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Returning to the office - N26’s new global policy

The following email was shared with employees of N26 today by CEO Valentin Stalf on our new global policy on in-office working.
3 min read
Dear team, Thank you for joining us to discuss our new in-office working policy, which will come into effect on January 1st, 2025. For those that were not there, I want to recap on what was shared, and the main points of the policy.  Our philosophy: In-person collaborationAt N26, we have always believed in the benefits of in-person collaboration. For a fast-moving business like ours, coming together regularly helps us deliver better as a team, and work more effectively. Today, as our business scales faster than it has before, in person collaboration will enable us to:
  • Drive impact and innovation - as an in-person team, we will develop more collective accountability to better tackle challenges and come to quicker decisions. This means we can rollout products faster and deliver even more value to customers. 
  • Build a strong culture and identity - time spent working in-person will help us build stronger relationships and nurture our sense of community. 
  • Learn and progress careers - when together, we can more readily learn from and support each other, more effectively transferring skills and progressing our careers.
All this is essential as we grow our team to achieve our ambitious goals - of  scaling revenue to more than €1 billion, doubling our customer numbers, helping customers to manage their day-to-day banking needs and build future wealth, and become leaders of our sector. Returning to the Office: January 1, 2025 Starting Monday, January 1st, 2025, N26 will roll out our in-office working policy. It establishes clear expectations for in-office working across the business. In summary, the policy says: 
  • All N26ers will work a minimum of two days per week (40/60) from their contracted office
  • More in-office presence may be requested where employees hold a role that requires more in-office presence (i.e. Physical Security or Workplace Management), where ongoing initiatives require additional face-to-face time, or if required for performance management reasons
  • One of the two days will be a fixed team day, where every member of the function will work in office to support further collaboration
  • We will evaluate issuing remote contracts to employees who are not based in the city where they are contracted on a case-by-case basis, considering the distance they are from the office, and the scope of their role
A balanced approach around our business needs We see that there is benefit in both in-person collaboration and having time for focused work at home, so we can balance all our responsibilities. That is why this policy is accompanied by initiatives that provide flexibility, and enhance our existing benefit package, such as: 
  • Flexibility for parents and caregivers
  • Sabbaticals & Enhanced time-off 
  • Working from abroad
  • Business travel support for fully remote employees
We will continue to work closely with our Works Councils to shape how this new policy and the above initiatives are rolled out across their constituents.  You can read more about these on We26 and join us for a follow up Q&A session next Tuesday, where the ELT and People team will provide further guidance. You may submit any questions before the session. On behalf of the ELT, we are excited to be working more closely with you all in 2025, and look forward to this next chapter in N26’s story. Best, Valentin and the ELT

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