Social performance indicators

LA1 Total workforce by employment type, employment contract and region

In 2013, Lemminkäinen employed an average of 7,800 experts (8,200) in 8 countries. 63% of Lemminkäinen employees worked in Finland.


< 20 20 - 24 25 - 29 30 - 34 35 - 39 40 - 44 45 - 49 50 - 54 55 - 59 60 - 63 > 63
2011 45 328 614 570 512 651 796 721 685 315 50
2012 73 288 609 575 519 545 785 718 638 321 58
2013 73 254 580 608 529 529 720 717 642 322 61


12 13
Permanent 91 94
Temporary 9 6


12 13
Full-time 98 98
Part-time 2 2


09 10 11 12 13
Personnel on average 8,626 8,314 8,421 8,180 7,823


Finland, 63% (63%) 63
Other Nordic countries, 16% (16%) 16
Baltic countries, 10% (10%) 10
Russia and Eastern Europe, 10% (8%) 10
Other countries, 1% (3%) 1


International Operations, 38% (37%) 38
Building Construction, 18% (17%) 18
Infrastructure Construction, 19% (21%) 19
Technical Building Services, 21% (21%) 21
Corporate functions, 4% (4%) 4


Hourly paid workers, 62% (63%) 62
Salaried staff, 38% (37%) 38

LA2 Total number and rate of employee turnover by age group, gender and region

Personnel turnover, Finland, permanent employees

% 2013 2012
Personnel turnover (outgoing)

Employments ended / number of personnel at 31 Dec. 10.6 12.0
Personnel turnover (ingoing)

Employments began / number of personnel at 31 Dec. 9.6 7.5
Average personnel turnover

Employments ended and began / 2 / number of personnel at 31 Dec. 10.1 9.8

Reason for departure (permanent personnel) by category, %

Due to retirement 13.3 14.1
At own request 46.1 52.3
Employer ended 40.0 33.2
Due to death 0.6 0.5

Due to the seasonal nature of our business, the number of our employees varies monthly and is at its lowest level at the end of the year.

The information by agegroup, gender or region breakdown is not available.

LA4 Coverage of collective bargaining agreements

Our employment contracts comply with current labour legislation. In 2013, all of our hourly paid and salaried employees in Finland – over 89 per cent of the Finnish personnel – were covered by collective labour agreements. No collective labour agreements, nor any other collective agreements, have been agreed on with senior salaried employees and management.

LA5 Minimum notice period regarding operational changes

All of Lemminkäinen's employees’ employment contracts contain a period of notice equal to at least the minimum required by labour legislation and collective labour agreements. Minimum periods of notice vary depending on the employees’ collective agreements and the length of time they have worked for Lemminkäinen.

LA6 Percentage of employees represented in joint health and safety committees

Occupational safety and health committees enable Lemminkäinen's employees to have a say in issues related to safety and health care in their workplace. 100% of Lemminkäinen's employees are represented in the committees. A joint meeting of all of the Group’s occupational safety and health committee representatives is held once a year.

LA7 Rates of injury, occupational diseases, lost days, fatalities and absenteeism

Absence due to accident, Finland

2013 2012 2011 2010
All personnel 0.29 0.24 0.32 0.47
Salaried employees 0.02 0.06 0.08 0.03
Hourly paid employees 0.46 0.34 0.49 0.73
Corporate functions 0.04 0.04 0.01 0.02
Building Construction 0.35 0.32 0.32 0.57
Infrastructure Construction 0.23 0.17 0.26 0.27
Technical Building Services 0.36 0.23 0.44 0.65
International Operations, personnel on the payroll in Finland 0.07 0.18 0.00 -

Accident frequency rate

2013 2012 2011 2010
Lemminkäinen Group* 16.3 22.0 n/a n/a
Lemminkäinen’s domestic operations 23.2 28.7 35.4 32.1
Corporate functions 0.0 3.9 0.0 2.5
Building construction 19.1 33.1 34.3 33.9
Infrastructure construction 14.4 18.4 17.4 17.8
Technical building services 41.6 41.1 62.6 52.5
International operations* 5.3 5.1 n/a n/a
Fatal accidents 0 1 0 0

Accident frequency rate: the number of accidents resulting in an absence of more than one day per million working hours. Includes own staff.
* Operations in Russia were not included in 2012 reports.

Absence due to sickness, Finland

% 2013 2012 2011 2010
All personnel 3.32 3.60 3.80 3.89
Salaried employees 1.52 1.81 1.84 1.82
Hourly paid employees 4.42 4.68 4.93 5.10
Corporate functions 2.35 2.85 2.43 2.46
Building Construction 3.07 3.19 3.29 3.55
Infrastructure Construction 2.57 2.77 2.87 2.89
Technical Building Services 4.52 4.99 5.40 5.54
International Operations, personnel on the payroll in Finland 0.78 0.94 1.94 -

LA8 Education and prevention programmes regarding serious diseases

Lemminkäinen believes that the best results can be achieved with the combination of the early support model, professional rehabilitation and occupational healthcare. Through regular monitoring, Lemminkäinen evaluates the risks associated with the personnel’s work capacity and implement preventive measures. In Finland Lemminkäinen conducts a Sante health survey as part of health check-ups and comprehensive occupational healthcare. According to the survey, Lemminkäinen's personnel’s greatest health risks are excess weight, diabetes, sleeping disorders, alcohol and smoking. The most common symptom predicting work disability is musculoskeletal disorders. Lemminkäinen's occupational healthcare unit supports the solving of health problems either individually or in groups.

In 2013, Lemminkäinen launched two new ASLAK groups, for salaried employees in Finland. ASLAK is the Social Insurance Institute of Finland’s early rehabilitation for minor health problems.

Lemminkäinen support its personnel’s leisure-time exercise in many ways. For example, in Finland Lemminkäinen offers all of its personnel an exercise card.

LA11 Programmes for skills management and lifelong learning

In order to support competence development, we offer customised training to all personnel groups. Our personnel also have the chance to participate in other training organised by our external partners. Due to Lemminkäinen's efficiency measures in 2013, training was reduced.

The PAKKI training programme promotes occupational safety and skills that ensure top-quality results – in short, it provides mandatory competence training. A total of 926 (984) people attended PAKKI courses held in 2013.

The Lemminkäinen supervisor academy LEKA was established to support supervisors in implementing Lemminkäinen's strategy. As the previous strategy period ended in 2013, training was organised only early in the year. A total of 86 (367) supervisors and managers took part in LEKA training.

The VIILA programme supplements LEKA training. Training organised in 2013 was related to Lean Six Sigma, competition law and project management, for instance. There were in total of 287 (666) participants in VIILA courses.  In addition, Lemminkäinen organised training related to new enterprise resource planning system.

Read more about competence development.

LA12 Employees receiving regular performance and career development reviews

Development discussions are an important management tool for Lemminkäinen. They help the company to set personal and team targets, monitor the achievement of these goals, and evaluate personnel’s development needs.

The goal is for each Lemminkäinen employee to have an annual career development discussion.

LA13 Composition of governance bodies and breakdown of employees

Lemminkäinen’s Code of Conduct requires our personnel to be treated equally. Lemminkäinen does not condone any form of discrimination on the basis of race, religion, political beliefs, gender, age, nationality, language or sexual orientation.

In addition, Lemminkäinen has a separate equality action plan as well as guidelines to identify and prevent workplace bullying. Lemminkäinen's equality action plan promotes a diverse personnel structure, salary consistency, the suitability of working conditions for the entire personnel and equal opportunities for career development, among other things. Lemminkäinen follows the realisation of equality in employee survey annually.

The share of women in the Group’s Executive Team was 22 per cent. In 2013, the Executive Team had nine members, two of them were women.

The share of women in the Lemminkäinen Board of Directors was 33 per cent. In 2013, Lemminkäinen’s Board of Directors had six members, two of them were women.


Male, 89%89
Female, 11%11



HR2 Suppliers and contractors that have undergone human rights screening and actions taken

In accordance with its Code of Conduct, Lemminkäinen requires all of  its supplier to comply with legislation and international regulations concerning human rights, employment rights and the environment. 

Lemminkäinen audits its suppliers when the company wants to ensure the performance of a potential major supplier, or when the company wants to identify areas for development  with current suppliers.There was no need for auditing in 2013.

HR5 Operations identified in which the right to exercise the freedom of association or collective bargaining may be at significant risk and actions taken to support these rights

Lemminkäinen has not identified operations nor significant suppliers, where the right to exercise the freedom of association or collective bargaining would be at significant risk.

HR6 Operations identified as having significant risk of child labour and measures taken to contribute to the elimination of child labour

Lemminkäinen has not identified operations nor significant suppliers, which are involved significant risks of child labour.

HR7 Operations identified as having significant risk of forced or compulsory labour and measures taken to contribute to the elimination of forced or compulsory labour

Lemminkäinen has not identified operations nor significant suppliers, which are involved significant risks of forced labour.

SO4 Actions taken in response to incidents of corruption

Lemminkäinen’s Code of Conduct prohibits corruption. The company regularly communicate about our Code of Conduct to our personnel.

In 2013, no incidents of corruption were detected at Lemminkäinen.

SO5 Public policy positions and participation in public policy development and lobbying

Lemminkäinen exercises political influence in general through the industry’s advocacy groups. Lemminkäinen actively participates in the Confederation of Finnish Construction Industries RT and other associations that represent its business segments, such as Infra ry and the Building Construction Association. Lemminkäinen is also involved with corresponding associations in other operating countries.

During the planning and implementation of some significant projects, Lemminkäinen's representatives meet also decision makers.

SO6 Contributions to political parties, politicians and related institutions

Lemminkäinen does not donate money to political parties or activities, religious organisations, authorities, municipalities, or local administrations.

SO7 Legal actions for anti-competitive behaviour, anti-trust, and monopoly practices

On 28 November 2013, the District Court of Helsinki gave its decisions on the legal proceedings concerning damages related to the asphalt cartel. For Lemminkäinen, the decisions given concerned the claims of 38 municipalities and the Finnish state. According to the District Court, Lemminkäinen’s share of the damages is approximately EUR 48 million (damages of approximately EUR 26 million as well as interest and legal expenses of approximately EUR 22 million). Lemminkäinen paid damages to 35 municipalities, but not to the Finnish state.

Lemminkäinen has deemed the claims for damages to be without foundation. Lemminkäinen and other parties have until 31 March 2014 to submit possible appeals to the Court of Appeals.

SO8 Significant fines and sanctions for non-compliance with laws and regulations

Lemminkäinen Infra Oy was ordered by a District Court to pay a EUR 30,000 corporate fine for a breach of occupational safety that was related to a subcontractor accident at one of Lemminkäinen's sites in 2009.

PR5 Practices related to customer satisfaction and results of customer satisfaction surveys

Lemminkäinen tracks its customer satisfaction with international NPS (Net Promoter Score) customer satisfaction survey. In 2013, the survey was conducted in Finland, Sweden, Norway, Denmark and the Baltic countries. Russia was not included in the survey this time.

In 2013, Lemminkäinen’s net promoter score decreased to 23.4 (29.3). However, the share of unsatisfied customers has not increased. Instead, the number of neutral customers has increased; in other words, the customer commitment rate has decreased.

The survey results are used to draw up country- and business segment-specific action plans, which Lemminkäinen uses to continuously develop its operations.

PR6 Adherence to laws, standards and voluntary codes related to marketing communications, advertising, promotion and sponsorship

In addition to meeting with the customers, Lemminkäinen also keeps them informed about current issues through the web pages, customer magazine and newsletters. The advertising focuses on creating recognition for the range of solutions and services, and it complies with the guidelines of the International Chamber of Commerce ICC.