Compensation and benefits

A fair compensation strategy in line with market practices is a fundamental component of our corporate culture. Its goal is to cover the varying needs of employees worldwide and to ensure competitiveness in the local markets. For us, it is self-evident that this system makes no systematic differences in compensation for male and female employees.

We are convinced that the recognition of individual performance strengthens entrepreneurial spirit and action. To reward personal engagement and individual contributions to our company's business performance, the salaries of our employees include success-related components.

Performance is always assessed in the context of our corporate vision and values. Individual target agreements also include sustainability aspects, such as reducing energy and water consumption or accident rates, if these fall within the sphere of influence of the employee concerned and have a clear bearing on business performance. In their Target Dialogue meeting, each employee must confirm compliance with all applicable legal regulations and the Henkel standards.

Our contribution to social security

Our employees benefit worldwide from a high level of social insurance provisions. In countries where no state social insurance system exists or such a system covers only basic needs, we organize our own measures and initiatives to supplement state health and pension insurance provisions. In terms of health insurance, our employess are covered either by public health insurance plans or have the option of participating in programs offered by the company. One example of this is the USA where public health insurance arrangements are only just being introduced. Here, we offer all employees the opportunity to participate in private health insurance plans. Furthermore, in countries where state pension systems do not provide sufficient coverage, Henkel has established programs allowing employees to participate in company pension provision plans.

Last updated: March 8, 2012