People – Employee engagement and society

Employment and labour conditions

Our employees are crucial to our success; they are ambassadors of the company, continuously shaping ALPLA’s public image. Our aim is to have enthusiastic and productive employees who apply their expertise and skills in the right positions. We therefore offer not only a work environment with excellent development opportunities, but also voluntary social benefits and a good work-life balance.


As we think long-term and act for the benefit of future generations, family-friendly labour conditions are a matter of great importance to ALPLA, which is why we support young families in balancing work and family life. A prime example of this is our network of childcare facilities. Aside from the ALPLA Kids facility located at the headquarters in Hard, Austria, we have also successfully set up on-site childcare facilities at two of our plants in India, also known as ALPLA Kids. This initiative exemplifies our dedication to fostering a work-life balance and prioritising the well-being of our employees.

Equal treatment is also a top priority at ALPLA: we treat our more than 23,000 colleagues the same, regardless of their origin, gender or beliefs. Not only do we respect differences, but we also regard them as a source of innovation for our success.

We present below the main metrics related to employment and labour conditions: 

In India, there are more temporary workers in ALPLA compared to permanent employees, whereas in Mexico, Central America, and Caribbean (MXCA-Cari), the situation is reversed. Typically, temporary workers are primarily engaged in production roles.

In terms of gender breakdown, the share of women colleagues was 24–25% in the reporting years. The Asia-Pacific (APAC) and Central and Eastern Europe (CEEU) regions boast the most substantial representation of women in the workforce, standing at 36% and 35% respectively. In contrast, India currently has a comparatively lower female workforce participation rate at just 10%. The regional shares remained relatively consistent between 2021 and 2022.

We distinguish between full-time and part-time employees in terms of benefits, some elements being available only for full-time employees, including company loans, staff housing for employees with children, assisting in finding accommodation, emergency or social funds, as well as meal subsidies. The same applies to permanent versus non-permanent employees.

The global employee monthly turnover rate was around 2% in both reporting years. In terms of the geographical monthly average breakdown in 2022, India (1.40%) and Africa, Middle East, and Turkey (AMET, 0.77%) show the lowest figures whereas North America (NOAM) has the highest (5.22%).

The overall low turnover rate is attributed to both organic growth and mergers and acquisitions, wherein we incorporate existing employees into our workforce as if they were newly hired.