As at the last day of 2019, the headcount in ENEA Group companies included 17,291 employees with employment contracts, including 3,051 women and 14,240 men. As at 31 December 2019, the headcount in ENEA S.A. was 398 employees with employment contracts.
Employment at ENEA Group by level of education as of December 2019
|Semployment at ENEA Group by level of education as of 31 December 2019|
Employment at ENEA Group by age as of December 2019
|Employment at ENEA Group by age as of December 2019|
|<= 25 years of age||1 039||6%|
|26-35 years of age||4 700||27%|
|36-45 years of age||4 620||27%|
|46-55 years of age||4 731||27%|
|56-60 years of age||1 624||9%|
|>= 61 years of age||577||3%|
HR Policy implementation at ENEA Group in 2019
Information on the remuneration rules at ENEA S.A.
In 2019, there was no formalised remuneration policy at the Company with respect to members of the Company’s bodies. However, various formal remuneration regulations are applied in the Company.
At ENEA S.A., remunerations are determined on the basis of the company’s collective labour agreement, bonus regulations, and work regulations. The rules for determining remunerations at ENEA S.A. are linked to its strategy, objectives, interests, and results.
Addition, they are set out taking into consideration the principle of non-discrimination on any grounds. Save for the modifications in the rules of remunerating persons performing management or supervision functions, there were no significant changes to the remuneration rules applied at the Company in 2019.
The extra-financial remuneration components applied by ENEA S.A. in 2019 included, i.a., health care services, training courses, welfare benefits (under the Company’s Welfare Benefits Fund, i.e., co-financing the employees’ holidays and sports, leisure, cultural and education activities, and low-interest loans for housing purposes), an additional day off, preferential insurance offer, company cars with the option to use them for private purposes, and the employee pension scheme.
As mentioned above, there was no formalised remuneration policy at ENEA S.A. in 2019. However, the remuneration rules applied at the Company are assessed positively from the point of view of implementation of its objectives, including long-term increase in value for shareholders and stability of the enterprise operation.
As at 31 December 2019, neither the Issuer not the member companies of ENEA Group had any liabilities (including assumed liabilities) on account of retirement pensions or similar benefits assigned individually to former employees performing management or supervision functions or former members of administrating authorities.
In April 2019, the Employers and representatives of Social Stakeholders from a dozen or so ENEA Group companies signed a Social Contract. The document in particular regulates the matter of stability of employment in the ENEA Group companies, which signed the contract, and grants the employees equality in access to additional benefits. The agreement pertains to issues such as stability of employment, employee tariffs, subscriptions for medical benefits, charge for the Company Social Benefit Fund, or official industry days being treated as public holidays.