88 SOCIAL RESPONSABILITY
AND SUSTAINABILITY
REPORT
2018
SOCIAL BENEFITS
It is Group policy to provide companies with adequate
resources so as to offer employment benefits
that will be sufficiently attractive to the very best
professionals. It is worth noting that PRISA operates
in 23 countries. Each market in which it operates
has special characteristics to which Human
Resource Management Policy must be sensitive
and thereby be in a position to offer an appropriate
response to both the needs and the expectations
of the professionals joining these companies.
In Spain, social benefits for our employees include
life insurance, sick and disability pay, and maternity
/ paternity leave. Generally speaking, Group
companies in Spain do not distinguish between
full or part time employees, or between employees
with permanent and temporary contracts with regard
to these these benefits.
Within this framework, the flexible benefits and
remuneration program, first rolled out in 2012,
remained in place throughout Group companies
in Spain in 2017 with a broad range of products
offered. Portugal has also implemented a
similar system.
WORK / LIFE BALANCE
All PRISA’s business units have come to understand
the very real benefits of offering balanced
work days that provide an optimum balance for
our staff’s professional and personal lives. Many of
our companies offer employees flexible work days,
home working, and the possibility of working intensive
shifts in summer, at Christmas and Easter.
Additionally, in Spain, during 2017 these measures
aimed at favoring a balance between work and
personal life have been maintained, with the plan
consisting of five elements, and likely to be extended
in future years:
• Special voluntary leave with guaranteed readmission,
financial benefits and social security
contributions.
• Longer annual holiday with financial benefits
and social security contributions.
• Longer weekend (4-day working weeks) while
maintaining social security contributions.
• Leave for training, with help to cover costs as
well as social security contributions.
• Reduced working hours without having to justify
childcare or similar extenuating circumstances
such as care for elderly or persons
with disability.
Thanks to the various work / life balance policies
and initiatives implemented across the group,
97 % of employees have returned to their posts after
maternity or paternity leave.
Reincorporation rate1
1Number of employees
who return to work after
the end of their maternity/
paternity leave.
Men Women Total
100 % 95 % 97 %