Employer for generations

EVVA has remained a family business throughout its long history. This means that, in addition to the obviously necessary profitability, being a reliable employer has always been equally as important to EVVA. Many employees come from families that have worked in the company across generations.

EVVA invests a great deal to retain employees and also to attract highly qualified specialists. For example, we support “42 vienna”, a renowned training centre for programming and IT, with free apprenticeships in the company.
 

What is particularly important to employees

What are the most important satisfaction factors in today’s working world? According to the 2025 survey conducted by recruitment agency Randstad, covering 26,000 employees from
35 countries, work-life balance is number one. It is the most important factor, ranking equally with job security and ahead of salary (source: orf.at, 22.01.25). This underlines the change in the working world since the coronavirus pandemic, as the study emphasises.

EVVA works hard to meet these criteria as well as possible, as confirmed by the strong satisfaction scores and the traditionally low staff turnover in the company (with the exception of 2024, more on this below). EVVA stands out with its in-house training and professional development, award-winning apprenticeships, a reliable and shared set of values, family-friendly and flexible working hours and much more besides. Compliance with human rights is a matter of principle in our company, and no violations have occurred (more on this topic under Compliance).

A major contributor to satisfaction is EVVA’s strong commitment to its locations. The headquarters, for example, have been located in the heart of Vienna since the 1950s and are excellently connected to the public transport network. The building was comprehensively expanded just a few years ago (more under Responsible Corporate Governance).

Satisfaction and stability

EVVA employees are traditionally very satisfied with the company, as past surveys have shown. More recently, EVVA has increasingly turned to flexible surveys on specific topics to identify and address needs more quickly – such as satisfaction surveys on mobility/accessibility to the workplace, aspects of being a family business, the canteen/food offerings, or the quality of the employee newsletter. The results of these surveys show high to very high levels of approval.

EVVA has also protected jobs in times of economic downturn. In 2024, however, the staff turnover rate at headquarters was higher than in previous years because staff reductions were necessary as a result of the recession and the downturn in the construction sector. In previous years, staff turnover was always at a low 3 to 8%, well below the national average. In 2025 it was again within this low range.
 

Characteristics of own workforce (ESRS S1-6)

Total number of EVVA employees by gender and country

The figures show the average value for the reporting year, not the reporting date 31 December. Option "Other" is not currently entered in the HR system. The following tables refer to the three largest EVVA locations with approx. 50 or more employees.

Employment contracts

(as of December 31, 2025, not as an annual average. Therefore, the figures differ slightly from those in the graphic above.)

Staff turnover

Women in technical professions

EVVA hires according to qualification, not gender quota. However, we are taking important steps to increase women’s interest in technology. For example:

• Daughter days where girls aged between 11 and 16 can get to know the company and technical professions and work in the workshops themselves 
• EVVA shows students how exciting a technical career can be through conversations and company tours. More about sustainability starts at school
• In-house videos with female technicians explaining their roles in research & development, mechanical engineering, etc. They are valuable role models and a source of inspiration for internal and external candidates
   

Lived diversity and inclusion

• Gender: 44% of employees are women (see graphic above) – a strong figure for a technology and industrial company. For comparison: in the “Industry and Commerce” sector in Austria, the split is otherwise 77% male and 23% female (Source: Statistics Austria, 2024). EVVA offers various working time models so that women – like men – can manage family and career more easily
• Age: Dfferent generations have a professional home with EVVA. Different age groups bring different approaches and experiences – advantages that the company consciously embraces and draws on, including through intergenerational dialogues.
  
  
   

• Culture: International business requires a great deal of sensitivity: countries and business partners differ significantly in their communication styles, decision-making processes, and customs. To avoid misunderstandings, clarity, protocols, and above all, respect are essential. EVVA's international success is also due to its ability to recognise these differences, respect them, and learn from them.

• Skills: EVVA promotes transparent, cross-functional communication. What is the best way to solve challenges? By building a team made up of individuals with diverse skills and perspectives. Simply talking to people who think just like you is the easiest way, but certainly not the best. That is why cross-functional dialogue is so important and so common at EVVA. Examples include information breakfasts/cafés (see below for more details), innovation breakfasts, welcome lunches for new colleagues from all departments, shop floor meetings, regular compliance meetings, and sustainability board meetings.

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  Info breakfasts/cafés are held at all EVVA locations several times a year. During these, management personally informs employees about current challenges, developments, and strategic priorities. What makes these events special is the opportunity to ask management questions directly – including challenging ones – in a relaxed and informal setting over coffee and cake, and receive immediate answers. Employees may also raise questions through a designated table representative. This enables topics of particular concern to be discussed openly and clarified first-hand.

Employees benefits

These benefits relate to all employees at headquarters (full-time and part-time) during the reporting period. They are further building blocks for high satisfaction. Employee benefits are also offered at other EVVA locations.

• In-house canteen with a chef. A daily breakfast menu and 3 freshly cooked menus to choose from (including vegetarian and vegan). The prices are subsidised – EVVA covers a large part of the costs. The canteen was relocated and redesigned a few years ago: with more space, new bright communal areas and a welcoming atmosphere (see photo)
   
• Occupational healthcare with promotional measures, occupational safety and training. See the dedicated section on occupational safety & health protection


• Internal training platform and professional development. Find out more at EVVA Academy

• Participation in numerous running events. EVVA supports employee participation in running events and pays the entry fees
   
• 50% travel subsidy for all employees. EVVA covers half of the travel costs of public transport and thereby makes a valuable contribution to climate protection, since public transport is far more environmentally friendly than private motorised transport. Employees also make significant savings. In the mobility survey conducted at headquarters in early 2026, this benefit was particularly highlighted by employees 
   
• An in-house library with hundreds of specialist books available to borrow. Plus a free book exchange
   
• Herbs and vegetables can be grown and harvested in raised beds on the EVVA roof terrace
   
• Other benefits:
  > Annual shopping vouchers for Christmas, eggs for Easter, doughnuts for Carnival, a bag of apples in autumn
  > Free coffee at the vending machines
  > Various discounts at local businesses

• Employee events: 

  > RepairCafés running since 2022: The EVVA RepairCafé is a networking and sustainability initiative within the company. “Repair instead of throwing away” is their motto. The events focus on “bicycles” and "visible mending".
  
  Bicycle: An experienced employee shows which maintenance tasks and repairs can easily be carried out by oneselves and what to look out for. Colleagues can bring their own bike. Management provides a service and repair kit (air pump, multi-tool, repair kit, etc.) for all EVVA cyclists – also to encourage cycling to work

  “Visible Mending”: How can you repair your clothes creatively and visibly yourself? Experts from RESI Slow Fashion shared many practical tips with participants in the workshop

  
  > The most recent EVVA Family Days took place in Krefeld, Leipzig and Vienna (awarded with the EVA Award, an events prize for industrial companies) – a celebration with all employees and their families and friends
  
  > Summer festival, ice cream and barbecue at EVVA in Germany
  
  > Christmas parties, themed days with free ice cream, espresso carts and free barista coffee (such as on the occasion of the unveiling of the mural by the artist Mariana Santos on the house wall of EVVA Vienna, see photo), foosball tournaments, open wardrobe swaps and more …