TEIJIN LIMITED
3401・Prime Market・Textiles & Apparels
Governance
Transitioned to a company with an audit and supervisory committee in June 2025. The Board of Directors consists of 10 members (including 6 independent outside directors), with outside directors accounting for more than half of the board. In principle, the Chairman of the Board of Directors is an outside director who is not a member of the audit and supervisory committee, ensuring a clear separation between oversight/supervision and business execution.
Risk Management
The company has established a Total Risk Management (TRM) framework covering
Shareholder Returns
Annual dividend for FY2026 (ending March 2026) is ¥50 per share (interim ¥25, year-end ¥25), with total dividends of ¥9,645 million. The payout ratio cannot be calculated due to a net loss recorded for the period. The same amount of ¥50 is forecast for FY2027 (ending March 2027). No share buybacks were conducted.
Dividend Policy
The basic policy is to pay dividends linked to consolidated business results, targeting a medium-term consolidated payout ratio of around 30%. Dividends are determined by comprehensively considering financial soundness, dividend continuity, and internal reserves needed for growth investment. The company continues to pay dividends twice a year (interim and year-end). The annual dividend for FY2026 (ending March 2026) is ¥50 per share (interim ¥25, year-end ¥25), with total dividends of ¥9,645 million. The dividend-to-equity attributable to owners of parent ratio is 2.4%. The annual dividend forecast for FY2027 (ending March 2027) is also ¥50 per share (interim ¥25, year-end ¥25), with an expected payout ratio of 21.4%.
ESG
Under the purpose "Pioneering solutions together for a healthy planet," the company has set climate change mitigation, circular economy, safety and security for people and local communities, and realization of a healthy lifestyle as material issues, and manages them through KPIs. In human capital management, progress is tracked through concrete indicators such as the introduction of a job-based grading and compensation system, achieving a 22% ratio of female executives, and maintaining an engagement score of 64.
Last updated: June 18, 2026