Human Relations
New challenges for the L’Oréal Share & Care social programme
At the end of 2015, the L’Oréal Share & Care programme achieved its first goal: to guarantee that L'Oréal employees all over the world benefit from the best practices in terms of social protection. The group's subsidiaries are continuing to develop local initiatives, particularly in the area of quality of life in the workplace.
100% of the quantified goals of Share & Care were reached by the end of 2015(1), including two years of financial protection in case of everyday accident, the reimbursement of at least 75% of most healthcare costs and minimum maternity leave of 14 weeks.
L’Oréal: a laboratory for social innovation
Launched in 2013 and rolled out in all subsidiaries by the end of 2015, the L’Oréal Share & Care programme offers employees in the group's 68 countries the best social protection, covering essential needs in four areas: health, financial protection, parenthood and quality of life in the workplace.
More than 300 local initiatives have been set up since the programme was launched in 2013
In addition, the countries have developed their own initiatives in light of local needs, particularly for the fourth goal of Share & Care, and are thus becoming social innovation laboratories for the group as a whole.
"The L’Oréal Share & Care programme is moving into its second phase, with new measures, particularly in the fields of parenthood, life/work balance and quality of life at work."
Prioritising flexibility at work
Amongst the local initiatives set up to help everyone achieve greater professional and personal fulfilment, programmes to make working hours more flexible are being developed in all L’Oréal entities.
25% of employees in India voted for the introduction of the flexible working programme
They reflect the group's determination to develop a relationship based on trust, responsibility and autonomy.
2/3 of employees in the United Kingdom are satisfied with the "Work Smart" programme
To date, 26 subsidiaries have introduced flexible working hours, with a variety of approaches that depend on local expectations and contexts.
1,000 employees in France telecommute regularly
"Happy Parents" programme at L’Oréal Brazil
In Brazil, L'Oréal has extended maternity leave from the statutory 120 days to 180, and paternity leave from five days to 20. In addition, the period over which mothers can benefit from childcare costs reimbursement has been raised from 12 to 30 months(2). An annual influenza vaccination campaign has been launched at all the subsidiary's sites. And to increase well-being, a new running programme includes professional guidance, physical check-ups and the opportunity to take part in four competitions during the year.
L’Oréal in China: a programme for total well-being
In China, the subsidiary is focusing its initiatives on employee well-being. In addition to Family Days, when employees bring their children to see where they work, L’Oréal offers many sports days, sessions to raise awareness about healthy eating, and well-being workshops where Chinese employees give each other advice on a range of issues.
(1) Permanent group employees, excluding in some countries, holders of part-time contracts for less than 21 hours per week, beauty advisors and shop assistants; the integration of recent acquisitions and new subsidiaries is gradual.
(2) Up to a maximum of 735.85 Brazilian reals per month.