Welfare policies

We are committed to ensuring the best working conditions for all employees. In all countries where we work, we offer an extensive programme of initiatives and services to support the professional and private lives of our people: pension protection, canteens, health care facilities, housing and - depending on the job category - financial benefits, health care, life and non-work accident insurance and company cars. 

We are aware of how important the satisfaction of our people is for their work quality and productivity. And we know that this depends on the balance between work and personal life. We have therefore created well-being safeguarding plans with an analysis and investigative approach, directly involving our people, to offer the services that are best suited to their needs. 

People Care

Webuild deems the health of our employees and their families a priority. We have thus developed a range of services including the Corporate Health Service active in all countries where the Group works.

This includes a dedicated team of doctors at our headquarters, who plan and develop everything related to employee health, from disease prevention and control procedures to health surveillance programmes, from information campaigns to site inspections.

Compensation & Benefits

We believe that a merit-based remuneration policy is an essential tool for attracting, hiring and retaining talented people. Our Total Reward philosophy, in line with our corporate values and business strategy, is based on the principles of internal equity, competitiveness and sustainability.

The Group adopts operating procedures and practices aimed at ensuring that remuneration management is fully compliant with applicable regulations in all countries where it works, in full compliance with minimum remuneration provisions, where applicable.

Webuild aims to recognise and reward the performance of its employees and the contribution of each one to achieve the company's goals, as well as to strengthen the results orientation culture through a targeted performance management programme i.e. a long-term variable incentive plan - called the 'LTI 2020-2022 Plan' - aimed at the Group’s key resources.

The goals include both developing and implementing the Quality, Environment and Safety Management System, and reducing the accident frequency index.

Compensation System

Our remuneration structure includes a fixed component and, for some positions, also a short- and long-term variable component, in the form of cash and/or shares.

To complement the remuneration-offer, the Group makes available to employees - depending on their job category - various benefit programmes such as supplementary health care, supplementary insurance, company car, flexible working hours, and conventions.

International Mobility

We are a global player that is active in more than 50 countries, and a large proportion of our employees live and work abroad for varying lengths of time.

International mobility represents a business opportunity, but also a learning and professional development one for our people. We pay particular attention to defining the remuneration package of employees working abroad, including (depending on the location) elements such as allowances, board, lodging, medical assistance, return travel to the country of origin, and the possibility of relocating family members to the place of work.