In order for the company to achieve its business goals efficiently, it should employ personnel in sufficient numbers and with the right professional qualifications to suit its needs and the tasks assigned. Such employment policy minimises the risk of any negative consequences from external regulatory bodies.
The number of employees as of 2021 was 1,616, including 402 women and 1,214 men. Employees are a key resource for us, enabling us to shape and develop our organisation. We are committed to creating a friendly workplace in collaboration together with our teams of dedicated employees.
1,616
employees
A very important aspect in the creation of employment policy is the development of standards which make it possible to retain employees with the desired competences, knowledge and experience in the organisation over the long term. The departure of each employee from the company results in additional financial expenses related to the recruitment and investment in the professional preparation of new staff and the introduction of organisational changes due to staff gaps arising from unplanned departures.
Our Group constantly develops in terms of its production profile. Our personnel policy is aimed at ensuring staff with high competences, appropriate to the activity we engage in. The specific nature of the Group’s business requires experienced staff possessing expertise. We conduct many recruitment processes, including for the purpose of attracting employees with unique, new competences from the market. We also invest in the process of professional development of our current employees, designing individualised training cycles or individual training for them.
The Unibep Group constantly expands its geographical scope of operations.
We implement construction projects in new locations in Poland and enter new foreign markets, such as Germany. In order to be able to operate efficiently in new territories, we employ local staff or people who declare their willingness to be seconded to new markets.
The Unibep Group never ceases to learn. We place great emphasis on employee education through training and professional courses. We ensure the “replaceability” of staff and exchange of experience and competences between employees. To this end, a mentoring programme and other training programmes for employees have been implemented.
The financial aspect plays a significant role in conducting an effective employment policy. Periodic reviews and ad hoc remuneration adjustments are carried out in the Group. Their purpose is to align the level of remuneration for individual positions with the Group’s remuneration structure, and to bring it in line with the current market situation.
| Recruitment of new employees and turnover | 2021 | ||
|---|---|---|---|
| Total number of new employees broken down by gender and age | women | men | total |
| under 30 | 50 | 82 | 132 |
| between 30 and 50 | 50 | 95 | 145 |
| over 50 | 4 | 35 | 39 |
| TOTAL | 104 | 212 | 316 |
| Employment rate | 26% | 17% | 20% |
| Number of employees | 402 | 1,214 | 1,616 |
| Recruitment of new employees and turnover | 2021 | ||
|---|---|---|---|
| Total number of employee departures by gender and age | women | man | total |
| under 30 | 29 | 184 | 213 |
| between 30 and 50 | 23 | 62 | 85 |
| over 50 | 5 | 22 | 27 |
| TOTAL | 57 | 268 | 325 |
| Turnover rate | 14% | 22% | 20% |
| Total number of employees | 402 | 1,214 | 1,616 |
In 2021, employment at Unibep S.A. increased by 8% compared to the previous year. The company employed 258 women, nearly 30% of the total workforce. This is an increase compared to the last year, where the female employment rate (207) represented 26% of the total workforce.
8%
increase in employment compared to the previous year
We are responsible for our employees and are particularly concerned about their health and safety in the workplace. They have the opportunity to enjoy additional privileges and benefits. The additional benefits offered by the Group may vary from company to company.
All Unibep Group employees are covered by the benefits scheme. The extent of fringe benefits is not differentiated according to the employee’s working hours or period of employment.
| Parental leave | 2021 | ||
|---|---|---|---|
| women | men | total | |
| Number of employees who were entitled to parental leave from 1/01/2021 to 31/12/2021 |
42 |
87 |
129 |
| Number of employees who took parental leave between 1/01/2021 and 31/12/2021 | 37 | – | 37 |
| Number of employees who returned to work after taking parental leave from 1/01/2021 to 31/12/2021 | 22 | – | 22 |
| Number of employees who returned to work after parental leave between 1/01/2021 and 31/12/2021,and were employed for a minimum of 12 months | 11 | 1 | 12 |
| Number of employees who returned to work after parental leave in the previous reporting year (2020) | 12 | 1 | 13 |
| Return to work rate | 59.5% | 0 | 59.5% |
| Employment retention rate | 91.7% | 100% | 92.3% |
The rate includes full-time and part-time employees.
| Total number of employees by contract type and gender |
2021 | ||
| Employment contract type: | women | men | total |
| fixed-term contract | 87 | 147 | 234 |
| permanent contract | 315 | 1,067 | 1,382 |
| Total of all employees | 402 | 1,214 | 1,616 |
| Total number of employees by region | 2021 | ||
| Region | women | men | total |
| Poland | 402 | 1,104 | 1,506 |
| Norway | – | 67 | 67 |
| Germany | – | 35 | 35 |
| Sweden | – | 3 | 3 |
| Belarus and Ukraine | – | 5 | 5 |
| TOTAL: | 402 | 1,214 | 1,616 |
The term „region” as used in the above list is defined as the area where a project is implemented. The main division involves distinguishing between domestic and export work. In addition, all export markets are subdivided by target country. The Belarusian and Ukrainian markets are taken together.
| Unibep Group | |||
| Total number of employees by type of employment and gender |
women | men | total |
| full-time | 397 | 1,206 | 1,603 |
| part-time | 5 | 8 | 13 |
| TOTAL | 402 | 1,214 | 1,616 |
| 2021 | |
|---|---|
| Percentage of employees covered by collective bargaining agreements | 53% |