Some of the biggest impacts of the pandemic have been the changes to the way we work and collaborate together. With many employees working remotely, we’ve been able to test the cultural and practical possibilities of applying a more flexible work model at Mondi for the first time.
Flexible working isn’t just about location – it’s also about when we work, and how much we work. It can mean working outside of traditional workdays and hours or working less to help balance family and personal commitments. While we have embraced the concept of flexible working for a limited scope of employees and departments for a number of years, there are operational, tax and legal implications to be considered before we increase its scope and scale.
To do just that, in 2020 we set up a taskforce on flexible working made up of colleagues from different countries and functions. Its aim was to create a sustainable framework for providing more flexible working opportunities across Mondi by exploring what we can learn from the current situation and to shape our global approach moving forward. In the first project phase the focus was on a global policy for remote working. It provides a definition of remote work including tasks and finding the right balance between remote and onsite work. It also provides detail on places for remote work, working time and availability, and IT equipment and infrastructure considerations. Crucially, the policy is supported by guidelines on remote workplace safety to ensure that working from home and other locations does not compromise our high standards for the safety and wellbeing of employees. Currently, the taskforce is working on country appendices to reflect national jurisdictions and on the timing aspects of flexible working, such as flexible hours, sabbaticals and leave of absence.