Summary
La Poste Groupe's action on quality of life and working conditions, health and safety is based on several points:
Guaranteeing safe and quality working conditions for all the Group's professions and employee protection.
Preventing physical and psychosocial risks through structured approaches.
Promoting work-life balance in all family configurations.
Supporting employee carers through a dedicated agreement and concrete measures.
For La Poste Groupe, quality of life at work is a pillar of its social policy, formalised in agreements, measured every year and managed at all levels of the company. In 2025, the signing of a majority agreement on quality of life and working conditions (QVCT) marked a new stage. Three dimensions structure this policy: protection of health and safety at work, work-life balance, and support for the most complex individual situations. Ergonomics of workstations, equipment safety, training in proper practices, "career and health" medical visits to anticipate health difficulties... prevention actions are numerous. Hygiene and safety conditions are subject to sustained attention, and any change in work organisation is preceded by an impact study to measure its effects on teams.
Taking action to prevent psychosocial risks
Structured around the "QVT Essentials" game designed by the French National Agency for the Improvement of Working Conditions (ANACT), the approach implemented by La Poste Groupe identifies situations of tension or stress felt by teams and places responsibility for action at the level of management committees.
Managers, HR teams, prevention officers, occupational health doctors and social workers form the network of stakeholders that can be mobilised at every stage, whether for prevention or individual support.
To promote harmonious working relationships, the Group has also deployed a network of employees trained to listen to colleagues in difficulty, as well as the ParlonZen initiative, a dialogue space dedicated to teams. Postal carriers who are victims of incivility or aggression thus benefit from medical and social support, functional protection and, if necessary, psychological follow-up provided by occupational health teams. This approach is part of a QVT and well-being at work logic.
Promoting work-life balance
This issue is given particular attention by La Poste Groupe to promote well-being at work. Right to disconnect, teleworking, chosen part-time work: these measures recognise the diversity of personal situations. Parental measures address all families - including single-parent, same-sex parent and families with a disabled child. The APALA (before, during, after absence) approach maintains the link between the employee and the company during prolonged absences and facilitates the return to work.
Supporting employee carers
La Poste is France's leading employer of employee carers. The carer agreement, signed in 2024, provides concrete answers: flexible working hours and days, easier access to teleworking, paid days off, geographical mobility... A carer solidarity fund allows postal carriers in difficulty to benefit from additional days. A dedicated guide and a personalised telephone helpline complete the system. The Group is also a signatory to the Charter for Employee Carer Parents, and La Banque Postale signed its own social agreement in 2025 to make life easier for its employee carers.
At La Poste, we listen, act and value carers by providing them with concrete solutions to help them reconcile their role as carers with their professional activity: flexible working hours, days off, geographical mobility, carer solidarity fund... Supporting our carers means investing in quality of life at work and in the company's sustainable performance.
Valérie Decaux
Executive Vice President of La Poste Groupe, in charge of human resources.
-12%
reduction in workplace accidents between 2021 and 2025
in the most exposed activities (Services-Mail-Parcels business line)
5,900
employee carers supported at the end of 2025
under the second carer agreement 2024-2026 (La Poste SA scope)
6.8/10
2025 QVT index
measured every year via the employee engagement survey
Questions - answers
How is quality of life at work measured at La Poste?
La Poste Groupe measures the quality of life at work of its employees every year through its employee engagement survey. The results are shared with the Executive Committees and all HR stakeholders to implement actions to improve quality of life at work.
What are the measures in the quality of life and working conditions (QVCT) agreement?
The 2025 QVCT agreement introduces concrete measures, including the provision of a mental health prevention platform; a good practice guide to raise awareness of hyperconnectivity risks; strengthened prevention of work strain through the mid-career health visit; communication on CPAM assessments and on topics such as cardiovascular risk...
Is teleworking accessible to all employees?
Teleworking is accessible to employees whose activities are compatible with this organisation.
What measures exist for employee carers?
At La Poste, the 2024 carer agreement provides a series of measures such as flexible working hours and days, easier access to teleworking, paid days off, geographical mobility, access to a carer solidarity fund topped up by the Group to the tune of 1,000 days per year... La Banque Postale signed its own social agreement in 2025 to make life easier for its employee carers.