More than 16,600 people work at Brenntag worldwide. With their expertise and their dedication, they play a key role in our company’s success and our long-term competitiveness.
The primary goal of our human resources strategy is for us to be regarded globally as the preferred employer in the field of chemical distribution – both for current and potential employees.
We see it as our responsibility to offer fair working conditions and an attractive, safe and inspirational working environment while encouraging our employees’ personal and professional development in a targeted manner.
In addition to development prospects, open communication and an opportunity to play a part in shaping the company are important aspects which help to promote employee motivation and loyalty.
Brenntag’s employees are regularly kept informed of current issues and company matters through their line managers and also through our internal print and online media. Conversely, our employees are able to discuss issues directly with their line managers or with the personnel managers responsible at any time. Depending on the country-specific legislation, employees can also contact the persons representing their interests on elected co-determination bodies.
Brenntag respects its employees’ right to freedom of association and collective bargaining and will not pursue or tolerate any measures which are intended to restrict these rights.
Brenntag also has idea management systems and platforms at many levels, which employees can use to become actively involved and submit their suggestions and ideas for improving organizational aspects, processes and operations.
Moreover, every year the global and regional “Brenntag Outstanding Performance Awards” are presented to employees who have achieved outstanding success in the areas of sales, safety or professional performance.
Brenntag’s identity as an attractive and responsible employer includes promoting the health of our employees and their work-life balance. In all regions, we therefore offer measures which are inline with local social systems, while frequently going beyond national practices and statutory requirements. In countries with inadequate social security arrangements, for example, supplementary private health insurance and life assurance policies are offered. In many countries,Brenntag also covers part of the cost of preventative measures or medical examinations and pays for vaccinations for its employees and their families, for example. Brenntag also promotes its employees’ physical fitness. For instance, individual companies contribute towards gym memberships or initiate campaigns and events which provide tips on healthy eating and lifestyles. Joint participation incompany runs and other sporting competitions are also very popular.
Many Brenntag companies help their employees to reconcile work and family life by offering flexible working time models and holiday arrangements as well as other supportive services such as childcare or care for relatives. Regular initiatives also take place at many Brenntag locations, when employees can show their relatives where they work or when families are invited on group excursions.
At its more than 580 sites in 73 countries, Brenntag employs people from almost 100 different countries. The result of this is a social and cultural diversity which we use constructively. Worldwide, we work in teams which are mixed in line with various criteria, while considering the needs of various generations. The versatility of our employees’ heterogeneous skills and experience is a cornerstone of our success.
Guaranteeing equal opportunities is a matter of course for Brenntag, as is counteracting and eliminating any form of discrimination and harassment. The recruitment, remuneration and development of employees solely reflect their qualifications and abilities in relation to their respective duties.
For Brenntag, it is a matter of course and of the utmost importance that employees, business partners or third parties do not suffer any discrimination on grounds of their ethnic origin, gender, marital status, age, religion or belief, skin colour, disability or sexual orientation. This is stipulated in our Code of Business Conduct and Ethics. Violations ofthis code are investigated by our compliance organization with the necessary rigour and, if a violation is found to have occurred, corresponding action is taken.
Brenntag’s remuneration policy is defined by factors such as attractiveness, fairness and competitiveness. Employees’ qualifications, experience and level of responsibility are paramount criteria. We offer a competitive remuneration and benefits package. Remuneration may vary in line with local market conditions, regulations and legislation.
There are both defined benefit and defined contribution pension plans for the employees of the Brenntag Group. The pension commitments vary depending on the legal, tax and economic circumstances in the individual countries and the employee’s years of service with the company and pay grade. In addition to employer-financed company pension schemes, Brenntag also supports private pension schemes through various options and pension plans.