Employees are PGNiG Group’s most valuable asset, instrumental in delivering its stated strategy. 

The PGNiG Group is one of the largest employers in Poland. Its workforce is comprised of highly-qualified professionals with extensive experience. At the same time, it is frequently the first employer for many young people. Proper application of employee skills and competencies allows the organisation to offer products that meet customer expectations and to ensure Poland’s energy security. Employee commitment to ensuring the growth of the PGNiG Group guarantees delivery of strategic plans and achievement of ambitious goals that contribute to building stable market leadership. A strong and recognisable brand is capable of attracting specialists and qualified professionals ready to work as a team to leverage their potential and contribute to its growth. A key aspect of the Group’s operations is providing its employees with stable employment and rewarding career opportunities in a safe and friendly working environment. 

Key metrics:

Workforce structure at the PGNiG Group at the end of 2019, by gender




annual retention rate for PGNiG employees who were still employed 12 months after returning from parenting-related leave in 2019:


new hires as a percentage of total workforce in 2019 (8.05% in 2018) 


leavers as a percentage of total workforce in 2019 (7.29% in 2018)


employees on parenting-related leave in 2019 (1.32% in 2018)


average number of training hours per PGNiG Group employee in 2019 (25 hours in 2018)


  • Silver Card of the Safe Work Leaders’ Forum – PGNiG SA
  • In the PGNiG Group, the number of accidents at work fell by 18.8% year on year. The number of persons who were injured in accidents at work decreased by 22.5%.
  • However, two fatal accidents at work occurred at two PGNiG Group companies in 2019 (no fatalities were reported by the Group in 2018). 
  • No cases of corruption were recorded by the PGNiG Group in 2019.

PGNiG’s headcount by segment 
PGNiG Group 2019
Exploration and Production
Trade and Storage
Other Activities

Our approach to performance management:

  • We promote and implement good hiring standards by pursuing a professional HR policy and building a friendly workplace, which is one of the goals under the PGNiG Group Sustainable Development Strategy for 2017−2022
  • We refine and support our IntroDay onboarding programme and the Managers Academy management development programme
  • We foster the development of our mentoring programme and take proactive measures to ensure access to qualified staff
  • We raise employee knowledge of the ethical values and principles followed in the workplace
  • We apply uniform OHS management standards to constantly improve employee safety

How does human capital affect other types of capital?

Manufacturing capital

The PGNiG Group strives to build a culture of employee engagement and drive innovation. In the case of energy companies, the problem of generation gap is becoming increasingly widespread. Despite advancing automation, the efficiency of production assets remains hugely dependent on the availability of competent and well qualified technical personnel.

PGNiG takes measures to recruit highly qualified staff and manage generation gap through projects such as:

  • ‘GeoTalent’ – an educational and internship programme targeted at students interested in future career in the E&P industry. The programme is meant to enhance the students’ theoretical knowledge and develop hands-on skills in hydrocarbon exploration, appraisal, and production from conventional and unconventional sources.
  • ‘Energy for the Future’ – 2019 saw the fourth edition of the scholarship programme run by the Ministry of Energy, the PGNiG Group, PGE, PKN ORLEN and PSE. Its objective is to seek out the best university students and graduates to reinforce staffing in the industry.
  • Mentoring Program - in 2019, a pilot initiative was carried out, the purpose of which is to share professional experience and distribute substantive knowledge from employees who are experts in their field and with many years of experience to employees who do not have such knowledge.
Financial capital

The PGNiG Group is one of the largest employers in Poland. Its workforce is comprised of highly-qualified professionals with extensive experience. As at December 31st 2019, the Group had 24,786 employees, which translated into the employee benefits expense of PLN 3,168m.

The key internal document governing the remuneration policy at PGNiG is the 2009 Collective Bargaining Agreement. Under the adopted remuneration policy, base pay rates are based on job grading and depend on the qualifications required for a given job. Other components of remuneration include awards and bonuses under the incentive scheme, St Barbara’s Day rewards, length-of-service awards, annual bonuses, and employee pension schemes. 
Natural capital

Human capital and natural capital interact on several levels:

  • Through education and training, the Group minimises the risk of events which could have an adverse effect on the natural environment due to human error. 
  • Through development and innovation projects, the Group develops and rolls out solutions designed to reduce the environmental footprint of its operations. A large number of such solutions are developed internally by Group companies.
  • From the perspective of extraction of natural resources, competent staff are key to efficient exploration for and production from new deposits, also outside of Poland. 
Innovative capital

In response to present challenges, PGNiG is looking for new technological solutions and supports the work and professional development of innovators. The Group encourages and rewards intra-Group initiatives, but has also developed a system which generates innovation by tapping the potential of human resources in academic centres and in other businesses, including start-ups. 

We support new entrants in the tech business, offering the expertise, technical infrastructure, office space, administration and operational assistance (including in the field of law and economics) as part of the InnVento business incubator project. Our services are based on the expertise of our staff. 

The Group-wide Talent Identification System serves to identify high-potential employees (talents) to include them in the Future Leaders Academy professional development programme, which paves the way for talented employees to assume key functions within the organisation, including managerial positions.

Social capital

The Group is deeply committed to building partnering relations with its social environment, local governments, suppliers and contractors, with the ultimate goal of pursing joint objectives. 

Our employees are PGNiG’s informal ambassadors in contacts with third parties. Their direct involvement in local initiatives and membership of work councils or trade unions directly supports further development of our social environment.

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