• Employees

Safe, healthy and fair: REWE Group is determined to provide all employees with the best working conditions. It offers a fair, salutary work environment, provides a wide range of professional growth opportunities and helps to create a work/life balance.

Our topics

World of Work:
Fairly Motivated

Employee Growth:
Developing Potential

Health:
Ready to Battle Stress

Special:
"Always There"

Objectives and Progress Close Objectives and Progress

Objective Measures 2013/2014 and Status

HF 1: Fair Working Conditions

Increased share of management positions filled with internal candidates
  • 76.4 per cent of management positions were filled by an internal replacement as of 31 December 2014
  • Roll-out of career and succession planning (CSP): With the help of SAP, the CSP process had been mapped for more than 18,000 employees and managers by the end of 2014
Attractive supplemental company benefits
  • Introduction of a flexible mobility budget that replaced the Company Car Policy
Working models
  • Refinement of working models to address the specific needs of the strategic business units (e.g. home offices and adjustment of core working times)

HF 2: Human Resources Development

High training percentage
  • In 2013 and 2014, this figure totalled 5.1 per cent
The best professional development opportunities
  • REWE Management Academy established; rise of overall student totals from 24 (2013) to 63 (2014)
  • New e-learning programmes introduced: career and succession planning for managers as well as compliance

HF 3: Health Management and Occupational Safety

Reduction of on-the-job and commuting accidents to 48 accidents per 1,000 full time equivalent (FTE) in 2015
  • As of 31 December 2014, the accident rate was an average of 48.4 accidents per 1,000 FTEs (compared with 50.6 in 2010)
Reduction in paid sick leave to 3.5 per cent in 2015
  • As of 31 December 2014, paid sick leave was 3.9 percent
Preventive health care
  • Diabetes screening in 2013 with 1,159 participants at Cologne locations, a team programme called "Search for the Fittest REWE Team" in the regions and an array of special programmes in the regions
  • Seminar on more healthy management practices for all managers of DER Touristik

HF 4: Life-Phase-Oriented Personnel Policies

Work-life balance
  • Validation of various certificates from the work-life balance audit "berufundfamilie" of REWE Markt GmbH
  • Germany-wide time-off programme for employees caring for family members (as of 31 December 2014: 40 participants)
  • Germany-wide option for taking a six-month sabbatical (as of 31 December 2014: 126 participants)
  • Expansion of the company's day-care centres in Cologne and Frankfurt (as of 31 December 2014: 69 slots)
Flexible retirement
  • Examination of potential demographic collective-bargaining issues (e.g. health management and flexible working time rules) in a project conducted jointly by employer and employee representatives in retail

HF 5: Diversity and Equal Opportunity

Diversity
  • Preparation of the "European Recruiting" project
  • Creation of the di.to network
Equal opportunity
  • Conclusion of the project "STARTING on the right foot – MOVING forward" in Munich and Berlin, creation of standard processes
  • Development of a mentor pool with experienced and qualified employees (as of 31 December 2014: 75 participants)
  • Start of the JOBLINGE initiative