Recharge is recognition, not reward
The need to respond quickly to a dynamic market environment, the multitude of digital channels, and the constant flow of information create a new type of pressure for everyone. Companies must adapt to this intensified environment – adjusting not only their ways of working but also increasingly prioritising the well-being of their employees. The Recharge Programme is built on this insight: it gives employees time to recharge, helping them renew both physically and mentally. At Yettel, the opportunity to rest and recharge is not considered a luxury, but a strategic necessity for employees and the organisation alike.
Launched at the beginning of 2025, the programme grants employees an additional month of paid leave on top of their regular annual holiday after every five years of service with the company. This initiative aims to give employees a genuine chance to disconnect, gain new perspectives and rejuvenate. The programme is designed so that the leave must be taken in one continuous period, ensuring deeper recovery, whether that involves travelling, gardening, planning a wedding or renovating a home.
Based on experiences from the first six months, the programme has proven popular and genuinely impactful in terms of employee engagement and company culture. Around 60 of the organisation’s 1,800 employees have already taken advantage of the programme, and many proudly mention it in their automatic ‘out of office’ replies.
“Recharge is not just an HR tool – it’s part of our corporate mindset. We believe that sustained performance requires genuine periods of recharging. The world is moving faster, and keeping up with it requires a fresh mind and new perspectives. Recharge has proven to be a highly motivating initiative, as evidenced by the numerous positive feedback messages and personal stories we have received. Naturally, as with any new programme, there were some challenges, such as questions around eligibility rules and coverage, which initially sparked mixed reactions. However, transparent communication and the principle of reciprocity have helped to make the programme understandable, acceptable and inspiring for everyone,” said Enikő Szalai, Chief HR Officer at Yettel.
The initiative is therefore not just about taking time off. It’s also about the company thinking long-term about its employees. Beyond the many well-being programmes available, such as four weeks of paternity leave, grandparent leave, on-site sports facilities and anonymous counselling for mental, legal, or financial matters, Recharge is another way in which the company demonstrates this commitment.