Consultancy for certification of work-life balance UNI/PdR 192:2026
The consultancy service offered by Frareg with reference to the management system for work-life balance is designed to support organisations in implementing a model compliant with UNI/PdR 192:2026. This service includes comprehensive assistance in preparing, building and managing the system, with the aim of guiding the company towards obtaining certification and achieving a more effective integration of work-life balance measures within its organisational processes.
UNI/PdR 192:2026 represents a reference point for organisations that intend to demonstrate, in a structured and verifiable way, that they have adopted policies, procedures, tools and concrete initiatives in support of family wellbeing, parenting, childcare, assistance for family members and the balance between professional responsibilities and private life. The purpose of the practice is, in fact, to make company actions aimed at promoting work-life balance measurable and documentable.
The structure of the system has some elements of continuity with other management models already widespread in organisational and social contexts, including UNI/PdR 125:2022 on gender equality. Companies already certified according to UNI/PdR 125:2022 may therefore have an advantage in preparing policies, procedures, indicators, monitoring activities and documentary tools. However, UNI/PdR 192:2026 has a specific and independent scope, focused on work-life balance and family wellbeing. Organisations not yet certified for gender equality can therefore also effectively undertake this pathway, enhancing the measures already in place and integrating those necessary to meet the required standards.
What is UNI/PdR 192:2026 certification
UNI/PdR 192:2026 defines the requirements for a management system dedicated to work-life balance. The practice is aimed at organisations that wish to adopt and make verifiable structured measures in support of people, with particular attention to needs related to family, parenting, care responsibilities, organisational flexibility, corporate welfare and the continuity of professional development paths.
Unlike isolated initiatives or benefits that are not part of an overall strategy, certification requires the organisation to build a documented, monitored and measurable system. This means defining policies, responsibilities, objectives, indicators, control methods and improvement tools, so that actions supporting work-life balance do not remain occasional interventions, but become an integral part of business management.
The practice provides for the analysis of a set of performance indicators, both qualitative and quantitative, aimed at assessing the organisation’s level of maturity in its ability to promote balance between family life and work. These indicators concern, among other aspects, work organisation, flexibility of working times and places, support for maternity and paternity, support for caregivers, welfare measures, health and wellbeing initiatives, prevention of penalties in career paths and fair access to professional opportunities.
The objective of the certification is therefore to promote concrete organisational change, capable of responding to ongoing social, demographic and workplace transformations. Work-life balance becomes an element of management quality, social sustainability and corporate attractiveness, contributing to people’s wellbeing and to the organisation’s ability to retain skills, reduce internal critical issues and improve the working environment.
General initial analysis of the organisation
To create a management system compliant with UNI/PdR 192:2026, it is necessary to begin with a preliminary analysis phase of the organisation. During this first activity, the company’s characteristics, structure, sector, operating context, workforce composition and the ways in which time, responsibilities, roles and internal processes are currently managed are examined.
The initial analysis makes it possible to understand which measures are already in place and which, instead, need to be developed or formalised. Many organisations already adopt useful tools for work-life balance, such as flexible working hours, smart working, additional leave, corporate welfare, parenting initiatives or informal support for employees. However, these measures are often not included in a documented system, are not measured through specific indicators and are not always clearly communicated within the company.
Frareg’s consultancy makes it possible to transform existing initiatives into organisational evidence consistent with the requirements of the practice. In this phase, an initial picture of the company is therefore built, useful for defining the starting point, identifying any documentary or operational gaps and establishing the most effective pathway to certification.
Analysis of the organisation’s status in relation to the individual applicable KPIs
The next phase consists of verifying the existing and implementable conditions with reference to the indicators provided for by UNI/PdR 192:2026. The organisation is analysed in relation to the applicable KPIs, with the aim of understanding the current level of compliance and the margin for improvement needed to meet the requirements for certification.
The indicators are intended to concretely measure the policies and actions implemented by the organisation in support of work-life balance. They may concern, for example, the presence of flexible working time and organisational tools, measures dedicated to maternity and paternity, support for employees with care responsibilities, family welfare initiatives, prevention and wellbeing promotion activities, internal communication methods, training for managers and the company’s ability to ensure career continuity even in the presence of family needs.
The assessment of the KPIs makes it possible to identify precisely which elements are already satisfied, which can be demonstrated through existing documents and records, and which instead require implementation measures. This step is essential because certification is not based solely on a statement of intent, but on the presence of concrete, verifiable evidence consistent with the management system adopted.
Frareg supports the organisation in interpreting the indicators, collecting information, assessing the available documentation and defining the actions needed to close any gaps. The objective is to build a sustainable system, proportionate to the size and complexity of the company, avoiding purely formal interventions and favouring solutions that are truly applicable to the organisational context.
Support in implementing the system
Once the initial status of the organisation has been verified and the requirements to be met have been identified, the management system for work-life balance must be implemented in a structured way. Frareg’s consultancy supports the company in defining the measures to be adopted, preparing the necessary documentation and building the evidence required during the audit.
The support includes drafting or reviewing company policies, defining objectives, developing the strategic plan, preparing operating procedures, forms, registers, monitoring tools and reporting systems. Particular attention is paid to the consistency between what the organisation declares and what is actually applied in the daily management of resources.
The consultancy may also concern the strengthening of existing measures, such as regulating work flexibility, improving internal communications, formalising welfare initiatives, defining tools to support parenting and caregivers, collecting data useful for measuring results and organising awareness-raising activities aimed at managers, workers and the functions involved.
A central element of the system is the organisation’s ability to demonstrate its commitment over time. For this reason, Frareg also supports the company in setting up internal audits, periodic reviews, improvement plans and system update methods. The objective is not only to prepare the documentation for certification, but to create a genuinely usable management model, capable of generating concrete benefits for both the organisation and its people.
Benefits for companies
The adoption of a management system compliant with UNI/PdR 192:2026 enables companies to give concrete value to their policies in favour of people and families. Certification represents a useful tool for demonstrating the organisation’s commitment to employee wellbeing, improving the internal climate and promoting a more sustainable balance between professional life and family life.
For businesses, investing in work-life balance also means strengthening their ability to attract and retain skills, reducing the risk of discontinuity in professional development paths, improving people’s participation in company life and making welfare and flexibility tools more structured. In a labour market increasingly attentive to the quality of the organisational environment, these aspects can have a positive impact on corporate reputation and competitiveness.
Certification can also represent a distinctive element in relations with customers, partners, institutions and stakeholders, especially for organisations that intend to integrate social and sustainability issues into their strategies. UNI/PdR 192:2026 makes it possible to make the company’s commitment to families visible and verifiable, moving beyond occasional initiatives and building a system based on objectives, indicators and continuous improvement.
Presence during the visit by the certification body
The final phase of the process involves verification by an external certification body, independent of Frareg, appointed to assess the compliance of the management system implemented by the organisation. During the audit, the adopted policies, prepared documentation, available evidence, applicable KPIs, monitoring methods and the level of actual implementation of the planned measures are analysed.
Upon request, Frareg consultants can also support the company during this phase, assisting internal resources in presenting the system and managing any requests from the certification body. The presence of the consultant helps facilitate discussion, clarify the structure of the system and correctly highlight the evidence collected during the project.
Support during the audit represents the final step in a broader pathway, which begins with the initial analysis of the organisation and leads to the construction of a coherent, documented and verifiable system. Frareg supports companies in all the phases needed to prepare for UNI/PdR 192:2026 certification, with an operational, proportionate approach focused on the real applicability of work-life balance measures.
