Work-life balance

Throughout the Group, common rules and management systems regulate working hours and ensure regular monitoring, in compliance with the applicable legal and contractual frameworks. This framework serves to:

The entities adapt their organisational methods to local realities and business lines. They combine flexible working arrangements, such as flexible working hours, working-from-home arrangements and part-time work, with principles aimed at preserving employee health and well-being and ensure they can balance work and care responsibilities.

These requirements extend, in a proportionate manner, to external collaborators (subcontractors, temporary workers and service providers) through our responsible purchasing practices, the expected contractual clauses, and our social compliance requirements, where applicable. They also extend to our partners.

CNP Assurances ensures the proper management of employee rights through time-management systems. These systems help secure the exercise of rights and, depending on the entity, offer savings or monetisation options. At most entities, the systems go above and beyond local regulatory requirements.  

Depending on the situation, we incorporate compliance expectations on respect for rest periods and leave entitlements for external staff contributing to our business activities.

At Group level, we ensure that working hours and the main principles of work organisation are respected in accordance with local rules. We pay particular attention to the transparency of systems and risk prevention.

We do our utmost to enable all employees to become parents in the best possible conditions. Our parental leave scheme provides paid leave for the primary and nonprimary caregiver, often above and beyond local requirements. These systems are accompanied by additional measures, such as:  

• flexible working hours upon returning from leave,  
• dedicated breastfeeding rooms on site, with paid break times for feeding,  
• and awareness-raising initiatives for employees.

In France (around 75% of Group employees), the primary caregiver is entitled to at least 16 weeks of paid leave, and up to 46 weeks depending on their situation. This includes the additional month, compared with the legal regime, granted for the first and second children after 12 months of seniority.

In Brazil (around 20% of Group employees), the primary caregiver is entitled to 6 months of leave (26 weeks), i.e. 2 months more than the legal regime.

For the nonprimary caregiver, the majority of employees (France and Brazil) benefit from approximately 4 weeks of paid leave, supporting shared parenting responsibilities and work-life balance.

Beyond parental leave, most of the Group’s entities have also implemented support mechanisms for caregivers or situations requiring special care.  For example, CNP Assurances SA’s human resources provide a “Caregiver Guide” and organise “Caregiver Break” discussion groups.

These initiatives are co-coordinated by HR teams and the social services.  

At CNP Assurances Protection Sociale, for example, caregivers are entitled to 6 additional days of leave per year. Another example: at CNP Assurances SA, employees are granted paid leave to care for sick children, ranging from 6 to 16 days (depending on the number and age of the children).

Where possible, we also promote practices that respect people’s life courses with our service providers and partners.