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The PGNiG Group is one of the largest employers in Poland. It employs individuals with extensive experience and high qualifications, but is also the first employer for many young people. This human capital is the key resource enabling the Group to provide its customers with the highest quality service, achieve international successes and pursue a wide investment program. In 2016, the PGNiG Group’s headcount was 25 271. This represents a change of 148 in employment levels from the Group’s 2015 headcount of 25 419. .

Employment in the PGNiG Group by segment

2016 2015 2014 2013 2012
Exploration and Productione 7,720 8,903 10,221 10,754 10,990
Trade and Storage 3,520 3,462 3,929 4,070 4,397
Distribution 10,846 10,678 12,173 13,050 13,255
Generation 1,870 1,071 1,068 1,066 1,069
Other Activities 1,315 1,305 1,605 1,990 2,327
TOTAL 25,271 25,419 28,996 30,930 32,038

In the Exploration and Production segment, a significant drop in employment was recorded. Relative to December 31st 2015, the number of employees fell by 1,183 (or 13%), owing mainly to the following processes:

  • employment restructuring at EXALO Drilling SA caused by the company’s difficult ecnomic situation, where 800 employees (25%) were made collectively redundant;
  • ongoing liquidation of GEOFIZYKI Kraków Sp. z o.o., where 219 people (or 26%) were made redundant;
  • Voluntary Redundancy Programme launched and implemented by PGNiG to optimise its workforce. Under the programme, 164 employees departed, the majority of them from the hydrocarbon production branches.

In the Generation Segment, the headcount increased by 799 (or 75%), which was attributable to the inclusion of Przedsiębiorstwo Energetyki Cieplnej S.A. in Jastrzębie-Zdrój and Spółka Energetyczna Jastrzębie S.A. in the PGNiG Group. Workforce in the Distribution segment grew by 168 (or 2%) in connection with the structural reorganisation of the business of Polska Spółka Gazownictwa Sp. z o.o., resulting in a higher number of local gas utilities and service points.

Workforce structure at the PGNiG Group (in persons, as at the end of 2016)



up to 242%2%
over 5518%19%

Years of service

<1 year3%6%
15 and more years59%59%
Job type

white collar56%57%

Workforce turnover − new hires/departures (by age and gender)

Age (years) Number of new hires Number of departures
Women Men Women Men
Up to 24 40 239 12 193
25-34 228 579 145 707
35-44 160 551 194 611
45-55 58 304 133 558
Over 55 13 103 169 638
TOTAL 499 1,776 653 2,707

Parental leaves

In 2016, the rate of return to work at the PGNiG Group was 92.8%. The rate of return to work for employees who took parental leave is the quotient of:

  • number of staff who maintained their jobs/continued work after return from parental leave in 2016; and
  • number of staff who returned to work after parental leave in 2016.

Parental leave is any leave to which an employee may be entitled after child birth/adoption, including maternal, additional maternal, paternal and childcare leave.

Training and development programmes

The training management system in place is a vital tool in developing human resources. Our employees are given opportunities to improve their professional qualifications through a range of training programmes, postgraduate studies, trade conferences, seminars and symposia, and also through occupational training. In June 2016, the Talent Identification System was launched as a first step in the establishment of the Future Leaders Academy. The aim is to identify high-potential employees (talent), who might later be included in the Future Leaders Academy development programme preparing them to perform other (also managerial) functions in the organisation.

Number of training hours per PGNiG employee in 2016: 32.

Number of training hours,
by gender .

Number of training hours,
by type of job

management positions19%
other positions81%

Employee performance assessment

Twice a year, employees are evaluated based on the Performance Assessment System in place. In the process, particular emphasis is placed on targets assigned to individual employees, which are linked to strategic objectives of the PGNiG Group. It allows employees to discuss the needs and challenges associated with their positions, and is a source of feedback on both their achievements and potential issues in professional development. In 2016, all PGNiG employees were subject to performance assessment. In 2016, 85.5% of PGNiG Group employees were subject to performance assessment.

Student internships and work placement programmes

PGNiG offers a number of work placement initiatives and competitions. Its internships are attractive opportunities to gain professional experience, develop new skills and learn more about working in the industry. In 2016, PGNiG had in place the following internships and work education programmes:


It is a proprietary education and internship programme for students of the AGH University of Science and Technology in Kraków, the Faculty of Geographical and Geological Sciences of the Adam Mickewicz University in Poznań, and the Faculty of Geology of the Warsaw University. It seeks to identify and attract the best students and graduates who want to pursue their professional careers in the oil and gas industry. GeoTalent comprises workshops, competitions for students, the Mentoring Programme, the Ambassadorial Programme, GeoTournament, the Summer Internship Programme, and other similar initiatives. A total of 57 interns completed paid placements with PGNiG from June 2016.

Energy for the Future

‘Energy for the Future’ is an internship programme run jointly with two other groups under the Ministry of Energy’s patronage. It aims to find the most talented students and graduates of faculties relevant to the Polish energy sector. Each participating student will have a chance to gain hands-on experience and skills in the areas of interest. Currently, the number of interns enrolled is 21.

Energy Academy

For several years now, PGNiG has participated in the Energy Academy education project, run by the Lesław Paga Foundation, as a sponsor of paid internships for students planning their professional careers in the energy sector. In 2016, PGNiG signed graduate work placement agreements with three interns of the Foundation.

EU co-financed internship programmes

In 2016, PGNiG first offered paid internships for participants of university internship programmes co-financed from EU aid funds under the Knowledge−Education−Development Operational Programme. In Q3 and Q4 2016, there were six interns enrolled.

Deposits of Career

The ‘Deposits of Career’ programme offers students and graduates of all faculties (except oil and gas engineering, covered by GeoTalent) an opportunity to gain professional experience. Its participants can complete an internship and take part in educational events to support career building. Internships are also offered by PGNiG outside the programmes discussed above. In 2016, 382 persons, including 360 students and 22 academics, took advantage of internship and work placement opportunities at PGNiG.


PGNiG’s recruitment policy is focused on employing top-class specialists whose expertise and competence, combined with the experience and professionalism of the Company’s other staff, will ensure continuity and high standard of business processes. Priority in filling vacancies at the PGNiG Group is given to internal recruitment, to best use the potential of the current employees.

Cooperation with trade unions

There are a number of trade unions active at PGNiG. Considerable importance is attached by the Company to maintaining constructive links with the trade unions, making sure that social dialogue is based on the independence of all parties, legal compliance, as well as trust, willingness to compromise, and adherence to rules. In 2016, the Company worked with the trade unions on a regular basis, in accordance with the agreements concluded and the labour law. There were 24 meetings between the Company and trade unions over the period, at which participants discussed staff-related matters and individual segments of the PGNiG Group’s business, including a revision of the strategy for 2014−2022. As regards changes in remuneration terms, in 2016 the Company, acting pursuant to Art. 44.2 of the Collective Bargaining Agreement, was holding pay negotiations, which however did not end in any agreement with the trade unions. Therefore, the Company made a unilateral decision on remuneration rules in 2016. The new arrangements led to a 4.8% pay increase in 2016, and employee benefits were also paid in the form of pre-paid vouchers. There were no collective redundancies or disputes at PGNiG in 2016. The Company’s Bargaining Labour Agreement, dated July 8th, 2009, was not terminated or suspended.

Occupational health and safety

Main OHS tasks performed in 2016:

  • determination of the circumstances and causes of work accidents, preparation of a lesson learnt report from that investigation and monitoring of its implementation;
  • update of the occupational risk assessment for the Geology and Hydrocarbon Production Branch together with the physician providing preventive medical care to employees;
  • development of PGNiG staff’s OHS competences through introductory training in OHS, fire safety and first aid procedures;
  • implementation of a procedure for reimbursement of the cost of corrective eyeglasses for PGNiG employees using screen monitors at work;
  • implementation of the decision on rules of providing and settling the cost of meals and drinks for PGNiG employees;
  • participation in and supervision of evacuation drills on the Head Office premises.

Accident reporting facilitates analysis of the causes of injuries and diseases arising from accidents at work, helping to work out and adopt preventative measures. As a result, it helps raise the staff’s awareness and foster a work safety culture. Below are presented 2015 and 2016 accident statistics for PGNiG and the following companies of the PGNiG Group: GEOFIZYKA Kraków, GEOFIZYKA Toruń, EXALO Drilling, PGNiG TERMIKA, PGNiG Serwis, GEOVITA SA, Gas Storage Poland, PGNiG Technologie Sp. z o.o., PGNiG Obrót Detaliczny Sp. z o.o., PSG and Polski Gaz TUW.

Year Total accidents Casualties Group accidents Serious accidents Fatalities Occupational diseases Days lost/days of absence
2015 225 229 6 1 1 2 11,763
2016 210 214 3 1 0 4 11,278