Work/Life Balance
Working times
Hannover Re helps staff to maintain the balance between work and leisure through a diverse range of part-time and telecommuting arrangements as well as a flexitime system without core times that facilitates the flexible shaping of an employee's working hours. The conditions are thus in place enabling staff to harmoniously combine personal and professional matters at their own responsibility. All in all, virtually all staff worldwide are able to make the most of flexible working times. The solutions available in Germany are highly customised:
- traditional half-day employment on five or less weekdays
- a part-time working model under which absences amount to entire days on certain weekdays only
Overall, there are 193 different part-time models – for roughly 1,000 employees. The rate of part-time working in Germany currently stands at 20 percent.
Childcare
When it comes to being family-friendly, Hannover Re has a good deal to offer – from childcare facilities to job-sharing opportunities. In the first place, employees can telecommute and thereby spend a portion of their working time at home. What is more, the company provides very concrete assistance with childcare. Since January 2009 a daycare centre has been located on Hannover Re's premises. Up to 30 children aged three or younger are taken care of here in two groups. Employees seeking individual childcare solutions are also supported. In the event of illness or job-related absence, but also in case of long-term childcare requirements, staff can use the family service free of charge. This arranges suitable childminders or daycare places.
Sabbaticals
Sabbaticals in the true sense of the term (e.g. by previously accumulating time/salary accounts etc.) have not to date been taken by staff in Germany. Hannover Re is, however, prepared in principle to extend such offers – staff are also counselled in this regard by Human Resources Management. It should therefore only be a matter of time until the first employees take up this opportunity. Staff wishing to take longer absences will generally find that this desire is respected – even without a sabbatical. The procedure then consists of an unpaid work release with a commitment to reemployment following the end of this release. Every year some members of staff avail themselves of this process.
