Healthy lives

Employee safety & well-being

Employee safety & well-being

Clorox is devoted to promoting and supporting the safety and well-being of all people, starting with our teammates. We take a holistic approach to caring for our people — with benefits, resources and programs designed to support financial, physical, mental and emotional well-being.

Fostering a work culture that respects workers’ rights

Fostering a work culture that respects workers’ rights

Employee safety, health and human rights are of vital importance to the way we do business. In addition to complying with government regulations around the world, we have systems to help us identify, track, report and improve workplace issues. Clorox has processes to help minimize hazardous conditions through equipment and process design, build and installation. The company also requires training on topics for employee safety, health, environmental and business ethics. Some of these include hazard awareness, ergonomics, personal harassment and other applicable compliance programs.
 
We have an enterprise-wide crisis management program that includes tools and communications to support emergency response, employee and community safety, disaster recovery and business continuity. The program includes workgroup-based plans to help guide in resuming disrupted operations, emergency response teams to directly address certain emergencies and corporate emergency operations centers to coordinate and allocate resources during a time of crisis.
 
Clorox prohibits the use of forced, bonded or otherwise illegal labor. We meet, and often exceed, wage requirements and local family leave laws worldwide. We recognize workers’ freedom to associate with each other and organize. We encourage constructive communications among employees at all levels, without fear of reprisal, regarding issues that impact their jobs or the company. Employees can report suspected illegal, unethical or unsafe activity confidentially and anonymously through an independently operated compliance hotline.
 
Clorox employees are welcome to participate in the political process and engage in political activities of their choosing. In personal civic and political affairs, however, employees must make clear that their views and actions are their own and not those of Clorox.

Promoting safety at work every day

Promoting safety at work every day

We are committed to putting people at the center of everything we do, which is why safety is a key component of our culture. We strive to empower all employees to identify, control or eliminate physical risk.
 
We believe the knowledge and skills learned at work around hazard recognition and risk reduction can also influence and benefit what we do at home as well. The success of building and sustaining a positive culture requires each person to actively engage in considering risk in everything we do and acting accordingly.
 
As a result of our commitment to the safety and well-being of our employees, our overall corporate incident rate remains low. We ended fiscal year 2020 with a recordable incident rate, or RIR, of 0.58, below the 1.0 rate we consider world-class, based on our own corporate benchmarking. According to the latest data available from the U.S. Bureau of Labor Statistics, the average RIR for goods-producing manufacturing companies is 3.4.
 
Our success can be attributed to Clorox’s commitment to use solid processes and programs and safety leadership displayed at all levels of the organization globally. With everyone’s continued commitment, ownership and participation, our vision of a zero-incident workplace is possible.

Enchancing total employee well-being

Enchancing total employee well-being

We support the health, safety, and overall well-being of our employees because it’s the right thing to do and because our people are the foundation of our success. Through initiatives and programs addressing a wide range of priorities and needs in the lives of our team, we strive to take care of our people comprehensively so they can be well and thrive.

Since 2005, our salary-based health insurance premiums have helped keep medical coverage affordable. Essentially, Clorox pays proportionally 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.

Mental and emotional health is more important than ever.

  • We offer a range of app-based resources — such as mindfulness training, 1:1 coaching, and concierge services for finding therapist or counselor — that meet people where they are and help them manage stress, anxiety, and depression.
  • Our Employee Assistance Program (EAP) provides additional supportive resources, including a number of no-cost sessions per year with counselors and trained clinicians who can help employees and eligible dependents manage personal, family, legal, financial and work issues.
  • We think it’s important to break down the stigma of mental health by supporting mental well-being conversations at work (and society at large). Our Mental Health Champions employee resource group (ERG) helps people manage, understand, and nurture their mental health by providing resources and support, as well as host events to raise awareness. To support our parents and their unique mental well-being needs, we have a Parents ERG that shares resources and ideas.
  • Sometimes the best way to reset is to have some quiet time, so we schedule Quiet Days throughout the year. These are “no meetings, no email” days that give people a chance for heads-down, focused work time with limited distractions.

We recognize that giving to others and supporting important causes brings joy. That’s why Clorox matches U.S. and Canada employee donations up to $2,500 a year. 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.

  • We’re proud to offer an above market U.S. and Puerto Rico 401(k) plan, with a 4% bi-weekly match and 6% annual contribution. With a 95% employee participation rate, we feel good knowing our people are planning ahead for their retirement and that we can help them do this.
  • We offer free financial planning services to U.S. employees.
  • We also provide a paid parental leave program to employees (12 weeks in the U.S.), as well as subsidized caregiving support for children and adult dependents, and up to $3,000 for adoption costs.

To support our employees during the COVID-19 pandemic, we provided:

  • 80 hours of additional emergency paid time off
  • COVID testing and treatment covered at 100%
  • Virtual medical visits, including mental well-being, covered at 100%
  • 60 hours of subsidized back-up childcare and online resources via Helpr for all employees globally
  • Health & safety seminars
  • $1 million employee emergency relief fund for COVID-related costs, including incremental childcare expenses for our on-site employees
  • Enhanced on-site safety protocols

 

 

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