Our People

All Group employees are annually assessed for their performance, aiming to positively motivate them to further improve professional performance, as well as the appropriate and correct utilisation and the continuous development and advancement of the Human Capital. Systematic and documented job performance appraisals are the key tools by which the Group ensures equal treatment and equal opportunity conditions among its employees.

It is worth noting that in 2023, most employees (Group’s average of 93.9%) were evaluated according to the common performance evaluation system and, for the first time, through the new digital HRis Evaluation platform.

The new HRis digital platform provided employees with the options for Self-Assessment, recording scores and comments, monitoring the progress of targets set at the beginning of the year, as well as updating them mid-year.

Detailed information per Group company is provided at GRI 404-3 disclosure.

At HELLENiQ ENERGY, the remuneration system is designed to acknowledge employees’ achievements and performance, rewarding them for the value they add to the Group.

Taking into account the relevant legislation and market trends, the Group remains firm in its commitment to providing competitive remuneration, constantly aiming to attract and retain a workforce capable of responding – by virtue of its knowledge and skills – to the market needs in order to successfully achieve the Group’s business objectives. Salaries are adequate and exceed national thresholds in all countries where the Group operates (see GRI 202-1 disclosure).

The Remuneration Policy for HELLENiQ ENERGY Executives is approved by the Remuneration and Succession Planning Committee for the parent company, while for the Group’s subsidiaries, it is approved by their respective Boards of Directors.

The Group offers educational programs and continuous training courses so that all employees may expand their knowledge and skills, either specific to their area of responsibility or on a broader scale in the fields of Management, IT, etc.
This aims to explore and expand employees’ career prospects, build a deeper understanding of the Group’s strategic goals, and encourage them to seek ways in which they can contribute through their roles to further advancing these goals.

In 2023, the Group launched its new Digital Academy, HELLENiQ Digital Academy, where selected educational material from the LinkedIn Learning platform material is made available. The educational material is assigned and shared based on the employee’s job position and aims to develop specialised skills that are essential for the present-day working environment.

Employees can develop personal and professional skills, learn and become familiar with innovative tools and best practices in the streamlined business processes, and gain exposure to digital learning technologies.

The HRis digital platform supports the Group’s employee training and development program. It includes the entire training material and offers employees navigation options, such as browsing the training material library, viewing overall learning history, integrating e-learning courses with history tracking, reporting on-the-job training, online submission and handling of training requests, and automated approval and notification flows for all types of learning.

In the same year, the Group offered various development programs, including Negotiation Skills, Executive Coaching, Security Awareness, Management Skills Empowerment Programs for New Executives, and Digital Transformation training courses for employees and Executives.

In addition, the distance learning platform HELPelearning was enriched with courses of general interest, as well as specialised technical courses for Refining and Marketing.

The Group adopts a holistic approach to sustainable development, integrating initiatives to promote sustainable practices across its entire value chain. This begins with external partners, third-party companies and contractors, who provide specific services to meet the Group’s needs, whether technical, administrative, financial or IT-related.

HELLENiQ ENERGY has established and implements specific procedures governing its partnerships, ensuring that these third-party entities comply to labour legislation (national, European, ILO) regarding human rights and working conditions. The cooperation framework includes a Code of Conduct, Procurement Regulations, policies and procedures for promoting health and safety, commitment to environmental standards, responsible labour practices, and respect for human rights, as well as an evaluation process. In addition, a “condition of compliance” of suppliers with the principles of the UN Global Compact in the areas of human rights, labour, environment, and anti-corruption is incorporated.

Partners are selected and assessed for inclusion in the Group’s list of suppliers not only based on business criteria but also sustainability criteria. This ensures alignment with HELLENiQ ENERGY’s commitment to sustainable practices throughout its operations.

For HELLENiQ ENERGY, professional success is the result of a balanced professional and personal life. To ensure this balance, the Group has developed corporate policies and programs such as:

• Open door policy between management and employees.
• Additional paid leave hours for personal reasons.
• Intranet (internal digital communication network) and Employee Suggestion Box*, as it is very important to be regularly informed and to take into account the employees’ views.
• Psychological Support Line, for employees and their families.
• Offer of free participation in all major official SEGAS road events in Athens and Thessaloniki.
• Offer of free tickets to cultural and sports events sponsored by the Group.
• Participation in voluntary actions for themselves and their families.

*The Employee Suggestion Box is a useful internal communication tool as it offers the possibility to anonymously submit questions, make suggestions and, in general, promote dialogue among all levels of employees and the Group.

HELLENiQ ENERGY employees have the opportunity to participate freely in collective bodies of representation, including trade unions and professional associations. The percentage of employees covered by corporate labour agreements is 82.39% (see GRI 2-30) and the percentage of employees participating in representative unions is 82.14%. There are seven (7) representative employee unions at HELLENiQ ENERGY’s companies which co-sign the respective Company Collective Labour Agreements (CCLAs).

Similarly, contracts with third party companies incorporate a “compliance clause” that mandates suppliers to adhere to the principles outlined in the UN Global Compact, as mentioned above.

HELLENiQ ENERGY actively monitors and ensures compliance with these principles and acts accordingly in cooperation with employee representatives at thirdparty companies.