Syensqo has decided to reinforce its commitment as a responsible employer by guaranteeing a minimum level of protection in terms of welfare and healthcare for all its employees worldwide.
This minimum covers protection in relation to the following:
- Major healthcare costs
- Disability leave
- Maternity leave
- Paternity leave
- Adoption leave
- Employee Wellbeing Support
- Death of an employee.
As one of our key measures to strengthen gender equality, we have broadened our Syensqo Cares benefit program. We have adapted our global policy of 14 weeks maternity leave to 16 weeks, extending it to co-parents employed by the company regardless of gender, since 2021. The maternity / paternity or co-parent leave period could be taken as one or several periods, according to the family needs and the job’s constraints, in mutual agreement with the management, while ensuring compliance with the local regulations.
With the new agreement, we also commit to give employees access to confidential mental health support as from November 2021. By January 2023, when all provider contracts will be reviewed, global aligned standards of the Employee Well-being Support Program will apply and will then cover beyond the employee, also all members of the employee’s household.
The global program guarantees the availability of individual services:
First confidential contact with a psychologist via multiple modalities (phone, email, chat,...)
Five sessions (per distinct situation/issue) with a psychologist in local or preferred language (face-to-face or virtually)
Legal, financial, managerial and wellness orientation (relating for example to : nutrition, tobacco, mindfulness, parenting, …).
The employee and household members can make use of the services for personal issues, family related issues, work related issues and also for practical support.
Cares Agreement 2023
Alongside the Cares program, local country or site specific benefits and perquisites are common. Contact your Local/Site HR Representative for more information or to report a life event.
As the world evolves, Syensqo's capacity to adapt and to reinvent is what has powered our long tradition of innovation. Not just molecular or technical innovation, but business and organizational innovation too. And now, once again, the opportunity to redefine progress is upon us - this time in the realm of Work and Space. Where we work, how we work, how we lead and how we collaborate.
We had many examples in recent months of Syensqo teams experiencing a greater sense of mutual trust, collaboration and respect, regardless of the location of our colleagues. In working together while apart, we have witnessed that productivity is not sacrificed during remote collaboration, and as a Group we have seen our beliefs - purposeful responsibility, unity not uniformity, and a passion for performance - brought more clearly to life.
So we want to further enable colleagues worldwide to work in the location where they are most productive and most able to achieve their set goals.
- Empowered employees in agile network teams
- Leaders focusing on steering the performance trajectory
- Geographical flexibility
- Access to talent
- Re-dimension the offices, rationalized spread of implementations
- Collaborative & energizing workplaces
- ONE Syensqo Employee Value Proposition
At Syensqo, people can define themselves where they work best to deliver.
Working remotely up to 4 days per week “on voluntary basis” is now Syensqo's way of working standard. The average number of days can vary upon the team working, employee’s preferences and activities.
Whenever the activities required to deliver the expected can be done elsewhere than ‘on site’, mobile working “within the country people get paid” is an option for the Employee.
As always, employees are responsible for aligning and organizing their work in good coordination with their managers and teams. Adapted habits, ways of meeting and connecting with the team are to be adopted.
When making mobile working structurally embedded in Syensqo's new ways of working, the workplace changes:
- It is extended outside Syensqo's premises : ergonomics & equipment for the workplace beyond Syensqo's walls.
- Syensqo's office footprint is to be lowered and adapted to energizing collaborative hubs.
Note - The target of implementation of the guidelines are related to installing structurally mobile working and is not to be confused with the confinement & deconfinement home office practices ruled by the crisis and sanitary imperatives. The period of forced home office and gradual deconfinement can, however, be the right moment to test what works well and what doesn’t.
Please select the country you wish to learn more about -
- Belgium
- Brazil
- China - Chinese Version | English Version
- France - Communication | Policy
- Germany
- India - Policy / FAQs
- Italy
- Japan
- MBU
- Portugal
- South Korea - Korean Version | English Version
- Thailand
- United Kingdom - Communication | Policy
- United States of America
- Article by Hervé Tiberghien, (Chief People Officer) on Mobile working
- Article Introducing Mobile working at Syensqo
Support Material:
Further Reading - Site Specific
At Syensqo, we believe that providing flexible work arrangements, like hybrid work, contributes to our employees' work-life balance and overall well being.
In today's interconnected world, the option to work remotely from abroad provides employees with a valuable opportunity to combine personal commitments with professional duties.
In June 2025, we launched a pilot policy allowing employees to work from abroad for up to 20 days per year, in countries where Syensqo operates, subject to certain conditions.
This initiative aims to provide flexibility and enrich employees professional and personal experiences, relying on employees responsibility and trust.
The policy has been designed to ensure that employees understand their own responsibilities & company’s expectations.
Working remotely abroad is not as simple as it seems. There are risks to consider, requiring thorough evaluation and careful attention, which is why conditions have been put in place, in order to ensure compliance for the employee and for the Company.
Interested in learning more?
Access to the Policy, Presentation & FAQ
