All the policies addressed in this section apply to all employees in our own workforce, unless otherwise specified. Generally, the IROs related to Own Workforce are governed by the Code of Conduct and the Human Rights Policy, which publicly underline our commitments regarding our own employees. S1 Own Workforce material IROs are addressed and managed though specific policies like the Human Resources Directive, the People & Culture Ethics Policy on Non-Discrimination, and our DE&I Vision.
Code of Conduct
OMV aims to be a fair and responsible employer that promotes equal opportunities, modern forms of employee development, and a positive and dynamic working environment. By providing just and favorable working conditions, employee satisfaction, productivity, and health care can increase the positive overall impact on both the employees and OMV. We ensure compliance with local wage standards, working and rest times, and overtime payment provisions to guarantee a dignified standard of living for our employees and their families, in line with International Labour Organization standards. Where legal protections are insufficient, we ensure at least one uninterrupted day off per week and adequate compensation.
By promoting a work-life balance and increasing opportunities for employees who represent a minority share, we strive to create a positive and inclusive work environment. Our comprehensive and inclusive workforce strategy focuses on equal treatment and opportunities for all, enhancing employee satisfaction and productivity. Our Code of Conduct clearly states that discrimination based on race, color, sexual identity, gender identity or expression, age, ethnic or social origin, genetic features, language, religion or belief, political opinion, membership of a national minority, indigenous origin, property, marital or family status, disability, health status, or any other status, is not tolerated.
Regarding parental leave, we comply with national law and ILO Convention 183, providing a minimum of 14 weeks of maternity leave. We ensure a fair and effective reward system that supports equal pay for equal work through Group-wide governance, and maintain a fair and transparent approach to dismissal, sanctions, deductions, and complaints, in line with national law and fair proceedings standards. Recognizing the importance of job security, OMV makes every effort to meet our responsibilities through contingency planning. These efforts have a positive impact on our workforce, fostering a supportive and equitable workplace culture that benefits both employees and OMV.
For the Code of Conduct, unless otherwise specified, the process for monitoring, the scope of the policy, involvement of senior-level management, reference to third-party standards (where relevant), interests of key stakeholders in setting the policy (where relevant), and how the policy is made available to potentially affected stakeholders are covered in E1 Climate Change.
Our Code of Conduct highlights the critical importance of diversity within our organization. We are committed to ensuring that employees and job applicants are not discriminated against on the basis of age, race, faith or religion, skin color, nationality, ethnic origin, political or other beliefs, gender, sexual orientation, disabilities, or family status.
Human Rights Policy Statement
OMV is committed to respecting workers’ rights as outlined in the eight Fundamental Conventions and the Declaration on Fundamental Principles and Rights at Work of the ILO. This includes freedom of association, the right to collective bargaining, the elimination of forced labor and modern slavery, the abolition of child labor, the elimination of discrimination, and ensuring a safe and healthy working environment. We respect the right to form and join trade unions and refrain from actions undermining collective bargaining. Where national laws prohibit formal employee representation, OMV seeks alternative forms of representation within the relevant legal framework. We comply with local standards for decent living wages, working and rest times, and overtime payments. When local labor standards fall short of OMV’s higher standards based on international human rights law, we adhere to our higher standards while complying with applicable laws. OMV is dedicated to fair treatment and equal opportunities for all employees, with zero tolerance for discrimination, bullying, and harassment in the workplace. By promoting a work-life balance and increasing opportunities for employees who represent a minority share, we strive to create a positive and inclusive work environment. Our comprehensive and inclusive workforce strategy focuses on equal treatment and opportunities for all, enhancing employee satisfaction and productivity.
For the Human Rights Policy Statement, unless otherwise specified, the process for monitoring, the scope of the policy, involvement of senior-level management, reference to third-party standards (where relevant), interests of key stakeholders in setting the policy (where relevant), and how the policy is made available to potentially affected stakeholders are covered in S1 Human Rights.
The OMV Human Rights Policy Statement affirms our commitment to equality for all individuals, irrespective of any characteristics such as race, gender, sexual identity, age, color, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national minority, indigenous origin, property, family status, disability, health status (including mental health), or any other status. For details on our human rights commitments and the measures we have in place for preventing and addressing human rights impacts within our own workforce, see S1 Human Rights. Own Workforce material impacts are addressed and managed though specific policies like the Human Resources Directive, the People & Culture Ethics Policy on Non-Discrimination, and our DE&I Vision, which include more details regarding the management of just and favorable working conditions, equal treatment and opportunities for all, attraction of talent and trained staff, reskilling, and training.
Human Resources (HR) Directive
OMV’s Human Resources Directive (HR Directive) establishes a unified framework for HR processes and regulations across the organization, excluding Borealis AG and SapuraOMV Upstream Sdn. Bhd. It outlines the main principles, values, and organizational setup for HR functions, detailing roles and responsibilities, HR processes, and governance. The directive aims to ensure consistency, internal equity, and transparency in HR practices, supporting the business strategy and adding value by engaging the business in HR-related matters. It covers areas such as reward management, talent acquisition, people development, international mobility, and HR administration, while respecting local legislation and country-specific regulations that address the opportunity to attract and retain talented and trained staff. By offering competitive training opportunities, we aim to gain an advantage in talent attraction and retention, which is crucial for our ongoing success.
The directive outlines the principles and processes for managing employee rewards, including salary reviews, performance evaluations, and benefits, to ensure transparency and consistency in recognizing and rewarding employees for their contributions. It underscores the importance of employee development through structured learning and development programs, encompassing performance reviews, succession planning, and talent management, to provide opportunities for growth and career advancement. Additionally, the directive emphasizes the significance of diversity, with the goal of increasing female representation in senior leadership roles and promoting initiatives such as mentoring, succession planning, and specific training programs. Furthermore, it includes provisions for managing labor relations and providing HR law-related services, ensuring compliance with local and international labor laws, protecting employees’ rights, and ensuring fair treatment in all HR-related matters. By promoting a work-life balance and increasing opportunities for employees who represent a minority share, we strive to create a positive and inclusive work environment. Our comprehensive and inclusive workforce strategy focuses on equal treatment and opportunities for all, enhancing employee satisfaction and productivity. Spot checks and internal audits are used to monitor the effective implementation of the policy.
The Senior Vice President of the People & Culture department holds the most senior position accountable for the implementation of the HR Directive and the People & Culture Ethics Policy. OMV subject matter experts (e.g., from the P&C department, human rights experts, legal experts, etc.) were either directly involved in the development of the Directive and P&C Ethics Policy or consulted during the internal review process to seek their feedback on the draft policies. The HR Directive and P&C Ethics Policy are made available to all OMV employees via OMV’s Regulations Alignment Platform on the OMV Intranet, and where required, during training sessions. The HR Directive at OMV emphasizes the importance of managing diversity, recognizing it as a significant strength that we are actively building on. We are committed to continuously developing new initiatives and measures to promote diversity and equal opportunities within the organization. This directive is supported by Annex 1, which contains the P&C Ethics Policy outlining OMV’s zero-tolerance stance on any form of abuse, harassment, or discrimination in any work-related setting.
This policy ensures that all employees can work in an environment that is free from harassment, unlawful discrimination, and retaliation. In 2024, Annex 3 was incorporated into the existing HR Directive to outline the setup, principles, and processes for the new SpeakUp Channel, ensuring its applicability to the OMV and OMV Petrom subsidiaries. Using our SpeakUp Channel, employees can also raise concerns regarding serious work-related misconduct online.
Working Hours and Flexibility
We are committed to complying with applicable local working time and overtime payment provisions, which is essential for a professional working environment. Part-time work is offered. In general, our part-time employees are entitled to the same benefits as full-time employees, except where benefits are linked to the amount of time worked (e.g., number of home office days per month, with full-time employees being entitled to more home office days than part-time employees). In line with local legal provisions, we offer further flexible work options such as special part-time work for certain age groups and options to work from home that provide greater time flexibility for our staff. We offer various forms of long- and short-term breaks from work such as sabbaticals and parental and other care leave.
Operational Changes and Minimum Notice Periods
Our personnel policy is based on long-term employment. Both staff and the organization should benefit from long-term working relationships. We are also aware that job security represents a major concern not only for the individual employee, but also for society and the region concerned, and we therefore make every effort to meet these responsibilities by means of contingency planning. Where business, organizational, or security changes require adaptations in the workplace, or even a termination of employment, we evaluate all the options, engage in constructive dialogue, and respond with the maximum possible care and sensitivity. Almost all our employees are covered by mandatory notice periods under employment law or collective bargaining agreements in the event of restructuring. In situations where staff release becomes unavoidable, we make every effort to consider the economic and social consequences of those affected. We are committed to complying with local legislation regarding minimum notice periods in each country where we operate.
Wages
We are committed to paying locally adequate wages in the regions where we operate. For almost all our employees, minimum wages or salaries are fixed by law or agreed by way of collective bargaining. The HR Directive was updated with guidance on an internal grievance channel (SpeakUp Channel), which is also dedicated to our own employees.
Rewards
To promote and support OMV’s strategy, OMV aims to ensure compensation and benefits packages that are competitive within relevant labor markets in the oil, gas, and chemical industry. Annual remuneration reviews are conducted for this purpose. OMV continuously monitors market trends and international best practices to attract, motivate, and retain the best-qualified talent from around the world. Base salaries are set in accordance with internationally accepted methods for determining market levels of remuneration, and comply with the relevant legal regulations, for example collective bargaining agreements. Base salaries are market-oriented, fair, and tailored to the position and expertise of the employee. OMV encourages equal pay at all career stages, for instance by setting standardized entry-level salaries that are reviewed each year in line with the local market situation.
OMV strives for long-lasting employment relationships. We ensure the consistent, fair, and objective evaluation of positions across all divisions and countries by applying a clearly defined methodology and process, validated by external consultants for specific roles. The outcome of the evaluation forms the basis of the remuneration decisions for every employee. Remuneration includes a balanced and transparent mix of fixed and variable monetary and non-monetary components.
A new bonus program for employees – the Group Incentive Plan (GIP) – was introduced in 2024 with the aim of incentivizing joint success as a Company. This newly designed annual incentive plan is based entirely on Company goals and provides full alignment between the key financial and non-financial OMV strategic priorities and the bonus payout to employees. While implementing the GIP, OMV will continue the annual goal-setting process. Performance management will continue to play a crucial role in OMV’s business success by ensuring a shared understanding of priorities and driving individual performance and development.
The portfolio of benefits is further customized for each of the countries in which OMV operates to meet the needs of the local employees. Depending on local circumstances, additional incentives may include the following: retirement plans, subsidized cafeteria, health centers, kindergartens (childcare facilities), kids’ summer camp, and anniversary payments.
People & Culture Ethics Policy on Non-Discrimination
With our P&C Ethics Policy we aim to ensure equal employment opportunities without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital or family status, political or other belief, citizenship, national origin, genetic information, or any other characteristic protected by law. OMV prohibits any such discrimination or harassment. OMV encourages reporting of all perceived incidents of discrimination, harassment, or retaliation, regardless of the offender’s identity or position. OMV has established dedicated channels through which stakeholders may voice concerns. Any reported allegations of harassment, discrimination, or retaliation will be investigated promptly with commitment to the principles of confidentiality, anonymity, fair and equal treatment, and bona fide protection, among other things. By promoting a work-life balance and increasing opportunities for employees who represent a minority share, this policy provides guidelines for creating a positive and inclusive work environment. Spot checks and internal audits are used to monitor the effective implementation of this policy.
For the P&C Ethics Policy, unless otherwise specified, the scope of the policy, involvement of senior-level management, interests of key stakeholders in setting the policy (where relevant), and how the policy is made available to potentially affected stakeholders are all covered under the HR Directive.
Diversity, Equity & Inclusion (DE&I) Vision
The OMV Group’s DE&I vision is built upon three key pillars: Diversity of Thought and Experience, Equitable Opportunity, and Inclusive and Safe Spaces. We aim to become an organization where our differences are embraced and used as a catalyst for growth and creativity. Our actions are focused on actively removing barriers so that each of us can grow and contribute to the success of our Company. Additionally, we strive to build a culture of trust and respect, working together so everyone can bring their full selves to work. This vision is supported by the following policies, which state OMV’s zero-tolerance stance on any form of abuse, harassment, or discrimination in any work-related setting: the Code of Conduct, the HR Directive (including the P&C Ethics Policy), and the Human Rights Policy Statement.
The OMV Code of Conduct, Human Rights Policy Statement, and P&C Ethics Policy explicitly outline OMV’s stance against multiple grounds for discrimination, ensuring protection against any unfair treatment based on racial and ethnic origin, color, sex, sexual orientation, gender identity, disability, age, religion, political opinion, national extraction, social origin, or other forms of discrimination covered by European Union regulations and national law. Furthermore, OMV is committed to inclusive practices and positive action for groups at higher risk of vulnerability within its workforce. Specifically, for women, we ensure gender equality in recruitment, hiring, and promotion through our equal opportunity initiatives. OMV has also introduced supportive policies that encourage work-life balance, provide maternity leave, and support career development for women. For instance, we offer the SHEnergy program, a leadership development initiative tailored for women, and the New Parents program, an information session for new parents (all genders) to inform them about available support, part-time work models, and other supporting practices. These policies are implemented through a Group-wide DE&I governance structure and volunteer Employee Resource Groups (ERGs). Additionally, the achievement of diversity targets is incorporated into the ESG targets within the Long-Term Incentive Plan (LTIP) as part of the remuneration of the Executive Board. To ensure female talent is identified and supported throughout their careers, we have embedded diversity targets into our people processes, including recruitment, talent, and succession planning, learning, and leadership development.