We implement initiatives to promote work-life balance and improve productivity among employees. We continue our efforts to shift to new work styles that will enhance the productivity of each employee and give them a sense of satisfaction in their work.

Flextime system

To realize a workstyle that is not restricted by time or place, we introduced a flextime system in the fiscal year ended September 2020. In addition, we discontinued core-time under the flextime system in the fiscal year ended September 2021 and we are working to further improve operational efficiency and the work-life balance by using flextime system in conjunction with the telework system.

Telework system

In the fiscal year ended September 2020, we introduced a telework system. We are working to create an environment in which employees can continue working for many years by allowing each employee to choose his or her work location to the extent that there is no disruption to operations.

Shortened working hours for family care

The standard working hours per day can be reduced to 6 hours for up to 3 years from the start of use of the shortened working hours.

Family care leave

If a family member of an employee is in need of care, the employee can take up to a total of 93 days per subject family member.

Shortened working hours for childcare

Toyo Corporation has implemented a system that exceeds statutory requirements, allowing employees to reduce their standard working hours to six hours per day until their child completes the third grade of elementary school. The number of employees utilizing this system for childcare has been declining, a trend attributed to the availability of flexible work options such as a flextime system with no core hours and a teleworking system. In the fiscal year ending September 2025, three employees used this system for childcare.

Childcare leave

Employees can take this leave until their child reaches the age of one (up to the age of two if the child cannot be admitted to a nursery school). The rate of return from childcare leave is 100%. The acquisition rate of Childcare leave by male employees is also increasing year by year. In the fiscal year ended September 2025, 100% of the eligible employees (14 people) obtained the Childcare leave.

Prevention of Excessive Working Hours and Reduction of Overtime Work

We are committed to preventing excessive working hours and reducing overtime in consideration of our employees’ health and work-life balance.
We comply with the Labor Standards Act and labor-management agreements regarding overtime and holiday work (Agreement 36). We strive to prevent excessive workloads, including long working hours, excessive overtime, and late-night work, while promoting the reduction of overtime hours. In addition, we monitor employees’ annual paid leave utilization and encourage them to take paid leave.
As part of our efforts, we utilize a system that enables the timely monitoring of daily working hours, providing an environment where employees’ working hours can be effectively tracked and managed. We also share information among relevant departments to prevent excessive working hours that could exceed the limits established under Article 36 Agreements. Furthermore, in addition to regular holidays, we designate recommended paid leave days to support employees’ work-life balance and promote their health and well-being.