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We believe in supporting employees in caring for their own health and wellbeing, so that they can live healthy and productive lives and also perform their best at work. Throughout the year, on a tailored-by-country basis, we organize educational and sporting activities, including annual medical checkups, to help employees increase their awareness of health risks and provide opportunities to invest in their own wellbeing.
In Israel, for example, we have started during 2023 to conduct weekly on-site Yoga sessions, offered for our employees at Herzliya and Modiin. Also in Israel, the Company encourages employees to organize running and soccer groups and subsidizes employee participation in several running events.
In the U.S, SolarEdge employees are encouraged to participate in ongoing health and wellness activities and challenges. Recent examples include step challenges, age-specific physical exercises, challenges for balanced nutrition and healthy sleep, awareness of the effects of the digital age on wellbeing, personal financial wellbeing, and other wellness activities.
In addition, most of the Company’s global employees are offered mental health counseling services as part of the Company’s holistic view of employee well-being. The services are subsidized by the Company but are provided anonymously - as the employees contact the services directly and without the Company’s knowledge.
Employee wellbeing
As part of our stand on human rights, we respect the rights at work of our employees and are guided by the ILO Declaration on Fundamental Principles and Rights at Work. SolarEdge is committed to providing equal opportunity in all aspects of employment and does not tolerate discrimination, harassment or retaliation of any kind. All employment practices and decisions, including those involving recruiting, hiring, transfers, promotions, training, compensation, benefits, disciplinary measures and termination, must be conducted without regard to age, sex, race, color, ancestry, religion, creed, citizenship status, disability, national origin, marital status, military status, sexual orientation, gender identity or any other protected status or activity, and must comply with all applicable laws. We prohibit child labor and all forms of forced labor. We do not employ individuals under the age of 18 other than for summer intern programs in certain locations. Some of the summer intern program include simple temporary roles in manufacturing. In such cases the interns are age 16 or above, are closely supervised by experienced adult employees and adhere to strict safety protocols and all relevant employment regulations. For additional details on this subject, see our Approach to Human Rights.
Upholding employees’ human rights
In early 2023, SolarEdge was selected as the 11th most preferred place of work among large Israeli employers, in a comprehensive independent survey[1].
In 2022, we continued to conduct our annual gender pay gap analysis of our employee base in Israel in all roles and levels. For further details, see the section on Diversity, Equity & Inclusion. The 2023 analysis is expected for publication later in 2024.
SolarEdge offers employees a dynamic place of work, combining high-end technology, an innovative and open culture, a collaborative spirit, and an array of advancement opportunities. In parallel, we aim to provide our employees with competitive compensation and benefits that enable them to achieve a good quality of life while planning for their future. We abide with local employment regulations in each area where we operate around the globe. Accordingly, all our employees worldwide are entitled to adequate wages, statutory retirement saving programs, paid vacation days and sick leave, and other benefits according to local regulations.
We provide additional employee benefits beyond the legal requirements. These benefits differ according to local norms in different regions, market preferences and company needs, with increased focus on employee health and wellbeing. The following are examples of such additional benefits - in all cases, a majority of our global workforce (>50%) enjoys different variations of these benefits:
Stock-based compensation: Restricted Stock Units (RSUs) and Employee Stock Purchase Plan (ESPP).
Annual bonus and performance-based bonus plans (MBO)
Additional (non-pension) medium/long-term saving programs
Subsidized health insurance plans - programs vary by region and market practice
Subsidized mental health services - a majority of our employees can access these services from external expert mental health care providers and receive subsidized care. Employees contact the services directly and subsidies are provided by a third-party provider without the Company’s knowledge and the Company has no access to this information.
Parental leave exceeding local regulations - varies by region, for both the primary and/or non-primary caregiver. In Israel, for example (where >50% of our global workforce is located), the non-primary caregiver receives 6 paid days of parental leave (which is above the legal requirement). Israeli employees who are the primary caregiver receive parental leave per the legal requirement, which currently includes 15 weeks of paid leave, and an additional 12 weeks of unpaid leave (eligible to employees who have worked at the Company for at least one year are eligible for these terms).
Childcare assistance varies by region. Region-specific examples include: subsidized activities on certain holidays or school vacation days.; subsidies for childcare; partial childcare subsidization in some cases.
Favorable sick day terms – meets high-tech industry market practice. The annual sick day quota is set according to regulations in the regions we operate. In accordance with these regulations, over 50% of Company employees accrue 1.5 potential sick days per month (18 per full year)
Hybrid work options – over 50% of our employees are allowed to work at least one day per week from their homes (excluding roles that can only be conducted on-site)
Sustainability Report 2023 /
Fair & Quality Employment
Join the SolarEdge Conversation
Contact our sustainability / ESG team
Contact us
How can we help you?
[1]
Survey held in January 2023, by the Giora Golan research institute, for the Drushim-IL job seeking web-service. The ~3000 responders were asked to provide opinion on 118 large companies, which employ over 500 employees in Israel. Full results are available in this link (Hebrew only): https://makospecial.co.il/50companies_2023
We believe in supporting employees in caring for their own health and wellbeing, so that they can live healthy and productive lives and also perform their best at work. Throughout the year, on a tailored-by-country basis, we organize educational and sporting activities, including annual medical checkups, to help employees increase their awareness of health risks and provide opportunities to invest in their own wellbeing.
In Israel, for example, we have started during 2023 to conduct weekly on-site Yoga sessions, offered for our employees at Herzliya and Modiin. Also in Israel, the Company encourages employees to organize running and soccer groups and subsidizes employee participation in several running events.
In the U.S, SolarEdge employees are encouraged to participate in ongoing health and wellness activities and challenges. Recent examples include step challenges, age-specific physical exercises, challenges for balanced nutrition and healthy sleep, awareness of the effects of the digital age on wellbeing, personal financial wellbeing, and other wellness activities.
In addition, most of the Company’s global employees are offered mental health counseling services as part of the Company’s holistic view of employee well-being. The services are subsidized by the Company but are provided anonymously - as the employees contact the services directly and without the Company’s knowledge.
Employee wellbeing
As part of our stand on human rights, we respect the rights at work of our employees and are guided by the ILO Declaration on Fundamental Principles and Rights at Work. SolarEdge is committed to providing equal opportunity in all aspects of employment and does not tolerate discrimination, harassment or retaliation of any kind. All employment practices and decisions, including those involving recruiting, hiring, transfers, promotions, training, compensation, benefits, disciplinary measures and termination, must be conducted without regard to age, sex, race, color, ancestry, religion, creed, citizenship status, disability, national origin, marital status, military status, sexual orientation, gender identity or any other protected status or activity, and must comply with all applicable laws. We prohibit child labor and all forms of forced labor. We do not employ individuals under the age of 18 other than for summer intern programs in certain locations. Some of the summer intern program include simple temporary roles in manufacturing. In such cases the interns are age 16 or above, are closely supervised by experienced adult employees and adhere to strict safety protocols and all relevant employment regulations. For additional details on this subject, see our Approach to Human Rights.
Upholding employees’ human rights
In early 2023, SolarEdge was selected as the 11th most preferred place of work among large Israeli employers, in a comprehensive independent survey[1].
In 2022, we continued to conduct our annual gender pay gap analysis of our employee base in Israel in all roles and levels. For further details, see the section on Diversity, Equity & Inclusion. The 2023 analysis is expected for publication later in 2024.
SolarEdge offers employees a dynamic place of work, combining high-end technology, an innovative and open culture, a collaborative spirit, and an array of advancement opportunities. In parallel, we aim to provide our employees with competitive compensation and benefits that enable them to achieve a good quality of life while planning for their future. We abide with local employment regulations in each area where we operate around the globe. Accordingly, all our employees worldwide are entitled to adequate wages, statutory retirement saving programs, paid vacation days and sick leave, and other benefits according to local regulations.
We provide additional employee benefits beyond the legal requirements. These benefits differ according to local norms in different regions, market preferences and company needs, with increased focus on employee health and wellbeing. The following are examples of such additional benefits - in all cases, a majority of our global workforce (>50%) enjoys different variations of these benefits:
Stock-based compensation: Restricted Stock Units (RSUs) and Employee Stock Purchase Plan (ESPP).
Annual bonus and performance-based bonus plans (MBO)
Additional (non-pension) medium/long-term saving programs
Subsidized health insurance plans - programs vary by region and market practice
Subsidized mental health services - a majority of our employees can access these services from external expert mental health care providers and receive subsidized care. Employees contact the services directly and subsidies are provided by a third-party provider without the Company’s knowledge and the Company has no access to this information.
Parental leave exceeding local regulations - varies by region, for both the primary and/or non-primary caregiver. In Israel, for example (where >50% of our global workforce is located), the non-primary caregiver receives 6 paid days of parental leave (which is above the legal requirement). Israeli employees who are the primary caregiver receive parental leave per the legal requirement, which currently includes 15 weeks of paid leave, and an additional 12 weeks of unpaid leave (eligible to employees who have worked at the Company for at least one year are eligible for these terms).
Childcare assistance varies by region. Region-specific examples include: subsidized activities on certain holidays or school vacation days.; subsidies for childcare; partial childcare subsidization in some cases.
Favorable sick day terms – meets high-tech industry market practice. The annual sick day quota is set according to regulations in the regions we operate. In accordance with these regulations, over 50% of Company employees accrue 1.5 potential sick days per month (18 per full year)
Hybrid work options – over 50% of our employees are allowed to work at least one day per week from their homes (excluding roles that can only be conducted on-site)
Fair & Quality Employment
Sustainability Report 2023 /