LVMH
2 0 1 9 S o c i a l R e s p o n s i b i l i t y R e p o r t
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measures such as pay increases and time off, contributions
to childcare costs and commuting expenses after 10 p.m., as well as specific medical monitoring of employees who regularly work evenings.
On June 18th, 2019, Groupe Les Echos-Le Parisien adopted an
agreement on professional equality and quality of life at work
that focuses in particular on night-time working.
ENHANCING WORK-LIFE BALANCE
The notion of work-life balance has become a fundamen-
tal target of the Group s Maisons, meeting expectations in
regard to parenthood, employees reaching the end of their
careers, people with disabilities and employees with caring
responsibilities at home.
Through company agreements and specific charters (on single parents, remote working and older employees) the
Maisons are putting in place a wide range of initiatives to
adapt to people s varying needs in terms of work-life balance,
including:
- Extended social benefits, above legal requirements and applicable equally to mothers and fathers
- Childcare in daycare centers or at home
- Permanent or occasional remote working
- Working time arrangements and suitably adapted work
- Support before returning to work part-time following
certain medical interventions, sick leave, maternity/pater-
nity leave or after adopting a child
- Social support; financial, administrative, educational and legal assistance; housing support services
- Prof Express services providing remote assistance with
homework
- Workplace concierge services
- Resolution of personal issues potentially affecting health,
family life or work life
- Workshops on resilience and time management
The Group s Maisons are confronted with a variety of legal
employment rights regarding maternity, paternity and
adoption leave. LVMH strives to go above and beyond the
legal minimums in force in each country by offering a range
of compensatory measures, such as additional days of paid
leave, parental leave, authorized absence for employees with
sick children, and various support measures and adaptation
for working time.
ABSENCE RATE IN 2019
2.6% 0.4%1.7% 0.5%
compared with 2.4% in 2018
compared with 1.5% in 2018
compared with 0.3% in 2018
compared with 0.4% in 2018
Sick leave
Maternity leave
Paid leave
Unpaid leave
5.2% compared with 4.9% in 2018
