Two middle age business workers smiling happy and confident. Working together with smile on face at the office

Working conditions and provision

Next to fair monetary remuneration, flexible working conditions and benefits are becoming increasingly important. As components of total remuneration at LANXESS, they make a material contribution to the wellbeing and productivity of our workforce. It is important to us that the benefits granted support our corporate targets, values and culture and address the relevant needs of our employees. When designing these benefits, we often go further than the respective statutory framework. In addition, we always aim to account for individual needs and life situations in the best possible manner.
Flexible pencil . Isolated red background

Flexibility in the workplace


In line with our office-based employees’ desire for more flexible working and working-time models as well as greater transparency regarding existing options, we introduced and communicated global flexibility principles in 2018 under the heading “Xwork – Flexible Work.” A significant aspect of this flexibility for our office-based employees is the ability to work remotely.

Flexi-95 Model

The “flexitime” model derived for Germany from the Xwork principles aims to enable employees in senior management to work part-time in an intelligent way. In the Flexi-95 model, the level of employment is reduced to 95% with a corresponding adjustment to remuneration, meaning that a full-time worker is entitled to 13 extra days off per year.

Corresponding models with levels of employment of 90% and 85% are also possible.

In line with our office-based employees’ desire for more flexible working and working-time models as well as greater transparency regarding existing options, we introduced and communicated global flexibility principles in 2018 under the heading “Xwork – Flexible Work.” A significant aspect of this flexibility for our office-based employees is the ability to work remotely.

Flexi-95 Model

The “flexitime” model derived for Germany from the Xwork principles aims to enable employees in senior management to work part-time in an intelligent way. In the Flexi-95 model, the level of employment is reduced to 95% with a corresponding adjustment to remuneration, meaning that a full-time worker is entitled to 13 extra days off per year.

Corresponding models with levels of employment of 90% and 85% are also possible.

Helping hands, care for the elderly concept

Supporting family and caregivers

Parental leave and family support

The legally defined framework for maternity rights and parental leave taken for granted in Germany and similar models in the European Union are by no means standard worldwide. Therefore, at our sites outside Europe, we are assessing whether we can introduce or expand countryspecific models for our employees.

In Brazil and the U.S., for example, we offer parental leave programs that go beyond the respective legal requirements and allow our employees to spend time with their children on full pay.

Caregiver leave and demographic change

Against a backdrop of demographic change, care is a major issue in Germany. The centerpiece of the LANXESS care model is caregiver leave, which allows our employees to reduce their working hours by more than their pay during the care period and to work off the hours commensurate with the pay they received after their return.

Sebastian Röhrig

Head of Corporate Responsibility