Hansel’s collective agreement and remuneration scheme
The collective agreement for Hansel employees is between Hansel and the Federation of Professional and Managerial Staff YTN. The agreement that entered into force in 2023 was valid until 31 March 2025. In early 2025, the same parties negotiated a new collective agreement, which is valid from 30 May 2025 to 31 March 2028. The terms and conditions of the previous agreement were applied during the interim period 1 April–29 May 2025.
The collective agreement states that the amount and criteria of the performance bonus are determined annually by Hansel’s Board of Directors. All permanent employees are covered by the performance bonus scheme after a six-month trial period.
Decisions on the performance bonus are made annually by the company’s Board of Directors, which in turn follows guidelines of the owner (the Finnish Government). The chair of the Board reports on the company’s remuneration policy and management remuneration to the shareholders at the annual general meeting. As the owner of the company, the Government expects the company to integrate corporate responsibility into the remuneration policy.
The performance bonus for a Hansel employee can be up to 15% of their annual salary. For a member of the Executive Committee, it can rise to up to 30% of the annual salary based on exceptional performance. Performance bonuses are paid in arrears with the salary for April of the year following the year of the performance, subject to the existence of a valid employment relationship on the date of payment.
Those who are not members of the Executive Committee can also receive a one-off bonus ranging from EUR 300 to EUR 3,000. One-off bonuses are awarded based on a proposal of the employee’s supervisor and a decision by the Managing Director to exceptionally well-performing employees, and the bonus is paid on the next payday following its award. 27 Hansel employees received a one-off bonus in 2025.
The performance bonus criteria for management include the use of joint procurement, customer satisfaction, sustainability and leadership. The performance bonus criteria for employees are partly the same: the use of joint procurement and customer satisfaction. A total of 8% of the performance bonuses for the personnel are linked to the employees’ personal goals. For many employees, sustainability has been determined as a performance bonus criterion in their personal goals.
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