Social impact
Employees remain one of the Hegelmann’s most valuable strategic resources. The Hegelmann is committed to fostering a respectful, inclusive and supportive working environment that promotes employee well being, long term engagement and continuous professional development. In 2025, Hegelmann continued to strengthen its people focused practices by implementing targeted initiatives aimed at enhancing employee satisfaction, improving retention and attracting new talent. The management of this area is guided by a set of internal policies and procedures that ensure a consistent and responsible approach across the organization. The management of this area is embedded in several specific documents:
Hegelmann consistently upholds the principles of human rights protection and maintains a zero tolerance approach to any form of human rights violation. A fair and transparent remuneration framework is applied across the organisation, and strict compliance with regulations governing working hours, overtime and rest periods is ensured. Hegelmann does not tolerate any form of harassment, violence or inappropriate behaviour in the workplace.
Hegelmann opposes all forms of discrimination and forced labour. All employees are guaranteed equal rights and opportunities regardless of gender, nationality, social or marital status, membership in social or political organisations, or any other personal characteristics. In 2025, no human rights violations or related complaints were recorded within Hegelmann.
Employee wellbeing and satisfaction
Employee well-being and satisfaction are integral elements of Hegelmann’s organisational culture. To better understand employee needs and identify areas for improvement, Hegelmann regularly conducts employee surveys. The company also promotes continuous two-way communication through individual 1:1 meetings, annual performance reviews and the internal publication The Hegelmann Newsletter
In 2025, Hegelmann continued to prioritise the creation of a high quality working environment, employee well being and the strengthening of an inclusive organisational culture. The company maintained the application of advanced human resource management practices, ensuring transparent, safe and respectful working conditions.
No incidents of discrimination were recorded during the reporting period.
In 2026, Hegelmann plans to continue advancing its strategic people focused initiatives, further strengthening its commitment to employee skill development, well being, and a sustainable approach to talent attraction and retention.
Social initiatives are an important part of Hegelmann’s annual activities and play a meaningful role in strengthening employees’ sense of belonging to the wider community. Throughout the year, many Hegelmann employees participate in these initiatives either representing the company or individually, contributing to positive social impact.
During the reporting period, 46% of all Hegelmann employees took part in 21 social initiative. This level of engagement reflects the organisation’s commitment to fostering a socially responsible culture and encouraging active involvement in community development.
Hegelmann provides financial support and humanitarian assistance to various community centres, non profit organisations and public events, contributing to initiatives that promote social well being and strengthen local communities:
Employee benefit package
Benefits are provided to all full time, part time and temporary employees. The Hegelmann offers a wide range of benefits aimed at supporting employee well being and engagement, including:
A paid day off on an employee’s birthday
Greetings and gifts for 5, 10, 15, 20 and 25 year work anniversaries
Partner discounts and access to the PERKS discount app
Gifts for newborns and weddings
Bereavement support
Free company bus transportation to and from work
Fruit days
Various celebrations and team‑building activities
Sponsored participation in marathons
Employee gifts during special occasions
The benefit package is available for employees after the trial period, and some limitations may apply to employees who are employed part-time. Some benefits are only available in specific Hegelmann companies.
Occupational Health & Safety
Hegelmann places strong emphasis on ensuring a safe and healthy working environment for all employees, recognizing occupational safety as one of its core priorities. Beyond compliance with national and international occupational health and safety legislation, the Hegelmann maintains an Occupational Health and Safety Policy, a comprehensive Health and Safety Manual, and ISO 45001–aligned procedures that guide the management of this area.
To maintain the effectiveness of its health and safety framework, the Hegelmann conducts regular internal and external audits, including ISO certification audits. These evaluations support the continuous identification and assessment of safety related risks, the establishment of appropriate risk mitigation measures, and the systematic monitoring of their implementation.
The occupational health and safety system applies to all employees and encompasses all operational activities and workplaces across the organization.
403 2 Hazard Identification, Risk Assessment, and Incident Investigation
The Health and Safety Department conducts annual hazard identification and risk assessments across all workplaces and related operational areas. When any risks are detected, a corrective action plan is developed and implemented to address them. In addition to internal assessments, external inspections are carried out, and their findings are reviewed by the Health and Safety Committee.
Employees and other relevant stakeholders can report hazards or unsafe conditions to their direct managers or Occupational Health and Safety officers through verbal communication, email, or the internal SharePoint system. Once a reported threat or risk is confirmed, a corrective action plan is initiated, incorporating tools such as the internal “5 Why” method to determine root causes.
To strengthen safety awareness, the HR Department provides onboarding training that familiarizes all new employees with the reporting system and procedures. This proactive approach helps ensure that employees understand how to recognize and report risks, supports a strong safety culture, and reinforces the organization’s commitment to employee well‑being.
403-5 Worker training on occupational health and safety
Hegelmann ensures that all employees receive appropriate training by following an established employee training procedure. The approved training plan clearly defines the required training for each employee Hegelmann based on their specific job functions. Mandatory periodic occupational health and safety training is conducted annually by an external, certified training provider, in accordance with national legal requirements in all countries where Hegelmann operates.
Given that the electronic occupational health and safety system was implemented in 2024, during the 2025 reporting period Hegelmann was already fully utilizing it in daily operations. The functioning system has significantly increased process efficiency, strengthened internal control mechanisms, and continues to contribute positively to the enhancement of the safety culture across the organization.
Employer attractiveness & development
Hegelmann 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 2025, employees completed a total of 23 506 training hours, resulting in an average of 6,9 training hours per employee per year.
During the reporting period, the Hegelmann 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.
Hegelmann also reinforced its collaboration with universities, further engaging with students who represent potential future employees. In 2025, the university network continued to expand, fostering stronger industry-academic connections and supporting talent development within the sector.
