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 through the signing of the Joint Declaration on the emergency crisis with the Group's European Works Council. (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, Generali Italia's “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. In Spain, throughout 2023, Generali employees had the opportunity to participate in various workshops focused on physical and mental health, led by specialists. Also 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.
      Generali Switzerland introduced Coffee Roulette during the Covid-19 pandemic to support new hires. This initiative continues today, beyond the pandemic, facilitating informal connections and cross-departmental networking among employees. Sharing experiences, discussing challenges, and celebrating successes during these informal interactions can strengthen team bonds and create a positive work culture that supports mental well-being.
  • Sport and Health
    • E.g. in Italy, the “Energy” program on the digital platform "SmartEnergy" promotes healthy and sustainable habits among employees by encouraging the adoption of positive and sustainable lifestyles. It offers resources such as interviews/articles on health, live/on-demand workouts with specialized trainers, breathing exercises and informative articles on healthy eating.
      Moreover, employees in both Italy and Spain benefit from discounted access to a variety of gyms, and our Milan office, as well as our new Madrid office, feature dedicated gyms equipped with a range of fitness courses and sports equipment for our staff.
      These activities aim to enhance overall well-being through proper prevention and the adoption of a healthy and sustainable lifestyle, empowering employees to prioritize their wellness.
      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. For example, in France, thanks to strategic partnerships with local nurseries, permanent employees are offered 14 spots in inter-company nurseries.
    In Germany (Munich), Generali employees and their families benefit from a cooperation with a nursery school/kindergarten that 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 Spain, Generali supports parents with young children by offering an adventure camp at the end of June for children between 8-14 years old who have finished school, providing an enriching experience for employees' children during their summer break. These benefits create a supportive environment, helping employees to enhance their personal wellbeing.
  • Breast-feeding/ lactation facilities or benefits: for example, in Portugal, employees benefit from reduced working hours to accommodate breastfeeding need.
  • 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 28 weeks of paid leave for the primary caregiver, with peaks reaching up to 52 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 8 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; in Spain, since 2016, we have implemented a Road Safety Management System certified with the ISO 39001 standard, undergoing annual audits. This proactive approach has shown significant improvement in traffic work accidents data, with incidents decreasing from 19 in 2015 to only 9 in 2023, demonstrating our commitment to raise awareness, inform, and train workers in road safety matters; 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 & Slovakia, Spain and Switzerland (covering 83% in terms of total gross written premiums in 2023) and an inspirational reference for the rest of countries in the Group.