Green terms and conditions of employment

At a time when climate change and environmental protection are receiving increasing attention, it is important that companies look not only at their products and processes, but also at their working conditions. Green terms and conditions of employment are about creating a working environment that is sustainable not only for the environment, but also for employees. This includes a wide range of initiatives and policies aimed at reducing a company's environmental footprint, promoting healthy lifestyles for employees and encouraging involvement in activities with a smaller impact on the environment.

The need for green terms and conditions of employment for a future-proof workplace

1. Commitment to the organisation Offering green terms and conditions of employment to staff is crucial for several reasons. Firstly, organisations offering green terms and conditions of employment show their commitment to sustainability and environmental protection. This contributes to a positive image of your company and strengthens its appeal to potential employees who value sustainability. Employees often feel more connected to an organisation that shares their values and is committed to a better future for people and the environment.

2. Employee engagement This culture of responsibility and commitment to sustainability within the organisation also often permeates into the lives of its personnel. Employees who are encouraged to make environmentally-conscious choices in the workplace are also more likely to apply these principles in their personal lives. This leads to a wider environmental impact and contributes to a more sustainable society as a whole.

3. Healthy and sustainable working environment Thirdly, it helps create a healthy and sustainable working environment, which benefits the overall health and well-being of employees. Green terms and conditions of employment - such as flexible working hours, teleworking, and facilities for bicycles or electric cars - encourage healthy lifestyles and reduce the stress associated with traditional commuting. This can lead to higher productivity, improved employee engagement and lower absenteeism.

4. Cost savings Finally, green terms and conditions of employment may result in cost savings for both employees and your organisation. For example, by offering options to work from home, employees can save travel costs and time, while the organisation can benefit from lower operational costs and reduced CO2 emissions. This contributes to more sustainable operations and can yield positive financial results in the long term. In short, green terms and conditions of employment have become an essential part of modern human resources management. By investing in sustainable work environments, your company can not only help preserve the environment, but also improve the health, well-being and engagement of your employees, while gaining a competitive advantage in an increasingly sustainable economy.

Practical examples of green terms and conditions of employment

One of the most common examples of green terms and conditions of employment is the promotion of sustainable commuting. This can be achieved by offering cycling allowances, subsidising the use of public transport or facilitating hybrid working. By encouraging employees to choose eco-friendly transport options, your company can help reduce not only greenhouse gas emissions, but also the stress and costs of commuting for your employees.

Another important aspect of green terms and conditions of employment is creating a healthy and environmentally friendly working environment. This could include your company investing in energy-efficient lighting and heating systems, using eco-friendly cleaning products and reducing the use of disposable packaging and materials. By taking these measures, you may not only lower your carbon footprint, but also improve the health and well-being of your employees.

In addition, green terms and conditions of employment can also take the form of providing facilities and incentives for environmentally friendly behaviour in the workplace. This ranges, for example, from encouraging recycling and waste reduction to organising volunteering for environmental projects and subsidising the purchase of sustainable products for home use. By involving employees in such initiatives, you promote a culture of sustainability and corporate social responsibility.

Which green terms and conditions of employment can you offer your employees?

  1. Offering incentives, such as extra holiday days for employees who do not go to their holiday destination by plane, or who engage in voluntary work.
  2. Providing flexible working hours to enable employees to travel outside peak hours and reduce CO2 emissions.
  3. Offering options to work from home, to improve the work-life balance and minimise commuting.
  4. Implementing a green absenteeism policy, which also looks at the health and well-being of employees.
  5. Encouraging the use of public transport, bicycles or electric cars through (higher) allowances or a bicycle scheme.
  6. Encouraging carpooling through carpool programmes and reserved parking spaces.
  7. Installing electric vehicle charging points near the workplace.
  8. Providing sustainable catering options, such as organic and locally sourced food.
  9. Offering green benefits, such as discounts on sustainable products and services.
  10. Supporting employees in making their own homes more sustainable, for example by contributing to the purchase costs of a charging station, solar panels or insulation.
  11. Organising green team-building events and initiatives, such as nature walks, clean-up events or tree-planting days.
  12. Providing sustainable corporate clothing and uniforms made from recycled materials or organic cotton.

Sander Agterhof

Partner at Grant Thornton Specialised in Global Mobility services

"From an international perspective, I recommend developing a good strategic 'global talent' policy. Where are the right people, the talents, working within the organisation? And where are they needed, now and in the future? Is it necessary for someone to go on a business trip or be deployed somewhere, or is it possible to do projects virtually? It is very important to make good and workable agreements, for the organisation but also for the employee. These are the areas to which the travel policy should also be aligned. In this respect, think carefully about the means of transport. For example, is it necessary to fly, or is an alternative mode of transport for (business) travel, postings and international deployment possible? We would be happy to advise you on the strategic choices and opportunities to implement this in your terms of employment and/or Global Mobility policies."