Accessibility Tools

Skip to main content
103-1 (401)
103-2 (401)
103-3 (401)

In order for the company to achieve its business goals efficiently, it should employ personnel in sufficient numbers and with the right professional qualifications to suit its needs and the tasks assigned. Such employment policy minimises the risk of any negative consequences from external regulatory bodies.

The number of employees as of 2021 was 1,616, including 402 women and 1,214 men. Employees are a key resource for us, enabling us to shape and develop our organisation. We are committed to creating a friendly workplace in collaboration together with our teams of dedicated employees.

1 616


A very important aspect in the creation of employment policy is the development of standards which make it possible to retain employees with the desired competences, knowledge and experience in the organisation over the long term. The departure of each employee from the company results in additional financial expenses related to the recruitment and investment in the professional preparation of new staff and the introduction of organisational changes due to staff gaps arising from unplanned departures.

Our Group constantly develops in terms of its production profile. Our personnel policy is aimed at ensuring staff with high competences, appropriate to the activity we engage in. The specific nature of the Group’s business requires experienced staff possessing expertise. We conduct many recruitment processes, including for the purpose of attracting employees with unique, new competences from the market. We also invest in the process of professional development of our current employees, designing individualised training cycles or individual training for them.


We implement construction projects in new locations in Poland and enter new foreign markets, such as Germany. In order to be able to operate efficiently in new territories, we employ local staff or people who declare their willingness to be seconded to new markets.

The Unibep Group never ceases to learn. We place great emphasis on employee education through training and professional courses. We ensure the “replaceability” of staff and exchange of experience and competences between employees. To this end, a mentoring programme and other training programmes for employees have been implemented.

The financial aspect plays a significant role in conducting an effective employment policy. Periodic reviews and ad hoc remuneration adjustments are carried out in the Group. Their purpose is to align the level of remuneration for individual positions with the Group’s remuneration structure, and to bring it in line with the current market situation.

The Unibep Group has internal bylaws governing the organisation of work and remuneration principles. These include:

  1. Corporate Collective Labour Agreement in Unibep S.A,
  2. Work regulations in all other Group companies,
  3. Remuneration regulations in all other Group companies,
  4. Regulations of the Company Social Benefits Fund,
  5. Procedure for preventive medical examinations,
  6. Procedure for the rules on the allocation, use and settlement of costs of company cars,
  7. Procedure for the rules on the allocation of personal protective equipment, work clothing and footwear and personal hygiene products.
Recruitment of new employees and turnover2021
Total number of new employees broken down by gender and agewomenmentotal
under 30 5082    132
between 30 and 505095        145
over 50435     39
Employment rate26%17%20%
Number of employees40212141616

Recruitment of new employees and turnover2021
Total number of employee departures by gender and agewomenmantotal
under 3029184213
between 30 and 50236285
over 5052227
Turnover rate14%22%20%
Total number of employees40212141616

In 2021, employment at Unibep S.A. increased by 8% compared to the previous year. The company employed 258 women, nearly 30% of the total workforce. This is an increase compared to the last year, where the female employment rate (207) represented 26% of the total workforce.


increase in employment compared to the previous year

We are responsible for our employees and are particularly concerned about their health and safety in the workplace. They have the opportunity to enjoy additional privileges and benefits. The additional benefits offered by the Group may vary from company to company.

All Unibep Group employees are covered by the benefits scheme. The extent of fringe benefits is not differentiated according to the employee’s working hours or period of employment.

At the Unibep Group, employees enjoy the following packages and additional privileges:
  • benefits resulting from the provisions of the Company Social Benefits Fund. Only employees of Monday Development are not covered by the Company Social Benefits Fund;
  • private health care (“Medical Packages”);
  • benefits resulting from the provisions of the Corporate Collective Labour Agreement for temporarily seconded employees (these include separation allowances, accommodation in workers’ hostels or in private flats rented by the company, lump sum for accommodation, reimbursement of actual travel costs from the place of residence to the place of temporary secondment and back);
  • benefits listed in the Corporate Collective Labour Agreement available to employees who are not temporarily seconded (these include: reimbursement of travel costs or providing free transport, providing accommodation in workers’ hotels or in private flats rented by the company, granting the right to cash equivalent in lieu ofaccommodation);
  • granting the use of company cars, including for private purposes, on principles stipulated in the “Rules on the allocation, use and settlement of costs of company cars at the Unibep Group” internal procedure;
  • financing training, courses improving professional qualifications of employees.

The Company Social Benefits Fund includes:

  1. Social benefits paid in cash,
  2. Holiday subsidies for employees and family members,
  3. Subsidies for accommodation, meals and treatment of employees in sanatoriums or health resorts,
  4. Holiday subsidies for employees’ children,
  5. Subsidised participation in the “sports card” programme,
  6. Subsidised purchase of orthopaedic, rehabilitation and ophthalmic equipment
Parental leave2021
Number of employees who were entitled to parental leave from 1/01/2021 to 31/12/2021




Number of employees who took parental leave between 1/01/2021 and 31/12/20213737
Number of employees who returned to work after taking parental leave from 1/01/2021 to 31/12/20212222
Number of employees who returned to work after parental leave between 1/01/2021 and 31/12/2021,and were employed for a minimum of 12 months11112
Number of employees who returned to work after parental leave in the previous reporting year (2020)12113
Return to work rate59,5%059,5%
Employment retention rate91,7%100%92,3%

The rate includes full-time and part-time employees.

Total number of employees by contract type and gender2021
Employment contract type:womenmentotal
fixed-term contract87147234
permanent contract3151 0671 382
Total of all employees40212141616
The term „region” as used in the above list is defined as the area where a project is implemented. The main division involves distinguishing between domestic and export work. In addition, all export markets are subdivided by target country. The Belarusian and Ukrainian markets are taken together.
Grupa Unibep
Total number of employees by type of employment and genderwomenmentotal
full-time3971 2061 603
TOTAL4021 2141 616
Percentage of employees covered by collective bargaining agreements53%