Occupational Health & Safety

In the Generali Group’s Code of Conduct is outlined the commitment to ensure a healthy, safe and secure workspace, and guarantees to its employees fair working conditions, ensuring a safe and healthy environment. The importance of employee’s health and safety is also outlined in the European Social Charter.

The responsibility related to the definition and implementation of health and safety management systems to prevent work-related accidents is demanded to the legal entities, in accordance with the respective local regulation.

At local level, depending on the country and its specific legal requirements, we have commitments on Occupational Health and Safety (OHS) which include the following elements:

  • Generally applicable to the company’s entire operations/ employees as well as contractors or individuals under the company’s supervision.        
  • Compliant with relevant OHS international standards and regulations, voluntary programs and collective agreements on OHS.
    • E.g. in Italy we apply the local Health and Safety relevant regulations and refer to the main principles stated in the International Labour Organisation (ILO) standards and International Standard ISO 45001.
  • Consultation with and participation of workers and workers’ representatives.
    • E.g. in Italy employees’ participation and consultation in Health & Safety relevant matters is ensured both directly and indirectly through Workers' Safety Representative. Also, in Austria, the Works Council is included during inspections and regular meetings.
  • Commitment to continually improve the performance of the OHS management system.
  • Prioritization and action plans on OHS and establishment of quantitative targets for improving OHS performance metrics.
  • Implementation of the OHS commitment is endorsed by either the Board of Directors (e.g., Italy) or the Executive management (e.g., Spain).

Our Occupational Health and Safety management system

We have a local-level Occupational Health and Safety (OHS) management system in place that encompasses several key elements. Periodic risk and hazard assessments are conducted to identify potential sources of harm in the workplace and determine the necessary control measures. Prevention is a priority, pursued through training courses, workshops focused on accident prevention, surveys, and audits performed by independent third parties.

Action plans are prioritized and integrated with measurable targets to address identified risks. For example, in Italy, the Company maintains up-to-date records of hazard identification, risk assessments, and control measures. A dedicated plan outlines the actions and responsibilities required to ensure continuous improvement in OHS standards and to minimize hazards and gaps.

Emergency preparedness is also integrated into the system. Potential emergency scenarios are periodically reviewed, and specific response plans are developed accordingly. Workplaces are equipped with appropriate emergency signage and clearly marked evacuation routes, with evacuation maps displayed in visible areas. Regular evacuation drills are conducted, and formally appointed Emergency Response Teams are trained to manage emergency situations effectively.

Progress in reducing and preventing health issues and risks is evaluated against established targets. For instance, in Central and Eastern Europe (CEE), periodic medical and OHS evaluations are carried out by external providers. These are followed by reports and, where applicable, the implementation of preventive measures. A Workplace Health & Safety Committee meets quarterly to review relevant issues and act as needed.

Internal inspections are conducted regularly by our Health & Safety teams, sometimes with the support of external auditors, to identify risks and update emergency measures.

We also ensure independent external verification of our health, safety, and well-being practices. In Italy, for example, external auditors periodically verify the OHS management system’s compliance with local regulations and the core principles of ISO 45001. In Switzerland, we comply with the “Friendly Workspace” criteria for workplace health management. In Spain, since 2016, we have implemented a Road Safety Management System certified under ISO 39001, which undergoes annual audits. Additionally, our OHS management systems in Spain, Germany, and Serbia are ISO 45001 certified.

Procedures are in place to investigate work-related injuries, illnesses, diseases, and incidents. OHS training is provided to employees to raise awareness and reduce operational health and safety incidents. For example, in the Czech Republic, OHS and fire safety training is delivered through e-learning courses. In Italy, emergency management training includes First Aid, AED use, and Firefighting. The OHS Management System also includes a training matrix summarizing qualifications, accreditations, certifications, retraining requirements, and references to regulations or industry best practices for each role. Specific e-learning modules aligned with ISO 45001 standards are also provided.

Finally, OHS criteria are embedded in procurement and contractual requirements, establishing specific health and safety obligations for both the Company and its suppliers

Employees are requested to avoid any conduct that could endanger anyone’s health or safety, instead promoting actions that have a positive impact on the Group’s employees.

 

In line with this commitment, the Group’s legal entities have launched several initiatives aimed at actively promoting the well-being of their employees, going beyond the minimum requirements set by current local regulations.

Special training and measures to foster employees' health and well-being were launched in the following areas:

  • In Italy, the “Come Stai?” innovative program promotes psychological health and a culture of well-being. It includes psychological education through webinars, podcasts, and face-to-face meetings to emphasize the importance of self-care and caring for others, while avoiding biases. Additionally, the Energy Life Coach offers online therapy services for employees and their families. To further support well-being, Mindfulness sessions have been introduced, and a course on technostress and the mindful use of digital tools has been added to the Individual Development Plan Catalogue, accessible to all the Country population on a voluntary basis.
  • In Spain, Generali offered employees the opportunity to take part in online mindfulness classes and access a digital psychology platform.
  • In Germany, employees have access to a dedicated mental health service provider, along with an instant support phone line for immediate assistance
  • Also in Switzerland, Generali has introduced several initiatives to support employee well-being and performance. These include the access to employee counseling services for a wide range of topics, and various training sessions focused on stress reduction and stress management. Additionally, a Quiet Room has been made available for relaxation, and a structured absence management process has been put in place.
  • In Argentina, during 2024, Generali offered three impactful training courses focused on personal growth and well-being. The course “Self-awareness and Purpose” guided participants in identifying their core values and priorities to support better decision-making and sustained motivation. “Personal Productivity” aimed to strengthen communication and leadership skills, enhancing time management and overall efficiency. Lastly, the Mindfulness course introduced scientific meditation techniques to help reduce stress and anxiety, while also supporting immune system health.
  • In Italy, in 2024, a dedicated awareness program was launched to promote physical well-being and encourage preventive health practices. The initiative included a cycle of webinars led by doctors and health professionals, covering key topics such as nutrition, sleep, physical activity, and smoking cessation. Alongside the educational component, employees were invited to take concrete steps to care for their health through sports medical check-ups offered at the main offices, access to company gyms where available, and the Digital Hub, a hybrid platform enabling free home workouts or discounted access to over 3,500 affiliated fitness canters.
  • In Spain, the Madrid and Barcelona offices feature an on-site gym with activities like yoga and Pilates. Across the company, there are health initiatives including colon cancer and glaucoma screenings, enhanced medical check-ups, co-financed access to a wellness platform, and sponsorship of events like the Málaga Marathon
  • In France, employees have access to a private fully equipped gym center with various sports lessons. They also have the flexibility to participate in external sports clubs or gyms of their choice, with company contributions towards membership fees or sports licenses.
  • In Germany, Generali promotes employee wellbeing through employer-supported sports and fitness programs, company health insurance, workplace massages, and special event days focused on health awareness.
  • In Austria, Generali promotes employee wellbeing through a wide range of initiatives. The Generali Austria Sports Association offers access to over 15 activities such as hiking, skiing, tennis, running, and golf. The Fit & Spirit program includes courses in yoga, Pilates, kickboxing, and posture training. Occupational health physicians provide support on health, ergonomic, and psychological matters, while free vaccinations are also offered. Ergonomic workplace assessments and a dedicated health committee help ensure a healthy work environment. Employees can also benefit from a physical therapy center offering massages and physiotherapy, and participate in Health Week, a dedicated period featuring wellness-focused events and webinars.

Generali promotes flexibility and work-life balance through hybrid work arrangements, aligned with the Next Normal principles from the previous strategic cycle and reinforced by local agreements and the Joint Declaration signed with the EWC. This Declaration emphasizes sustainable ways of working based on trust, empowerment, and employee wellbeing, while supporting Group performance.

Each country adopts part-time work in accordance with local legislation and/or introduces additional part-time options through supplementary agreements with local workers' representatives, with the aim of increasing flexibility.

  • Family-friendly working conditions for our employees are an important part of Generali's corporate culture and many initiatives have been implemented at local level. E.g.:
  • In Italy, Generali provides company nursery schools in Trieste and Mogliano Veneto. Additionally, partnerships with various nurseries are in place in other cities, including Milan and Turin.
  • In France, thanks to strategic partnerships with local nurseries, permanent employees are offered 14 spots in inter-company nurseries.
  • In Germany, Generali supports employees and their families through a variety of family-friendly initiatives. This includes a company-owned kindergarten located in Munich, which provides preferred access to its facilities. Additionally, through the platform “Familienservice”, Generali offers extensive and unlimited support services for arranging childcare. This includes advice on all aspects of parenthood, parental leave, and family life, as well as access to (online) childcare services, vacation programs, a 24-hour emergency care hotline, and care in exceptional circumstances throughout Germany. Moreover, the platform offers virtual group coaching sessions focusing on child and parenting topics, along with lectures covering various aspects of health, exercise, nutrition, and family dynamics.
  • In Austria, Generali fosters a family-friendly work environment through flexible hours, mobile working, and a wide range of social, cultural, and wellness benefits. Since 2012, the company has held the berufundfamilie quality seal for its commitment to work-life balance. A company kindergarten has been available in Vienna since 2014. The berufundfamilie team also organizes family-focused events like maternity leave breakfasts and children’s activities, along with parenting workshops and support for family caregivers.
  • In Italy, Generali continues to support working parents with on-site nurseries at select locations and a welfare program that reimburses childcare-related expenses, including education, babysitting, and school fees. In 2024, the company also introduced Quiet Rooms: private, multifunctional spaces used for meditation, emotional decompression or, for new mothers, breastfeeding or pumping in complete privacy.
  • In Portugal, Generali offers a two-hour reduction in working hours to support breastfeeding, as part of its commitment to family-friendly employee benefits

The number of paid weeks varies depending on the country and its specific legal requirements. On average the employees are offered about 28 weeks of paid leave for the primary caregiver, with peaks reaching up to 52 weeks (e.g. Germany).

The number of paid weeks varies depending on the country and its specific legal requirements. On average, the employees are offered about 8 weeks of paid leave for the non-primary caregiver, with peaks reaching up to 16 weeks (e.g. Spain).

  • In Italy we provide further protection for family care needs, such as extra hours of paid leave for employees with disabilities, with children up to three years of age or with children with disabilities. The recent contract renewal ensures the extension of the right to take paid leave for serious illness, death or serious family reasons to de facto couples, including same-sex couples, whose cohabitation is documented.
  • In Austria, employees have the option to take up to 2 weeks of paid parental leave per year in case of illness of their young children. Also, in case of serious illness conditions within the family, employees are provided with extended periods of care time and have the option to choose part-time work.
  • In Germany, employees can temporarily switch to part-time work, take unpaid leave, or use long-term working time accounts ('Langzeitkonto') to make time for caregiving responsibilities