Employment Structure

WACKER’s headcount rose in 2015 by 1.6 percent (269 employees) and again in 2016 by 233 employees (1.4 percent). The major reasons for this growth were the start-up of polysilicon production in Tennessee in the USA and the increase in production at WACKER SILICONES sites outside Germany. Siltronic continued to carry out its productivity measures in the reporting period and reduced the number of employees through intra-Group transfers, phased early retirement and voluntary severance packages.

Germany accounts for around 70 percent of employees, while the remaining 30 percent are based elsewhere. 98 percent of WACKER employees groupwide have permanent contracts.

The company follows a flexible personnel-planning strategy in order to deal with production peaks and economic downturns, while at the same time protecting the permanent staff. If we must save on personnel costs, we at first reduce the number of temporary workers. The next phase involves not renewing fixed-term contracts. The third step is to consider introducing short-time work in those business divisions most affected by a downturn. All of these measures are decided in close consultation with employee representatives.

WACKER regularly informs its employees regarding current trends within and outside of the Group that could affect business development. Employees receive up-to-date and comprehensive information on material changes in operations. We hereby observe the respective national and international duties of disclosure.