Employees1
The knowledge, experience, expertise, and commitment of our employees are critical to our success. The interplay of a wide range of views, opinions, cultural backgrounds, experiences, and values enables us to successfully exploit our potential as a global company.
As of December 31, 2024, the number of employees decreased to 176,486. The decrease in the number of employees is mainly due to the business activities of Fresenius Vamed (discontinued business activities) and other business activities that are held for sale. Personnel expenses2 for the Fresenius Group were €9,586 million in 2024 (2023: €9,229 million), equivalent to 44% of revenue (2023: 44%). Personnel expenses per employee, based on the average number of employees, were €54 thousand (2023: €52 thousand) and €55 thousand in constant currency.
In Germany, Fresenius companies have signed tariff agreements with IG BCE, Marburger Bund, and ver.di (labor union for services). In 2024, there was a new union agreement between the BAVC and the IG BCE, which in particular provides for a wage increase and recognizes the union commitment of employees through paid time off. Further changes are expected in 2025 for the KVI.
EMPLOYEES BY REGION
|
|
Dec. 31, 2024 |
|
Dec. 31, 2023 |
|
Dec. 31, 2022 |
|
Change 2024 / 2023 |
|
% of total as of Dec. 31, 2024 |
|---|---|---|---|---|---|---|---|---|---|---|
Fresenius Kabi |
|
41,586 |
|
43,269 |
|
42,063 |
|
-4% |
|
24% |
Fresenius Helios |
|
128,558 |
|
129,439 |
|
125,700 |
|
-1% |
|
73% |
Corporate/Other |
|
6,342 |
|
21,157 |
|
21,113 |
|
-70% |
|
3% |
Total |
|
176,486 |
|
193,865 |
|
188,876 |
|
-9% |
|
100% |
€ in millions |
|
2024 |
|
2023 |
|
2022 |
||||
|---|---|---|---|---|---|---|---|---|---|---|
Fresenius Kabi |
|
2,308 |
|
2,227 |
|
2,196 |
||||
Fresenius Helios |
|
6,771 |
|
6,535 |
|
6,121 |
||||
Corporate / Other1 |
|
507 |
|
467 |
|
1,122 |
||||
Total |
|
9,586 |
|
9,229 |
|
9,439 |
||||
|
||||||||||
Human resources management
We are constantly adapting our human resources tools to meet new requirements arising, among other things, from demographics, the transformation to a service economy, the shortage of skilled workers, and employees’ desire for a better work-life balance. For example, we offer flexible working hours and have established a modern hybrid working environment.
Further information can be found in our Sustainability Report.
Employee recruitment and personnel development
In order to meet our need for highly qualified employees in the long term and attract new employees, we rely on targeted HR marketing activities. For example, we cooperate with universities for a variety of formats, have our own HR channels on the most important social media platforms for our target groups, and have launched an ambassador program for all Fresenius employees (Fresenius Ambassadors).
In addition, we try to retain our employees in the long term by offering attractive development opportunities and making internal development opportunities transparent to all employees through a cross-divisional global internal job exchange (stayFresenius).
In addition, the training of junior staff (apprentices and dual students) is an important part of our recruitment process. We also offer exciting internships and student jobs for students to get to know Fresenius and build loyalty to the Company.
In 2024, we launched a program (joinFresenius – Employees Recruit Employees) for some business units in Germany that is designed to encourage our employees to use their knowledge, contacts, and personal networks to attract talented people for externally advertised positions that will strengthen and expand our Fresenius team.
The development and implementation of concepts and measures for recruiting and promoting staff will be aligned with the market requirements of the respective segments and will be more standardized in the future. A cross-divisional approach is being pursued in order to ensure a more coherent and effective strategy. We select applicants solely on the basis of their qualifications and experience. We aim to ensure that everyone with comparable aptitude has the same career opportunities at Fresenius, regardless of gender, age, origin, nationality, religion, disability, sexual identity and orientation, or other characteristics.
The proportion of female employees in the Fresenius Group was 68% as of December 31, 2024 (Dec. 31, 2023: 68%). The proportion of females in services or care is traditionally higher than in the area of production. This is reflected in the proportion of female employees in our business segments: Our business segment Fresenius Helios has, with 74%, the highest proportion of female employees within the Group.
From the perspective of the management board, the CSRD regulatory framework for governance structure is also to be applied, and at the same time, relevant regulations outside Europe are to be observed.
For the calculation of gender distribution in the top management, Fresenius defines employees in the top management as those who perform the daily tasks of company management and belong to level 1 or 2 below the Management Board (Fresenius SE Management Board). This only includes persons who actually hold a management position, so, for example, secretarial or assistant positions are not counted. Management activities include at least one of the following criteria: management responsibility and / or budget responsibility. This group-wide female quota for the first and second management level as of December 31, 2024 was 28.2%.
You can visit our multiple-award-winning careers portal at www.career.fresenius.com. Further information on employment management can be found in the Sustainability Report.
1 The previous year’s figures were adjusted due to divestments and the deconsolidation of Fresenius Medical Care.
2 In accordance with IFRS 5, Vamed’s personnel expenses from continuing operations were recognized for 2024 and 2023. The year 2022 remains unaffected by this change.