Employee rights, safety & well-being

As part of our ongoing commitment to our teammates’ health and well-being, we set a target to measure and encourage employee utilization of preventive screenings to contribute to improved health outcomes. 

In calendar year 2024, we achieved a composite utilization rate for U.S.-based teammates enrolled in our UnitedHealthcare medical plans of 34%, exceeding our aspirational target and UnitedHealthcare’s CPG benchmark of 26%.

Over the past few years, we’ve increased our focus on and support for mental health. 

• We provide employee assistance programs globally, offering supportive resources such as no-cost therapy sessions with counselors and trained clinicians to help with life transitions and family, legal, financial and work issues. 
• We offer a range of app-based resources — such as mindfulness training, one-on-one coaching and concierge services for finding therapists or counselors — that meet people where they are and help them manage stress, anxiety and depression. 
• We also think it’s important to reduce the stigma and support mental health conversations at work and society at large. Our Mental Health Champions employee resource group provides resources and support and hosts events to raise awareness and help teammates understand and care for their mental health. 
• To support our parents and their unique mental well-being needs, we provide caregiving resources including subsidized back-up care and have a Parents employee resource group that shares resources and ideas. 
• We schedule monthly Quiet Days, “no meetings, no email” days that help people have focused, heads-down work time or flexibility in their schedules to take time off to recharge. 
• We transitioned to a flexible time off policy, offering most U.S. nonproduction teammates the ability to take the time off they need during the year, and introduced Recharge Weeks, allowing teammates to take vacation at the same time so everyone can truly disconnect and return to work refreshed. To ensure production teammates can also take the time off they need, we added additional flex days to their time-off policy. 
• We also know that giving to others and supporting important causes brings joy. That’s why Clorox matches donations by U.S. and Canada teammates up to $2,500 a year to the nonprofits of their choice. Learn more about how we support communities on our Supporting Healthy Communities page. 

Having a sense of financial security — or a plan to get there — is another piece in the well-being puzzle. Here is how we are enhancing financial well-being:

• Since 2005, our salary-based health insurance premiums have helped keep medical coverage affordable, with Clorox paying more of the premiums for those in lower salary bands. We also offer tailored online wellness programs that encourage employees to adopt healthy habits while earning quarterly financial rewards.  
• We’re proud to offer an above-market U.S. and Puerto Rico 401(k) plan, with a 4% biweekly match and 6% annual contribution. With a 94% employee participation rate, we feel good helping our people plan ahead for their retirement. 
• We offer free financial planning services to U.S. employees. 
• We offer comprehensive and inclusive family-forming benefits, provide 12 weeks of paid parental leave in the U.S., subsidize caregiving support for children and adult dependents, and offer up to $20,000 for adoption costs, inclusive of family-forming benefits. 
• We introduced supplemental health benefits beginning in the 2023 calendar year for our U.S. teammates as a way to provide financial assistance to cover unexpected medical expenses experienced by employees and their families.