Employer for generations

EVVA has remained a family business throughout its long history. This means that, in addition to the obviously necessary profitability, it is always important for EVVA to be a reliable employer. Many families of employees work in the company.

EVVA is doing a lot 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 particularly important satisfaction criteria in today’s working world? According to the 2025 survey conducted by recruitment agency Randstad, which includes 26,000 employees from
35 countries, the work-life balance is number one. Work-life balance is the most important factor, at the same time as job security and even before salary (source: orf.at, 22.01.25). This underlines the change in the working world since the coronavirus pandemic, as the study emphasises.

EVVA tries to optimally cover these criteria, which is confirmed by the previous satisfaction figures and the traditionally low staff turnover in the company (until 2024, more on this in the following). EVVA can score points with its in-house training and advanced training and award-winning apprenticeships, a reliable and shared value base, family-friendly, flexible working hours and much more than just an attractive employer. Compliance with human rights is a matter of course in our company, there have been no violations whatsoever (more on this topic under Compliance).

A major aspect of satisfaction is EVVA’s high level of location loyalty. The headquarters, for example, have been located in the middle of Vienna since the 1950s and are excellently connected to the public transport network. The building was only extensively expanded 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. Recently, EVVA has increasingly relied on flexible surveys on specific topics to identify and address needs more quickly – such as satisfaction surveys regarding mobility/accessibility to the workplace, aspects of being a family business, the canteen/food offerings, or the quality of the employee newspaper. The results of these surveys show high to very high levels of approval.

EVVA has also secured jobs in times of economic crises. In 2024, however, the staff turnover rate for the headquarters was higher than in previous years because staff reductions had to be made as a result of the recession and slump in the construction economy. In previous years, staff turnover was always at a low 3 to 8% and thus well below the national average. And 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 indicate the average value for the reporting year, not the reporting date 31 December. Miscellaneous 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 graphics above.)

Staff turnover

Women in engineering professions

EVVA hires according to qualification, not by gender quota. However, we are setting important social impetus 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 introduces students to how exciting a technical career can be through dialogues and company tours. More about sustainability starts at school
• In-house produced videos with EVVA technicians explaining their tasks in research & development, mechanical engineering, etc. Chat with us. They are valuable role models and inspiration for internal and external applicants
   

Lived diversity and inclusion

• Sex: 44% of employees are women (see graphics above), an attractive value for a technology and industrial company. For comparison: The proportion in the economic sector “Industry and Commerce” in Austria 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: At EVVA, different generations have their professional home. Different age groups bring different approaches and experiences – advantages that the company consciously utilizes and addresses, 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 rituals. To avoid misunderstandings, clarity, protocols, and above all, respect are essential. EVVA's international success is also due to its commitment to embracing these differences, respecting them, and fostering mutual learning.

  • Skills: EVVA promotes transparent, cross-functional communication.
  What's the best way to solve challenges? By having a team comprised of individuals with diverse skills and perspectives. Simply talking to people who are copies of yourself is the easiest way, but certainly not the best. That's why cross-functional dialogue is so important and occurs frequently at EVVA. Examples include information breakfasts/cafés (see next section 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. The Management Board provides personal information on current challenges and strategies. The special twist is that: Employees can ask the management about coffee and cake in a relaxed atmosphere – even sensitive questions – and receive immediate answers. You can also bring in your questions through a spokesperson. Topics that are close to your heart can thus be clarified first-hand.
   

Operational performance for employees

These benefits/benefits relate to all employees at headquarters (full-time and part-time) in the reporting period. They are further puzzle pieces for high satisfaction. Employees are also offered operational performance at other EVVA locations.

• In-house canteen with chef. A daily breakfast menu and 3 freshly cooked menus to choose from (including vegetarian and vegan). The prices are supported, EVVA covers a large part of the costs. The canteen was relocated and redesigned a few years ago: with more spaciousness, new bright living areas and a cosy atmosphere (see photo)
   
• Occupational health care with promotional measures, occupational safety and training. See comprehensive extra point on occupational safety & health protection


• Internal further education and training platform. Find out more at EVVA Academy

• Participation in numerous running events. EVVA promotes employee participation in running events and pays the start-up fees
   
• 50% travel allowance for all employees. EVVA covers half of the travel costs of public transport and thus makes a valuable contribution to climate protection, as public transport is far more environmentally friendly than motorised individual transport. And employees save a lot of money. In the mobility survey conducted at headquarters in early 2026, this benefit was particularly highlighted by employees 
   
• Own library with many hundreds of specialist books to borrow easily. Additional free book exchange
   
• Herbs and vegetables can be planted and harvested in your own raised beds on the EVVA roof terrace
   
• Other benefits:
  > Every year shopping vouchers for Christmas, eggs for Easter, doughnuts for Carnival, bag of apples in autumn
  > Free coffee at the vending machines
  > Various advantages at local companies

• Employee events: 

  > RepairCafés taken place since 2022: The EVVA RepairCafé is a networking and sustainability initiative within the company. “Repair instead of throwing away” is their motto. The events are dedicated to the topics of “bicycles” and "visible mending".
  
  Bicycle: An experienced employee presents which maintenance works and repairs can easily be carried out by oneselves and what needs to be taken into account. Colleagues can bring their own bike with them right away. The management provides a service and repair kit (air pump, multifunction tool, repair kit, etc.) for all EVVA cyclists – also to promote the use of the bicycle for commuting

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

  
  > The last EVVA Family Days took place in Krefeld, Leipzig and Vienna (awarded with the EVA Award, an event prize for industrial companies) – a big 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 cars and free barista coffee (such as on the occasion of the presentation of the mural by the artist Mariana Santos on the house wall of EVVA Vienna, see photo), Wuzzler tournaments (football table), open wardrobes for swapping and gifting and more …