People

98.6% of our employees are represented by the works council. This body acts as an additional independent authority for reviewing remuneration structures. Within the scope of its co-determination rights, the works council ensures that the grading of all employees is non-discriminatory, transparent, and based on skills and competencies. The basis for this is the Lower Saxony collective agreement of IG Metall for the wood and plastics industry.
As a result, 100% of our employees receive a living wage that is aligned with economic development and the regional wage level. Our remuneration follows the relevant collective agreements and is consistently above the statutory minimum wage. In Germany, collectively agreed wages are regarded as a reliable and appropriate reference value for living wages.

The low proportion of women in production is striking. One reason for this can be assumed to be the high proportion of shift work, which makes it difficult to reconcile work and family life. A significantly higher proportion of women can be seen in areas that work single shifts. Another factor is that furniture and its components are very heavy, and these loads were traditionally handled using physical strength. Almost all areas are now equipped with lifting and handling aids, making it easier for women to carry out these tasks. In principle, we endeavour to ensure that all our employees have equal opportunities regardless of gender, ethnic origin, religion, age, sexual orientation or disability. The share of women on the company’s management board in 2024 is 16.67%.

Overall, unplanned employee turnover at ASSMANN is very low, at 6.00 per cent. The unplanned employee turnover does not include departures due to retirement. Adjusting for these provides a more accurate indicator of employee satisfaction and retention.

The total number of employees entitled to parental leave is not systematically determined.

The number of internal training sessions has increased significantly, as internal briefings have been included. The training hours per employee consist of internal briefings, IT security training, as well as internal or external seminars, and therefore amount to an average of 16 hours per employee per year.

* Rate per 1,000 employees: calculation methodology for lost time due to reportable accidents at work. The number of reportable workplace accidents is multiplied by 1,000 employees. The result is then divided by the number of full-time employees.

In 2024, the benchmark figure of the Employers’ Liability Insurance Association for Wood and Metal was 30.3.
Regular ASA meetings and site inspections are carried out, and avoidable accidents are analysed in detail with appropriate measures implemented. In addition, near-miss incidents are analysed more thoroughly and preventive measures are initiated immediately.

If work-related illnesses become known, including those resulting from previous activities, the workstations are adapted with the aid of the company doctor or, if necessary, a change of workstation within the company is made possible. No statistics on work-related illnesses are currently collected.<br/> The occupational health and safety management system is structured in accordance with ISO 45001.