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Social impact

Social impact

Professional, competent and responsible employees are the Group’s greatest asset. The Group aims to ensure a respectful and caring relationship, a sustainable working environment and foster well-being as well as the development of their workforce. In 2024, Hegelmann Group initiated a number of projects to increase employee engagement and satisfaction, retain and attract talent. The management of this area is embedded in several specific documents:

human rights
Hegelman Logistics

Human rights

The Group respects the principles of human rights protection, does not tolerate any violation of human rights, advocates a fair and transparent remuneration policy, complies with the laws on overtime and working time, respects the right of workers to rest and does not tolerate any form of harassment and violence.

Hegelmann Group opposes discrimination and forced labour of any kind. Employees of the Group have equal rights and opportunities regardless of gender, nationality, social or marital status, membership of a social or political organisation or personal characteristics. In 2024, the Group did not record any human rights violations or complaints in relation thereto.

Employees

GRI 2-7
GRI 2.-7 2024

Note:
The 2024 disclosed data excludes the West Division due to the unavailability of relevant information.

During the reporting period, Hegelmann Group welcomed 2001 new employees.

Diversity of governance bodies and employees

governance bodies
diversity of governance

Employee wellbeing and satisfaction

Employee wellbeing and satisfaction is an essential part of the Group’s culture. To find out more about employee needs, the Group conducts employee surveys, which helps to get a better understanding of improvement areas. The Group encourages regular two-way communication via 1:1 meetings, yearly reviews and The Hegelmann Newsletter.

In 2024, for the third year in a row, Hegelmann Group received the Top Employer Lithuania certificate from the Top Employers Institute. The certificate is awarded for excellent workplace management, demonstrating that the Group follows best international practices.

There were no recorded incidents of discrimination during the reporting period.

In 2025, the Group plans to maintain previously implemented initiatives, continuing its commitment to employee development.

darbuotojų

Social initiatives

Social initiatives are part of the Group’s yearly events which significantly contribute to a sense of belonging to a broader community. A number of Hegelmann Group colleagues attend such events on behalf of the company or individually. During the reporting period a total of 66% of all Gruop employees took part in 55 social initiatives. The Group donates money and human aid to the following community centers and events:

GRI social
Part 1
initiatives
Hegelmann Team visited school children
charity
social inciative
Paralympics for children

Employee benefit package

The benefit package is available for employees after the trial period, and some limitations may apply for employees who are employed part-time. Some benefits are only available in specific Group divisions.

There are a number of benefits provided to a full-time employee including:

birthday
A day off on their Birthday
bonus at work
Bonus related financial incentives on 5, 10, 15, 20 year job anniversaries
Partner discounts
Partner discounts
Zalgirio arena
Zalgiris Arena VIP Lodge (in Lithuania)
Parental leave financial support
Parental leave financial support
Retirement provision
Retirement provision

Remuneration

Remuneration is described in the Remuneration Policy and defined when signing employment contracts. The Remuneration Policy does not apply to members of the highest governing body and senior executives. Annually, a shareholder meeting is convened to establish guidelines and objectives for the upcoming year. This gathering entails a comprehensive review of the achievements and progress of ongoing projects from the previous year. Within this session, the assessment of executive compensation considers the success and returns generated by implemented projects, coupled with an evaluation of the overall economic health of the company.

parental

Occupational health & safety

Occupational health & safety

The Group is committed to providing a safe working environment for its employees as safety is one of its highest priorities. In addition to national and international health and safety regulations and legal requirements, an Occupational Health and Safety Policy, Health and Safety Manual, and ISO 45001 procedures are in place to help manage this topic. To ensure the successful and effective implementation of safety and health procedures, the Group regularly evaluates its effectiveness by performing internal and external audits (such as ISO). This helps ensure the ongoing identification and assessment of related risks, the definition of risk management measures, and the monitoring of their implementation.

The occupational health and safety system and practices cover all employees, operational activities and workplaces.

403-2 hazard identification, risk assessment, and incident investigation

Hazard identification and risk assessments are performed annually by the Health and Safety Department and have been evaluated in all workplaces and related areas. Should any associated risks be identified, the corrective action plan is then implemented and followed. In addition to this, external inspections are also conducted, and the results are presented to the Health and Safety department committee. 

All interested parties can report threats and/or dangerous situations to their supervisors or Occupational health & safety officers by talking to them via email or the internal SharePoint System. Should there be a confirmed threat or risk, the corrective action plan (including an internal 5 Why Method) is then implemented and followed. 

As part of our commitment to safety, the HR department educates all employees during onboarding on using the system, ensuring a comprehensive understanding of reporting procedures. This proactive approach aims to empower our workforce, fostering a safety culture and reinforcing our commitment to the well-being of our employees.

403-5 worker training on occupational health and safety

When it comes to training, Hegelmann Group follows a procedure for training of workers. An approved training plan defines training for each specific group of co-workers based on their job area. Periodic health and safety training is mandatory (based on national regulations in countries that the Group operates) and carried out by an external training provider every year.

During the reporting period, the Group implemented an electronic health and safety system which led to increased efficiency as well as positively impacted health and safety culture within the Group.

In 2025, the Group plans to continue focusing on employee health monitoring, with particular attention to psychosocial risk factors across Group companies. Building on previous initiatives, the Group will conduct assessments of employees’ emotional well-being and organise dedicated seminars to address these topics. These efforts aim to foster a supportive work environment and enhance overall mental health awareness within the Group.

sauga
first aid kit
first aid training

Work-related injuries

Note:
The rates have been calculated based on 1,000,000 hours worked.

Employer attractiveness & development

Hegelmann Group provides continuous professional development for its employees, including but not limited to internal and external training, to ensure that they have all the necessary certificates, develop the competencies they need to do their jobs, and are able to strengthen their teams. Employees are given the opportunity to develop their professional skills according to their individual needs and yearly employee surveys are conducted for this purpose.

In 2024, a total of 456 various training courses were conducted, resulting in an average of 0.0766 training sessions attended per employee per year.

During the reporting period, the Group continued to strengthen its commitment to driver education and workforce development. In Poland, the Drivers’ Academy project remained a key initiative, focusing on educating drivers on work-related matters. Additionally, training programs on ECO driving and occupational health and safety (OHS) were conducted to enhance drivers’ skills, improve their working conditions, and increase awareness of their environmental impact.

The Group also reinforced its collaboration with universities, further engaging with students who represent potential future employees. In 2024, the university network continued to expand, fostering stronger industry-academic connections and supporting talent development within the sector.

For the past 3 years, Hegelmann Group in Lithuania has been proud to consistently be rated as a TOP Employer in Lithuania.

Employer attractiveness & development

Hegelmann Group provides continuous professional development for its employees, including but not limited to internal and external training, to ensure that they have all the necessary certificates, develop the competencies they need to do their jobs, and are able to strengthen their teams. Employees are given the opportunity to develop their professional skills according to their individual needs and yearly employee surveys are conducted for this purpose.

In 2024, a total of 456 various training courses were conducted, resulting in an average of 0.0766 training sessions attended per employee per year.

During the reporting period, the Group continued to strengthen its commitment to driver education and workforce development. In Poland, the Drivers’ Academy project remained a key initiative, focusing on educating drivers on work-related matters. Additionally, training programs on ECO driving and occupational health and safety (OHS) were conducted to enhance drivers’ skills, improve their working conditions, and increase awareness of their environmental impact.

The Group also reinforced its collaboration with universities, further engaging with students who represent potential future employees. In 2024, the university network continued to expand, fostering stronger industry-academic connections and supporting talent development within the sector.

For the past 3 years, Hegelmann Group in Lithuania has been proud to consistently be rated as a TOP Employer in Lithuania.

There were no significant fluctuations in the number of employees during the reporting period and between reporting periods.

The Group also has 18 trainees (workers who are not employees). They perform work based on a Tripartite agreement (Objective of the internship – to analyse the Group’s activities, describe the characteristics of the services, assess the Group’s internal and external environment, and present a summary of the knowledge acquired during the internship).

PLANS
FOR
2025

PLANS FOR 2025

In 2025, Hegelmann Group will prioritise employees’ well-being by focusing on health monitoring and psychosocial risk assessment across its companies. This includes evaluating employees’ emotional well-being and implementing targeted measures to address identified challenges. The Group will continue to organise seminars on mental health and workplace well-being, fostering a healthier and more supportive work environment.

Alongside these efforts, Hegelmann Group is committed to enhancing its employer attractiveness by strengthening talent attraction, employee development, and engagement initiatives across its operations in Germany, Poland, Lithuania, Latvia, Estonia, Italy, France, Hungary, Slovakia, the Czech Republic and Romania. To improve the candidate experience, the Group aims to ensure that at least 50% of applicants receive an automated response from HR. It also will refine its talent database to enable more efficient searches within the candidate pool.

The selection process will be optimised by incorporating personality tests into hiring decisions, ensuring a more structured candidate evaluation and comparison approach. The Group also aims to improve selection accuracy by targeting a three-month turnover rate of less than 30%. Additionally, the Bitrix system’s functionality will be expanded to automate candidate communication and streamline selection processes.

Investing in employee development remains a priority, with plans to implement a structured competency development model and training programs. By the end of 2025, 60% of identified positions will have an established development framework, with internal and external training completion rates targeted at 60% and 40%, respectively.

A clearer distinction will be established between qualification-based training managed by the training department and compliance and soft skills training overseen by HR, ensuring structured implementation and monitoring. The Unlock system will be introduced to map employee competencies to achieve a 70% adoption rate among identified companies.

To foster employee engagement and loyalty, Hegelmann Group will establish an “Employee Experience Committee” with representatives from various departments to drive workplace improvement initiatives. Furthermore, the Group will develop a long-term strategy for employee surveys, covering key areas such as leadership, training, well-being, and rewards, to achieve at least 60% participation in engagement surveys.