The knowledge, experience, and commitment of our employees are critical to our success. For this reason, Fresenius values a culture of diversity. The interplay of a wide range of views, opinions, cultural backgrounds, experiences, and values enables us to successfully exploit our potential as a global company.
The number of employees remained nearly on previous year’s level with 316,920 employees at the end of 2022. Personnel expenses for the Fresenius Group were €17,378 million in 2022 (2021: €15,610 million), equivalent to 42.6% of revenue (2021: 41.6%). Personnel expenses are above the previous year’s level. Personnel expenses per employee, based on the average number of employees, were €54.6 thousand (2021: €49.8 thousand) and €52.4 thousand in constant currency.
Number of EmployeesDownload(XLS, 35 KB)
|Dec. 31, 2022||Dec. 31, 2021||Dec. 31, 2020||Change 2022 / 2021||% of total as of Dec. 31, 2022|
|Fresenius Medical Care||128,044||130,251||133,129||-2%||41%|
|Corporate / Other||929||1,225||1,255||-24%||0%|
Personnel expenditureDownload(XLS, 35 KB)
|€ in millions||2022||2021||2020|
|Fresenius Medical Care||7,940||6,962||7,068|
|Corporate / Others||185||168||166|
In Germany, Fresenius companies have signed tariff agreements with IG BCE, Marburger Bund, and ver.di (labor union for services). There were no significant structural changes to compensation or employment agreements in 2022.
Employees by region
Human resources management
We are constantly adapting our human resources tools to meet new requirements arising from demographics, the transformation to a service economy, the shortage of skilled workers, and employees’ desire to better balance family and career. For example, we offer flexible working hours.
Employee recruitment and personnel development
In order to ensure that our long-term needs for highly qualified employees are met, and to recruit new employees, we make use of online personnel marketing, regularly participate in recruiting events and careers fairs, and organize our own recruiting events. In addition, we try to encourage long-term retention with attractive development programs.
The approaches and measures for employee recruitment and personnel development in the business segments are based on the market requirements of each segment. They are coordinated, developed, and realized independently for each business segment. At Fresenius, qualifications and experience are the only things that matter in the selection of personnel. Consequently, at Fresenius we have the aspiration that women and men with comparable qualifications will continue to have the same career opportunities. The proportion of female employees in the Fresenius Group was 69% as of December 31, 2022 (Dec. 31, 2021: 69%). The proportion of females in services or care is traditionally higher than in the area of production. This is reflected in the proportion of female employees in our business segments: our business segment Fresenius Helios has, with 75%, the highest proportion of female employees among the Group. The number of female participants in the Group-wide Long Term Incentive Plan (LTIP 2018) is a good indication of the share of women in management positions. According to this, the ratio of women among the more than 1,800 top executives increased to 33.9% as of December 31, 2022 (Dec. 31, 2021: 32.6% of 1,800 top executives).
You can visit our multiple-award-winning careers portal at www.fresenius.com/Careers.