Employability, retention and creation of new jobs are a strategic choice of the Group, aiming to achieve growth and improve performance in all fields, directly or indirectly linked to the Group’s activities.
Concurrently, the Group aims at creating a modern working environment combining stability, consistency, the adoption of innovative working methods, the ability to resolve problems and adaptability to change. This way, the required conditions are secured in order for the Group to be able to respond effectively to the constantly changing environment in the Energy sector.
The Group’s corporate policies and practices prioritise enhancing the skills of our employees, balancing professional and personal life, and developing team spirit and co-operation.
To this end, the Group provides an excellent working environment and applies a comprehensive system for developing and managing its human resources by means of collective labour agreements and internal work regulations, competitive remuneration and benefits, opportunities for advancement and development, awards, employee performance assessments, traineeship and employment programs for university students, an internal training system, and encouraging employees to undertake various roles depending on their knowledge, experience and capabilities.
Communication and open dialogue form the basis of a constructive relationship with our employees. The Group has implemented an open door policy in order to increase cooperation, efficiency and mutual respect.
Our ambition is to create conditions that ensure that the Group will always be a first-choice employer, whilst showcasing the employee of the future: an excellent professional, driven by values such as creativity, industriousness, willingness to learn, integrity, good judgment and morality.
The Group, now and in the future, is strongly committed to realizing this vision through:
The Group’s leading position in the market is is due to its ability to attract and retain the most capable employees, in accordance with its principles and values. The Group strives to provide a work environment that is safe and motivates our employees, while ensuring that people are treated with respect and are given equal opportunities to develop their skills and advance their career.
The relationship between the personnel and the Group is based on the principle of equal treatment. Both the hiring and the advancement of each employee within the Group are based on his/her qualifications, performance and aspirations, with no discrimination whatsoever.
Our commitments to our employees:
In 2020, due to the impact of the COVID-19 pandemic, a holistic program to prevent and address pandemic-related issues was adopted, presented in detail in the “Health & Safety” chapter. The actions listed below, which were taken during the pandemic, relate to practices for protecting and informing workers:
Special edition (Newsletter) with the Group news regarding COVID-19, exclusively for the Group’s employees in Greece. The newsletters are posted on the internal group network (Intranet) and on the special website https://nea19.helpe.gr.
The Group monitors applicable labour legislation (national, European, ILO), including matters related to working conditions and respect for human rights, and fully complies with collective and relevant international labour conventions. The Group’s employees are free to participate in labour unions and professional associations.
The average rate of total employees covered by collective labour agreements is 75% (see
indicator 102-41 ). There are nine representative labour unions in the companies of the Group, which co-sign a corporate collective agreement (E.S.S.E.) with each company respectively, through which the terms of remuneration are determined for the employees who are included.
average rate of total employees covered by collective labour agreements
representative labour unions
|HELLENIC PETROLEUM S.A||2,150|
|ΟΚΤΑ AD SKOPJE||270|
|HELLENIC PETROLEUM CYPRUS LTD||64|
|EKO BULGARIA EAD||72|
|EKO SERBIA AD||52|
|HELPE E&P HOLDING||24|
* The companies are the ones included in the Corporate Responsibility Report and the number of employees includes those on contracts of indefinite or fixed duration. For additional data on human resources, see indicators 102-8 & 405-1 .
At the Group, the remuneration system is designed so as to recognise and reward employees for their accomplishments and performance, as well as for the value that they bring to the company. The Group is committed to providing competitive salaries that are designed to, on one hand, attract, retain and motivate employees and, on the other hand, provide them with the skills required to succeed in all aspects of our business activity.
The remuneration policy is determined by the Corporate Collective Labour Agreements. For the staff entering the Corporate Collective Agreements, the remuneration is determined in the context of negotiations between the Company and the Union.
The Group has adopted a specific Remuneration Policy for its executives holding managerial positions, which is approved by the Remuneration and Succession Planning Committee for HELPE, while for the Subsidiaries, it is being approved by their Boards. This Policy provides, inter alia, for the definition of the framework of the overall annual remuneration and the way overall remuneration is split between fixed and variable remuneration. For the definition of the Remuneration Policy of the executives holding managerial positions, the best practices in the domestic labour market, following market research, and the most important factors that affect executives’ competitiveness and motivation are taken into account.
At the same time, we apply a benefits policy that provides meaningful support to our employees and their families. We are there to help at all times, providing support, safety and security. These benefits to the employees of the Group vary by company and by country.
Additional Life & Health insurance and pension plans cover 92.12% and 85.42% of employees respectively (average rates).
All employees participate at the annual performance review for the assessment of their performance and the planning of actions to further improve their knowledge and develop their skills.
In 2020, all employees (Group average at 97.63%) were evaluated according to the integrated evaluation system. Indicator 404-3 provides detailed data per company in the Group.
percentage of employees covered by additional Life & Health insurance
percentage of employees participating in the Pension Plans
For the purpose of achieving a balance between our employees’ professional and family life, we acknowledge the following benefits that promote a holistic professional-personal life balance:
Taking all the above into account, the Group has developed corporate policies and programs, such as:
* The Employee Suggestion Box (see index 102-21) is a useful internal communication tool, as it offersemployees the opportunity to submit questions and proposals, anonymously, enabling dialogue between all levels of employees and the Management. In 2020,due to the pandemic emergency and the high rate of remote work, only 2 proposals were submitted. These proposals were thoroughly examined and out of them, one was utilised while the other is currently under consideration .
Our goal is to support actions in the field of Education and knowledge diffusion, aiming for the constant development and adaptation to the new conditions. Through constant training, our ambition is that all employees understand the strategic objectives of the Group, effectively identify their role in our joint effort to achieve progress, acquire further knowhow, and develop their professional skills in order to broaden their prospects in the field of their responsibilities.
Our goal is to support actions in the field of Education and knowledge diffusion, aiming for the constant development and adaptation to the new conditions.
remaining at last year’s level.
Estimate taking into account the prevailing circumstances
due to COVID-19
*The decrease in the average training hours is due to the COVID-19 pandemic
Due to the effects of the COVID-19 pandemic, the total Group expenditure on training in 2020 amounted to €438,477 (€1,082,058 in 2019) involving 75,411 hours of training.
In addition, in the context of its Training Policy for 2020, the Group invested €906,047 in subscriptions to scientific journals and associations, and the enrichment of its corporate libraries.