Metrics and targets
S1-5 – Targets related to managing material negative impacts, advancing positive impacts, and managing material risks and opportunities
In light of the material impacts, risks and opportunities for its own employees, thyssenkrupp currently has the following targets:
The targets in the area of occupational safety and health were defined by the OSH Committee, which comprises the Chief Human Resources Officer of thyssenkrupp AG, the human resources officers for the segments, the head of Occupational Safety and Health at thyssenkrupp AG, and representatives of the Group Works Council and the European Works Council. This committee and the OSH Council monitor target attainment and the implementation and effectiveness of any actions derived on this basis.
The accident frequency rate measured as occupational accidents of own employees that result in at least one day of lost time per million hours worked was 2.7 in fiscal year 2024 / 2025, which was below the target set by the company.
In the past fiscal year, we were unable to meet our target of zero fatal accidents at work. The stated aim remains to reduce the number of fatal accidents to zero. In the past fiscal year, one fatal accident involving a company employee in railway operations occurred at a third-company site. There was also one fatal accident involving an employee of a partner company. The full investigation of such tragic incidents is aimed at helping to prevent them in the future. In these specific cases, action included amending the operating procedures and safety training.
The target for women in leadership positions is defined by the Executive Board of thyssenkrupp AG. The target is used in accordance with local laws. With the proportion of women in leadership positions amounting to 17.5% at the end of the reporting year, thyssenkrupp exceeded the target it had set itself.
In the case of other material issues relating to the workforce, no targets were defined at group level due to the heterogeneous requirements of the thyssenkrupp businesses and the different requirements in the individual countries.
S1-6 – Characteristics of the undertaking’s employees
The number of own employees covers all employees including executive board and management team members, apprentices, trainees and other employees in apprenticeship-type relationships (headcount) as of September 30, 2025. It does not include employees with dormant employment relationships. The thyssenkrupp companies record their data in the central HR reporting system. Information on gender is aligned with local regulations and laws: In many countries, it is not possible to disclose any gender other than male or female. The reported number of employees can be placed in relation to the annual average number of employees as disclosed in the notes to the financial statements. It includes the prorated figure of 1,515 employees for the HKM joint operation. Unless otherwise stated, all the other metrics in the section headed “ESRS S1 Own workforce” do not include the HKM employees.
1) According to the CSRD the assignment of employees to the contract types is based on local legislation
In the reporting year, 11,424 employees left the company. This represented a fluctuation rate of 12.6%. In accordance with the CSRD, the figure includes the number of employees who leave the company voluntarily or due to dismissal, retirement or death in service. The voluntary fluctuation rate was 5.1%, with 4,572 employees leaving the company.
S1-8 – Collective bargaining coverage and social dialogue
At thyssenkrupp, the working conditions of 77.1% of employees in the European Economic Area (EEA) are specified in collective agreements. 92.1% of employees in the EEA are represented by an employee representative body at the company level. In addition, interests at the European level are represented by the European Works Council. Details of employee representation at thyssenkrupp can be found in subsection “S1-2.”
S1-9 – Diversity metrics
1) To maintain consistency to the established reporting, the clusters deviate from the CSRD by 1 year.
Women in leadership positions
The calculation of gender distribution at the top management level takes account of managers in graded positions; they include the Executive Board and the three management levels below it.
S1-10 – Adequate wages
thyssenkrupp rewards the work of its own employees with adequate compensation that complies at least with the statutory minimum wage or other industry standards.
S1-14 – Health and safety metrics
thyssenkrupp accords high priority to the health and safety of its employees. An important aspect of this is our occupational safety management system in accordance with ISO 45001. The proportion of the workforce covered by an occupational safety management system is 100%. Details of the applicable policies for occupational safety and health are described in subsection “S1-1.”
1) Cases of which thyssenkrupp gained knowledge in the current fiscal year in accordance with local legislation and data protection
S1-16 – Remuneration metrics (pay gap and total remuneration)
The disclosure of the unadjusted gender pay gap required by the CSRD compares the average hourly wages of men and women. It does not consider attributes that affect salaries such as training, sector of activity, professional experience, management responsibility – despite progress in recent years, women at thyssenkrupp are less likely then men to hold management positions – and structural differences in the workforce.
The unadjusted gender pay gap at thyssenkrupp was 11.6% in fiscal year 2024 / 2025. Related to basic salary, excluding variable compensation components such as allowances for night and weekend work or bonuses, the unadjusted gender pay gap was 4.3%. The factor between the highest income at thyssenkrupp and the median income of all employees was 46. If part-time income is extrapolated to a full-time equivalent and only full annual incomes are considered, the factor was 40.
The hourly wage was calculated on the basis of the gross salary paid, including variable compensation components, divided by the target working hours. Paid overtime and overtime allowances are not included as overtime is not part of the target working hours. In accordance with the CSRD, the hourly wage for men was defined as 100% and then set in a ratio to the hourly wage for women. Employees with a dormant contract and those without a salary or target working hours are not included for the months in which one or more of the criteria mentioned applied. All salaries were converted to euros.
S1-17 – Incidents, complaints and severe human rights impacts
The table below provides an overview of the complaints and incidents relating to the company’s own workforce, which were received via the available channels.
No serious human rights violations were recorded in fiscal year 2024 / 2025.