Workforce structure
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Number of total employees | |||||
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As of Dec. 31 |
2008 |
2009 |
2010 |
2011 |
2012 |
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Total employees |
32,800 |
33,062 |
40,562 |
40,676 |
38,847 |
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Men |
Not recorded |
19,097 |
23,171 |
23,347 |
22,505 |
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Women |
Not recorded |
13,965 |
17,391 |
17,329 |
16,342 |
The “Fit for 2018” efficiency program made a major impact on HR work in 2012. In the majority of countries in which Merck KGaA, Darmstadt, Germany is represented, structural requirements and agreements were reached with the respective social partners in order to create a socially responsible approach to workforce reduction. For example, a partial retirement program and a voluntary leaver program were offered in Germany, with around 1,200 employees participating by the end of 2012. Compared to 2011, the total number of employees in 2012 decreased by 1,829, or 4.5%.
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Number of employees according to hierarchical level | |||||||||||
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As of Dec. 31 |
2008 |
2009 |
2010 |
2011 |
2012 | ||||||
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Total employees |
32,800 |
33,062 |
40,562 |
40,676 |
38,847 | ||||||
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Senior Management (Global Grade above 17) |
Not recorded |
Not recorded |
51* |
49* |
54 | ||||||
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Low and middle management (Global Grade 14-17) |
Not recorded |
Not recorded |
1,354* |
1,355* |
1,719 | ||||||
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Other employees (Global Grade below 14) |
Not recorded |
Not recorded |
39,157* |
39,272* |
37,074 | ||||||
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Average number of employees according to functional areas | |||||
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2008 |
2009 |
2010 |
2011 |
2012 |
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Entire Group |
Not recorded |
32,850 |
36,347 |
40,570 |
39,939 |
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Production |
Not recorded |
6,956 |
8,327 |
9,317 |
9,486 |
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Logistics |
Not recorded |
1,773 |
1,927 |
2,054 |
1,665 |
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Marketing and sales |
Not recorded |
10,582 |
11,541 |
12,322 |
12,353 |
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Administration |
Not recorded |
3,750 |
4,378 |
4,696 |
4,416 |
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Research and development |
Not recorded |
3,627 |
4,116 |
4,632 |
4,558 |
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Infrastructure and other |
Not recorded |
6,162 |
6,058 |
7,549 |
7,461 |
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Number of employees by region | |||||||||
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As of Dec. 31 |
2008 |
2009 |
2010 |
2011 |
2012 | ||||
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Total |
32,800 |
33,062 |
40,562 |
40,676 |
38,847 | ||||
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Employees in Europe |
* |
* |
* |
21,830 |
20,777 | ||||
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thereof women |
* |
* |
* |
9,832 |
9,261 | ||||
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Employees in North America |
* |
* |
* |
4,964 |
4,848 | ||||
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thereof women |
* |
* |
* |
2,314 |
2,225 | ||||
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Employees in Emerging markets** |
* |
* |
* |
12,229 |
11,642 | ||||
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thereof women |
* |
* |
* |
4,565 |
4,274 | ||||
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Employees in Rest of world |
* |
* |
* |
1,653 |
1,580 | ||||
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thereof women |
* |
* |
* |
618 |
582 | ||||
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Full-time and part-time employees | |||||
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As of Dec. 31 |
2008 |
2009 |
2010 |
2011 |
2012 |
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% of full-time employees |
94 |
94 |
94 |
94 |
94 |
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% of part-time employees |
6 |
6 |
6 |
6 |
6 |
In 2012, the percentage of women working full-time at Merck KGaA, Darmstadt, Germany was 39% (2011: 40%); in 2012, the percentage of women working part-time was 90% (2011: 92%).
In 2011, 11% of employees worked part-time at the Darmstadt, Gernsheim and Grafing sites in Germany, with 13% working part-time there in 2012.
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Temporary and permanent contracts | |||||
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As of Dec. 31 |
2008 |
2009 |
2010 |
2011 |
2012 |
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Total employees |
32,800 |
33,062 |
40,562 |
40,676 |
38,847 |
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Number of employees with permanent contracts |
Not recorded |
Not recorded |
Not recorded |
39,261 |
37,732 |
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Number of employees with temporary contracts |
Not recorded |
Not recorded |
Not recorded |
1,415 |
1,115 |
Only 3% of Merck KGaA, Darmstadt, Germany employees have temporary contracts.
In 2012, 42% of Merck KGaA, Darmstadt, Germany employees with permanent contracts were women (2011: 42%); 46% of the employees with temporary contracts were women (2011: 49%).
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Staff turnover | |||||
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2008 |
2009 |
2010 |
2011 |
2012 |
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Total turnover rate |
Not recorded |
Not recorded |
Not recorded |
13.42 |
13.34 |
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Turnover rate by gender |
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Men |
Not recorded |
Not recorded |
Not recorded |
12.80 |
12.87 |
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Women |
Not recorded |
Not recorded |
Not recorded |
14.26 |
13.99 |
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Turnover rate by age group |
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Up to 29 years old |
Not recorded |
Not recorded |
Not recorded |
21.74 |
21.76 |
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30 to 49 years old |
Not recorded |
Not recorded |
Not recorded |
11.63 |
12.19 |
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50 or older |
Not recorded |
Not recorded |
Not recorded |
11.79 |
10.01 |
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Turnover rate by region |
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Europe |
Not recorded |
Not recorded |
Not recorded |
8.65 |
9.22 |
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North America |
Not recorded |
Not recorded |
Not recorded |
14.73 |
12.59 |
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Emerging markets |
Not recorded |
Not recorded |
Not recorded |
20.85 |
20.93 |
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Rest of world |
Not recorded |
Not recorded |
Not recorded |
16.55 |
14.24 |
The table contains unadjusted turnover rates, calculated as follows: Number of employees departing x 100/average workforce in %.
The adjusted turnover rate excludes employees who leave due to parental leave or a long-term illness, as well as employees who are transitioning to the non-working phase of partial retirement.
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Staff turnover | |||||
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2008 |
2009 |
2010 |
2011 |
2012 |
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Turnover rate of employees who were hired during the 18 months preceding Dec. 31 of the respective year |
Not recorded |
Not recorded |
Not recorded |
12.23 |
14.07 |
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Turnover rate by gender |
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Men |
Not recorded |
Not recorded |
Not recorded |
13.49 |
15.20 |
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Women |
Not recorded |
Not recorded |
Not recorded |
10.42 |
12.34 |
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Turnover rate by age group |
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Up to 29 years old |
Not recorded |
Not recorded |
Not recorded |
16.25 |
16.20 |
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30 to 49 years old |
Not recorded |
Not recorded |
Not recorded |
9.18 |
12.73 |
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50 or older |
Not recorded |
Not recorded |
Not recorded |
8.51 |
9.69 |
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Turnover rate by region |
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Europe |
Not recorded |
Not recorded |
Not recorded |
7.16 |
8.16 |
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North America |
Not recorded |
Not recorded |
Not recorded |
7.30 |
7.91 |
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Emerging markets |
Not recorded |
Not recorded |
Not recorded |
17.11 |
19.06 |
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Rest of world |
Not recorded |
Not recorded |
Not recorded |
5.67 |
11.90 |
Merck KGaA, Darmstadt, Germany records the new employee turnover rate over the course of 18 months because 12 months is too short a time to become truly familiar with a new position, especially when it comes to management positions.
The turnover rate is calculated as follows: (Number of newly hired employees within the preceding 18 months that left Merck KGaA, Darmstadt, Germany within the same period)/(average number of employees in the preceding 18 months)*100
The figures exclude employees who leave due to parental leave or a long-term illness, as well as employees who are transitioning to the non-working phase of partial retirement.
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Core labor standards of the International Labour Organization (ILO) | |||||||||||||||||||||||||||||||||||
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As of Dec. 31 |
2008 |
2009 |
2010 |
2011 |
2012 | ||||||||||||||||||||||||||||||
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% of full-time employees (standard contract, excluding exempts) with contractually stipulated working hours of maximally 48 hours/week1 |
99 |
99 |
99 |
99 |
99 | ||||||||||||||||||||||||||||||
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% of full-time employees (standard contract) with at least 15 vacation days/year2 |
93 |
95 |
94 |
96 |
95 | ||||||||||||||||||||||||||||||
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% of female employees with access to maternity leave programs3 |
89 |
97 |
100 |
100 |
100 | ||||||||||||||||||||||||||||||
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% of employees with the right to collective bargaining4 |
78* |
76* |
96 |
96 |
97 | ||||||||||||||||||||||||||||||
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% of sites that rule out complicity in child labor as described in ILO Convention 138 |
100 |
100 |
100 |
100 |
100 | ||||||||||||||||||||||||||||||
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Age of youngest employees, excluding apprentices |
17 |
17 |
17 |
18 |
18 | ||||||||||||||||||||||||||||||
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Local minimum wage | |||||||
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2008 |
2009 |
2010 |
2011 |
2012 | ||
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% of sites that guarantee a salary above the local minimum wage* |
94 |
94 |
100 |
99 |
100 | ||
The Global Rewards Policy applies to all Merck KGaA, Darmstadt, Germany legal entities worldwide and guarantees a systematic compensation structure. Base pay is oriented to the median base pay, and short-term variable compensation is based on the third quartile of the relevant reference market. The overall compensation package thus exceeds the market median.
Occupational health and safety
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Work-related accidents | |||||
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2008 |
2009 |
2010 |
2011 |
2012 |
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Lost Time Injury Rate (LTIR) |
3.9 |
3.5 |
3.0 |
2.0 |
2.3 |
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Number of deaths |
1 |
0 |
1 |
0 |
0 |
Merck KGaA, Darmstadt, Germany employees have been included in the calculation of the indicators, but supervised employees of external companies and independent contractors have not been taken into account.
Using the LTIR, we record work-related accidents of Merck KGaA, Darmstadt, Germany employees that involve at least one day of missed work. A work-related accident is an injury that results from the type of work, in the course of doing said work, and that has no internal cause (cumulative trauma). Work-related accidents are considered relevant if they occur on the premises, on business trips, during a transport accident, in the course of external influences (e.g. natural disasters), or due to criminal acts involving personal injury. Commuting accidents and accidents during company sporting activities are not included. First-aid incidents are generally not included in the LTIR since these usually do not result in more than one day of missed work.
Through systematic accident prevention measures (such as training and campaigns to strengthen our corporate safety culture), we attained an LTIR of 2.0 in 2011 and an LTIR of 2.3 in 2012. We are working to lastingly stabilize the LTIR.
For Merck KGaA (24% of the employees of the Merck KGaA, Darmstadt, Germany Group), we report work-related illnesses if these have been diagnosed and certified by a physician. In the 2011–2012 period, one case of work-induced illness was reported. We do not keep track of the number of work-related illnesses throughout Merck KGaA, Darmstadt, Germany.
Continuing education and training
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Spending on advanced training for employees (€) | |||||
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2008 |
2009 |
2010 |
2011 |
2012 |
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Average continuing education spending per employee |
1,064 |
1,102 |
1,152 |
982 |
699 |
Due to savings measures within the “Fit for 2018” efficiency program, average continuing education spending per employee in 2012 decreased by 29% relative to 2011, and 2011 spending decreased by 15% relative to 2010. Aside from this, the increasing trend toward e-learning has also contributed to a reduction in training costs.
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Apprentices* | |||||||||||
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As of Dec. 31 |
2008 |
2009 |
2010 |
2011 |
2012 | ||||||
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Number of apprentices |
503 |
520 |
513 |
523 |
528 | ||||||
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% of apprentices |
5.6 |
5.7 |
5.9 |
5.6 |
5.7 | ||||||
| XLS Download |
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Employees who regularly receive a performance and development evaluation | |||||
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As of Dec. 31 |
2008 |
2009 |
2010 |
2011 |
2012 |
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% of employees who regularly receive a performance and development evaluation |
Not recorded |
Not recorded |
88 |
98 |
98 |
Our globally uniform Performance Management process requires annual feedback discussions and performance assessments for all employees that are rated above Global Grade 10 in our position assessment system. Apart from evaluating employee performance, it helps us to identify individual development opportunities. To date, 23,800 employees worldwide have been involved in the process.
For all other employees that do not participate online in this globally uniform process, other methods of performance assessment are available. Thus in 2012, 98% of employees took part in a performance and development evaluation.
Diversity and inclusion
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Percentage of women | |||||||||||
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As of Dec. 31 |
2008 |
2009 |
2010 |
2011 |
2012 | ||||||
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% of women in the entire workforce |
42 |
43 |
43 |
43 |
42 | ||||||
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% of management positions held by women (Global Grade 14 or above)* |
Not recorded |
17 |
22* |
23* |
24 | ||||||
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% of women in the prescription medicines division and Consumer Health divisions |
Not recorded |
Not recorded |
47 |
47 |
46 | ||||||
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% of women in the Performance Materials and life science tools divisions |
Not recorded |
Not recorded |
33 |
38 |
37 | ||||||
Since 2009, we have been continually increasing the percentage of management positions held by women. 23% of management positions were held by women in 2011, and 24% were held by women in 2012.
We aim to increase the percentage of management positions (Global Grade 14 or above) held by women to at least 25%–30% by 2016, and we are on the right track to reaching this goal.
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Internationality of employees | |||||||||||
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2008 |
2009 |
2010* |
2011* |
2012 | ||||||
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Number of nationalities |
117 |
111 |
128 |
125 |
121 | ||||||
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Number of nationalities in management positions (Global Grade 14 or above) |
Not recorded |
56 |
55 |
54 |
57 | ||||||
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% of non-Germans in management positions (Global Grade 14 or above) |
Not recorded |
58 |
57 |
56 |
61 | ||||||
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Employee age, by individual region | ||||||
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Worldwide |
North America |
Europe |
Germany |
Emerging markets |
Rest of world |
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2011 |
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Up to 29 years old |
6,856 |
543 |
2,764 |
1,581 |
3,306 |
243 |
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thereof women |
3,014 |
269 |
1,371 |
661 |
1,274 |
100 |
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30 to 49 years old |
26,513 |
2,996 |
14,407 |
6,526 |
8,002 |
1,108 |
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thereof women |
11,563 |
1,397 |
6,664 |
2,509 |
3,064 |
438 |
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50 or older |
7,307 |
1,425 |
4,659 |
2,793 |
921 |
302 |
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thereof women |
2,752 |
648 |
1,797 |
951 |
227 |
80 |
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Average age |
39.7 |
43.1 |
41.2 |
41.9 |
35.4 |
39.8 |
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Total employees |
40,676 |
4,964 |
21,830 |
10,900 |
12,229 |
1,653 |
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2012 |
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Up to 29 years old |
5,957 |
508 |
2,354 |
1,466 |
2,878 |
217 |
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thereof women |
2,476 |
226 |
1,104 |
593 |
1,067 |
79 |
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30 to 49 years old |
25,329 |
2,843 |
13,592 |
6,361 |
7,835 |
1,059 |
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thereof women |
11,027 |
1,339 |
6,290 |
2,478 |
2,976 |
422 |
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50 or older |
7,561 |
1,497 |
4,831 |
2,961 |
929 |
304 |
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thereof women |
2,839 |
660 |
1,867 |
1,022 |
231 |
81 |
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Average age |
40.2 |
43.6 |
41.8 |
42.3 |
36.0 |
40.3 |
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Total employees |
38,847 |
4,848 |
20,777 |
10,788 |
11,642 |
1,580 |
| XLS Download |
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Employees with disabilities* (%) | |||||||||||
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As of Dec. 31 |
2008 |
2009 |
2010 |
2011 |
2012 | ||||||
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Employees with disabilities* |
4.2 |
4.1 |
4.1 |
4.2 |
4.9 | ||||||
Insurance and retirement benefits for employees
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Insurance and pension systems for employees | |||||||
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2008 |
2009 |
2010 |
2011 |
2012 | ||
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% of employees who are obliged to contribute to a statutory pension system |
87 |
90 |
95* |
98 |
99 | ||
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% of employees in a company pension plan (also in addition to the statutory pension plan) |
70 |
67 |
68 |
68 |
68 | ||
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% of employees with company accident insurance |
99 |
97 |
100 |
100 |
100 | ||
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% of employees with statutory health insurance |
82 |
78 |
88 |
88 |
87 | ||
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% of employees with employer-funded health insurance |
82 |
82 |
88 |
88 |
93 | ||
| XLS Download |
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Long-term benefit obligations and retirement pensions (€ million) | |||||
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2008 |
2009 |
2010 |
2011 |
2012 |
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Present value of all benefit obligations as of Dec. 31 |
1,586 |
1,878 |
2,356 |
2,490 |
2,830 |
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Pension expenses |
93 |
98 |
132 |
168 |
159 |
Depending on the legal, economic and fiscal circumstances prevailing in each country, differing retirement benefit systems are provided for the employees of the Merck KGaA, Darmstadt, Germany. As a rule, these systems are based on length of service and salary of the employees. Pension obligations of Merck KGaA, Darmstadt, Germany include both defined benefit and defined contribution plans and comprise both obligations from current pensions and accrued benefits for pensions payable in the future. At Merck KGaA, Darmstadt, Germany, defined benefit plans are funded and unfunded. These provisions also contain other post-employment benefits, such as accrued future health care costs for retirees in the United States (see Annual Report 2012, Notes to the Provisions for pensions and other post-employment benefits ).
Reconciling the demands of a career and family
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Flexible working hours | |||||
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2008 |
2009 |
2010 |
2011 |
2012 |
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% of employees with the option of working flexible hours |
Not recorded |
Not recorded |
57 |
58 |
69 |
| XLS Download |
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Parental leave in Germany* | |||||||||||||||||||||||
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As of Dec. 31 |
2008 |
2009 |
2010 |
2011 |
2012 | ||||||||||||||||||
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Number of employees with a right to parental leave |
Not recorded |
Not recorded |
Not recorded |
237 |
299 | ||||||||||||||||||
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Thereof women (recorded via maternity leave in the respective year) |
Not recorded |
Not recorded |
Not recorded |
82 |
139 | ||||||||||||||||||
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Thereof men (recorded via special paternity leave in the respective year) |
Not recorded |
Not recorded |
Not recorded |
155 |
160 | ||||||||||||||||||
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Number of employees who took parental leave |
234 |
162 |
426 |
401 |
434 | ||||||||||||||||||
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Thereof women |
Not recorded |
Not recorded |
Not recorded |
283 |
303 | ||||||||||||||||||
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Thereof men |
Not recorded |
Not recorded |
Not recorded |
118 |
131 | ||||||||||||||||||
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Number of employees on parental leave who worked part time during their leave |
Not recorded |
Not recorded |
Not recorded |
123 |
137 | ||||||||||||||||||
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Thereof women |
Not recorded |
Not recorded |
Not recorded |
117 |
135 | ||||||||||||||||||
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Thereof men |
Not recorded |
Not recorded |
Not recorded |
6 |
2 | ||||||||||||||||||
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Number of employees who returned from parental leave |
Not recorded |
Not recorded |
Not recorded |
144 |
162 | ||||||||||||||||||
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Thereof women |
Not recorded |
Not recorded |
Not recorded |
58 |
62 | ||||||||||||||||||
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Thereof men |
Not recorded |
Not recorded |
Not recorded |
86 |
100 | ||||||||||||||||||
|
Number of employees still working for Merck KGaA, Darmstadt, Germany one year after their return from parental leave |
Not recorded |
Not recorded |
Not recorded |
140 |
*** | ||||||||||||||||||
|
Thereof women |
Not recorded |
Not recorded |
Not recorded |
55 |
*** | ||||||||||||||||||
|
Thereof men |
Not recorded |
Not recorded |
Not recorded |
85 |
*** | ||||||||||||||||||
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