• 3,433
    employees in the Group

  • 112,406
    hours of training

  • 17.82%
    the average of women’s participation
    in positions of responsibility

  • €31 mil.
    in employee benefits

  • 94.17% average employee
    retention rate



Why is it material?

Employability and the retention and creation of new jobs are a strategic choice, aiming to achieve growth and improve performance in all fields that are directly or indirectly linked to the Group’s activities.

Concurrently, the Group aims at creating a modern-day working environment combining stability, consistency, the adoption of innovative working methods, the capability to resolve problems and adaptability to change. This way, the required conditions are secured in order for the Group to be able to respond effectively to the constantly changing environment in the Energy sector.

Our approach

The corporate policies and practices applied at the Group prioritise enhancing the skills of our employees, balancing professional and family life, and developing team spirit and co-operation.

To this end, the Group provides an excellent working environment  and applies a comprehensive system for developing and managing its human resources by means of collective labour agreements and internal work regulations, competitive remuneration, opportunities for advancement, incentives, benefits, awards, employee performance assessments, programs for engaging university and technical college students, vocational training for new graduates, an internal training system, and encouraging employees to undertake various roles depending on their knowledge, experience and capabilities.

Reporting and open dialogue form the basis of a creative relationship with our employees. The Group has implemented an open door policy in order to increase cooperation, efficiency and mutual respect. In addition, a Labor Satisfaction Survey is being conducted to identify and reinforce strong points, as well as to detect any problems/shortcomings in order to take the appropriate measures and take the necessary steps in solving them.

Our ambition

Our ambition is to create conditions that ensure that the Group will always be a first-choice employer, whilst showcasing the employee of the future: an excellent professional, driven by values such as creativity, industriousness, willingness to learn, integrity, good judgement and morality. The Group, now and in the future, is strongly committed to realising this vision through:

  • Meritocratic systems for attracting and evaluating personnel.
  • Equal opportunities for all in enhancing the skills related to their tasks and staying up to date with developments in the field of energy.

Opportunities for advancement, without any discrimination (e.g. as to gender, age, origin, religion, nationality etc.)

Our leading position in the market is due to our ability to attract and retain the most capable employees, in accordance with our principles and values.

We strive to provide a work environment that, firstly, is safe and motivates our employees, and secondly, ensures that people are treated with respect and are given equal opportunities to develop their skills and advance their career.

Our relationship with our personnel is based on the principle of equal treatment. Both the accession and the advancement of each employee within the Group are based on his/her qualifications, performance and aspirations, with no discrimination whatsoever.

Our commitments to our employees:

  • Ensuring health/safety
  • Quality of life
  • Lifelong learning
  • Job security
  • Performance evaluation
  • Incentives
  • Equal opportunities

Human Rights -
Policy of Equal Opportunities

The Group monitors applicable labour legislation (national, European, ILO), including principles concerning the prohibition of child labour, respecting human rights and work conditions, and fully complies with collective and international labour conventions. Employees at the Group are not restricted in any manner from participating in labour unions and professional associations.

There are a total of nine labour associations, with the average rate of participation standing at 87% (for additional details see indicator 102-41).

HELLENIC PETROLEUM’s representative union concludes a collective labour agreement determining the terms of remuneration for personnel at HELLENIC PETROLEUM engaged by virtue of contracts of indefinite duration. Similar collective arrangements apply at EKO, ASPROFOS, DIAXON and subsidiaries abroad.

Group employees*

ΕΚΟ S.A. 491

* These are the companies included in the Corporate Responsibility Report and all employees engaged on contracts of indefinite or fixed duration. For additional data on human resources see indicators 102-8 & 405-1.

Breakdown of total Group employees by gender

  • Men 2336 In Greece 430 Abroad
  • Women 485 In Greece 182 Abroad

Breakdown of total Group employees by level of education

Remuneration & Benefits

At HELLENIC PETROLEUM, the remuneration system is designed to recognize and reward employees for their accomplishments and performance and for the value that they bring to the Group. The Group is committed to providing competitive salaries that are designed to attract, retain and motivate employees and provide them with the skills required for succeeding in all aspects of our business activity.

The remuneration policy is determined by the Corporate Collective Labour Agreement. The remuneration and benefits for Executive Level employees are determined by a remuneration system which is directly linked to the assessment of their positions, their individual performance and the achievement of the objectives that have been set, always taking into account market conditions (competition in attracting and retaining high-level executives).

At the same time, we apply a benefits policy that provides meaningful support to our employees and their families. We are there to help at all times, providing support, safety and security. While these benefits vary by company and by country, all employees are provided with life insurance, medical insurance, full or partial disability insurance, pension plans, and child benefits, such as nursery expenses, educational aid, awards for outstanding academic performance, children’s camps etc.

See Indicator 201-1 which presents all benefits and policies for employees, which in 2018 exceeded €31 million. The average employee retention rate (loyalty indicator) stood at 94.17% (indicator  401-1).

Additional insurance (Life & Health) and pension plans cover 88.52% and 79.74% respectively of employees (average rates).

All employees’ performance is annually reviewed and assessed for the purpose of  planning for further improvements in knowledge and skills.

In 2018, all employees (Group average at 96.78%) were evaluated according to the standard evaluation system. Indicator 404-3 provides detailed data per company in the Group.

Balance between Family
& Professional Life

For the purpose of achieving equilibrium between our employees’ professional and family life, we acknowledge the following benefits that promote a holistic work and personal life balance:

  • Improved cooperation among employees and reduced friction
  • Greater employee and customer loyalty
  • Reduced absences due to illness
  • Enhanced reputation in the marketplace
  • On-going development of team spirit and collegiality
  • Adopting innovative organizational structures and synergies

Taking the above into account, the Group has developed corporate policies and innovative programs, including:

  • Flexible working hours for administrative staff (white collar workers)
  • Open door policy between management and employees
  • Meals provided to employees
  • Intranet (internal electronic communication network) and Employee Suggestion Box*
  • Free-of-charge shuttle service from/to our facilities
  • Events promoting personal and professional balance
  • Participation in sports competitions and exercise programs

*The Employee Suggestion Box (see http://sustainabilityreport2017.helpe.gr/sustainability-standards-and-verification/GRI-Standards/ index 102-21) is a useful internal communication tool, as anonymous submissions and suggestions enabledialogue between all levels of employees and the Management.
In 2018, 7 proposals and 5 complaints were submitted. All proposals have been thoroughly examined, 6 were solved, 4 were investigated, while 2 were outside the scope of the Suggestion Box.

Education & Development

Our goal is to support actions in the field of Education and Knowledge Dissemination. Through on-going training and education, our aim is that employees understand the strategic objectives of the Group, effectively identify their role in our joint effort to progress and acquire further know-how, and develop their professional skills in order to broaden their prospects in the field of their responsibilities.

Goals – Priorities


The HELLENIC PETROLEUM Academy (a framework for Education, Human Resource Development and Dissemination of Knowledge) which was first designed in 2013, implements the following programs:

  • EDGE: Group-wide Program aiming at fostering common perceptions and comprehensive understanding of all Group activities and providing training regarding the development of the professional conduct which our Group promotes.
  • Program for Enhancing Executive Skills in collaboration with the Athens University of Economics and Business: This mainly experiential program is fully oriented towards the Group’s values and philosophy which focuses on newly recruited Executives.
  • Launch of the HELPE e-learning distance learning platform, with general interest as well as specialized technical courses.


  • Restructuring the Group EDGE Program renewing the courses within the “Management” module, focusing on the digital transformation challenges and adaptation to the digital age.
  • Extension of the EDGE Program to include technicians and graduates of Secondary Education who hold positions of administrative responsibility (Administrative & Technical Staff).
  • Enhancement of the Employee Management Skills Strengthening Program and expansion of the program in order to include all executives, not only the newly recruited ones.
  • Creating new courses on the HELPe-learning distance learning platform.
  • Continuing the Group’s training programs as scheduled..
  • Design and implementation of new Educational Programs. Linking educational programs to performance suggestions.
  • Implementation of structured and systematic introductory programs for newly recruited graduates and students while using the HELPe-learning platform.
  • In co-operation with the Refining division, development and implementation of executive training programs related to holistic safety issues.

Group Training KPIs

2016 2017 2018 Goals for 2019-2020
Percentage of employees who attended training seminars 79% 82% 84% At least the same percentage of employee training
Average training hours per employee 34 40 39 Average training hours at the same high levels as in the last two years

Total Group expenditure on training in 2018 amounted to €1,150,433 (€885,037 in 2017) and comprised 112,406 hours of training.

In addition, in the context of its Training Policy in 2018, the Group invested €893,068 in subscribing to scientific journals and clubs and enriching its libraries.

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