HUGO BOSS wants to create a constructive dialog and relies on a corporate culture that promotes the active engagement of its employees. Our goal is to inspire employees, give them the best possible support, and empower them to take responsibility.
To achieve this, HUGO BOSS employs a variety of communication and transparency measures to promote exchange among employees and empower them to make responsible autonomous decisions. Exemplary of this are our training programs for enabling managers and employees in agile methods and attitudes, self-reflection, and a feedback culture.
In addition, HUGO BOSS conducts regular, global satisfaction surveys as an important tool for employee engagement. The results provide indications of employee needs and give us an incentive to respond to these needs even more.
Work-life balance between family and career
HUGO BOSS provides a wide variety of offers for its employees for balancing work and private life. Among other things, the Group promotes flexible working-time models. In order to simplify the complexities of family life, the Company is committed to the national network Erfolgsfaktor Familie (success factor family) and offers its workforce comprehensive support for families. The company also promotes family friendliness at international locations. For more information, see Working at HUGO BOSS.
Threedom of Work
With the mobile work model Threedom of Work, HUGO BOSS is setting a new standard in the fashion industry. The concept provides for three days on site from Tuesdays to Thursdays, with employees free to choose their location on the remaining two days of the week. HUGO BOSS is thus offering even more individuality and freedom in the design of each employee’s work model and therefore in the compatibility of work and private life. Learn more here.