All Employees Together
Promoting Work-Life Balance
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. The TOTO Group Compliance Policy stipulates that all corporate activities must comply with laws, regulations, and social rules, etc., and we are making efforts to comply with related laws and regulations that stipulate working hours, etc., applicable to each region, as well as to curb long working hours.
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
| 2021 | 2022 | 2023 | |
| Standard working hours per year(hours) | 1,901.8 | 1,901.0 | 1,907.9 |
| Average hours actually worked per year(hours) | 1,937.8 | 1,916.0 | 1,913.8 |
| Average hours of overtime per month(hours) | 18.5 | 18.1 | 16.4 |
※Data for full-time /contract employees of the TOTO Group (Japan)
Paid Holidays Taken
| 2021 | 2022 | 2023 | |
| Number of days of paid holidays taken(days) | 17.5 | 18.2 | 18.4 |
| Percentage of paid holidays taken(%) | 91.2 | 94.3 | 95.6 |
※Data for full-time/contract employees of the TOTO Group (Japan)
Number of People Using Reduced Work Hour and Leave System
| 2021 | 2022 | 2023 | ||
| Children leave(*1) | Total | 200 | 237 | 247 |
| Male | 66 | 96 | 120 | |
| Female | 134 | 141 | 127 | |
Acquisition rate of childcare leave(%) | Male | 37.7 | 66.7 | 73.2 |
| Female | 100 | 100 | 100 | |
| Reduced work hours for childcare | Total | 318 | 310 | 305 |
| Male | 6 | 4 | 10 | |
| Female | 312 | 306 | 295 | |
Papa-Mama and grandchildren Leave | Total | 297 | 217 | 354 |
| Male | 215 | 149 | 176 | |
| Female | 82 | 68 | 178 | |
| Nursing care leave | Total | 13 | 17 | 10 |
| Male | 1 | 1 | 4 | |
| Female | 12 | 16 | 6 | |
| Reduced work hours for nursing care | Total | 9 | 5 | 9 |
| Male | 2 | 0 | 1 | |
| Female | 7 | 5 | 8 | |
| Area limited employment system | 95 | 107 | 116 | |
| Leave system for spouses transferred overseas | 10 | 11 | 11 | |
* Data for full-time /contract employees of TOTO LTD.
* "Reduced work hours for childcare" and "Reduced work hours for nursing care" are 2021 (as of April 2022), 2022 (as of April 2023), and 2023 (as of April 2024), 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 The number of male employees taking childcare leave in FY2022 and thereafter includes those taking our original leave for childcare purposes (Papa-Mama and grandchildren Leave).
Systems to Support Balancing Work and Child or Nursing Care Responsibilities
| About Childcare | About Nursing Care | |
Leave (*1) | Childcare leave: A system of leave for childcare from the day the child is born to the day the child reaches the age of two. Two installments of childcare leave can be taken in addition to Childcare leave after childbirth. | Consecutive leave for nursing care: A system for nursing care of a relative for two weeks or longer. (max 365 days) |
| Childcare leave after childbirth (for men only): Can be taken in two installments of up to four weeks in total within eight weeks after the birth of the child. | ||
| Maternity leave (for female employees only): The company shall not allow a woman to work for six weeks before giving birth (for fourteen weeks in the case of multiple pregnancy) and eight weeks after giving birth. | ||
| Nursing care leave for children: Leave that can be taken for caring sick children. | Nursing care leave: This leave can be taken for the nursing care of a relative. | |
| Celebration/condolence leave: This leave can be taken when a spouse gives birth. (with pay) | ||
Carrying over unused annual leave (*2) | Papa-Mama and grandchildren Leave: A system that encourages employees with children or grandchildren to take paid leave for the purpose of housework and childcare. | Nursing/nursing care leave: This leave can be taken for the nursing or nursing care of a relative. |
| Reduced and staggered work hours | Working hours can be flexibly shortened by 30 minutes per day to half-day at maximum. Start and end of work hours can be made earlier or later. | |
| Flextime work schedule | Flextime work schedules (with core time) can be chosen. (Some departments are excluded.) | |
| Restriction of overtime working | Exempted from midnight and overtime work. | |
| Work-from-home | Partly or full-time work-from-home can be chosen. (Can be used for own long-term treatment) | |
| Financial support for the expenses under the scheme of the Cafeteria Plan benefit program (*3) | Financial support for the expenses of babysitting, childcare services, nursery school and kindergarten. | Financial support for the expenses of nursing care services. |
| Area limited employment system | Temporary work at the place of residence of your choice for 3 years or longer to support your working style in accordance with life events such as childbirth, childcare, nursing care, marriage, etc. | |
| Leave system for spouses transferred overseas | This system allows employees to take a leave of absence for up to three years/times so that they can continue their careers when accompanying their spouse on overseas assignments. If used more than once, it can be used again after at least one year after returning to work in Japan. (Available without children) | - |
* For TOTO Group (Japan) ※ 3: For TOTO (Japan)
* Benefits for "Childcare leave," "Childcare leave after childbirth," and "Nursing care leave" are provided by the employee's mutual aid association (with contributions from the company).
* Unused and expired annual leaves may be carried over/accumulated
* A system that gives employees points and allows them to choose and use what they need out of the benefits within the points
Number of People Using Variety of systems to support diverse working methods
| 2021 | 2022 | 2023 | |
| Hourly leave | 5,660 | 5,734 | 5,962 |
| Half-day leave | 7,269 | 7,346 | 7,436 |
| Volunteer leave | 46 | 9 | 21 |
| Refresh leave | 85 | 338 | 1,259 |
| Flextime work schedules | 5,509 | 5,600 | 5,701 |
| Work-from-home system | 3,554 | 4,771 | 5,238 |
* Data for full-time /contract employees of TOTO LTD.
* Work-from-home system: Data for full-time /contract employees of TOTO Group(Japan).
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 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, 20,30 or 40 yeas by means of 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 flexible work style that allows employees to work from anywhere and at any time to accommodate diverse lifestyles and improve productivity through the effective use of time. The following two types of work-from-home system are available. (Some departments are not included.) ・Working at home for part of the scheduled working hours per day (partly-at-home) ・Work at home for all scheduled working hours per day (fulltime-at-home) |
Leave system for self-improvement | This system allows students to take a leave of absence for up to three years to pursue higher education, study abroad, or to obtain qualifications. |
Employee Turnover Rate
| 2021 | 2022 | 2023 | |
| Total employee turnover rate (%) | 2.5 | 2.7 | 2.7 |
| Voluntary employees turnover rate (%) | 2.1 | 2.5 | 2.2 |
※Data for full-time employees of the TOTO Group (Japan)
※The total turnover rate was calculated based on all the resignation reasons
Employee Turnover rate due to life events
| 2021 | 2022 | 2023 | |
| Employees turnover rate due to life events (%) | 1.4 | 0.0 | 0.0 |
※Data for full-time employees of the TOTO Group (Japan)
※Calculated based on the number of people who retired for personal reasons who wanted to continue working but left due to childbirth, childcare, marriage, or nursing care 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 paid child care leave system, Papa-Mama and Grandchildren Leave System, is a support system that encourages employees with children and grandchildren to acquire leaves for household and child care and helps employees who are not willing to take child care leave due to a decline in revenue and who have terminated their child care leave period to actively participate in household and child care.
Also, we have established a dedicated site on the company Intranet and introduced related systems and guidebook on balancing work and childcare and role models to promote active leave acquisition and raise awareness. We have set a target of 85% of male employees taking childcare leave by FY2026, and are also working to ensure that those who wish to take childcare leave can do so with peace of mind.
These efforts were highly recognized, and we were certified by the Ministry of Health, Labor and Welfare as a company supporting child care and acquired the next-generation certification mark Kurumin in 2012 and a higher standard Platinum Kurumin in 2018 as we achieved a 30% Paternity and Maternity Leave acquisition rate.
Dual support for careers and life events
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 nursing care, 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.
Introduction of a diverse work styles
With a view to preventing turnover due to major life events, we have the work-from-home system for the reasons of childrearing and nursing care in addition to the short working hour system and the holiday/leave system, as a support measure. As for the balance between work and medical treatment, we support the work-from-home system so that employees can continue working while receiving the necessary medical treatment.
We continue promoting the creation of workplaces to allow workers to take on a challenge with diverse ways of working in which workplaces and time can be flexibly chosen and used depending on their lifestyle and individual needs so that employees can work being themselves.
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.
お気に入りに保存しました
