More than 16,000 people work at Brenntag worldwide. With their expertise and their dedication, they play a key role in the 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 part of our responsibility to offer good working conditions and a modern working environment and to encourage our employees’ personal and professional development in a targeted manner.
More information on Brenntag as an employer and on working at Brenntag can be found in our "People" section.
In addition to development prospects, open communication and an opportunityto 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.
The internal online portal “LINK” helps and encourages Brenntag employees to exchange information, communicate and work together across locations. There are idea management systems at many levels within Brenntag through which employees can become actively involved.
As part of Brenntag’s identity as an attractive and responsible employer, we promote our employees’ health and their work-life balance. We have measures in place in all regions which are aligned with the various local social systems and often go above and beyond national practices and statutory requirements.
In countries with inadequate social security arrangements, for example, supplementary private health and life insurance is offered. In many countries, Brenntag also covers part of the cost of preventative measures and medical examinations and pays for vaccinations for its employees and their families, for example. Brenntag also promotes the physical health of its employees by contributing to their membership of gyms. Group participation in corporate runs or other sporting competitions is also very popular.
Many Brenntag companies promote efforts 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.
Brenntag employs people from more than 100 different countries. Our employee structure is characterized by a good balance between women and men and a wide age range. 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 of this 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.