Metrics and targets related to working conditions
Targets (S1-5)
A key objective for 2030 is to ensure full signature and compliance with our Code of Conduct by all employees. We set annual targets for signed and confirmed CoC compliance for managers. Read more under ESRS G1.
Characteristics of employees (S1-6)
Employees by gender
| 2025 | |
|---|---|
| Gender | Number of employees (FTE) |
| Male | 15 154 |
| Female | 3 901 |
| Other | – |
| Not reported | – |
| Total | 19 055 |
Employees by country
| 2025 | |
|---|---|
| Country 1) | Number of employees (FTE) |
| Sweden | 3 564 |
| Australia | 2 201 |
| USA | 2 169 |
| 1) Includes number of employees at the end of the year in countries where Epiroc has at least 50 employees representing at least 10% of our total number of employees. | |
Employees by contract type and gender
| 2025 | |||||
|---|---|---|---|---|---|
| Type of employee (FTE) | Female | Male | Other | Not disclosed | Total |
| Number of employees | 3 901 | 15 154 | - | - | 19 055 |
| Number of permanent employees | 3 858 | 15 019 | - | - | 18 877 |
| Number of temporary employees | 43 | 135 | - | - | 178 |
| Number of non-guaranteed hours employees | 21 | 141 | - | - | 162 |
| Number of full-time employees | 3 812 | 15 042 | - | - | 18 854 |
| Number of part-time employees | 89 | 112 | - | - | 201 |
Employees by contract type and regions
| 2025 | |||||
|---|---|---|---|---|---|
| Type of employee (FTE) | North America | South America | Europe | Africa/Middle East | Asia/Australia |
| Number of employees | 4 188 | 1 409 | 4 840 | 2 693 | 5 925 |
| Number of permanent employees | 4 171 | 1 399 | 4 797 | 2 606 | 5 904 |
| Number of temporary employees | 17 | 10 | 43 | 87 | 21 |
| Number of non-guaranteed hours employees | 106 | 1 | 9 | 31 | 15 |
| Number of full-time employees | 4 164 | 1 389 | 4 755 | 2 677 | 5 869 |
| Number of part-time employees | 24 | 20 | 85 | 16 | 56 |
Employee turnover
| 2025 | 2024 | 2023 | |
|---|---|---|---|
| Employee turnover ratio (%) 1) | 12.3 | 15.0 | 6.9 |
| Employees who have left Epiroc (FTE) | 2 346 | 2 826 | 1 221 |
| New hires (FTE) | 2 464 | 3 098 | 2 431 |
| 1) 2023 figures show voluntary employee turnover while in 2024 and 2025, the measure includes both voluntary and non-voluntary turnover. For comparability, the voluntary turnover ratio was 6.8% in 2024 and 6.2% in 2025. | |||
Methodology
All data related to the number of employees presented as headcount is estimated based on FTEs. All data related to number of employees is collected in FTEs. However, the relationship between FTEs and headcount is essentially 1:1. The definition of “full-time employee” is based on recommendations of the Swedish Accounting Standards Board. The “fulltime equivalents” (FTE) method is used, where one employee corresponds to the normal full working hours in the company, i.e., assuming 40 hours per week - an employee who is contracted to work 20 hours a week is 0.5 FTE.
Gender information is self-reported by employees, collected at the end of the reporting year.
Epiroc companies in USA only report on total number of employees.
Employees with non-guaranteed hours are included under permanent employees or temporary employees depending on the type and duration of their employment contract.
All figures are for the end of the year. For more information on employees and personnel expenses, see Note 5 Employees and personnel expenses the Group financial information.
Collective bargaining coverage and social dialogue (S1-8)
All employees have the right to choose whether they wish to be represented by a trade union or not. In 2025, 41% (37) of our employees were covered by collective bargaining agreements. For those not covered, we aim to provide terms and conditions of employment fully aligned with market practices. 96% of employees in Sweden are covered by workers’ representatives.1) To read about Epiroc’s work with the European Works Council, see Processes for engaging with own workforce.
Collective bargaining coverage and social dialogue
| Collective bargaining coverage | Social dialogue | ||
|---|---|---|---|
| Coverage Rate | Employees - EEA (for countries with >50 empl. representing >10% total empl.) | Employees - Non EEA (estimate for regions with >50 empl. representing >10% total empl.) | Workplace representation - EEA only (for countries with >50 empl. representing >10% total empl.) |
| 0-19% | North America | ||
| 20-39% | Africa & Middle East, Asia & Australia | ||
| 40-59% | South America | ||
| 60-79% | |||
| 80-100% | Sweden | Europe | Sweden |
| 1) Calculation of figure: number of employees working on establishments with workers’ representatives/number of employees in Sweden. This is only reported for Sweden, as it is the only country in EEA where Epiroc has significant employment, i.e. at least 50 employees representing at least 10% of the company’s total employees. | |||
Adequate wages (S1-10)
Epiroc’s employees receive fair and reasonable compensation in accordance with applicable laws and industry standards. We conduct regular internal controls to ensure compliance and perform an annual review to confirm that all employees receive pay aligned with prevailing reference salaries in each country of operation. To define the adequate wage, Epiroc relies on either: statutory minimum wages, minimum wages set by collective bargaining agreements, or a minimum wage benchmark. We are currently evaluating other appropriate benchmarks to deepen our understanding of adequate wages in different locations of our operations.
Compensation metrics (S1-16)
The ratio of remuneration for highest paid individual (President and CEO) to average total compensation for average employees for 2025 is 35.4 (30.7). Calculations are based on the information in Note 5 Employees and personnel expenses.
The unadjusted gender pay gap for 2025 is less than 1% in favor of women, this is mainly due to the higher proportion of women in high income countries and white collar roles. The unadjusted pay gap is based on the average hourly pay including base salary, guaranteed cash payments and maximum short term variable compensation. Data is based on information in the global HR system which excludes some recent acquisitions as well as employees in Germany that have not yet been included in the system. Further, employees who work on a commission basis are excluded, as their variable compensation data is not yet comparable with other regular employees’ data. Given that the data covers majority of employees and includes representation from all Epiroc countries except Germany, we do not consider the excluded data to have a significant impact on the overall result. As this is the first year of reporting the pay gap we will continue to work on improving the data access and quality of the data during 2026.
Furthermore, Epiroc is committed to work with the adjusted pay gap, which addresses the topic on a more local and comparable basis.
Incidents, complaints and severe human rights impacts (S1-17)
Throughout the year, 69 complaints in relation to work-related discrimination, harassment and human rights violations have been reported via the Speak Up line. A total of 22 complaints have been fully or partly confirmed and in 2 cases employees have been dismissed. In the 22 fully or party confirmed complaints, no fines, penalties, or compensation for damages were paid as result of violations regarding work-related discrimination, harassment or human rights. No cases of serious impacts or incidents related to human rights, such as forced labor, human trafficking, or child labor, or other cases of non-compliance with the UN Guiding Principles on Business and Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, or the OECD Guidelines for Multinational Enterprises have been reported under 2025.
For more information, see ESRS G1.