Key figures employees 

A full-time equivalent (FTE) or full-time employee works 40 hours a week; part-time employees have a contract for less than 40 hours a week, but not a zero-hours contract. On-call workers are those employed without a guaranteed minimum or fixed number of hours; this includes flex workers and those on zero-hours contracts. Gender is based on the employee’s own declaration. ^{(ESRS S1-6 par. 48, 50a en 50d)}

The total number and gender breakdown of employees is as follows: ^{(ESRS S1-6 par. 48 en 50a)}

The breakdown of the total number of persons employed by country is as follows:

^{(ESRS S1-6 par. 48 en 50e)}

Breakdown of employees by type of contract and gender

The total number of employees by type of contract and by gender is as follows: ^{(ESRS S1-6 par. 48 en 50b)}

The breakdown of employees by type of contract by country is as follows: ^{(ESRS S1-6 par. 48, 50a en 50b)}

The total number of FTEs by type of contract and gender is as follows: ^{(ESRS S1-6 par. 48, 50a en 50b)}

The number of FTEs is relevant to the disclosure of personnel expenses in note 4 to the consolidated financial statements.

^{(ESRS S1-6 par. 48 en 50e)}

Employee turnover

The average number of employees was determined by [the sum of the number of employees on 1 January and 31 December divided by two]. Employee turnover was calculated based on the number of employees who left Enexis Groep during the financial year (either through resignation, retirement or death during employment) divided by the average number of employees during the financial year.

The total employee turnover was as follows: ^{(ESRS S1-6 par. 48 en 50c)}

Diversity metrics

At Enexis Groep, senior management means the lower management (N-1 positions). These are the positions (directors and managers) at a level directly below the Executive Board. The gender breakdown is as follows: ^{(ESRS S1-9 par. 64 en 66a)}

For the diversity of the Board of Directors and the Supervisory Board, please refer to the explanation in GOV-1.
The breakdown of employees by age category is as follows: ^{(ESRS S1-9 par. 64 en 66b)}

Training and skills development

As part of the Energy Dialogue, every internal employee discusses personal skills development and progress with their line manager once or more than once a year. For a breakdown of the number of internal employees by gender who have participated in the Energy Dialogue, see the table ‘Breakdown of employees by type of contract and gender’ in the section ‘Key employee figures’. ^{(S1-13 par. 81 en 83a).}

The average number of training hours is calculated based on the number of employees (internal staff and contractors) employed throughout the year. To determine the average number of hours, an average time commitment per training course was first established based on our internal offerings. A total time commitment was then calculated for all training sessions (both internal and external). Long-term training courses were added separately.

Health and safety

It goes without saying that we want to prevent accidents at work; every accident is one too many. We measure the effectiveness of our safety measures for internal employees and those of our contractors and other partners (workers in the value chain, see S2) by monitoring the number of lost time incidents and the Lost Time Injury Frequency (LTIF).

The LTIF reflects the number of incidents resulting in absence (at least 24 hours of complete absence, excluding fatal accidents while commuting) per 1 million hours worked. the method of calculating LTIF is the identical within the industry.  ^{(ESRS S1-14 par. 86, 87, 88, 89)}

In practice, the goal is always zero accidents. The number of accidents and reports of near misses are tracked daily. Our LTIF target for employees is <1. This year, it was not achieved. We had some serious incidents in 2024 and the LTIF safety rating has deteriorated from last year (1.1 compared to 0.6 in 2023). Although the figure is around our target for Enexis, we continue to improve safety.

In addition to incidents involving absence from work, we are also aware of incidents where an individual is temporarily assigned modified duties, and the absence does not exceed one working day or one shift. In such cases, the employee cannot perform his or her regular work but can carry out alternative tasks, thus remaining engaged. At Enexis, we aim to learn from all incidents to prevent future occurrences. Therefore, we report – and, if necessary – investigate every incident. This year, in addition to the LTIF, compliant to ESRS, we also report the number of “incidents resulting in restricted work or transfer to another job” which were 14. If these accidents were included the total number of incidents it will add up to 26 and the ratio of accidents per million hours worked,would be 2.4. 

Safety is a core theme at Enexis. All internal employees (100%) are therefore covered by the safety management system. The HSEQ department analyses all safety reports and reports to the EB. The SB also discusses the reports regularly. In 2024, there were three reports of occupational diseases or related absences.

Remuneration

At Enexis, we believe it is important that everyone receives fair remuneration, regardless of gender. A collective bargaining agreement energy network company (CAO NWB) applies, thus all our employees receive an adequate wage. Based on our core value of inclusiveness, we go for equal opportunities as well as equal pay. Therefore, we took a thorough look at our own figures (reference date July 1, 2024) to see where we stand in terms of salary equality.

At Enexis, there is a 1% pay gap (in favor of men). Although arriving at exactly 100% equality is difficult, we believe every step is important. We therefore remain committed to a working environment in which everyone, at every level, is valued equally. Enexis now employs 22% women and 78% men. One of our goals is also to bring more balance to that. We realize that this is a long-term goal. That is why we are sector we are also working on a program and campaign to get more women interested in engineering. It also helps that we are a good employer for women in terms of remuneration.

Incidents, complaints and serious impacts on human rights

For reported incidents of ‘discrimination’ and ‘other incidents’, we record the individual's experience. If someone reports discrimination to the confidential advisors, this does not automatically mean that it is (legally) established discrimination. ^{S1-17 par. 103} 

In 2024, there were no confirmed cases of forced labour, human trafficking or child labour, nor any related fines or sanctions.