Occupational Health & Safety and Employee Support Programs

The Group Code of Conduct outlines the commitment to ensure a healthy, safe and secure workspace, while guaranteeing its employees fair working conditions and ensuring a safe and healthy environment. Employees are requested to avoid any conduct that could endanger anyone’s health or safety, instead of promoting actions that have a positive impact. The responsibility related to the definition and implementation of health and safety management systems to prevent work-related accidents is demanded to the companies, in accordance with the respective local regulation. The importance of employees’ health and safety is also outlined in our  European Social Charter.

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

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 all relevant local Health and Safety regulations and align our approach with the key principles set out in International Labour Organization (ILO) standards. Furthermore, Assicurazioni Generali and its branches in the United Kingdom, Luxembourg, the United States, and Hong Kong, as well as Generali Italia, have obtained ISO 45001 certification, further demonstrating our commitment to occupational health and safety.
  • 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 or the Executive management.

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.

This approach is applied consistently across countries. For example, in Italy, a structured Emergency Response Plan is implemented, including defined roles, dedicated teams and regular drills. In Germany, trained first aiders and fire protection personnel are present at each site, while in Austria comprehensive emergency frameworks include fire protection, pandemic preparedness and blackout response measures. In Serbia, emergency preparedness is further strengthened through Business Continuity Plans (BCP) and Business Impact Analysis (BIA), ensuring coordinated responses to critical situations. 

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. In Brazil and Argentina, statistical analyses and outcomes of risk assessments and incident investigations are systematically used to adjust preventive measures and track improvements.

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.

Incident management is supported by structured procedures across geographies. In Italy, incidents and near misses are formally recorded and investigated through root cause analysis, with corrective and preventive actions tracked over time. Similar approaches are implemented in Austria, Serbia and Romania, ensuring systematic reporting, investigation and compliance with regulatory requirements. 
Training programmes are tailored to local needs. In Germany, mandatory annual training is provided through digital platforms, while in Switzerland initiatives include ergonomic coaching, resilience workshops and mental health programmes. In Argentina and Malaysia, structured annual training plans and regular awareness initiatives support a strong prevention culture and continuous employee engagement.

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.


Employee Support Programs

As a Responsible Employer, Generali is committed to fostering health, well-being, and work-life balance of our people through a broad range of initiatives implemented across the Group in the following areas:

Many workplace stress management initiatives are implemented across the Group combining prevention, professional psychological support, employee awareness and organizational improvement actions, but also lighter-touch initiatives such as training, wellness weeks and counselling access. E.g.

  • Italy provides a structured work-related stress assessment for homogeneous employee groups, in line with legal requirements and based on the INAIL methodology, supported by experienced psychologists. The process includes dialogue with workers’ safety representatives and leads to continuous improvement actions to promote organizational wellbeing and prevent work-related stress. Italy also offers the Energy Life Coach remote psychological support service, including three free sessions with psychologists and psychotherapists, transferable to an adult family member, plus a course on technostress and effective use of digital tools to protect wellbeing and work-life balance.
  • Austria offers an anonymous and free stress and burnout prevention programme in cooperation with Europ Assistance. Employees can access training on stress and health management, individual coaching sessions arranged with their manager, and trained Mental Health First Aiders as first points of contact for mental health concerns.
  • Serbia has a Mindfulness Programme and a confidential Psychological Support Programme, designed to support employees in crisis situations and help them explore options to address emerging problems. The programme aims to strengthen employees’ inner resources and support smooth daily functioning, both at work and in private life.
  • Croatia organizes workshops during the year dedicated to mental health and wellbeing. One of the most recent workshops focuses specifically on stress management and on relaxing or switching off during holidays.
  • India Life offers a broad range of practical support initiatives, including Happiness Bootcamp, counselling sessions, newsletters with tips to manage stress, doctor-on-call and psychologist-on-call services, as well as online stress-release games.

Sport and health initiatives are widely implemented and range from structured prevention programmes and medical screenings to fitness activities, sport communities, workplace facilities, health insurance, wellbeing platforms and lifestyle education. E.g.:

  • Italy reports a broad physical wellbeing programme launched in 2024 and continuing in 2026, focused on prevention and longevity. The programme combines live webinars with medical and scientific experts, short podcasts with practical wellbeing advice, medical check-ups carried out at company sites, company gyms in Milan and Trieste, and a Digital Hub allowing employees to train for free from home or access discounted tickets/subscriptions across a network of 3.500 centres.
  • Hungary provides several sport and health initiatives, including a free gym in one of the main buildings, a Sports Day every two years with sport activities and health screenings, a runners’ club, several running competitions, mandatory yearly medical examinations, and Company Care insurance covering health screenings and medical procedures depending on the package.
  • Spain offers physical gyms with activities such as pilates, yoga and other sports in the Madrid and Barcelona headquarters, early detection campaigns for colon cancer, glaucoma prevention campaigns, medical examinations with blood tests beyond statutory requirements, access to a corporate wellness platform with gyms and wellness partners, and sponsorship of padel events.
  • Romania’s BeWellGenerali platform includes more than 200 resources related to physical, mental, social and financial health. The country also organizes workshops on nutrition, body health scanning and personalized advice from a nutritionist, ergonomic office advice from a specialist, a running community, and a partnership with a medical clinic mainly focused on prevention measures.
  • Malaysia provides health screening initiatives, a 30-Day Fit Fest, and a gym room in the headquarters building for employees.

Generali, building on the Next Normal principles introduced in the previous strategic cycle, promotes flexibility and work-life balance through hybrid work arrangements, and a culture centered on the right to disconnect. These are complemented by local agreements across countries. Particularly, in the countries of the European Union (EU) and the European Economic Area (EEA), they are reinforced by the Joint Declarations on the New Sustainable Way of Working in a Next Normal Scenario (2023) and the Joint Declaration on Technological Transformation, Digitalisation and Artificial Intelligence (2025), agreed with the European Works Council.

Part-time working arrangements are generally governed by local labour legislation and/or collective agreements. In several countries, these provisions are complemented by company-level agreements or policies that introduce additional flexibility, particularly to support employees in specific life stages such as parental leave, caregiving, or transition toward retirement.

Childcare and family support are implemented through a mix of local solutions, including company nursery schools or kindergartens, reimbursement schemes for childcare and education-related expenses, preschool care contributions, school-holiday childcare initiatives, and collective bargaining provisions. E.g.

  • Italy provides nursery schools in Trieste and Mogliano Veneto, as well as agreements with nursery schools in other cities, including Milan and Turin. In addition, employees can access a welfare program allowing reimbursement of expenses related to children, such as education costs, babysitting and school fees.
  • Germany provides a combination of direct facilities and external support: an own kindergarten in Munich, a partnership with the pme external family service, and special event days for employees and their families.
  • Austria promotes family-friendly working conditions as part of its culture and holds the “berufundfamilie” audit quality label since 2012. Employees benefit from flexible work models, mobile working, training opportunities, social and leisure activities, and a company kindergarten in Vienna. Additional events and trainings support employees in balancing work and family life, including support for parents and caregivers.
  • Brazil provides a childcare reimbursement benefit, covering daycare and nanny expenses for children up to 6 years old.

Breastfeeding and lactation support across the Group is primarily grounded in local legal frameworks, ensuring protected time and rights for mothers. This baseline is increasingly complemented by company-led initiatives, including dedicated lactation spaces, flexible working arrangements, and, in some cases, remote working options. E.g.

  • Italy 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
  • Brazil provides remote working benefits for breastfeeding mothers, allowing employees to work from home until the child reaches 1 year of age.

Across the Generali Group, paying workers for annual leave is recognized and applied by Countries in accordance with applicable local laws, regulations, practices, and agreements.

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 19 weeks (e.g. Spain).

  • In Italy, we provide additional support for employees with family care responsibilities, including an extra 10 hours of paid leave for employees with disabilities, employees with children up to three years old, and those caring for a child with a severe disability. The latest renewal of the company agreement has further strengthened these measures by extending leave entitlements for bereavement, serious illness, and other significant family-related circumstances to de facto partners, including same-sex couples, provided their cohabitation is formally documented. Moreover, we grant five days of paid leave for the hospitalization or day-hospital treatment of children or elderly relatives
  • In Austria, employees are entitled to one week of paid care leave each year to look after sick children or close relatives living in the same household. For children under the age of 12, an additional week of paid leave is available annually. Furthermore, employees caring for seriously ill or terminally ill family members can benefit from extended care leave supported by government funding and may also request a temporary reduction in working hours to balance their caregiving responsibilities.
  • In Spain, we provide 19 weeks of fully paid parental leave for all employees, extended to 32 weeks for single-parent families. We have also confirmed our Family-Friendly Certificate (EFR), the most prestigious family-related certification in Spain, increasing the rating compared to 2024.
  • In Serbia and Montenegro, we provide five days of paid leave for employees who need to care for an ill family member. In addition, when a child has specific health conditions or care needs, one parent or caregiver may either take an extended leave of absence until the child reaches the age of five or go for a reduced part-time work schedule, depending on the family's circumstances and needs.