We analyse how your workforce commutes and find who can swap work centres so that everyone ends up working closer to home. The mobility diagnosis, the possible swaps and the emissions of the commute, in a single service.
Whoever swaps stops making the same journey twice a day, every day. That is time for the family, arriving less tired and spending less on the car, without changing job or terms.
Working close to home is as real an improvement as a raise, and it costs nothing. People who are happy at work don't look for another job, and the company saves on hiring and training.
The only measure that removes whole journeys instead of changing how they are made. And the indicators, calculated for the follow-up report.
Every kilometre not driven is one less risk for the people on the road every day. The law requires the plan to cover the prevention of these accidents.
Voluntary, reversible and with no loss of rights. It can be agreed from day one with the workers' representatives, who are the ones who must negotiate the plan.
When a vacancy opens at a centre, Unmile tells you who in the workforce would like to go there before you publish any job ad. You fill the post with people who already know the company and save a recruitment process.
In Spain, work centres with more than 200 people, or more than 100 per shift, must have a Workplace Sustainable Mobility Plan before 5 December 2026.
The threshold applies to each work centre, not to the total workforce. If your centres are small and you are not required to have a plan, what you gain is the same: more wellbeing for your people and no replacement costs. Unmile does not replace employment-law advice for drafting the plan.
It runs as campaigns: a full analysis whenever it suits you, normally the year you have to submit or review the mobility plan. People don't choose people, they choose centres, and Unmile looks for closed cycles where each person moves to the next one's centre. What is exchanged is the whole post: category and shift. Anyone who accepts may end up on a different shift; the centre keeps exactly the same coverage, because the post that is vacated is filled again by whoever arrives.
The list of centres and the workforce list with category and shift, exactly as your system exports it. We load it: you don't have to fill in any template.
Five questions on their phone about how they get to work, and the centres that would suit them. The internal communication is yours, with the texts we provide.
How your people commute, what emissions it generates and which swaps are possible, with the methodology on show.
Each person decides whether to accept the centre proposed to them. Managers can stop a move, always with the reason in writing.
Enter the size of your network and the model works out, right here, how many people could move closer to home and how many kilometres would stop being driven. Nothing is sent anywhere: the calculation runs in your browser.
It takes a couple of seconds and runs entirely in your browser.
Where you sit
Share of candidates who end up swapping, by size of the workforce.
Companies that use Unmile earn the Close to Home seal every year. It is not a label: it carries the real figure of kilometres avoided, and anyone can check it.
Where to put it: job ads company website sustainability report email signature
How your people get to work, by which vehicle, how many kilometres and how much time they spend, and which centres have the longest commute. It is the diagnosis chapter the mobility plan asks for.
All those possible without altering the staffing of any centre, with the kilometres each one saves, and the tool for your people to accept them and for managers to validate them.
Tonnes of CO₂ from home-to-work travel, by centre and by mode of transport, with the methodology and emission factors cited.
When a vacancy comes up, which of your own people would like to go, among those who have expressly agreed to it. Fill posts from within before looking outside.
Who decided what and why, with the written reason for every veto. It is what lets you defend the campaign before the workers' representatives.
The texts to communicate it internally and the measure sheet, written to be attached to the mobility plan.
The figures are calculated on an annual basis, even if the campaign runs the year the plan is reviewed. If you want to repeat it every year, the indicators are comparable.
It is a change of centre agreed within the same company, on the terms you agree.
Only those who sign up take part, and saying no to a proposal has no consequences. It is not imposed geographical mobility.
A manager can stop a swap, but must do it in writing. The reason is recorded and the person is told.
If two people want the same centre and there is only room for one, a criterion agreed and published before the start decides: who travels furthest, seniority and, as a last resort, a draw. Nobody decides it on sympathy.
We give you, in writing and in plain language, how the swaps are proposed, so that you can hand it to the workers' representatives.
The postcode is used to find swaps and for nothing else. Anyone can withdraw whenever they want and their data is deleted.
Time and money. Whoever swaps does the same job at a centre closer to home, on the same terms. How much they save depends on the case: the simulator on this page works it out with each company's figures and with the assumptions on show.
No. Only those who sign up take part, and every proposal has to be expressly accepted.
Centre, category and shift, which HR already has, and the postcode each person enters voluntarily. Never the address. Identities are not revealed to anyone until a swap is confirmed by all parties.
You do, as with any other measure in the plan. We give you the texts, the measure sheet and the written explanation of how the algorithm decides, so that you can present it. Unmile takes no part in the internal negotiation.
Yes. When a vacancy opens at a centre, the management panel shows who in the workforce would like to go, among those who have expressly agreed to it. It lets you fill posts from within before looking outside.
That is what the simulator is for. With the size of your network we tell you, before starting, how many swaps are to be expected. If the number is too small, we will say so.
First, each person affected, who must accept the new centre. Then the centre managers, who can stop it only with a written reason. HR and the workers' representatives see the aggregate results.
One campaign whenever it suits you, normally the year you have to submit or review the mobility plan. The figures are calculated on an annual basis, so if you decide to repeat it every year you will be able to compare results.
It is a service: it can be contracted per campaign or spread over monthly payments. The price depends on the size of the workforce and the scope. The first company to contract it will get a substantial discount.
A company with more than 1,000 people and several centres in the same area that wants to run the first campaign with us, with a discount we will not offer again.
With your real network of centres, anonymised. You will know the number before deciding anything.
We give you the texts to announce it to your people and the measure sheet for the mobility plan. Talking to the works council is yours to do, as with any other measure.
Founding companies will be the first to hold the Close to Home seal.
A substantial discount on the price of the service, and a say in how it develops.