The health and safety of our employees is an integral part of our decision-making process. It is our number one commitment to ourselves, our colleagues and our customers. We advocate for a working environment in which the well-being of everyone is a priority.
To attain our goal of keeping serious workplace accidents and the number of incidents to an absolute minimum, and to improve working conditions and promote healthy lifestyles for our employees, we make a significant investment in prevention. The involvement of the operational management and the vigilance of our employees, supported by a prevention network, enable the detection of any at-risk situations.
To place accident prevention and a culture of risk prevention at the heart of our business, we have reaffirmed our long-term commitment to the following priority themes:
Prevent serious accidents;
Reinforce compliance and respect of regulations;
Develop ergonomic approaches;
Improve the quality of life in the workplace and the prevention of psychosocial risks;
Structure and organize the prevention measures.
On an annual basis, we measure and report the key indicators related to health and safety at work: number of workplace accidents, frequency and gravity rates, absenteeism, etc. Furthermore, accident analysis enables the adjustment of our policy and preventive measures that are constantly adapted as a function of the monitoring of the indicators.
Physical constraints, musculoskeletal disorders
Barometric otitis
Floor level falls
Frequency rate for 2021
Contact with a hazardous substance (of which COVID-related 15%)
Slips and trips
Bumping into or being hit by an object
Frequency rate for 2021
In 2021, in a context of public health crisis, the emphasis was put on improving the prevention measures aimed at protecting employees from the epidemic risk in line with the recommendations of the public health authorities.
The deployment of these measures was accompanied by reinforced monitoring of individuals suffering from Covid-19 and their contacts by the vocational medical teams, a statistical focus on the declarations and the permanent availability of professional experts to approve the prevention measures.
Since this health context was potentially a source of concern and anxiety for our people, the Group encouraged the implementation of preventive actions to help its employees with stress management during 2021.
Air France set up a completely anonymous and confidential psychological support and advice program with a 24/7 hotline. A digital platform was also available on computer, tablet and cell phone for rapid contact with a psychologist or access to psychological health information.
KLM participated in the Week of Work Stress by organizing various activities for all its employees (workshops on mindfulness, yoga, psychological capital, the balance between energy givers and takers).
Transavia Netherlands Ground Staff were also allocated a personal budget of up to €700 per year to spend on various interventions to support their health.
The public health crisis has transformed working habits and employees are now searching for more well-being and balance. Faced with these extraordinary circumstances, the Air France-KLM Group reinforced its approch on quality of life in the workplace by, notably, responding to the high expectations of our people on the development of hybrid working. Concretely, at Air France, this was reflected in the signature of an agreement on remote working enabling up to 18 days of remote working per month.
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Air France, this was reflected in the signature of an agreement on remote working enabling up to 18 days of remote working per month.
