From July 2024, certain employers are subject to the work-related personal mobility (WPM) reporting obligation. This means that employers with more than 100 employees must keep track of which modes of transport their employees use, how many kilometres they travel, and the type of fuel used. This climate measure takes effect on 1 July 2024, to assess whether CO2 emissions are decreasing sufficiently. It also allows the government, in the coming years, to impose standards, such as a maximum on CO2 emissions. Employers will feel the effects of reporting on CO2 emissions from commuting and business travel, since this climate measure brings considerable administrative responsibilities.
What does this mean for large employers?
As an employer with 100 or more employees, from 2024 you must submit an annual report of the total number of kilometres travelled by your employees. To get a complete picture of sustainable mobility within the organisation, modes of transport with negligible CO2 emissions – such as public transport, cycling and walking – must also be included. Business flights, on the other hand, do not need to be included in the report. Kilometres must be reported separately by mode of transport and fuel type. You must also state whether the travel relates to commuting or business mobility.
Data is submitted via a digital form. Once all data has been entered into the digital form, the CO2 emissions from your organisation’s commuting and business mobility are calculated. After submitting the form, you receive a report summarising all the data entered and the calculated CO2 emissions. This report, covering the previous year’s data, must be submitted by 30 June at the latest.
For companies whose employees travel a lot of business kilometres to clients, this will create a significant administrative burden. In sectors where employees work across many different locations, keeping complete records of commuting mobility is difficult. This climate measure has already drawn considerable criticism, leading to it being postponed once already. The government also appears to recognise the administrative burden, having published two guidance documents to help the process run more smoothly:
- Guidance on data collection for work-related personal mobility;
- Temporary staffing sector guidance on data collection for work-related personal mobility.
These guidance documents are designed to help you prepare, and contain practical tips, a step-by-step plan and methods for gathering the required data within your organisation.
Questions?
Do you have questions about what this climate measure and the work-related personal mobility (WPM) reporting obligation mean for your organisation? Please feel free to contact our employment lawyers.
