L’Oreal committed to providing universal employee benefits

Its Share & Care programme offers benefits covering welfare, parenthood, health and workplace quality of life to all its workers across the globe.

L’Oreal is taking its Share & Care programme to the next level with its new commitment to provide universal employee benefits to its workforce across the globe. This initiative is part of its endeavour to become a responsible employer.

Conceptualised in 2013, the Share & Care programme, already running in 67 nations, is an initiative to provide basic benefits to all L’Oreal employees around the world, with the help of local initiatives.

As part of this programme, the Company has figured out must have benefits for employees around four areas—welfare, parenthood, health and workplace quality of life.

L’Oreal provides a minimum of 14 weeks of maternity leave to young mothers. Their partners gets three days of leave currently, but this will soon be raised to 10 as per the initiative.

All subsidiaries of L’Oreal have launched local initiatives to tailor the benefits as per the employees’ needs. For instance, in Peru, employees’ children get medical check-ups and in Dubai maternity room is provided. The subsidiary in Pakistan bears the medical bills of employees’ parents.

The Company claims to meet 75 per cent of the healthcare costs for major medical treatments with guaranteed access to best practitioners. It also claims that its subsidiaries in 67 countries have met 100 per cent of the target by 2016.

Working towards enhancing the workplace quality of life, the Company has initiated several measures to relieve stress, promote collaboration of work and flexible work hours. Particularly in the UK, it runs the Smart Work Programme where employees decide where, when and how they want to work.

Apart from the core benefits given to every L’Oreal employee across the globe, effort are on to package the benefits as per the local needs. All the subsidiaries have launched local initiatives to tailor the benefits as per the employees’ needs. For instance, in Peru, employees’ children get medical check-ups and in Dubai maternity room is provided. The subsidiary in Pakistan bears the medical bills of employees’ parents.

L’Oreal is committed to its endeavour to become a responsible employer. It is the founding member of the Global Business Network for Social Protection Floors set up by ILO in 2015. It is also helping to build a domestic French version of the business network to promote improved social protection.

In the UK, L’Oreal runs the Smart Work Programme where employees decide where, when and how they want to work.

Giving his opinion on the programme, Françoise Schoenberger, social relations director at L’Oréal with responsibility for Share & Care, said “The universal nature of health issues, coupled with collective implementation of the programme, meant that we could get everyone onboard without too many legal difficulties or cultural stumbling blocks.”

Jérôme Tixier, L’Oréal’s head of HR, said “With these new measures, we want to consolidate our position as one of the companies that looks after its employees best, wherever they are in the world. We want to do more in terms of parental leave and workplace quality of life, which are increasingly important expectations among our workforce.”