Dialogue with employee representatives

Worker co-determination at the HHLA Group

Worker co-determination and social partnership negotiations of employee interests are key components of the corporate philosophy for HHLA and its subsidiaries and make a significant contribution towards creating a positive working environment. In addition to Hamburger Hafen und Logistik AG, 14 other HHLA subsidiaries in Germany are managed on the basis of co-determination. These are represented by a total of nine works council committees and the Group works council. There is also employee representation (including that of the senior staff) on the Supervisory Board, which is composed equally of men and women, and representation for disabled people at the company and Group level, as well as representatives for young people and trainees.

These works council committees meet regularly to discuss the latest developments and make strategic decisions. Generally speaking, employee representatives are always integrated into major decision-making processes at HHLA, particularly in the fields of staff planning, the organisation of working time and workplace safety.

The joint results, such as works council agreements, labour agreements and other regulations, were communicated in the relevant works council meetings during the reporting period, along with key topics regarding changes to working conditions, occupational health and safety and operational change processes. Various informational options and formats, such as the social intranet, info screens in canteens and FAQs, are available to employees as a foundation for a participation-based partnership.

HHLA supports the right to freedom of association and collective bargaining.

As a member company of ZDS (Zentralverband der deutschen Seehafenbetriebe) and UVHH (Unternehmensverband Hafen Hamburg e.V.), HHLA maintains a collective bargaining policy that is reflected in various sector and company wage agreements. As of 31 December 2024, 79.7 % (previous year: 80.8 %) of employees in Germany were covered by collective bargaining agreements. Successful wage negotiations were held with the trade union ver.di in 2024, resulting in the following decisions:

• Average increase in hourly wage of € 1.15
• Payment of an inflationary adjustment bonus and increased holiday pay

The fundamental transformation process for the Hamburg container terminals operates under the name “CTX – Innovation”. Intensive negotiations were conducted during the reporting period regarding process design. There was, for example, an agreement about the introduction of AGVs (automatic guided vehicles) and a Group-wide revision of the flexitime system. The “HHLA social pay contract and modified collective wage agreement” negotiated for CTX was approved by HHLA and ver.di on 20 January 2025 before concluding the corresponding reconciliation of interests and social plans. These include, for example, regulations relating to protection against dismissal and vested rights, as well as the more flexible deployment of employees. Employees are also offered extensive training and personnel development opportunities.

At an international level, collective bargaining partnerships with various local trade unions at the Odessa and Trieste sites continue to be in place. At the company’s location in Estonia, a representative elected by the employees negotiates all staff-related interests with the company.