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Human Capital


In our VISION 2030—Clean Energy of Tomorrow, we have set a long-term goal to maintain the position as an employer of choice. In other words, we want to sustain the reputation as a desirable company that is also a top employer. To achieve this, we devote a lot of time and energy to nurturing our current employees and attracting future talent.

Responsible Employer

GRI 2-7, 2-30, 3-3, 401-1, 401-2, 401-3, 405-1, G4-EU15

The energy sector has always been dependent on a highly qualified workforce. Given the current ESG impacts, the entire energy industry is undergoing an unprecedented transformation that underscores the need for human capital development and talent management. Without competent and committed employees, we cannot provide a stable and secure supply and innovative solutions to our customers. Our employees are paramount to our success.

To fulfil our vision, we create working conditions that foster employee loyalty and high satisfaction and attract suitable candidates with the right skills. In practice, we promote equal opportunities, stimulate fair treatment and open communication, encourage diversity, offer workplace flexibility, and enable a better work-life balance. We apply the basic principles of CEZ Group’s social policy both in Czechia and abroad. To demonstrate our commitment, we have embedded our approach into the collective agreements, policies (e.g., diversity and inclusion), and internal guidelines. For example, in CEZ Group we signed collective agreements valid until 2027, which is quite exceptional given the country and energy sector standard. In this way, we provide employees with long-term reassurance about their rights, remuneration, and benefits.

As part of our efforts to advance corporate responsibility and remain an employer of choice, we also support the employment of people with disabilities and parents returning from parental leave. In addition, we actively work with the needs of employees in different age groups. In line with European law (GDPR), we do not record employees’ race and ethnicity. Ultimately, we want to create an environment where every employee can develop their full potential and grow professionally.

We provide competitive remuneration with respect to gender neutrality and the principle of equal pay for equal or equivalent work. Depending on the performance of the company, team, and individuals, we adjust salaries accordingly each year. Moreover, we offer our employees a wide range of financial and non-financial benefits and incentives related to:

  • welfare (e.g., 37.5-hour workweek, 5-week vacation, life insurance, pension scheme, loans and leases, meal allowance, life anniversary reward)
  • healthcare (e.g., sick days, above-standard health examinations, health days, online healthcare service, mental health helpline)
  • social care (e.g., retirement severance pay, social assistance)
  • other care (e.g., cafeteria benefit account, childcare, summer day camps, employee events, pay for retraining, pensioners’ clubs)

In addition to mandatory social security levies, most CEZ Group companies contribute to voluntary pension schemes of their employees (this obligation is usually part of collective agreements). The condition for the employer's contribution (usually 3% of the employee's assessment base for pension insurance and social security; the maximum contribution is limited) is a minimum regular contribution from the employee's own resources. Over 60% of CEZ Group employees participate in voluntary pension schemes.

As far as benefits are concerned, we constantly map the market and try to reflect the needs of our employees. At the same time, we work with partners who provide other interesting products, goods, or services to our employees. In the wake of covid-19, we expect that healthcare for employees and their dependents may play a more important role in the future.

CEZ Group has confirmed its reputation as the most desirable employer among university students. For the fourth time in a row, CEZ Group became the absolute winner of the TOP Employers survey completed by almost 12,000 Czech university students. In addition to the prestigious award, the company dominated two additional categories.

CEZ Group also succeeded in the Sodexo Employer of the Year 2022 competition, which uses PwC methodology focused on human resources indicators. CEZ Group won the main prize in the category of large companies (over 5,000 employees) in Czechia and regionally in Prague. CEZ Group also won first place as the most desired company among students in Prague and in Moravian-Silesian Region (category renewed after a two-year break caused by covid-19).

CEZ Group also regularly verifies the employer’s attractivity and the level of corporate culture through feedback from its current employees. The employee survey was conducted in 2021 by an external survey agency Ipsos, and employee engagement and NPS for recommending CEZ Group as an employer were assessed. Based on the results, CEZ Group is among the top 25% of large companies (with 500+ employees) in Czechia.

At the end of 2022, 28,727 employees worked for CEZ Group (a year-on-year increase of 2.4%). Of this total, 83% of employees were from Czechia, 21% were women, and 29% had a university degree.

Diversity of Employees
  2020* 2021 2022
Headcount 32,555 28,043 28,727
BY GENDER Women 6,972 5,751 6,049
Men 25,583 22,292 22,678
BY REGION Czechia 22,565 22,729 23,929
Germany 3,598 3,862 3,171
Poland 877 873 890
Other countries** 5,515 579 737
BY AGE 18-29 years 4,402 3,920 3,511
30-49 years 15,901 13,375 13,932
50 years and over 12,252 10,748 11,284
BY EDUCATION Primary 1,239 1,273 1,240
Secondary 21,480 18,843 19,068
University 9,836 7,927 8,419
BY EMPLOYMENT CONTRACT Fixed term Women 929 899 861
Men 1,661 1,959 1,729
Indefinite term Women 6,043 4,834 5,188
Men 23,922 20,203 20,949
N/A*** N/A 148 N/A
BY EMPLOYMENT CONTRACT**** Fixed term Czechia 2,029 2,022 2,298
Abroad Total 561 833 292
Germany N/A N/A 169
Poland N/A N/A 82
Other countries** N/A N/A 41
Indefinite term Czechia 20,546 20,696 21,631
Abroad Total 9,419 4,344 4,506
Germany N/A N/A 3,002
Poland N/A N/A 808
Other countries** N/A N/A 696
N/A*** N/A 148 N/A
BY EMPLOYMENT TYPE Full-time Women 6,633 5,343 5,633
Men 25,231 21,811 22,329
Part-time Women 340 388 432
Men 351 353 333
N/A*** N/A 148 N/A
BY EMPLOYMENT TYPE Full-time Czechia N/A N/A 23,558
Germany N/A N/A 2,833
Poland N/A N/A 875
Other countries** N/A N/A 696
Part-time Czechia N/A N/A 371
Germany N/A N/A 338
Poland N/A N/A 15
Other countries** N/A N/A 41

* Due to unification of methodology, the number of employees for 2020 increased by 20 persons compared to the originally published figures.
** For more details on other countries, see the relevant CEZ Group Annual Reports.
*** N/A = Persons receiving pension in Elevion GmbH, GmbH, and Hermos AG.
**** Detailed breakdown for abroad reported for the first time in 2022.
Detailed breakdown by region reported to the first time in 2022.

Diversity of Employees by Gender

Diversity of Employees by Gender
Gender %
 Women 21.1
 Men 78.9

Diversity of Employees by Age

Diversity of Employees by Age
Age %
 18–29 years 12.2
 30–49 years 48.5
 50 years and more 39.3

Diversity of Employees by Education

Diversity of Employees by Education
Education %
 Primary 4.3
 Secondary 66.4
 University 29.3

While we saw a slight decline in the share of women in governing bodies in 2021, their share increased to 15% in 2022 (3 p.p. increase year-on-year). Our long-term goal is to have 30% of women in management positions.

Diversity of Governing Bodies
  2020 2021 2022
Total number 613 556 525
BY GENDER Women 86 68 79
Men 527 488 446
BY AGE 18-29 years 5 2 0
30-49 years 327 285 261
50 years and over 281 269 264

* 2020 data were recalculated and corrected.

Diversity of Managerial Positions
  2020 2021 2022
Total number 3,443 3,038 4,066
BY GENDER Women 552 410 488
Men 2,891 2,628 3,578
BY AGE* 18-29 years N/A 68 136
30-49 years N/A 1,690 2,157
50 years and over N/A 1,280 1,773

Note: All employees who have at least 1 subordinate are considered managers.
* Indicator monitored since 2021.

New Employee Hires by Gender

New Employee Hires by Gender
Gender %
 Women 27.7
 Men 72.3

New Employee Hires by Age

New Employee Hires by Age
Age %
 18–29 years 33.7
 30–49 years 47.3
 50 years and more 19

New Employee Hires by Region

New Employee Hires by Region
 Czechia 76.1
 Germany 12.6
 Poland 4.4
Other countries 6.9

In 2022, 2,889 new colleagues joined our Group, of which about 28% were women. In Czechia, the interest in working for the parent company ČEZ, a. s. grew for the fourth consecutive year. In total, 414 new employees were hired by ČEZ, a. s., of which about one third were employees under 29 years of age.

New Employee Hires
  2020 2021 2022
Total number 3,466 2,935 2,889
BY GENDER Women 1,005 846 800
Men 2,461 2,089 2,089
BY AGE 18-29 years 1,166 1,138 973
30-49 years 1,547 1,336 1,366
50 years and over 753 461 550
BY REGION* Czechia 2,056 1,991 2,198
Abroad Total 1,410 944 691
Germany N/A N/A 364
Poland N/A N/A 127
Other countries** N/A N/A 200

* Detailed breakdown for abroad reported for the first time in 2022.
** For more details on other countries, see the CEZ Group 2022 Annual Financial Report.

Employee Turnover
  2020 2021 2022
Total number 3,225 2,883 2,748
BY GENDER Women 1,207 721 739
Men 2,018 2,162 2,009
BY AGE 18-29 years 627 647 579
30-49 years 1,237 1,122 1,103
50 years and over 1,361 1,114 1,066
BY REGION* Czechia 1,984 1,939 2,172
Abroad Total 1,241 944 576
Germany N/A N/A 347
Poland N/A N/A 110
Other countries** N/A N/A 119

* Detailed breakdown for abroad reported for the first time in 2022.
** For more details on other countries, see the CEZ Group 2022 Annual Financial Report.

Parental Leave
  2020 2021 2022
Men 9 30 25
Men 8 24 37

Persons with disabilities accounted for approximately 2% of CEZ Group employees in 2022, and their total number reached 569.

In Czechia, some companies with more than 25 employees failed to meet the legal requirement to employ persons with disabilities (at least 4% of the total workforce). However, these companies complied with their duty by:

  • purchasing products and services from companies employing persons with disabilities or self-employed persons with disabilities (total compensation of CZK 147,421,006)
  • paying a levy to the state budget (total levy of CZK 9,867,051)
Persons with disabilities
  2020 2021 2022
Total number* N/A 557 569
BY GENDER** Women N/A N/A 124
Men N/A N/A 445
BY AGE** 18-29 years N/A N/A 21
30-49 years N/A N/A 180
50 years and over N/A N/A 368

* Indicator monitored since 2021.
** Detailed breakdown by gender and age reported for the first time in 2022.

CEZ Group fully respects and upholds fundamental labor rights, such as freedom of assembly and right to collective bargaining, which are guaranteed by our Code of Conduct, international treaties, and Czech Law. We are proud to have outstanding relationships with dozens of trade unions active across CEZ Group. The management communicates with them openly and continuously about its intentions and results. Union representation within large companies of CEZ Group in Czechia is around 32%, and over 50% in Poland. In 2022, there were 171 trade unions in CEZ Group and the collective bargaining agreements covered 22,419 (78%) of our employees. More information on trade union relations in CEZ Group is available in the CEZ Group 2022 Annual Financial Report.

The European Works Council (EWC) has been operating in CEZ Group since 2007. EWC had 21 members at the end of 2022: 14 from Czechia, 2 from Poland, 4 from Germany and 1 member from Slovakia. Two meetings were held in Prague in 2022. The meetings focused on the CEZ Group’s strategy, financial performance, foreign market presence, conventional energy production, development of renewable energy sources, and new nuclear sources in Czechia.

We strive to be perceived by the public as one of the most attractive employers and as a company that can deliver new, exciting, and innovative solutions. Therefore, we want to ensure we have enough suitable candidates with the required competencies, keep up with the market, and develop customer relationships.

Our recruitment strategy relies heavily on personal contact and the transfer of experience directly from our industry experts. This approach mainly targets pupils and students from primary schools to universities.

To maintain our competitive advantage and to benefit from the experience of our colleagues, we have created a database of educational podcasts and videos available on the CEZ Group Virtual World website. Together with the web portal, Facebook, Instagram and LinkedIn profiles, and other channels, we create an online space for active contact with students and job seekers.

Employee Training and Development

GRI 3-3, 404-1, 404-2, 404-3

We consider training and development as an investment in the future. The key factor in CEZ Group’s success has always been the professional performance of our employees. Training and development contribute to the permanent and systematic development of employees of CEZ Group companies, which is necessary for the long-term safe and effective performance of their current and potential work activities, and boost of productivity.

We have established a systematic approach to meet legal requirements for employee training and professional expertise, with safety as our top priority. Every employee has an individual mandatory training plan for the given position. Besides mandatory legal training, we offer a wide range of optional activities that employees can use for their professional and personal development. Employee training and development is available in three categories: for managers, for teams, and for individuals. Our goal is to cover every part of the talent management process.

Based on the results of employee evaluation or development diagnostics, employees pursue their individual development goals and plans. In individual cases, employees can study when they need to expand their knowledge (e.g., an MBA degree), broaden professional qualifications (e.g., secondary school, university), or upgrade skills for their future position or career path.

Mandatory training for all CEZ Group employees includes topics linked to :

  • legal requirements (e.g., occupational safety, fire protection, information and cyber security, GDPR)
  • ISO certification (e.g., environmental protection, energy management)
  • internal directives (e.g., Code of Conduct, anti-corruption)

New hires receive initial mandatory training on their first day of employment and then, like existing employees, periodically after 12-36 months, depending on their workplace conditions. Subsequently, employees receive additional mandatory training depending on the qualification requirements for the specific position and activities the employee performs. Examples of such training include working at heights, working with electrical equipment, and welding.

In our VISION 2030—Clean Energy of Tomorrow, we set a goal to increase the frequency of employee training in the Code of Conduct. Starting in 2022, our target is that at least 95% of employees receive annual training in business conduct and ethics. We achieved this goal in 2022.

As regards optional training, the development system consists of the following programs:

  • personal - aimed at personal and professional skills
  • customized - one-off or long-term; for teams or individuals
  • corporate - for selected employee groups, e.g., talents, successors, women, graduates
  • leadership - aimed at managers and desirable corporate culture

As part of the on-boarding adaptation process, new employees participate in an initial one-day training course called “Welcome to CEZ Group.” During the course, new employees learn essential information about basic processes and become better acquainted with CEZ Group’s strategy and its operation. New employees then follow an adaptation plan agreed with their manager, which focuses on the training needed for their job (e.g., job-specific training, soft or hard skills).

In the case of leadership programs, we pay particular attention to managers starting a new position and especially to women. We support managers in their new roles and increase awareness of their rights and responsibilities within such a career change. In line with our long-term commitment to have 30% of women in management positions, we promote specific programs with themes for women’s leadership development.

Other strategically important development activities include:

  • retraining and reskilling of employees affected by coal exit
  • diversity topics and work-life balance
  • graduate and trainee programs

When planning employee training and development, we apply the 70:20:10 model. We strive to provide learning content in a form that matches preferred learning styles while following one of the main trends - making it available “here and now or anytime and anywhere”.

In 2022, the total time spent on training was 1,208,901 hours, while the average training time per CEZ Group employee was 42.1 hours (34% higher than in 2021 due to the growing demand for training activities, especially face-to-face, which were severely curtailed during the covid-19 pandemic). Another significant factor was the Nuclear Energy Division Training Project called Zácviky, which has been included as a standard training activity since 2022.

Training Hours per Year
  2020 2021 2022
Total number 664,615 879,870 1,208,721
Average hours of training per employee 37.71) 31.4 42.1

1) Indicator includes ČEZ, a. s., and selected subsidiaries.

Training Expenditures
  2020 2021 2022
Total expenditures* (in mil. CZK) N/A 111.2 169.3
Average expenditures per employee* (in CZK) N/A 3,965 5,894

* Indicator monitored since 2021.

Other tools we use for evaluating the effectiveness of education include managerial feedback (the manager evaluates effectiveness of selected courses completed by subordinates), 360° feedback, development centers, evaluation of individual development plans and diagnostics in the case of long-term development programs, and regular retrospective evaluation workshops with management. Based on feedback, we adjust or supplement the offer of educational activities and prepare the content of follow-up activities.

For several years now, we have had a stable ratio of about one-fifth of employees eligible to retire within ten years. Given the nature of the energy industry, we know that ten years is not a long time, especially for technical positions. Therefore, we need to manage the generational turnover of staff carefully with an emphasis on knowledge management – talent programs, succession planning, communities of practice, etc.

Through the knowledge management system, we ensure that critical expertise and experience are retained. To eliminate the loss of employee know-how, the know-how is transferred between several employees. By creating opportunities for effective sharing of knowledge, experience and best practices, and by creating knowledge bases (such as handbooks and knowledge portals,), we strive to manage generational change smoothly.

Succession and talent programs help create reserves and cover the risks associated with the departure of key employees. These programs vary in length and content according to the needs of CEZ Group companies.

In terms of talent recruitment, we are proud of our World of Energy education program, which has a 30-year-long history of supporting technical education. We help all generations to understand energy and physics and, as a result, lead excited students and would-be engineers to their dream careers. As part of the World of Energy program, we established a club to bring together physics, chemistry and other science teachers and inspire them to teach their subjects more enjoyably. Currently, the club has more than 800 teachers.

We also address generational turnover and long-term recruitment demands by promoting technical education either in close cooperation or in partnership with schools and universities. We organize various events (e.g., programs, internships) for pupils, students, and teachers. We hold the Summer University for students at technical universities so that they can learn more about working in a nuclear power plant and possibly receive a scholarship and start their career at CEZ Group. We especially encourage women to participate. In 2022, women made up almost 17% of attendees.

At the same time, we keep primary and secondary school pupils in mind. Since 2015, we have been hosting the “I Know Why” competition for them. Based on the notion of children teaching children, we give them the opportunity to showcase physics in practice through short videos and win valuable prizes for themselves and their schools.

In 2022, we organized the first Trading Camp focused on energy and other commodities trading. In addition to dedicated programs and internships, we cooperate with students on their theses (bachelor, diploma, dissertation) with the subsequent possibility of prospective employment in the company.

Since 2022, we have organized two runs of the Green Energy Tour for secondary school students, during which they get to know CEZ Group from different perspectives. We also organize regular events such as:

  • Nuclear Diploma
  • Distribution Diploma
  • Energy Diploma
  • ESCO Diploma
  • CEZ Experience

We run an educational web portal, World of Energy, which serves as a source of information on energy for children from kindergartens to students at universities. Some CEZ Group employees lecture at various universities and colleges.

Early recruitment and training of new colleagues are, in some cases, critical for the successful management of generational change. For example, training of nuclear power plant operators takes more than two years from the time an employee is hired. This may not seem like a long time, but the key factor is that only about 16% of applicants pass the final selection process for this position. In recent years, fresh university graduates have been the most valuable source of new operators, accounting for over 80% of all new operators.

Training of Suppliers and Contractors

The scope of our training programs also includes training of suppliers/subsuppliers and contractors/subcontractors.

Workers in our supply chain always receive training focused on safety issues at our facilities (e.g., health and safety, environmental management system, nuclear safety). Their training in information and cyber security is equally important. The training is available online (e-learning) or in person, and it is taken mostly by blue-collar workers and engineers.

The majority of training courses end with a final test. Psychological tests are prerequisites for certain jobs or entry to specific zones (e.g., nuclear power plants).

Occupational safety training of workers in our supply chain is a key element for improving safety at CEZ Group’s workplaces. Therefore, occupational safety training is also mandatory for managers and supervisors of suppliers; once a year in nuclear power plants or once in two years in conventional power plants.



In VISION 2030—Clean Energy of Tomorrow, we pledged to be a responsible employer. The implementation of our ESG strategy requires us to address the implications for employees affected by coal exit. We will provide reassignment, retraining, reskilling or compensation to all employees impacted by coal exit.

Transition, Retraining, Reskilling, Compensation - GRI 404-2

In line with our VISION 2030—Clean Energy of Tomorrow, we will phase out coal gradually, although the current situation in Ukraine introduces a number of new variables into the process. The current energy crisis is reflected in the operational design of individual sites. The required availability of individual coal sources will also have implications for employees. We expect to maintain higher employment for a longer period than originally planned. The changing conditions place high demands on the flexibility of HR tools and measures.

As a result of the ongoing military conflict in Ukraine, gas supplies from Russia are threatened, and the activities to meet the objectives of VISION 2030—Clean Energy of Tomorrow have significantly intensified in the area of renewable energy development – the construction of 1.5 GW of RES by 2025 and 6 GW of RES by 2030.

As of October 1st, 2022, the Renewable and Traditional Energy Division established the Renewable Sources business unit. The establishment was necessary due to the unit’s indispensable role, especially in the technical specification of projects, building the RES operational control room and setting up the maintenance of the newly constructed RES.

The organizational unit consists of 72 positions, which will be filled gradually. It will be staffed by, among others, existing employees from coal sites with high potential, able to draw on their previous work experience and committed to learning new skills.

Organizational entities across segments are involved in meeting the objective of preparing and implementing renewable energy sources. Cross-segment integration enhances the professional quality of project preparation from the development phase (opportunities research and project preparation until the building permits are granted) to the operation and maintenance phase.

The renewable projects development is provided by ČEZ Obnovitelné zdroje. The following implementation phase (i.e., detailed design, construction, and commissioning) is the responsibility of the Technical Department of Renewable & Conventional Power Division. The actual operation and maintenance of the newly constructed renewable energy sources will be provided by the newly established Renewable Sources business unit. The fulfilment of the set objectives will gradually require increased staff capacities in all participating units.

The phase-out and the associated closure or transformation of our production facilities will cause numerous social impacts. We aim to ensure that the organizational changes lead to a fair transition for all affected employees.

We publicly commit to provide reassignment, retraining, reskilling, or compensation to all employees affected by coal exit. To be as transparent as possible, we established a parity working group in 2021 to address coal site decommissioning. This platform brings together management and employee representatives, i.e., trade union leaders from the affected locations, on a regular quarterly basis. The activities of the parity group continued in 2022.

As part of the parity working group, we discuss the future concept of workplaces in terms of existing and new assets, the status of subsidy programs, and the impacts of changes on staff. Employers’ and workers’ representatives discuss specific plans for the future of the workers affected by the coal exit based on the following priorities:

  • maintain the necessary employment at the affected locations until their closure
  • employ existing staff in jobs created by the transformation of the sites, both during construction and in subsequent operations
  • employ existing employees within the CEZ Group’s internal labor market
  • provide an above-standard social compensation program for redundant employees

To meet these priorities, we apply the following:

  • measures are set out in the collective agreement (above-standard severance pay)
  • specific motivation elements (bonuses, target bonuses)
  • employee retraining
  • specific tools in the recruitment and selection process (applications supporting the internal labor market and internal career days, mobility support)
  • an outplacement program
  • cooperation with local institutions in the region

In 2022, we focused on two priorities in particular. The first priority were workshops for managers, which we organized at the Dvůr Králové nad Labem heat plant and the Dětmarovice power plant. Their aim was to introduce managers to new skills and techniques aimed at coping with the uncertainty at the time of closure.

The second priority is closely related to strengthening the competitiveness of employees from coal sites on the internal and external labour market. CEZ Group will offer employees from coal-exit sites the opportunity to take vocational courses to learn new skills during their current employment. Employees interested in a new position in the Group will have the opportunity to take courses that provide qualifications currently used in one of the CEZ Group entities.

When deciding on contract termination, we consider the employee’s performance, qualifications, and retraining opportunities. We use natural departures, such as retirement, and retrain employees for positions vacated by employees who retired. At the same time, we seek employment for our employees within CEZ Group. Finally, we also offer outplacement services (e.g., workshops, individual follow-up consultations, Helpline) to help affected employees find new jobs.

Upon termination of employment for organizational reasons, we proceed fully in accordance with the collective agreement. We provide severance pay of up to ten times the average monthly earnings depending on the length of employment. In this respect, we go well beyond the severance pay specified in the Labor Code. In the case of termination agreements, we increase the severance pay according to the number of months remaining until the employee becomes eligible for a retirement pension. When both severance payments are combined, we compensate up to 19 times the employee’s average monthly earnings.

All affected employees may apply for a retraining course in accordance with the applicable collective agreement. The objective is to encourage new career paths for employees. This way, employees broaden or deepen their professional qualifications and skills needed to find a new job in the labor market, with the costs of up to CZK 40,000 covered by the employer. Employees must apply for retraining before termination of employment. If the retraining occurs during employment, the employee may take time off work with wage compensation equal to average earnings. 

Health and Safety

GRI 3-3, 403-1, 403-2, 403-8; SASB IF-EU-320a.1

These are the main principles of the Safety and Environmental Protection Policy adopted by the Board of Directors of ČEZ, a. s.

  • We put safety, protection of life and health above other interests.
  • We consider safety and environmental protection to be an integral part of our management system.
  • Safety and environmental protection are an integral part of the mindset, behavior and work habits of all employees and suppliers.
  • In our activities, we place great emphasis on environmental protection, including pollution prevention.
  • Compliance with mandatory obligations is a natural part of our activities.
  • We constantly improve our environmental management and occupational health and safety management systems.
  • We require the same approach to safety and environmental protection from our suppliers.

The Policy is the key document of the Occupational Health and Safety (OHS) Management System and Environmental Management System and is supplemented by related internal documents.

The OHS management system is implemented in CEZ Group companies in accordance with:

  • national legislation
  • the ISO 45001 standard or
  • the Safe Enterprise national program (follows the ISO 45001 standard, the principles set out in the National Manual for the Implementation of OHS Management System and the ILO OSH-2001 manual, and also meets the requirements of the EU Strategic Framework on OHS)

Safety and health protection are included in our annual performance indicators. Frequency of fatalities as a result of work-related injury and work-related injuries are part of our management KPI.

Safety Topic of the Year is annually declared in accordance with the Group’s rules and objectives. Individual CEZ Group companies announce their Safety Topic of the Year which is linked to their key performance indicators and priorities and is based on their safety risk assessment.

We regularly prepare a safety status report for the Board of Directors. Based on the report, we implement measures and projects to improve the safety at CEZ Group.

We ensure compliance with relevant legislation: designated departments carry out annual internal audits and risk analyses of the OHS system and regularly communicate safety performance indicators to stakeholders. Based on the audit findings, changes in legislation, and periodic risk assessments, we take preventive measures and update safety guidelines and procedures. We also improve working standards.

All CEZ Group companies have an OHS management system in place that follows the requirements of the relevant national legislation. Based on the number of employees and the severity of the assessed OHS risks, selected companies have implemented and certified their management system according to ISO 45001 or the Safe Enterprise national program (certificate is issued by the State Labor Inspection Office following an audit). Both nuclear power plants are holders of the Safe Enterprise certificate.

We keep a register of OHS risks and continuously evaluate all potential dangers. To identify potential hazards, we use all possible sources of information, including consultations with employees. In the case of work accidents, we perform an ad-hoc OHS risk analysis and put the findings into practice. Risks are identified by professionally competent persons with legally required qualifications.

Per legislation, all our power and heating plants from the Renewable and Conventional Energy Division (i.e., coal, gas, hydro) have an emergency plan. In the emergency plan, the plants describe how they are prepared for accidents and emergencies. The emergency plan is followed by an Emergency Preparedness Plan (EPP), which sets out the procedure for communicating and dealing with an emergency in a specific location.

Pursuant to the Fire Protection Act, the Renewable and Conventional Energy Division has established a corporate fire brigade unit (CFB), which operates at stations in designated plants (legislatively mandated). The CFB unit is an essential part of the Integrated Rescue System (IRS) of Czechia. The CFB unit’s organization, competence, and ability to act are organized, methodically managed, and controlled by the Fire and Rescue Service of Czechia (FRS).

The CFB unit training takes place in accordance with legal regulations. All employees assigned to the CFB unit must prove their professional competence every five years before the Commission of the Ministry of Internal Affairs of the FRS.

All power and heating plants conduct at least one emergency exercise each year to review the safety procedures in the EPP and the activities of the Emergency Response Team (ERT) and power and heating plant personnel. Furthermore, emergency exercises test the cooperation with external entities (e.g., the FRS, Czech Police, Medical Rescue Services, and relevant state and municipal authorities). In emergency exercises, plants focus on situations such as fire, explosions, toxic or flammable gases, technological malfunctions, the rescue of people, leakage of hazardous substances, and breach of physical security.

Every two years, power and heating plant employees take an e-learning course on emergency preparedness. In contrast, ERT members receive regular in-class training every year.

CEZ Group’s power and heating plants regularly obtain and retain the Safe Enterprise certificate issued by the State Labor Inspection Office following an audit. The Safe Enterprise certificate is a national program and is analogical to ISO 45001 certification.

We operate two nuclear power plants, Dukovany and Temelín, which are the basis of our generation portfolio. Since nuclear safety is one of the most strictly regulated and internationally monitored areas, we:

  • keep track of the environmental and human health impacts of nuclear operations
  • handle radioactive waste safely using the latest technologies in its treatment and processing
  • improve our safety systems and implement best practices and recommendations of nuclear authorities

Both nuclear power plants meet international requirements for safe operation and are subject to periodic safety reviews and regular international reviews by the nuclear authorities.

Both nuclear power plants are holders of the Safe Enterprise certificate, issued by the State Labor Inspection Office following an audit.

In terms of emergency preparedness, nuclear power plants follow the Internal Emergency Plan for Nuclear Power Plants approved by the State Office for Nuclear Safety (SONS). Additionally, both nuclear power plants adhere to the External Emergency Plan for the Emergency Planning Zone, drafted by the regional Fire Rescue Service (FRS) in cooperation with the power plants and other organizations.

Each nuclear power plant has its own Emergency Control Center, which includes an Emergency Response Team and a Technical Support Center to ensure round-the-clock technical stand-by in the event of an emergency.

We test emergency preparedness annually using unannounced exercises, and we apply various exercise scenarios such as technology failure, radiation accident, and environmental accident. We engage all persons present on the premises during the exercise, including suppliers and their workers. We cooperate with public authorities (SONS, Czech Fire Rescue Service, regional and municipal authorities) and international organizations during the exercises.

Regarding fire protection, each plant has its own Corporate Fire Brigade unit (CFB), which is part of the Czech Integrated Rescue System. If necessary, CFB units may operate off-site under the regional emergency plan. The most important focus of CFBs is prevention.

In 2022, 22 emergency exercises and rehearsals of the use of alternative and mobile means took place at both nuclear power plants and followed the approved scenarios. The emergency exercises and rehearsals occurred as planned, with all state pandemic measures against covid-19 observed.

As part of nuclear safety, we monitor the impact of nuclear operations on the environment and human health. Long-term environmental monitoring programs for nuclear power plants have confirmed that we operate without negative environmental impacts.

We also apply the ALARA (As Low As Reasonably Achievable) principle, which means that exposure or radioactive contamination of employees should be kept as low as possible. The value of the collective effective dose is consistently below the median of the World Association of Nuclear Operators.

Every two years, CEZ Group provides the population in nuclear power plant zones with basic information on what to do in the event of a radiation accident.

In crisis communications, the management proceeds according to applicable legislation, crisis commutation plans, and emergency plans.

In CEZ Group, the main crisis communication roles are assigned to the Communication and Marketing Department and the Fire Protection and Crisis Preparedness Department.

The Communication and Marketing Department ensures:

  • contact with the media
  • internal communication
  • communication with local and public authorities and external bodies of the Integrated Rescue System (Czech Fire Rescue Service, Czech Police, Medical Rescue Services)

The Head of the Communication and Marketing Department is a member of the CEZ Crisis Management Board (CMB) and regularly reports to CMB.

In the case of an incident at a nuclear facility, the nuclear power plant emergency committee (NPPEC) is activated, including its designated spokesperson, who handles communication between CEZ Group and external crisis management units. Before the activation of NPPEC, the shift engineer is responsible for early warning of the population in emergency planning zones and informing local authorities and state administration bodies. Upon its activation, NPPEC takes over and carries out these activities.

Communication of nuclear emergencies follows:

  • Crisis Management Directive
  • Crisis Communication Guidelines
  • Emergency Response Instructions

All means of nuclear crisis communication (e.g., guidelines, instructions, plans, databases) are subject to regular quarterly reviews, and technologies used are tested continuously, at least once a week.

As for power and heating plants of the Renewable and Conventional Energy Division, Emergency Preparedness Plans have an annual review period.

We distribute an emergency manual to residents of emergency planning zones of nuclear power plants. We want to ensure that residents have basic information in case of emergencies.

As for distribution network emergencies, customers are most concerned about outage management. Customers want to know our procedures, and they are especially interested in the estimated time for the renewal of the electricity supply.

The Distribution Grid Emergency Handbook provides more details related to our crisis management. The Handbook serves as a guide for Emergency Response Teams and municipalities. The Handbook also includes the necessary crisis hotlines, information on our emergency procedures, and tips on how to prepare for and what to do in case of an outage. The public version of the Handbook is available on our website.

Before planned outages and during distribution network emergencies, we inform our stakeholders through various communication channels (e.g., spokespersons, websites, hotlines, the online portal, SMS/email notification service). We see digitalization as an important aspect of crisis communication and informing the public about planned outages.

In terms of OHS training, new employees complete a mandatory induction training on their first day at work, existing employees every 2 years, and managers every 3 years. During the training, employees learn about the OHS management system, the duties of employees and the employer, other conditions for ensuring OHS and practical examples of accidents resulting in work-related injuries. All employees are trained in first aid.

In the case of suppliers’ workers, our OHS training follows the training that must be legally provided by their employer. In nuclear power plants, suppliers’ workers are trained in OHS prior to being allowed to enter the nuclear power plant or being appointed to the role of work supervisor/preparer. To extend entry to the facility or appointment to the role of work supervisor, they are periodically trained once a year.

We use a network of contracted providers of occupational health services throughout Czechia. The quality of services is set out in the contract. We monitor and evaluate the quality of services based on feedback from employees. For key providers, we have been successful in improving the quality of services. The occupational medical examinations result in a doctor’s report containing a decision on the employee's fitness or unfitness for work, which the employer is legally compelled to determine. 

Employees working in shifts are enrolled in the Premium Health Care Program. As part of the program, they undergo above-standard medical examinations focused on the prevention of diseases of civilization, and at the same time they receive a health care allowance in the form of an additional contribution to the Cafeteria benefit account intended for their health care (spas, wellness, vacations, sports activities, or can be used for the purchase of medicine, etc.). The employer bears the full cost of this program.

Employees may need vaccinations due to increased risks arising from their work activities, e.g., against tick-borne encephalitis, rabies, and hepatitis. All employees are also offered vaccination against seasonal influenza, and vaccination against covid-19 continues to be provided on site if there is sufficient interest among employees. All vaccinations are voluntary and free of charge for employees. The company covers the cost and, where possible, provides on-site vaccinations.

Health Days are very popular events among the employees. They take place both face-to-face and online and are organized in cooperation with Oborová zdravotní pojišťovna (Union Health Insurance Company) as part of prevention programs. During Health Days, we offer employees birthmark checks, physiotherapy consultations, massages by blind masseurs, eyesight tests, body composition measurements, and other health-related services. We also provide webinars on healthy nutrition and lifestyle.

For CEZ Group employees and their family members, we offer unlimited free access to health care via, which provides an online medical counseling service and doctor appointments. This service is accessible via the website or in a mobile app.

All employees can take two paid sick days annually.

Trade unions are involved in the discussion of OHS topics, relevant internal documents of CEZ Group companies relating to OHS, and they participate in debates on OHS issues and workplace incident investigations. Trade unions also participate in regular OHS inspections at all CEZ Group workplaces. The inspections are performed by inspection committees composed of employees of CEZ Group companies at their respective workplaces or facilities. The inspection results are presented to the facility management and discussed with an appointed trade union representative.

In case of work-related injuries, the OHS Department conducts an on-site investigation. Upon completion of the investigation, corrective actions are taken, and their effectiveness is subsequently monitored.

To enable better comparisons, we introduced the reporting of the Lost Time Injury Frequency Rate (LTIFR). We issued an internal methodology for data collection and reporting of this parameter including software support and held workshops for data collection and reporting staff.

We monitor workplaces and activities with a high incidence or high risk of specific injuries and illnesses. Primarily, we focus on positions with risk factors related to vibration, noise, radiation, and dust.

In 2022, we recorded the following statistics for work-related injuries.

Work-related Injuries
  2020 2021 2022
Hours worked* Employees N/A 44,940,976 44,601,279
Fatalities Employees number 3 1 0
rate** N/A 0.02 0.00
Workers who are not employees number 0 1 0
High-consequence injuries*** Employees number N/A N/A 7
rate** N/A N/A 0.16
Workers who are not employees number N/A N/A 5
Reported injuries Employees*** number N/A N/A 580
rate** N/A N/A 13.00
Workers who are not employees number 81 25 60
Injuries with absences of 1 day or more*** Employees number N/A N/A 134
rate** (LTIFR) N/A 2.891) 3.00
Injuries with absences of more than 3 calendar days Employees number 147 130 130

* Indicator monitored as of 2021.
** Frequency calculated per 1,000,000 hours worked.
*** Indicator monitored as of 2022.
**** In 2020 and 2021, work-related injuries with absences of more than 3 calendar days were monitored.
The indicator for 2021 was calculated on a pilot basis based on the number of reported injuries with absences of more than 3 days.

In 2022, there were no fatalities, which is our annual target. We continue to improve our measures to prevent serious workplace accidents and injuries to meet this target in the long term.

Main Types of Work-related Injuries
  2020 2021 2022
Employees Fall on a flat surface, road accident, fall from a height, slipping, cargo handling Electricity, fall on a flat surface, leg and arm injuries, tripping, slipping Leg/arm injuries, bruises, lacerations, cuts, sprains, falls, electricity, tripping, burns
Workers who are not employees Fall on a flat surface, fall from a height, cargo handling Electricity, sprained ankle, laceration on head, falls Leg/arm injuries, bruises, cuts, sprains, electricity, falls
Work-related Ill Health
  2020 2021 2022
Fatalities because of ill health Employees 0 0 0
Workers who are not employees 0 0 0
Reported cases of ill health Employees 0 0 0
Workers who are not employees 0 0 0