Personnel statistics

Hansel signed eight new employment contracts in 2015. Five contracts were signed with men and three with women. 75 per cent of our new employees were 30 or under, and 25 per cent were aged 31–39.

Five were hired on fixed-term contracts and three in permanent positions. The main reason for fixed-term contracts is family leave by permanent employees. In addition, Hansel employs hourly paid students during the summer and peak seasons.

As of 2015, Hansel will be presenting breakdowns of gender, age and years of service for all employment contracts in force at the end of the financial year. In previous years, these figures were based on permanent employment contracts in force at the end of the financial year. This change in calculation method does not substantially effect our key indicators for personnel.

Number of personnel

2015 2014 2013 2012 2011
Number of personnel at the end of the financial period (FTE) 74 77 73 71 66
Average number of personnel during the financial period (FTE) 73 75 71 69 63
Valid employment contracts on 31 December 76 80 79 78 77
Valid permanent contracts on 31 December 74 77 77 73 69
Valid fixed-term contracts on 31 December 2 3 2 5 8
Full-time fixed-term contracts on 31 December 2 1 2 4
Part-time fixed-term contracts on 31 December 2 1 1 3 4
Full-time employment contracts (fixed-term and permanent) on 31 December 74 79 78 75 73
Parental leave, on average 1 2 4 5 7
Permanent employment contracts on 31 December, % 97,4 96,2 97,5 93,6 89,6
Fixed-term employment contracts on 31 December, % 2,6 3,8 2,5 6,4 10,4

As required by law, Hansel has an equality plan, presenting measures for ensuring equality and preventing discrimination. The company monitors trends and differences in salaries and the representation of men and women in the various types of jobs.

Employees by gender


Previous years »

2012 2011
Men 33 32
Women 42 41

Average duration of employment relationships

Years of service 2015 2014 2013 2012 2011
40 or more 2 5 5 3 3
30–39 3 3 4 6 6
20–29
10–19 15 9 6 1 1
4–9 32 33 33 33 34
1–3 19 23 24 23 18
Less than a year 5 6 6 9 11
Total 76 79 78 75 73

Employees by age

Employee turnover

2015 2014 2013 2012 2011
New employment relationships 8 11 12 12 14
of which fixed-term contracts 5 6 7 3 5
Terminated contracts 11 10 11 10 6
Retirements 3 1
Termination of fixed-term contracts 4 5 8 3 2
Resignations 3 4 3 7 4
Dismissed 1
Average turnover rate, % 12,5 13,1 14,6 14,1 13,0
Exit rate, % 14,5 12,5 13,9 12,8 7,8
Exit rate, resigned personnel, % 3,9 5,0 3,8 9,0 5,2

An exit interview is conducted with all departing employees, with the objective of gaining feedback on our working community and ideas for further improvement. Feedback is handled by the Executive Committee.

Sick leave and accidents

2015 2014 2013 2012 2011
Number of accidents leading to sick leave annually 4 2 5 7 1
Number of accidents during working hours annually 1 1 2 1
Deaths
Sick leave, including care for sick child (days/FTE) 9,7 9,0 6,6 9,3 8,1
Sick leave, excluding care for sick child (days/FTE) 8,6 7,6 5,4 8,3 7,4
Short sick leave periods (1–3 days), excluding care for sick child (days/FTE) 3,0 2,5 2,3 2,6 2,6
Total sick leave, excluding care for sick child (FTE) 2,7 2,4 1,6 2,4 2,0
Sick leave rate, including care for sick child (%) 4,1 3,8 2,8 3,9 3,4
Sick leave rate, excluding care for sick child (%) 3,6 3,4 2,3 3,5 3,1
Healthcare expenses (€ per person per year) 657 721 596 669 486
Personnel recreation expenses (€ per person per year) 314 456 514 579 674

The amount of sick leave has increased in recent years, and is explained by few longer sick leaves. No substantial changes have been detected in the funds used on occupational health care per person.