one child can take up to five days (40 hours) per year and employees with two or more children can take up to 10 days (80 hours) per year.

Working at Desired Locations for Childcare (Area Limited Employment System)

To ensure that employee’s careers are not interrupted, TOTO employees in Japan who are subject to nationwide transfers and have children in elementary school (up to sixth grade) or younger can request to work at their desired location when, for example, their spouse is transferred within Japan.

Papa-Mama and Grandchildren Leave (Carrying Over Unused Annual Leave)

A paid leave acquisition system that allows employees with children or grandchildren to use annual paid leave (accumulated leave) that has lapsed due to prescription for the purpose of housework or childcare.

Promoting participation in family care and childcare for male employees

Variety of systems to support diverse working methods

Appropriate Management of Working Hours

The TOTO Group in Japan has concluded labor agreements (36 Agreements) regarding overtime and work on rest days in accordance with Article 36 of the Labor Standards Act.
Even in special cases where it is temporarily necessary to work beyond the limit, the maximum number of overtime hours per month is determined as 80 hours and C.A. is implemented at monthly management meetings.
The TOTO Group’s labor and management work together to reduce long working hours for the health of each individual employee. 

・We are working to develop a system that accurately tracks working hours based on objective time data such as IC data on employee ID cards and computer logs as well as the data reported by the employee so that the employees and their supervisors can check daily attendance. 

・Daily attendance data entry is strictly enforced. We send email alerts to employees who have not reported their attendance and to their supervisors. We also send alerts to employees and their supervisors depending on the actual working hour conditions, for example, when working hours approach the maximum limit set in the 36 Agreements. 

Attendance is tracked through room entry/exit and computer logs. Overtime is paid according to standards that exceed those stipulated by law. 

Promotion of Planned Use of Paid Leave

To realize a workplace where all people are healthy, energetic, and motivated, we aim to foster a culture where employees can take paid leave when they want to. To this end, we are promoting the taking of paid leave with a goal of 100% for the number of target days set by individuals.The goals are set through careful communication between the employees and their supervisors, taking their personal circumstances into consideration. Top management is taking the initiative and setting an example so that employees can take paid leave in a planned way throughout the year. C.A. is also implemented at monthly management meetings.

Fair Treatment and Wages

The TOTO Group pays wages appropriately in compliance with all relevant laws and regulations in each country and region in which it conducts business, including minimum wage, overtime, and legally mandated employee benefits. In addition, we provide appropriate treatment that leads to increased motivation for each employee, taking into account the individual's role, capabilities, and achievements, as well as the business environment surrounding our company, our company's performance, and medium- to long-term outlook.

Benefit Program

The TOTO Group established a benefit program that allows each employee to feel secure and energized to take on challenges and continue working. We will continue to improve the program so that employees can have a satisfying work-life balance.

- Employee shareholding
A system to support employees to build assets over the medium to long term by helping them purchase the company’s shares on a monthly basis through an employee shareholding association.

- Company housing
Company housing and dormitories are provided to employees who need them for work-related reasons, such as relocation, in accordance with the company rule.

- Payment of commuting expenses
If an employee commutes to work by public transportation, bicycle, car or motorcycle, the company will pay the transportation and commuting expenses in accordance with the company rule.

- Resort house and recreational
Facilities are provided to maintain and promote the health of employees and their families and for their recreation.

"General Employer Action Plan" based on the Act on Advancement of Measures to Support the Development of the Next Generation and the Act on Promotion of Women's Participation and Advancement in the Workplace

The TOTO Group is working to improve the working environment and systems so that each employee can work with a sense of job satisfaction. As part of this, we are implementing various measures to further promote the participation of female employees and to support them in balancing work with childcare, elderly care, and their own medical treatment.

Related data

Number of People Using Reduced Work Hour and Leave System

* Data for full-time /contract employees of TOTO LTD.
* "Reduced work hours for childcare" and "Reduced work hours for nursing care" are 2022 (as of April 2023), 2023 (as of April 2024), and 2024 (as of April 2025), respectively.
* "Papa-Mama and grandchildren Leave" and "Leave system for spouses transferred overseas": Data for full-time/contract employees of the TOTO Group (Japan)
*1 Includes employees who have taken our unique childcare leave (parent/grandchild leave)

Number of People Using Variety of systems to support diverse working methods

* Data for full-time /contract employees of TOTO LTD.
* Work-from-home system: Data for full-time /contract employees of TOTO Group(Japan).

Work Hours

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

Paid Holidays Taken

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

Employee Turnover Rate

※Data for full-time employees of the TOTO Group (Japan)
※The total turnover rate was calculated based on all the resignation reasons