Healthy lives

Employee safety & well-being

Employee safety & well-being

We prioritize the safety and well-being of our teammates and their families. Our benefits, programs and resources are designed to support their physical, mental and financial well-being.

Respecting workers’ rights and fostering safety

Respecting workers’ rights and fostering safety

Employee safety, health and human rights are foundational to how we operate. In addition to complying with government regulations around the world, we have systems to help us identify, track, report and improve workplace issues and minimize hazardous conditions. We have mandatory training on business ethics as well as on employee safety, health and the environment. This includes hazard awareness, ergonomics, code of conduct and other compliance programs.

We have an enterprisewide crisis management program to support emergency response, employee and community safety, disaster recovery, and business continuity. And we have workgroup-based plans to help us resume disrupted operations, emergency response teams to directly address certain emergencies, and corporate emergency operations centers to coordinate and allocate resources in 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 team members at all levels, without fear of reprisal, regarding issues that impact their jobs or the company. Anyone can report suspected illegal, unethical or unsafe activity confidentially and anonymously through an independently operated compliance hotline.

Clorox teammates are welcome to engage in political activities, and we offer paid time to support their right to vote. In personal civic and political affairs, however, employees must be clear that their views and actions are their own and not those of Clorox.

Our goals

Our goals

  • Maintain our recordable incident rate of <1.0 with a comprehensive safety management effort, striving for an injury-free workplace.
  • Enhance employee financial literacy as measured by income replacement ratio exceeding Vanguard’s 401(k) client average of 55%, with the aspiration of achieving our 75% target.
  • Enhance health and well-being outcomes as measured by employee utilization of preventive health screenings exceeding UnitedHealthcare’s CPG of 26%, with the aspiration of achieving our 33% target.

Our progress

Our progress

We put people at the center of everything we do, which is why safety is a core value for us. We encourage all team members to identify, control or eliminate physical risk, and we reinforce this with internal safety audits conducted at all our facilities every two years.

Our values-based, process-oriented approach to safety has helped us achieve a fiscal year 2022 recordable incident rate of 0.56 — well below our goal of 1.0 and an average 3.1 RIR for goods-producing manufacturing companies in 2020.

With the digitization of metrics related to safety, we continued to make safety personal by implementing and monitoring a monthly education program in the continental U.S. In 2022, the program was expanded internationally in four languages.

Our ongoing focus on employee safety is led by every employee in our company, including our Global Safety and Environmental Team, with executive oversight by our chief supply chain officer.

With everyone’s continued leadership, ownership and commitment to safety, we believe we can achieve a zero-incident workplace where everyone goes home safe, every day.

To help our people be better prepared for retirement, we continue to advance our goal of enhancing financial literacy, as measured by a metric called the income replacement ratio. As part of our commitment to this goal, we offer third-party financial planning service and a 401(k) plan that’s above market relative to the industry average, with the company contributing up to 10% of an employee’s annual salary.

In fiscal year 2022, all employee groups exceeded Vanguard’s 401(k) client average of 55%, while still aspiring to achieve our 75% target:

  • Overall employee average: 64%
  • Production employees: 69%
  • Nonproduction employees: 58%

As part of our ongoing commitment to employee health and well-being, in fiscal year 2022 we set a target to measure and encourage employee utilization of preventive screenings in the areas of adult wellness, mammography, cervical cancer and colon cancer to contribute to improved health outcomes.

In fiscal year 2022 U.S.-based Clorox teammates enrolled in our UnitedHealthcare medical plans, representing 83% of eligible U.S. employees, utilized 29% of preventive screenings. Although this score exceeded UnitedHealthcare’s benchmark of 26% for CPG employers, we strive to reach our target of 33%.

Enhancing total employee well-being

Enhancing total employee well-being

As we continue to navigate through uncertainty, one of the things our people can count on is our continued support of their well-being journey. We know everyone’s needs change, and we’re always looking for ways to evolve our programs and benefits to help our people and their loved ones be well and thrive.

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.

Recognizing the prolonged effects of the pandemic, we’ve increased our focus on and support for mental health.

  • We provide employee assistance programs, or EAPs, 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 ERG that shares resources and ideas.
  • Sometimes the best way to reset is to have some quiet time, so we schedule monthly Quiet Days. These are “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 also know that giving to others and supporting important causes brings joy. That’s why Clorox matches U.S. and Canada teammate donations 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.

  • 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 enhanced our paid parental leave program, providing 12 weeks of paid time off in the U.S., continued subsidized caregiving support for children and adult dependents, and offer up to $20,000 for adoption costs, inclusive of family-forming benefits (beginning in the 2023 calendar year).
  • We are introducing 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.

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

  • 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 child and elder care.
  • More than $1 million in employee emergency relief for COVID-related costs, including incremental childcare expenses for our onsite teammates.
  • Health and safety seminars.
  • Enhanced onsite safety protocols.



Learn More