GRI 102-38, GRI 102-41
Fair pay for employees and attractive benefits are a matter of course at 50Hertz. The remuneration systems are refined according to the need to ensure the Company remains an attractive employer for our staff in the future. IG BCE (the Union for the Mining, Chemical and Energy Industries), together with the Employers’ Association of Energy and Supply Companies (Arbeitgeberverband Energie- und versorgungswirtschaftlicher Unternehmen e.V. – AVEU), assigns our collective agreements. Fair remuneration based on requirements and performance regardless of gender is supplemented by comprehensive company benefits along with the offer of a company pension scheme.
In addition, employees have the opportunity to involve themselves in the success of the previous financial year within the frameworkof an Elia Group stock program. For the seventh time in 2019, every employee was offered shares within the company at a reduced price.
50Hertz transparently and voluntarily releases the total earnings of the management team in the consolidated financial statements in detail, listing the fixed and variable overall remuneration, as well as corporate pensions and any other benefits to 50Hertz’s management. The features of the remuneration systems are further explained with disclosures in the corporate governance declaration.
The factor of compensation of the highest-paid employee to the average annual total compensation for all employees is 6.8.
The remuneration system includes success- and performance-based elements, which offer an incentive for achieving common corporate goals and corresponding individual goals. A number of goals related to sustainable corporate management, such as compliance with occupational health and safety guidelines or successful social dialogue.