S1-15 – Work-life balance metrics
Principles of work-life balance
Rentenbank combines statutory and collectively agreed provisions with supplementary internal arrangements to support work-life balance. These arrangements apply uniformly to all employees and take different life situations into account, particularly in connection with family-related and care-related responsibilities.
| 2025 | |
|---|---|
| Employees entitled to leave for family reasons as a percentage of all employees (in %): | 100.0% |
| Employees who took leave for family reasons as a percentage of all entitled employees (in %): | 5.5% |
| Male employees who took leave for family reasons: | 3.1% |
| Female employees who took leave for family reasons: | 8.4% |
| Employees recorded as “Other” in the gender field who took leave for family reasons: | - |
| Employees without a specified gender who took leave for family reasons: | - |
The indicator stated above for the take-up of leave for family reasons reflects only statutory care-related leave, namely maternity leave, parental leave and carers’ leave. Employees who worked part-time during parental leave were not counted as cases of leave. Short-term special leave for family reasons, such as marriage or the death of close relatives, was likewise not taken into account. Unlike the scope described in the section on methodological principles (S1-6 – Characteristics of the undertaking’s employees), this indicator also includes employees in inactive employment relationships.
Statutory and collectively agreed leave entitlements
Statutory leave entitlements apply to all employees, in particular:
- maternity protection and parental leave in accordance with the German Federal Parental Allowance and Parental Leave Act (Bundeselterngeld- und Elternzeitgesetz; BEEG),
- leave under the German Caregiver Leave Act, and
- other statutory entitlements in special family circumstances.
In addition, the collective agreement provisions for public-sector banks apply. These provide for additional leaves of absence, for example in the case of family events such as births, marriages or deaths of close relatives.
Supplementary internal arrangements
In addition to the statutory and collectively agreed requirements, supplementary internal arrangements are in place to support flexible working arrangements. These include:
- flexible part-time and working time models, including the possibility of performing management duties on a part-time basis;
- harmonised arrangements for returning to work after parental leave; and
- support services for employees with care-related responsibilities.
A “workation” scheme allowing temporary remote working abroad was introduced in the reporting year to promote flexibility and work-life balance. This enables employees to work remotely from abroad for a limited period, subject to the applicable labour, tax and social security provisions.
Rentenbank’s annual Children’s Day also contributes to work-life balance. It is held on a school-free bridge day and is aimed at primary-school-age children. The children are cared for throughout the day and take part in an age-appropriate programme that gives them an insight into their parents’ workplace.
Information and support
Information on leave entitlements and support services is made available to employees through internal information channels. Advice is provided in particular by the People Management department. Managers are involved in implementation, for example in coordinating individual working time models and return-to-work arrangements.