Remuneration & social benefits

Remuneration and social benefits

The remuneration package of our employees comprises a salary in line with the market as well as variable remuneration components depending on the position of the employee within the Group. We also offer our staff various additional benefits such as occupational pensions and contributions towards health insurance or medical screening. These benefits reflect regional conditions and local competition. Fair remuneration for female and male employees in comparable positions is also important to us. When we have conducted analyses of remuneration and salary increases in a number of different regions, we have not identified any significant differences between female and male employees.

Personnel expenses in 2017 totalled EUR 3.780 bn (2016: EUR 3.724 bn), with EUR 3.489 bn (2016: EUR 3.431 bn) attributable to salaries (including social security contributions) and EUR 291 m to pensions (2016: EUR 293 m). Employees in more than 50 countries had access to occupational pensions and healthcare benefits in 2017. Around 80 percent of our employees were members of an occupational pension scheme. In total, 25,566 pensioners drew an occupational pension from the Group (2016: 28,722).

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Remuneration and social benefits1

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

2017

 

2016

 

2015

 

2014

 

2013

1

In line with the information in the Financial Report 2017, the figures provided for the years 2015, 2016 and 2017 exclude the business of the logistics service provider Gist, as it has been reported as a discontinued operation.

Lagebericht 2014

Included in the audited Non-Financial Report

Personnel expenses

€ billion

 

Lagebericht 2014 3,780

 

Lagebericht 2014 3,724

 

3,829

 

3,536

 

3,423

Pension costs

€ million

 

Lagebericht 2014 291

 

Lagebericht 2014 293

 

278

 

293

 

281

Staff covered by collective wage agreements

%

 

43.2

 

42.3

 

41.2

 

46.5

 

45.6

Retired employees receiving pensions from Linde

 

 

25,566

 

28,722

 

29,116

 

30,941

 

31,006

Employee participation in the Group’s success

We want to conduct fair appraisals of our employees and have therefore set up a Group-wide performance evaluation system. This system includes, for example, performance evaluations which are binding for managers. We provide our managers with training to enable them to deliver fair and transparent appraisals. Managers’ pay is based in part on the extent to which Group targets and the employees‘ individual targets have been achieved. Depending on the business area, sustainability targets such as safety and diversity may also be relevant to the calculation. Key parameters used to measure the Group’s success are ROCE and operating profit. The aim is to increase employee commitment and entrepreneurship in the workforce. Senior managers also participate directly in Linde’s growth in value through share option schemes. In 2017, around 68 percent of managers below Executive Board level entitled to participate in share option schemes invested in 18,910 Linde shares via these schemes (2016: 25,371 shares). For each of these shares, the participants are entitled to an additional Linde share on the expiry of a four-year qualifying period.

UNGC Indicators

Sustainable Development Goals