Social
Health and safety
Health and safety is at the top of Implenia’s priorities, especially on construction sites. The topic is also a fixed agenda item at every meeting of the Implenia Executive Committee and of the divisional management teams. In recent years, the company has launched numerous initiatives and developed various structures to minimise risks on its construction sites. Around 75% of all business units now have ISO 45001 certification. Implenia is a member of the Health & Safety working group of the European construction industry network encord, which enables it to exchange ideas with other companies.
Implenia has a Health & Safety organisation with clearly defined responsibilities and processes. If an accident does occur, it is systematically recorded and investigated, and corrective measures are taken. These measures are based on an obligatory discussion between the people involved and their line managers to clarify the cause(s) of the accident.
1. SAFETY CULTURE
A good safety culture encompasses all the norms and values that define how people work and interact with each other safely. Implenia promotes a safety culture on many levels. This includes being constructive in response to errors, exchanging experiences and applying established models and concepts of work psychology. For many years now, the number one safety rule has been that every individual has the right and the duty to stop work immediately if they feel a situation is unsafe.
The “How We Work” Code of Conduct obliges all employees without exception to comply with the Safety Rules. Based on the Implenia Code of Conduct for External Business Partners, this also applies to subcontractors operating on Implenia construction sites. Implenia also actively strives to heighten its employees’ awareness of health and safety. In Switzerland this starts during the induction week for trainees, where more than half of the teaching time is devoted to health and safety at work.
Regular meetings and workshops designed to identify risks early, improve health and safety management and share experiences are embedded in day-to-day working life. Implenia has carried out various programmes and campaigns over the years, mostly at local level and in its operational units. A “15-minute safety” internal training session is held at least once a month for all projects.
At management level, the company uses leadership workshops to bring about even greater awareness of the Group-wide safety culture. The guiding principle is: “Safety at work is a leadership issue”. Another vital component is the regular reporting that gives the managers of relevant operational units an overview of the latest safety performance. Annual goals set for senior managers and executives include site inspections focused on health and safety.
Implenia is continuously strengthening its international cooperation on health and safety. A continuing exchange of information within the Group-wide Health & Safety organisation helps different teams learn from each other, identify potential for improvement and exploit synergies. By sharing examples of best practices from different countries, all parts of the company can help bring safety up to a consistent high level across the Group.
2. ACCIDENTS AND ABSENCES
After many years of significant decline in the number of accidents, the accident rate increased in 2025. In 2025, the accident rate was 41 accidents per thousand full-time jobs (2024: 37). This increase is due mainly to a higher number of accidents requiring medical treatment but not days off, while the number of accidents requiring days off remained stable.
The accident rate is only one of several health and safety indicators, and it does not adequately capture rare but serious incidents. Alongside the accident rate, Implenia therefore also takes account of serious accidents when it defines its annual health and safety measures, with the aim of reducing both the frequency and the severity of incidents.
In 2025, no fatal accidents took place among Implenia employees. However, two fatal accidents involving external workers occurred on Implenia's construction sites and in joint ventures run by Implenia. One of the fatal accidents involved a subcontractor, while the other involved a temporary employee.
Every fatal accident is fully investigated at Implenia. The aim is not to blame, but to understand the causes and devise concrete organisational improvements to address them. The knowledge gained is systematically incorporated into the further development of safety standards, training courses and processes.
Working days lost due to occupational accidents rose to 8,492 (2024: 7,399). The increase in lost workdays in 2025 is largely attributable to a small number of accidents in Switzerland that resulted in exceptionally long absences. These incidents were mainly caused by slipping and by unstable or uncontrolled loads that were moved manually or by crane. The number of non-occupational accidents rose slightly between 2024 and 2025. Most accidents in people’s private lives happened when playing ball sports, on the road or as a result of slipping and tripping in the home or garden.
When its employees have serious accidents or are seriously ill, Implenia works with internal health managers on their rehabilitation and reintegration. In 2025, the team supported 186 such cases in Switzerland.
Work-related illness (per 1,000 full-time posts)
| Levels | 2025 | 2024 | 2023 | 2022 | 2021 |
|---|---|---|---|---|---|
| Group | n.a. | n.a. | n.a. | n.a. | n.a. |
| Switzerland | 0,23 | 0,3 | 0,55 | 0,3 | 1,3 |
Note: Information on work-related illness is reported only for Switzerland.
Working days lost (number)
| Levels | 2025 | 2024 | 2023 | 2022 | 2021 |
|---|---|---|---|---|---|
| Group | 8 492 | 7 399 | 6 722 | 8 285 | 9 819 |
| Switzerland | 5 711 | 4 739 | 4 976 | 6 194 | 7 595 |
| Germany | 1 711 | 1 768 | 1 011 | 1 574 | 1 374 |
| Austria | 887 | 785 | 571 | 415 | 278 |
| Norway | 11 | – | 46 | – | 389 |
| Sweden | 77 | 90 | 24 | 102 | 67 |
| France | 74 | 2 | 94 | – | 116 |
| Other | 21 | 15 | n.a. | n.a. | n.a. |
Note on working days lost: Implenia only takes into account days lost due to occupational accidents. Non-occupational accidents, non-work-related accidents and occupational illnesses are not included in the calculation. Absences are measured in calendar days.
Note from 2022 onwards: Includes figures for Italy (under Austria).
Note for ‘Other’: Data for non-European production locations is partially available.
Diverse workforce and equal opportunities
At the end of 2025, Implenia Group employed a total of 9,193 people from 88 countries. Around half of all employees are between 30 and 50 years of age. Over the past few years, the average age of the workforce was stable. Around 58% of employees are technical-commercial personnel while 42% are industrial personnel.
The diversity of its staff is one of Implenia’s strengths. To promote diversity, equality and integration, Implenia has firmly established these qualities as a corporate goal (see Sustainability Goals). It also introduced a global policy in 2023 to ensure it sets clear goals, remains accountable for achieving them, uncovers unconscious impediments and measures its progress (see Diversity, Equality and Inclusion Policy).
Implenia treats all of its employees equally, regardless of gender, age, place of origin, skin colour, religion, sexual orientation, political views or disabilities. The company adheres to the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work as well as its follow-up declaration, which places a particular emphasis on equal pay and forbids discrimination of any sort.
Implenia employs people from many different backgrounds who bring different experiences and perspectives to the company. It knows that this diversity makes a decisive contribution to shared success. Bias training was introduced in 2024 to strengthen this understanding among its managers and ensure diversity is valued in day-to-day working life.
1. PROPORTION OF WOMEN
The proportion of women at Implenia has been stable in recent years. In 2025, this proportion amounted to 23.7% (2024: 23.8%). At management level, the figure was 20.6% (2024: 20.2%); in the IEC it was 29%; while for the Board of Directors it was 43%.
Despite this, Implenia is not satisfied with the current percentage of female employees and continues to implement targeted measures to recruit more women across all job categories. An important step in this journey was the introduction of the Implenia Women’s Network in 2023. In 2025, events were held at local level to promote diversity and equality.
In 2023, Implenia signed the UN Women’s Empowerment Principles (WEP), which were established by UN Women and the UN Global Compact and are based on international labour and human rights standards. The WEP recognise that businesses have both an interest in and a responsibility towards gender equality and strengthening the role of women. The WEP are an important tool for embedding the gender aspects of Agenda 2030 and the United Nations Sustainable Development Goals in businesses (read more).
Implenia is also a member of “Advance”, a broad-based Swiss programme established by a group of well-known companies to actively help women advance their careers. One of its aims is to increase the proportion of women in management positions through skill-building workshops, mentoring and networking events.
Implenia is also a sponsor of “wipswiss”, a network for women in the Swiss real estate industry. The organisation supports its members in areas such as career development, education and access to leadership positions. In Norway, Implenia is part of ”Diversitas nettverk”, a network for diversity and gender balance in the construction industry.
2. FLUCTUATION
The employee fluctuation rate increased slightly in 2025 to 22.3% (2024: 21.8%).
Voluntary turnover (excluding fixed-term contracts, retirements, etc.) came to 9.6% in 2025 (2024: 9.1%). To monitor attrition within different age groups more effectively, reporting methods were improved in 2024 and 2025. Measures can now be taken to improve employee retention based on the resulting data.
In line with its sustainability goals, Implenia aims to continuously strengthen employee satisfaction, in part through modern, flexible and family-friendly working environments. A renewed approach to regular employee surveys will be defined and implemented as part of the further development of the 2030 sustainability goals.
Fair pay
Implenia pays transparent, fair and competitive wages and salaries. Salary setting is gender-neutral and specific to each position. Where there are no collective agreements, Implenia complies with the statutory minimum wage requirements. In 2025, around 57.9% of the Group’s workforce worked under a collective employment contract. For employees not covered by a collective agreement, Implenia follows the standard practices in its markets in accordance with local labour laws.
All permanent employees have the opportunity to purchase Implenia registered shares on favourable terms after six months of employment at the company.
Implenia monitors equal pay in accordance with local legal requirements and continuously works to reduce unjustifiable differences. A strategic approach to wage increases and the wage budget is a key element of this.
In addition, quantitative analyses are carried out during salary reviews to identify and minimise or eliminate any wage differences.
Implenia Switzerland carried out an analysis of gender-specific wage differences in 2025 using the nationally recognised “Logib” analysis tool. This revealed an unexplained gender-specific wage gap of 2.2% in favour of men. This is below the statistically significant threshold of 5%, meaning the company is doing well by national comparison (see Federal Statistical Office).
Implenia began to review and improve its compensation practices in 2025 to ensure compliance with the requirements of the EU Directive on Pay Transparency.
Employees with a flexible salary component are obliged to set their own individual goals each year, based on the company’s values. In addition to their agreed basic salary, these employees receive a variable salary component linked to the achievement of these personal goals and to financial indicators.
The conditions of employment and social benefits meet the latest standards, and in some instances far exceed the statutory requirements. For example, employees in Switzerland benefit from attractive pension arrangements, an extra week’s holiday and 16 weeks of maternity leave – two weeks longer than the statutory minimum.
All employees in Switzerland are insured by Implenia’s pension fund in accordance with statutory requirements. Implenia also runs the “Fondation Patronale” pension foundation, which has capital of CHF 11 million. The foundation was set up to mitigate the financial consequences of illness, disability and death by paying out pension benefits and voluntary inflation supplements, or by helping people who have been affected by restructuring measures.
In Germany, Implenia employees receive a company pension and anniversary bonuses. Nearly all permanent employees are members of the “2005 retirement and risk insurance plan”, which provides added security in old age. In addition to old-age benefits, employer contributions cover the risks of disability and death.
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