Health & safety

Mutual respect across all hierarchical levels is part of the Swiss Life DNA.


Mutual respect across all hierarchical levels is part of the Swiss Life DNA. Respect fosters trust and helps create a comfortable working atmosphere for employees with conditions conducive to carrying out their everyday work.

Wellbeing is a part of the employee survey, which also asks about such issues as diversity and inclusion, work-life balance, mutual respect, workload and workplace atmosphere. 82% of employees rate these factors as positive (+9 percentage points over the European financial industry benchmark)1.

1 Source: Global Employee Engagement Survey, IPSOS (Suisse) SA 2015

The principles by which we work together at the Swiss Life Group are set out in the Group-wide Code of Conduct. Among these is our zero-tolerance policy regarding mobbing and discrimination on the basis of race, sex, religion, confession, national origin, disability, age, sexual orientation, physical or mental handicap, marital status, political views or other attributes. Swiss Life undertakes to offer its employees a work environment characterised by respect and mutual recognition, and to uphold such an environment.

In explicit terms that entails behaving responsibly and adhering to the compliance standards, laws, risks etc. The competency model is applied to the Group-wide management processes for all employees. Employees are regularly informed about the legal framework in which they operate, backed up by training courses to ensure they behave with integrity.

In the 2015 financial year, there were no cases of discrimination or other complaints (e.g. mobbing) via the established management processes or other informal channels (e.g. an Ombudsman managed by a third party).

In accordance with valid national and international law, the Swiss Life Group follows fair
employment procedures free of discrimination. Recruitment or promotion is based solely on ability, competence and potential in view of the requirements of the position in question. Fair and equal compensation for all employees is ensured by the Group-wide Group Compensation Policy. Swiss Life uses instruments in all its major national companies to review and ensure equal pay for men and women. In Switzerland, for example, Logib software based on data provided by the Swiss Federal Statistical Office is used for that purpose. The insurance sector is not subject to any collective agreements.

Good working conditions influence employee health to the extent that:

  • a comprehensive workplace concept is provided,
  • diverse requirements are met,
  • social interaction is promoted,
  • autonomy, freedom to act, learning and development opportunities are facilitated,
  • meaningfulness is ensured and
  • employees and their contributions and performance are valued.

The measures to maintain employee health, promote good working conditions and prevent incapacity to work are based on three pillars:

  • Prevention
  • Early intervention
  • Reintegration

In 2015, an online offer of text, brief videos, checklists and learning programmes was put together on the subject of “Health and wellbeing” and placed on the intranet for employees in Switzerland, Luxembourg, Austria and the Czech Republic. It will be rolled out to Germany, France and the UK in 2016.

Besides the “Health and wellbeing” platform, the divisions – plus their social partners – provide additional services in movement and sport, massages and therapy, relaxation rooms and all types of consulting (nutrition, social counselling, prevention etc.).