Workforce

Working conditions

We structure our working conditions in such a way that we remain an attractive and reliable employer even amidst the energy transition. In 2025, we had exactly 3,507 employees (3,433.8 full-time equivalents), and the staff turnover rate stood at just 2.5 per cent. More than three-quarters of our workforce are covered by collective agreements (around 76 per cent) and almost all fall under the remit of employee representatives. These are represented by regional Works Councils in Brauweiler, Dortmund and Hoheneck, as well as a General Works Council, with whom we continuously work to further develop working conditions.

Since 2022, we have conducted a company-wide employee survey every two years. The results help us to identify improvement potential in the areas of collaboration, leadership and communication, and to derive targeted measures.

Our working conditions are characterised by fair pay and clearly defined working hours, which are largely covered by the sectoral collective agreement. Supplementary company agreements on topics such as remote working, flexible working time arrangements, part-time work and company-sponsored parental leave enable our employees to achieve a better work-life balance. At the same time, they provide them with planning certainty and stability. Furthermore, all regular employees – including part-time – benefit from performance-related bonus schemes that are linked both to the achievement of company targets and to individually agreed objectives, depending on their respective compensation structure.

Training and skills development

We view skills development as a key prerequisite for playing a reliable role in shaping the energy transition. That is why we focus on needs-based, personalised and targeted staff development, which enables us to support employees in their current roles and prepare them for future challenges.

We offer a wide range of training courses, seminars and workshops, and have consolidated our professional development programmes into a digital learning portal where employees can access information, book courses and complete web-based training at any time. In 2025, around 1,200 internal training courses took place, with more than 14,000 participants, as well as approximately 670 external training courses. This equates to an average of almost 35 training hours per person and demonstrates the importance we place on learning and development.

For managers, there is also an onboarding programme, programmes to develop leadership and change management skills, as well as targeted coaching on current leadership topics, such as remote management or dealing with survey results.

In addition to the further training of our staff, we focus on the targeted recruitment and development of young talent as a key component of our long-term HR and corporate strategy. Through apprenticeship schemes, dual study programmes, internships, working student jobs and trainee programmes, we are building a sustainable talent pipeline to ensure that the skills required for the energy transition are secured within the company in the long term. To this end, we invest, amongst other things, in our own apprentice training workshops and support the ongoing professional and personal development of our young talent

Diversity and equal treatment

Diversity and equal treatment are integral parts of our corporate culture. Our aim is to ensure that all employees are treated fairly, regardless of gender, age, background, religion, disability or sexual orientation. We are committed to promoting equal pay, consistently preventing discrimination and harassment, and supporting a respectful and appreciative working environment. To this end, we are pursuing a strategy for gender parity and equal opportunities, through which we aim to specifically increase the proportion of women in the overall workforce and in leadership roles.

In addition, we have a diversity policy focusing on gender, age, cultural background, sexual orientation and identity, as well as physical and mental abilities.
Amprion also has numerous internal networks, such as the Women’s Network, the Queer Network and the General Representative Body for People with Severe Disabilities, which take on board the views and interests of the respective groups and, where necessary, communicate them to the company. To combat discrimination, we have established controls and appointed an officer in accordance with the General Equal Treatment Act (Allgemeines Gleichbehandlungsgesetz - AGG), an awareness officer for sexual harassment, and e-learning modules on the AGG.

Health and safety

All work on our grid demands compliance with the very highest safety standards. Amprion has installed a certified occupational health and safety management (OHS) system as one way of restricting hazards to a minimum. The OHS system comprises occupational health and safety regulations and requirements for all Amprion departments and employees. It is regularly audited, and its effectiveness reviewed, by the responsible employers’ liability insurance association (BG ETEM), amongst other things based on the  international  DIN ISO 45001 standard. Employees are actively involved in occupational health and safety through an occupational safety committee, safety officers and occupational safety specialists. In addition, there are regular safety inspections on construction sites and at operational facilities, as well as structured exchanges of experience. However, our approach does not stop at our employees: the same safety requirements apply to service providers as to our own staff.

Amprion not only creates a safe working environment but also promotes the health of its employees. This includes health days, various prevention courses and cancer screenings.

Human rights due diligence

Along our value chain, we advocate the recognition, support and observance of fundamental values in the areas of human rights, labour standards, environmental protection and anti-corruption. We expect the same from our external partners.

We work closely with our suppliers to ensure that they also comply with the standards of the German Supplier Due Diligence Act. Together, we strive for a responsible and sustainable supply chain. In our Supplier Code of Conduct, we therefore require our suppliers to comply with human rights, occupational safety and environmental protection as well as to act in a legally and ethically impeccable manner.

In implementing our human rights due diligence, we are guided by the National Action Plan "Business and Human Rights". In accordance with the requirements of the German Supply Chain Due Diligence Act (LkSG), Amprion has established binding due diligence processes to monitor and promote compliance with environmental and human rights along the supply chain.

Amprion has also set up an internal complaints procedure to safeguard environmental and human rights. The rules of procedure can be accessed here. The complaints procedure enables individuals to report human rights and environmental risks as well as violations of human rights or environmental obligations. Reports can be made either to our Compliance Officer Dr Christoph Richter or our Ombudsman Dr Thomas Höch. In addition to the internal reporting office, it is also possible to report to the federal government's external reporting office.