Our social policy

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A committed company

Our social policy embodies our commitment as a responsible employer, promoting learning, engagement, fairness and the development of each individual.

Taking care of the collective

The world of work is undergoing profound changes: digital transformation, the widespread adoption of remote work, work-life balance… These developments are challenging our methods of collaboration.

We firmly believe that a strong and inclusive team is essential for lasting commitment. Taking care of our employees means enabling them to thrive in a work environment where they feel valued, heard, and recognized. It also means promoting diversity and work-life balance.

Collaboratrice souriante échangeant avec une collègue

“At Relyens, our transformation is based on the collective: learning together, respecting each other and giving everyone the same chance to succeed.”
Yves Gaillot
Director of Human Resources & Change Management

Our key commitments to employees

Promoting inclusion, equality and diversity

Diversity and inclusion are drivers of cohesion, innovation, and performance. That’s why Relyens is committed to creating a work environment where everyone feels valued. Fairness, respect for diversity, and the fight against discrimination are central to our recruitment and career management processes.

And in concrete terms?

Training and awareness-raising on diversity for employees and managers;
Monitoring gender equality indicators, fair wage policy and specific measures for parenthood;
Policy for welcoming apprentices in various professions;
Support and awareness-raising for the inclusion of people with disabilities.

Ensuring well-being and quality of life at work

Relyens has always been very attentive to the protection and well-being of its teams. That’s why Quality of Life and Working Conditions (QWL) is an integral part of our corporate strategy. By taking care of the physical and mental health of our employees, we aim to strengthen their confidence and their ability to make a long-term commitment.

8.1/10

Is the level of pride in belonging to our teams

80%

Is the participation rate to our internal barometer

And in concrete terms?

Regular listening through a bi-monthly social barometer
Workshops prevention of psychosocial risks led by psychologists
24/7 helpline psychological support
Well-being and support service platform (parenting, mental health, caregivers)
Access to gym at each site in France
Corporate concierge service
Events (team seminars, lunches by site…)

“The gym in the offices helps me to optimize my time between my professional and personal life. I can disconnect and release all the tension, unwind, and stay in shape. The quality equipment and coaches are a real plus. Relyens’ supportive atmosphere also makes this time fun. “I meet up with colleagues for a pleasant and sporty time.”

Clara

“As a busy (and sometimes a little overwhelmed) mom, I’ve found my everyday superhero: Relyens concierge service! Dry cleaning, packages, pharmacy, fresh bread, or even breakfast… everything is at my fingertips. I’m always greeted with a smile, and I save time in my daily life to improve my work-life balance. Thank you, concierge service!”

Catherine

“Thanks to Sunshine me, I’ve found “Support during a difficult time for my family. I felt supported and it allowed me to better balance my work and personal life. Beyond an online platform, I benefited from high-quality guidance from a competent coach.”

Annie

And in concrete terms?

Up to 3 days of remote work per week
Flexible hours with 4 fixed working hours per day
Support services (disability, parenthood, caregivers)
Monitoring the right to disconnect
Mandatory training on the risks associated with teleworking

Offering a flexible work environment

The evolution of work patterns is pushing organizations to rethink their relationship to time, space, and collaboration. We believe that hybrid work, when properly managed, allows for a better work-life balance and fosters individual engagement.

We have chosen to offer our employees flexibility by allowing them to alternate between working in the office and remotely within the same week. These new work habits require us to rethink our communications, our relationship with the team, and our organizational methods, while also being mindful of potential risks such as isolation, late connections, and musculoskeletal disorders.

Supporting skill development

Training, support, and encouraging feedback: these are all key levers for preparing our managers and teams for the transformations in our professions. Through targeted and evolving learning paths, both in-person and remotely, we empower everyone to progress and succeed.