Workbalance Program

Well-being and Work-Life Balance Program 

Línea Directa is certified by the Fundación Más Familia as a family-responsible company with a proactive B+ level. The Fundación Más Familia grants the EFR certification ("Family-Conscious Company") to Spanish companies that are strongly committed to work-life balance through a proprietary management model that certified companies must develop internally. Following the latest audit conducted by an external auditor in October 2022, more than 130 measures used by the company to promote work-life balance were analyzed. These measures are available through the employee portal and are based on the following principles: 

  1. Quality in employment 
  2. Flexibility in space and time 
  3. Support for employees’ families 
  4. Professional development 
  5. Equal opportunities 

Línea Directa is especially committed to supporting employees’ families and has implemented a series of measures related to maternity and paternity, such as: 

  • Employees are entitled to 16 weeks of paid parental leave plus 15 working days of leave for breastfeeding, as established by Royal Decree-Law 6/2019 of March 1. The company has decided to supplement employees’ salaries during these types of leave: Línea Directa will pay the difference between the benefit received from Social Security and the salary the employee would be entitled to if they were working. 
  • Additionally, Línea Directa allows 5 days of breastfeeding leave to be taken within 12 months after returning to work, whereas the law requires it to be taken within nine months after the baby’s birth to avoid losing the benefit. 
  • The company has established lactation rooms in all its buildings, equipped with refrigerators, to support breastfeeding by providing a suitable space for milk expression and storage while employees are at the office. 
  • Regarding family support in general, Línea Directa has enabled paid leave for employees in cases where dependent family members or close relatives need to undergo cancer treatment. 

 

  • Línea Directa offers its employees hourly leave blocks to accompany dependent family members (parents, children, etc.) to medical appointments or tasks that require their presence. This leave is taken in hourly segments, allowing employees to step away from work for a few hours and return afterward. Employees are entitled to 8 blocks of 3 hours each per year. 
  • Since 2023, in Spain, all employees with children under the age of 8 can request up to 8 weeks of unpaid parental leave, which can be taken all at once or in separate weeks. 
  • Additionally, the company offers employees 4 days of emergency leave per year to address urgent issues related to their children or household members. 
  • Employees also have access to personal leave, which allows them to adjust their work shifts or make up hours at another time. This helps maintain a healthy work-life balance. They may also request up to three days of unpaid personal leave. 
  • Employees who need schedule adjustments due to family responsibilities—whether through modified hours or extended remote work days—can request this exception, which supports work-life balance while ensuring business continuity. Currently, around 100 employees at Línea Directa benefit from such measures. 
  • In this regard, Línea Directa also implements a 100% flexible vacation system, allowing employees to divide their vacation time as they wish. 

Work Schedule Options 

As part of its commitment to work-life balance, Línea Directa has developed a flexibility management system that includes various flexible arrangements and part-time work options. 

  • All back-office employees have flexible working hours. 
  • Customer-facing employees have the option to choose a part-time schedule (schedule mobility). The first option allows employees to work a fixed morning shift, a fixed afternoon shift, or rotate between both to better balance work and personal life. The second option allows them to split their workday, completing part during regular hours and the rest at another time. In all cases, participation in this system is entirely voluntary. 

Línea Directa has implemented a new flexiwork model, offering all employees the possibility to work from home six days per month. This initiative has enhanced the company’s agility and efficiency, optimized working time, and, at the same time, placed employee flexibility and well-being at the core of the organization’s strategy to achieve its ambitious medium- and long-term goals. 

Well-being Program 

For Línea Directa, the health and well-being of its employees are fundamental pillars for the company’s success. The "Well-being for Wellness" program promotes an annual action plan among employees, focusing on awareness and improvement related to their health and well-being. The key components of the plan include: 

  • Body-related actions 
  • Mind-related actions 
  • Environment-related actions (including financial well-being) 

In 2023, the program emphasized mental health, with a focus on raising awareness around anxiety and extreme worry. Employees also participated in mindfulness masterclasses. In 2024, the plan expanded to address all three pillars, allowing for a cross-cutting approach through various initiatives. 

Línea Directa also participates in the Corporate Olympics organized by Banco Santander, which it won in 2024. Beyond the achievement, this event represents a moment of unity where values are shared and all pillars of the Well-being program are actively promoted. 

The company also continues to celebrate World Health Day, offering employees a variety of activities, including talks on stroke prevention and early detection by specialists from the Red Cross, and financial well-being sessions to help employees manage their everyday finances. 

Starting in 2024 and with a view toward 2025, Línea Directa is developing a comprehensive medical support project for employees on medical leave. This initiative will provide access to second medical opinions, clinical assistance, expedited diagnostic tests, and even early psychological support.

The goal is to accompany employees during illness, support their recovery, and offer high-quality medical services that complement public healthcare. 

These actions are just one part of the comprehensive well-being program for our employees. Through all these initiatives, the company aims to raise awareness about self-care, which in turn impacts key business metrics such as absenteeism, closely linked to employees’ health status and perceived well-being. The company invests in the well-being program as a lever to reduce absenteeism rates and achieve the goals set for 2024, which continue into 2025. 

Absentee rate Unit Fiscal year 2021 Fiscal year 2022 Fiscal year 2023 Fiscal year 2024 Target 2024
Employee % of total days scheduled 5,7% 6,05% 8,11% 7,62% 7,66%

 

In the Non Financial Statement Report of 2024, compliant with the requirements of the CSRD Directive, Linea Directa report in page 219 the number of hour of absenteeism. 

To increase transparency, although is not mandatory to report by the CSRD, Linea Directa published the calculation of the absentee rate of 2024 in the table below.

  Female Male TOTAL
  Average FTE Hours Average FTE Hours Average FTE Hours
Absenteeism rate with work accidents 9.10% 5.68% 7.62%
Totsl 1,280.4 2,172,589.2 976.6 1,667,383.3 2,260.0 3,839,972.5

 

Well-being Survey (Employee Experience) 

At Grupo Línea Directa, people are at the heart of every decision. Its corporate values shape how it treats employees and guides its decision-making. 

The relationship with employees is, above all, human and close. This closeness and transparency in professional interactions foster an environment of trust, which is essential for employees to feel cared for and heard. 

A strong example of this commitment is the launch of a new holistic and sophisticated measurement system that allows insights to be drawn based on employee type and their lifecycle within the organization. Among the results of the latest survey, called "Employee Experience", employees rated their engagement with the company at 84 out of 100. 

The Employee Experience survey is conducted every two years and is sent to over 95% of the Group’s workforce. In 2023, the company set one of its main goals as maintaining the engagement score at levels similar to the previous survey (85%). 

This survey is divided into the following topics, with some sample questions shown below: 

Employee Experience and Happiness 

  • I feel that at Línea Directa I can fulfill my professional needs over the next 3 years. 
  • I feel that the company cares about the moments that are important to me. 
  • Most notable feeling/emotion at Línea Directa. 

Effectiveness of Direct Supervisor and Leadership 

  • My manager helps me set challenging goals. 
  • I can rely on my manager’s support to achieve my objectives. 
  • I can share my ideas with my manager. 
  • I regularly spend time with my manager (team meetings, one-on-ones, formal or informal). 
  • I feel that my manager leads by example. 
  • Through my manager, I feel involved in the changes taking place at Línea Directa. 
  • I have the opportunity to talk to my manager about my professional development. 

Purpose and Motivation 

  • My manager encourages collaboration within the team. 
  • Knowing my goals helps me understand the impact of my work on the company’s objectives. 

Agility and Innovation 

  • In my work, I have experienced changes to become more efficient and digital. 
  • We quickly adapt to changes in team composition.  

Trust 

  • I trust in the company’s future and medium-term success. 

Job Satisfaction and Engagement 

  • Overall satisfaction with Línea Directa 
  • I feel committed to Línea Directa 
  • I am proud to work at Línea Directa 
  • Level of connection with Línea Directa 
  • I would recommend Línea Directa as a good place to work to a friend or family member 
  • I plan to change companies within the next 12 months 

Performance Improvement and Stress Levels 

  • I have the necessary preparation to meet the demands of my job 
  • The company provides me with resources for self-learning 
  • I meet with my manager every year to discuss my performance 
  • Conversations with my manager help guide my professional development 

Diversity, Equality, and Work-Life Balance 

  • I feel that Línea Directa promotes gender equality 
  • I believe that Línea Directa has various measures in place to support the integration of people with disabilities or those at risk of social exclusion 
  • I feel that Línea Directa ensures fair treatment regardless of nationality, age, beliefs, sexual orientation, or any other personal circumstance 

Other Aspects 

  • I am familiar with Línea Directa’s Code of Ethics and can access it on the intranet if needed 
  • When making work-related decisions, I take the company’s ethical principles into account