In Generali, we are fully committed to offer and keep safe and healthy working environments and to continuously protect physical and mental health of our employees.

We guarantee working conditions that respect individual dignity in healthy, safe and protected workplaces compliant with applicable health and safety regulations.

We clearly state our commitments on Organizational Health and Safety in our Code of Conduct, in the European Social Charter of Generali Group and reaffirmed them as a top priority especially in the context of the global pandemic emergency caused by the Corona Virus (see more here) 

We provide special training and measures to foster employees' health and well-being in the following areas:

  • Workplace Stress management
    • E.g. in Italy, employees have access to a digital platform offering resources for mental well-being, including video-pills, articles, and "Listening Rooms." Additionally, “Brain Gymnastics” provides specialized exercises for brain health, while the Energy life coach offers 24/7 telephone support for psychological well-being. In France, various resources such as training sessions, podcasts, videos, and articles are available to assist employees in effectively managing stress. A mindfulness program is also available to employees, providing them with an opportunity to explore various mindfulness techniques that can effectively alleviate stress and contribute to improved performance in their professional roles. In Germany, through the “Healthy Soul” program, we provide employees with access to psychological counseling services. Experienced psychologists provide support for personal challenges and leadership topics through online platforms and phone sessions.
  • Sport and Health
    • E.g. in Italy, the “Energy” program on the digital platform "SmartEnergy" promotes healthy and sustainable habits among employees. It offers resources such as interviews/articles on health, live/on-demand workouts with specialized trainers, breathing exercises and informative articles on healthy eating. These activities empower employees to prioritize their well-being.
      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, the Generali Vitality program encourages employees to lead healthier lives and engage in regular exercise during leisure time. Through a user-friendly app, employees can track activities, earn points, and redeem them for rewards. Additional services available, for example, are: “Nutrition Training”, engaging sessions that provide employees with essential knowledge on healthy nutrition, from the basics to practical tips for applying them in the kitchen; “Strong back”, a comprehensive back program for pain relief and posture improvement and the “Good Night” program addressing sleep problems using cognitive behavioral therapy for insomnia
  • Flexibility / Working-from-home arrangements, sustainable productivity and work-life balance, as stated in the Generali Next Normal principles and in most of the local Next Normal agreements and in the recent Joint Declaration signed with the EWC on new sustainable way of working in a Next Normal scenario. Such Declaration aims, among others, to promote sustainable ways of working, based on trust and empowerment as well as work-life balance, well-being of people and enhanced Group performance.
  • Part-time working options
  • Childcare facilities or contributions: 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.
  • Breast-feeding/ lactation facilities or benefits
  • Paid parental leave for the primary caregiver
    • The number of paid weeks varies depending on the country and its specific legal requirements. On average the employees are offered about 24 weeks of paid leave for the primary caregiver, with peaks reaching up to 30 weeks (e.g. Germany).
  • Paid parental leave for the non-primary caregiver
    • The number of paid weeks varies depending on the country and its specific legal requirements. On average, the employees are offered about 9 weeks of paid leave for the non-primary caregiver, with peaks reaching up to 16 weeks (e.g. Spain).
  • Paid family or care leave beyond parental leave
    • E.g. 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.

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).


We have an OHS management system in place at local level which covers the following elements:

  • OHS risk and hazard assessments to identify what could cause harm in the workplace; we seek to do prevention via training courses and workshops, surveys, flexibility of working hours, etc.
  • Prioritization and integration of action plans with quantified targets to address those risks.
  • Integration of actions to prepare for and respond to emergency situations.
  • Evaluation of progress in reducing/ preventing health issues/ risks against targets.
  • Internal inspections.
  • Independent external verification of health, safety and well-being
    • E.g. Italy, with the support of external HS auditors, periodically verifies the HS Management system in compliance with local Health and Safety relevant regulations and main principles stated in the International Standard ISO 45001; in Switzerland we are compliant with “Friendly Work Space” criteria for workplace Health management; etc.
  • Procedures to investigate work-related injuries, ill health, diseases and incidents.
  • OHS training provided to employees to raise awareness and reduce operational health & safety incidents.
  • OHS criteria introduced in procurement and contractual requirements.



Considering that OHS is a very local-specific matter that needs to follow local regulations, all the information reported above is a Group summary view valid for the majority of the following countries: Austria, France, Germany, Italy, Czech Republic, Spain and Switzerland (covering 85% in terms of total gross written premiums in 2022) and an inspirational reference for the rest of countries in the Group.