A generational mix

Simply prioritising younger employees cannot be the way forward. After all, companies will lose valuable skills and expertise if experienced employees are not retained and supported. By the same token, older people can just as often learn from younger people. We strongly believe that the future of work belongs to young and old alike. That is why we strive for a workforce with a balanced generational mix.

  • We face a range of HR policy challenges.

    Due to demographic trends and a lack of apprentices, the proportion of older employees is steadily increasing. Around 30 per cent of our workforce is currently over the age of 50, with the same number under the age of 30. Every stage of life comes with its own domestic challenges. We offer services including childcare and care for dependants to help our employees overcome these challenges. By taking this action, we help our employees balance work and family commitments and foster a healthy, supportive working environment.

Competence is not a matter of age.

To us, what counts is the interplay of practical experience and fresh, innovative ideas.

Age structure of employees

REWE GROUP relies on a balanced mix of generations and a combination of practical experience and fresh ideas.

Age structure of employees
Up to 30 years 34 percent
31-50 years 43 percent
Over 50 years 23 percent

  • Supporting parents

    Balancing family and work can be quite a challenge for parents. It starts with childcare. That’s why we offer company-owned childcare facilities at our locations or have concluded regional cooperation agreements for nursery places. In addition to offering flexible working hours wherever possible, we pursue the principle of flexible office planning at our administrative locations so that colleagues can bring their children to work in an emergency. We also support childcare during the school holidays at many locations. Our services are complemented by a comprehensive package of family services, including advice and support in finding childcare places or arranging private childcare providers. These measures make it easier for parents to balance work and family life and create a supportive working environment.

  • Support for carers

    As the population ages, caring for dependants is a challenge facing increasing numbers of people. In 2015 and 2016, the REWE GROUP entered into several works agreements to supplement the Family Caregiver Leave Act. These offer employees additional benefits, such as full or part-time caregiver leave as well as two hours of paid time off work to attend official appointments and complete necessary applications relating to care.

  • A healthy work-life balance

    We want to facilitate a healthy work-life balance for our employees. To achieve this, we work with AWO lifebalance, a subsidiary of the Workers’ Welfare Association (Arbeiterwohlfahrt or AWO), which offers a nationwide network of experienced specialists and facilities. Their extensive service includes counselling and the provision of childcare and nursing care. It is available to all colleagues at our head offices and regional sites, in our stores, and at our logistics centres. The REWE GROUP also provides nationwide holiday camps through the AWO lifebalance service to help parents with childcare.

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