CSR 2025 UK v3 280425 web - Flipbook - Side 29
a limited effect among salaried employees, with sickness absence decreasing
from 2.6% to 2.5%, while there was no change for hourly paid employees, and
sickness absence remained at 3.9%. Nevertheless, we still believe that information and targeted initiatives are the right approach to further reduce sickness
absence, and we will continue with these efforts in 2025.
Drug and alcohol policy
At Frode Laursen, we want our employees to have the opportunity to develop
in tandem with both the group and the wider world. Therefore, prioritising training across all occupational groups at the company is a matter of course. Training
held in 2024 included courses for drivers focusing on safety and driving style,
mentor training for warehouse employees in Jyderup, while salaried employees
were offered skills development courses covering personal efficiency, project
management, language and more. Our Swedish logistics centres held forklift
and fire safety courses, while first aid courses were conducted in Denmark
and Sweden.
We also encourage internal job rotation, providing employees with new
opportunities within the organisation. This practice benefits both employees
and the company, and in 2024, we implemented around 20 internal job changes.
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EMPLOYEES & SOCIETY
Training and job rotation
Social
As a company, we want to be able to help our employees – including when life
is tough. Therefore in 2024, we decided to supplement our zero-tolerance drug
and alcohol policy with an offer of support. We encourage employees who are
struggling with addiction to come forward and seek help. To facilitate this,
we have partnered with the Danish substance abuse treatment centre,
Behandlingscenter Tjele.
At the same time, our safety representatives have received training in
identifying signs of substance abuse and can provide guidance on treatment
options.
However, we would stress to everyone that we still have a zero-tolerance
policy for anyone under the influence while at work.
