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食品トレー容器のエフピコ > English > ESG > Social Initiatives > Human Rights and Workplace Environment

Human Rights and Workplace Environment

Respect for Human Rights

Human Rights Policy

The FPCO Group supports international norms including the Universal Declaration of Human Rights and the Fundamental Principle and Rights at Work of the International Labor Organization (ILO). In accordance with the following policy, we will achieve a safe and pleasant workplace environment where human rights and individuals are respected. 

  1. Under the basic principle according to which everyone should respect the personality and human rights of one another and have the right to impartial treatment and equal opportunities without discrimination on the basis of age, nationality, race, faith, religion, gender, disabilities, social status, internal position or other aspects, we respect human rights and personality in all our business activities in accordance with the FP Corporation Group’s Action Charter and the FP Corporation Normative Rules for Compliance, behave as a good corporate citizen with high moral values and social conscience, maintain sound and normal relationships with all stakeholders and continuously increase our corporate value as a corporate group that earns trust from society.
  2. We prohibit harassment and don't tolerate verbal or behavioral harassment. We establish a system for the prevention of harassment and take appropriate action against harassment that occurs in order to deter harassment and thereby ensure efficient business operations and a stress-free working environment.
  3. We comply with laws, ordinances and other labor standards and prohibit child labor and forced labor in any location where business activities are conducted.
  4. We create a workplace environment that enables employees to work safely and energetically with peace of mind while maintaining good physical and mental health. At the same time, we  encourage them to balance work with their personal lives.
  5. We observe labor laws and ordinances and pay employees the minimum wage or higher.
  6. We respect workers' collective rights, collective bargaining rights and other rights and we don't interfere with their exercise of their rights.
  7. We comply with the laws and regulations in each country or region where we engage in business activities. If laws or regulations of the country or region should conflict with international human rights standards, we pursue ways of respecting the international standards within the scope of the laws and ordinances of the country or region.

Management Structure

The Board of Directors of FP Corporation comply with the above policy and oversee the status of its implementation.
We also pursue efforts to respect human rights by ensuring that this policy and the Code of Conduct takes root among employees, and by conducting various training.

Prohibit child labor and forced labor

We comply with the laws and ordinances of each country or region in our recruitment activities.
When employing a worker, we make sure to verify their age to prevent child labor. In addition, to prevent forced labor, we don't withhold employees' passports or other important legal documents or restrict their freedom of movement.

Equal pay for equal work

The Board of Directors of FP Corporation comply with the above policy and oversee the status of its implementation.
We also pursue efforts to respect human rights by ensuring that this policy and the Code of Conduct takes root among employees, and by conducting various training.

Conducting harassment prevention training

We carry out harassment prevention training by giving lectures based on examples and precedents and watching DVDs for all managers of the FPCO Group, and we are promoting the creation of a pleasant working environment.Training provided to managers in particular includes instruction on the handling of reports of bullying and harassment received by the FPCO Group Workplace Consultation Desk, and training designed to strongly raise awareness of harassment prevention.

(Fiscal Year Ended March 31, 2022: Course completion by 847 managers, 1,167 regular employees, 2,014 people in total)

Building Workplace Environments Where Employees Can Work Energetically

Policy for internal environment development

At the FPCO Group, we believe that  developing an environment in which each and every Group employee fulfills their role by fully harnessing the individual skills and qualities and can work with satisfaction, fulfillment, and vigor is one of the management challenges linked with improved corporate value.
In tangible aspects, we build workplaces which ensure health and safety. In intangible aspects, we  design systems for pleasant working conditions and implement other initiatives in our efforts to improve the workplace environment.


More information about our human resource management initiatives is available here.


Main Initiatives

We have established various programs and take measures to provide pleasant working conditions to employees and support them in their caring for their children.



Staggered work hours

As an initiative optimizing work hours, we have introduced staggered work hours with eight different options to permit each employee to work in a way that is appropriate for the characteristics of their job.

 Leave of five consecutive days (Smile Leave)

This program was introduced to enable employees to effectively use their work hours and be physically and mentally refreshed, among other purposes.

Annual paid leave in hourly increments

We have introduced this program to enable employees to take leave flexibly in various circumstances, such as hospital visits, participation in children's school events, and the provision of nursing care to family members.
Shorter working hours for childcare We permit employees to work shorter hours to care for their children until they start school. In addition, we have enhanced this program so that they are allowed to continue working shorter hours until the end of their children's third year of elementary school at the longest if there are special circumstances and the company permits it.
No-overtime days We have introduced no-overtime days (two days a week, in principle) to enable employees to work efficiently while balancing work and their personal lives.
Working from home We have introduced teleworking to maintain and improve productivity by leveraging teleworking combined optimally with working in offices.
Financial support for recreational activities We provide a certain amount of financial support for employee social events, such as company trips and year-end, new year's, welcome and farewell parties.

Work Style Reform Through Optimized Working Hours

We have implemented a range of work style reforms, such as curbing extended overtime by having employees focus on work during busy periods to improve work productivity, creating staggered shifts with sliding start and finish times, requiring employees to take five consecutive days of paid leave (smile leave), introducing paid leave that can be taken in hourly increments, and the setting of no overtime days. Specifically,regarding the weekly work hours of employees, we comply with the local laws and regulations of each country or region and manage the hours based on the number of hours stipulated in the labor-management agreement, among others, to prevent workloads from becoming excessive.Regarding overtime, we are working to reduce overtime hours based on internal targets that by beyond statutory compliance, encourage employees who have put in excessive overtime to reduce their overtime hours through the Safety and Health Committee and consultations with industrial physicians, and are generally working to eliminate extended working hours by proactively considering and taking action regarding the allocation of working hours. 




FY Ended
March 2020

FY Ended
March 2021
FY Ended
March 2021

Average overtime hours

hour/month 9.85  7.95  7.80 

Paid holidays dates

day 9.8  9.1  10.3 

Paid holidays rate



Number of maternity leave person 25  12  15 
Number of people who acquired childcare leave person 28  15  15 
 Female person 28  14  13 
 Male person
 Percentage of female 100.0  100.0  100.0 
   Percentage of male 0.0 



Certified as a parenting-friendly  company by the Ministry of Health, Labor and Welfare

Certified as a parenting-friendly company by the Ministry of Health, Labor and Welfare.

Supporting a Balance Between Work and Home Life

We aim to create a workplace environment that is conducive to work even after events such as marriage and childbirth, and allow shortened working hours at the request of all employees until their children enter elementary school.In addition, we support employees returning from maternity and childcare leave and encourage men to actively take childcare leave.


General Employer Action Plan based on the Act on the Promotion of Measures to Support the Development of the Next Generation(from Ministry of Health, Labour and Welfare, Database for the Promotion of Women's Activities)

Promoting of Volunteer Activities

When employees take part in recovery activities in connection with natural disasters and other events, or engage in activities supported by the FP Corp. Environment Fund, they can make use of a volunteer leave system.
In addition, employees are involved in the running of Floor Hockey tournaments organized by FP Corporation as volunteer staff.

Support for Enhancing Private Life

Promoting of Volunteer Activities

We offer financial support for recreational activities conducted by employees for enjoyment, such as baseball, yachting, tennis and floor hockey.
Non-sporting activities and welcome parties are also entitled to our financial support. We also provide a welfare program that allows employees to enjoy lodging facilities and amusement facilities nationwide at reduced rates in a bid to help them enjoy spending time with friends and family members.