Retirement preparation as part of our sustainability strategy

introduction

As part of our comprehensive sustainability strategy, we consider not only ecological and economic responsibility, but also the social aspect of corporate governance as an essential component of our commitment. One focus of our social responsibility is supporting our employees in preparing for retirement.

Our commitment

With the aim of ensuring the well-being of our workforce even after their working life, we offer supportive measures through WorkDone.Works. We offer retirement preparation programs. These measures help our employees structure and secure their transition to retirement. We see this as an important contribution to social responsibility and sustainability for both our employees and the company.

Objectives and measures

Our retirement preparation programs cover the following key areas:

• Financial planning: We offer our employees comprehensive advice on company pension plans as a supplement to statutory pension benefits. The growing pension gap necessitates a rethinking of financial security in retirement. This includes workshops and individual consultations tailored to the employees’ personal needs and goals.
• Health support: We support our employees in long-term healthcare. Preventive measures are essential components of our corporate health program and should be continued into retirement.

• Psychological preparation: The transition to retirement represents a significant life change. We offer coaching and psychological support to help employees mentally prepare for retirement and overcome potential challenges.
• Flexibility in transition: We support flexible transition models, such as gradual or phased reductions in working hours in the years leading up to retirement. This allows employees to gradually reduce their professional commitments while ensuring an orderly transfer of knowledge.

 

Results and progress

In the reporting year ____, __% of our employees have over __ years participated in our retirement preparation programs. Participants reported that our support helped them feel better prepared for retirement.

In addition, by introducing flexible retirement models, we were able to reduce fluctuation by __% and achieve __% higher productivity among older employees. These measures help retain the expertise and experience of our employees within the company, which also benefits the sustainable management of our company.

Through recommendations from people who are already retired, we were able to recruit ___ new employees and ___ new trainees.

Future-oriented planning

In the coming years, we aim to expand our collaboration with WorkDone.Works in the area of retirement preparation and make this offer accessible to all employees approaching retirement. Additionally, we are continuously working to optimize our internal processes related to retirement transition.

We will focus on the following topics:

• Design efficient offboarding – for a smooth handover and a respectful farewell to employees.
• Implement retirement preparation – To prepare well for the transition to retirement and promote long-term satisfaction.
• Promoting circular economy in HR – sustainability through the reuse and integration of existing experiences and skills.
• Advising on part-time and other work models – creating flexible solutions for employees during the transition to retirement.
• Introduce mentoring programs – pass on the knowledge and experience of older employees to younger generations.

Conclusion

Integrating retirement preparation programs into our sustainability strategy not only strengthens our employees’ confidence in their future but also contributes to a positive corporate culture. We see this as a crucial contribution to social sustainability and an important building block for the long-term retention and satisfaction of our employees.