Own Workforce

Within our VISION 2030 – Clean Energy of Tomorrow, we have set a long-term objective to maintain our position as an employer of choice. In other words, we aim to preserve our reputation as a desirable company while also being a leading employer. To achieve this, we devote significant time and effort to caring for our current employees and attracting future talent.

To fulfill CEZ Group’s vision, working conditions that promote loyalty and a high level of satisfaction among all employees are created, while attracting suitable candidates with key skills. CEZ Group’s commitment to social responsibility includes above-standard working conditions for all employees, support for education, the promotion of equal opportunities, fair treatment, open communication, diversity and inclusion, freedom of association, flexible working arrangements and, in many cases, support for the reconciliation of work and private life. The core principles of CEZ Group’s social policy are applied both in the Czech Republic and abroad. To clearly demonstrate this commitment, CEZ Group has embedded its approach in collective agreements, policies and internal governing documentation.

The management of above-standard working conditions, employee education and retraining, depending on CEZ Group’s strategic priorities or legislative requirements, forms part of the activities of expert teams within the Human Resources department. Significant financial resources are allocated towards remuneration, benefits, employees’ career and personal development, the enhancement of their qualifications and professional competences, as well as support for employee retraining.

The Human Resources Policy adopted by the Board of Directors of ČEZ, a. s., is binding for all employees of CEZ Group companies. It defines the principles of employee management and sets expectations regarding employees’ knowledge and skills, performance, capabilities and conduct in line with corporate principles.

The Human Resources Concept defines both long-term and annual priorities in the management of material impacts, risks and opportunities related to CEZ Group’s own workforce. It is based on the internal document Human Resources Management Strategy, and is updated annually.

Priorities and objectives in the management of material impacts, risks and opportunities related to employees are set by the Board of Directors of ČEZ, a. s. through binding resolutions. Under VISION 2030, the following targets have been set in the field of managing our own workforce:

• Maintain the position of an attractive employer for future talents and current employees.
• Ensure a fair transition for all employees affected by the coal phase-out through retraining, reskilling, or compensation.

Robust social safeguards are maintained across all CEZ Group operations. The assessment of social impacts within CEZ Group indicates a positive working environment, with no significant risks or negative impacts identified for employees. Fair treatment approaches in line with labour-law requirements cover both direct employees in an employment relationship with the Company pursuant to applicable labour legislation and non-employees (e.g. agency workers).

The effectiveness of the measures adopted is monitored through internal and external audits, regular employee surveys, labour market benchmarking and established grievance mechanisms. CEZ Group is preparing for the gradual phase-out and related closure or transformation of its coal-fired production facilities, which is expected to entail a number of social impacts. The most significant of these include a reduction in employment, disruptions to the regional business environment and the risk of declining living standards in affected areas. The implementation of the ESG-aligned strategy therefore requires focused attention to the impacts on employees in regions affected by the coal phase-out. Measures to mitigate these impacts are set out in collective agreements, and cooperation with institutions in the relevant regions is ongoing.

CEZ Group publicly commits to providing redeployment to other positions, retraining, reskilling or compensation to all employees affected by the coal phase-out. Employer and employee representatives negotiate specific future plans for affected employees 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 CEZ Group's internal labor market.
• Provide an above-standard social compensation program for redundant employees. Specific activities are aimed at maximizing the use of employees within CEZ Group. Coal locations, which are also major suppliers of heat in the region in addition to electricity, are undergoing extensive transformation to maintain heat supplies. New heating sources are being constructed by the subsidiary ČEZ Teplárenská, a.s. As part of the ASTRA project, procedures and rules for the transfer of employees between companies were set up so that the operation of new heating facilities would be primarily carried out by employees leaving from coal locations.

To fulfill these priorities, CEZ Group applies the following measures:

• maintaining severance pay and departure benefits in accordance with the collective agreement extended until the end of 2030, in particular for employees affected by the impacts of the coal phase-out,
• negotiations between employer and employee representatives on specific plans and measures for the future of employees affected by the coal phase-out,
• activities of the HR parity working group (a platform bringing together representatives of management, employees and HR), which regularly addresses the impacts of the closure of coal operations on employees,
• cooperation with institutions in the affected regions (e.g. employment offices),
• outplacement programmes including counselling, retraining, support in finding new employment opportunities and internal career days.

As part of its efforts to remain an employer of choice, CEZ Group also pays attention to the employment of persons with disabilities and parents returning from parental leave. In addition, it actively addresses the needs of employees across different age groups.

CEZ Group provides competitive remuneration, taking into account gender neutrality and the principle of equal pay for equal or equivalent work. Depending on the performance of the Company, teams’ and individual employees’ wages are adjusted annually as appropriate. All employees are paid a fair wage in line with applicable reference benchmarks. In addition, CEZ Group employees are offered a wide range of financial and non-financial benefits and incentives beyond statutory requirements, collectively agreed arrangements or common market practice in the respective country, thereby positively influencing their quality of life. These benefits relate to:

• The CEZ Group Social Program comprises a wide range of financial and non-financial benefits, including pension insurance/supplementary pension savings, long-term investment products, life insurance, meal allowance, life anniversary bonuses, retirement benefits, increased severance pay, and social assistance in extraordinary cases. The program also includes employee social security, which involves, for example, a 37.5-hour work week, one week of vacation in addition to the statutory amount, and sick days.
• Health services available to all employees include online medical consultations and the possibility of making appointments with medical specialists. Seasonal influenza vaccination is provided to employees on a voluntary basis. A premium health care program is available for shift workers; it also offers extended preventive check-ups focused on preventing lifestyle diseases.
• Mental health support is provided, for example, through an anonymous psychological hotline, webinars, individual consultations, psychological first aid, coaching, and mentoring.
• As part of the Health Days initiative, online seminars are held focusing on both physical and mental health.
• Other forms of care include a benefit contribution fund, childcare services, suburban child camps, employee events, retraining contributions, and activities for seniors (retirement clubs, CEZ GROUP SENIORS endowment fund).

CEZ Group further offers structured programmes and initiatives focused on enhancing employees’ knowledge, competences and skills, enabling them to perform their duties effectively and adapt to changing job requirements or career progression. In addition to statutory medical examinations, employees are offered various forms of above-standard health care.

The total number of employees in an employment relationship remained at a similar level in 2025 as in 2024. In addition to employees in employment relationship, CEZ Group also employs workers outside of employment relationship, mainly in the form of agreements on work performed outside of employment relationship and other alternative part-time contracts.

As at December 31, 2025, CEZ Group companies employed a total of 4,650 people outside of an employment relationship, of which 2,971 were men and 1,679 were women.

In 2025, 3,358 new employees joined CEZ Group, of which about 25% were women. In the Czech Republic, the interest in working for the parent company ČEZ, a. s., grew for the fifth consecutive year. In total, 541 new employees were hired by ČEZ, a. s., of which 178 were employees under 29 years of age.

The number of new employees includes employees in an employment relationship for the entire reporting period, with the data scope corresponding to the consolidation group as at December 31, 2025.

Dozens of trade union organisations operate within CEZ Group, with which management communicates about its intentions and results openly and continuously. Responsibility for conducting social dialogue with company employees lies with the statutory body, two members of which also sign the collective agreement. Regular meetings with employee representatives on organisational changes and other matters affecting a larger number of employees take place at regular intervals, usually at least once a month, or more frequently if required. In addition, collective bargaining is conducted every year and compliance with the obligations of both the employer and trade union organisations arising from the collective agreement is jointly assessed.

In ČEZ, a. s., an amendment to the collective agreement was signed in September 2025, extending its validity until the end of 2030. Extending the validity of the collective agreement represents a significant expression of support for the stability and predictability of employees’ working conditions, remuneration and benefits. The collective agreement is published on the employer’s website and is accessible to all employees.

In 2025, a total of 59 trade union organisations operated within selected CEZ Group companies. The concluded collective agreements applied to 27,880 CEZ Group employees. The management of CEZ Group companies regularly participates in meetings with trade union organisations.

The scope of collective agreements applies to employees in accordance with the definition set out in the respective collective agreement based on applicable local legislation.

For example, Elevion Group companies operating in Germany comply with all obligations arising from relevant labour law regulations and collective agreements, where applicable. Some Elevion Group companies in Germany are subject to collective agreements concluded between the German metalworkers’ trade union and the employers’ association Gesamtmetall.

The CEZ European Works Council (EWC) has been operating within CEZ Group since 2007. The most recent elections of CEZ EWC members for its fifth term of office took place in 2023. As at the end of 2025, the European Works Council had a total of 23 members, comprising of 14 members from the Czech Republic, 2 from Poland, 4 from Germany, 2 from Slovakia and 1 from Romania. As every other year, two meetings of the CEZ EWC were held in 2025, both taking place in Prague. The meetings focused mainly on topics related to strategy, financial performance, operations in foreign markets, as well as the energy sector, development of renewable energy sources and new nuclear power sources in the Czech Republic.

Within CEZ Group, equal treatment in the recruitment of new employees is ensured, free from prejudice and in line with the principle of non-discrimination. Job advertisements are worded in a gender-neutral manner and in accordance with the principles of diversity and inclusion. The recruitment strategy relies to a large extent on personal contact and the direct transfer of experience from CEZ Group professionals. This approach is primarily focused on pupils and students from primary schools through to universities.

Employee training and development are perceived within CEZ Group as an investment in the future. Education contributes to the continuous and systematic development of all employees of CEZ Group companies, which is essential for the long-term safe and efficient performance of their current and potential roles, as well as for increasing productivity. Training and development are provided to employees in accordance with their job positions and the needs of the Company.

The main pillars of training and development, aimed at meeting the need for new technical and professional knowledge and skills, are:

• mandatory trainings according to legislative requirements for each position, e.g., occupational safety, fire protection, code of conduct, cybersecurity, GDPR, ISO certifications,
• programs that promote a culture of knowledge and experience-sharing to ensure safety, employee productivity boost, and intergenerational renewal in the long-term,
• retraining programs, aimed at acquiring new skills to fill positions or roles different from previous ones,
• upskilling initiatives to optimize performance to meet new requirements,
• lifelong learning for achieving the principles of a learning organization.

CEZ Group's training and development strategy includes strategic targets, needs analysis, evaluation, and progress/performance monitoring (to increase productivity). We use these inputs to analyze development needs to support the setting of optimal training and development priorities:

• strategic targets and priorities (VISION 2030) for CEZ Group and its subsidiaries,
• employee engagement survey results,
• results of regular evaluation of employee performance,
• legal requirements,
• needs of business units,
• development diagnostics results.

A systematic approach to fulfilling legislative requirements for employee training and professional qualifications is applied within CEZ Group, with safety being the highest priority. Each employee has an individual mandatory training plan defined for their position. In addition to mandatory training required by legislation, a wide range of optional activities is offered to employees for their personal development. Training and development are available in three categories: for managers, for teams and for individuals, with the aim of covering all parts of the talent management process.

Mandatory training for all CEZ Group employees includes topics arising from:

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

New employees complete initial mandatory training on their first day of employment and subsequently, like existing employees, complete mandatory training at regular intervals of 12–36 months depending on workplace conditions. Employees also complete additional mandatory training depending on qualification requirements for their specific position and the activities they perform.

As regards optional training, the offer consists of the following programmes:

• personal – focused on personal and professional skills,
• individualised – one-off or long-term programmes for teams or individuals,
• corporate – for selected groups of employees, such as talents, successors, women or graduates,
• leadership – focused on managers and the desired corporate culture.

New managers participate in the New Manager programme, consisting of at least two courses focused on strategic management, basic labour law requirements and the development of key managerial competences.

Other strategically important development activities include:

• general retraining or retraining of employees affected by the phase-out of coal mining,
• topics related to diversity and work–life balance,
• programmes for graduates and interns,
• educating employees in the field of artificial intelligence, which is used in practice for the creation of e-content, including generative functionalities (graphics, editing, voice-over and translations).

CEZ Group considers occupational health and safety training for employees of suppliers and subcontractors to be a key element in enhancing safety at its sites. Training programmes therefore also cover suppliers and subcontractors. The system of such training is described in governing documentation (e.g. rules of conduct), which sets out the basic requirements for the performance of activities by contractual partners at nuclear, conventional and hydro power plants, as well as at selected non-production (non-operational) locations.

Employees of suppliers and subcontractors at production sites and selected non-production locations undergo training focused on various safety-related topics (e.g. occupational health and safety, fire protection, environmental protection, emergency preparedness, physical security, nuclear safety, as well as information and cyber security). Employees of suppliers and subcontractors are required to complete such training once a year at nuclear power plants and once every two years at conventional power plants and non-production locations.

Generational renewal and long-term recruitment needs are addressed through systematic support of technical education. ČEZ, a. s., cooperates closely with schools and universities, acts as their partner and organises a range of primarily professional activities (e.g. lectures, student programmes and internships) for pupils, students and teachers. For students of technical universities, a two-week professional internship – Summer University – is organised, during which participants gain detailed insight into the operation of a nuclear power plant, as well as a one-week professional internship, the SMR Camp, focused on small modular reactors.

The “I Know Why” competition has been organized for elementary and secondary school students since 2015. It is based on the idea of children teaching children. Children are given an opportunity to showcase physics in practice through short videos, and the top scorers win valuable prizes for themselves and their schools. Since 2022, ČEZ, a. s., has organized the Green Energy Tour for students of partner high schools twice a year, aimed at providing a detailed introduction to CEZ Group's emission-free resources in the Czech Republic.

The following regular events are also organised for high school and university students: Nuclear Graduation, Distribution Graduation, Energy Graduation, ESCO Graduation, SMR Graduation, A Chance for Technician, ČEZ Experience, Summer Universities, SMR Camp, and Nuclear Investment Camp.

Through the educational web portal svetenergie.cz, CEZ Group provides information on energy for children ranging from kindergarten pupils to university students, as well as for teachers. Early recruitment and training of new colleagues is, in some cases, crucial for the successful management of generational renewal. For example, the training of nuclear power plant operators takes more than two years from the date of employment commencement. In recent years, fresh university graduates have represented the most important source of new operators, accounting for more than 80% of all newly recruited operators. To support recruitment, a scholarship programme has been implemented since 2008, through which hundreds of students in technical disciplines have already passed. Since 2023, the programme has also been open to motivated secondary school students with an interest in nuclear energy.

All CEZ Group companies have implemented an occupational health and safety management system based on the requirements of national legislation applicable in this area. Selected companies, depending on the number of employees, their classification according to the category of work (impact of work and the working environment on employees’ health) and the severity of identified occupational health and safety risks have implemented and certified a management system in accordance with ISO 45001, or the national Safe Enterprise programme (certification granted by the State Labour Inspection Office based on an audit), or are subject to comprehensive supervision by the State Mining Authority. Both nuclear power plants, Dukovany and Temelín, hold the Safe Enterprise certificate.

Health and safety are of primary importance for CEZ Group and form part of annual performance indicators. From occupational health and safety and fire protection to emergency preparedness, these areas represent the fundamental elements of the CEZ Group safety culture.

The prevention of occupational accidents and work-related diseases is addressed in the Occupational Health and Safety Policy, which was approved by the Board of Directors of ČEZ, a. s.

The key principles and commitments applied by the Company in management include the following:

• safety, protection of life and human health are prioritised over other interests and considered an integral part of the management system,
• efforts are made to ensure that occupational health and safety become an integral part of the thinking, behaviour and working habits of all employees and suppliers,
• compliance with binding obligations is an integral part of the Group’s activities,
• the occupational health and safety management system is continuously improved,
• the same approach to occupational health and safety is required from suppliers.

This policy represents the top-level document of the occupational health and safety management system. It is further developed through internal documentation, including the definition of specific objectives and measures. The relevance of the policy and the fulfilment of objectives are regularly reviewed by strategic management.

Compliance with the Occupational Health and Safety Policy, including specific objectives and measures, is reviewed annually as part of the internal control system. In the Czech Republic, the basic standard for internal audits primarily comprises safety inspections required by legislation (in particular Section 108 of the Labour Code). These are complemented by independent internal assessments (inspections carried out by expert departments, evaluations by the CEZ Group management system department, independent inspections within the corporate structure, etc.).

The OHS management system that has been audited or certified by an external party includes the following standards:

• ISO 45001 – certification is carried out by accredited certification bodies,
• Safe Enterprise national programme (2017) – certification is granted by the State Labour Inspection Office based on an audit,
• national legislation governing mining activities – certification is granted by the Czech Mining Authority based on inspection activities.

 Outputs in the form of data and information are available from internal and external assessments. These are subsequently evaluated, and the outcome may include findings (compliance, non-compliance or opportunities for improvement), which are addressed in a prescribed manner. Strengths and weaknesses in the area of CEZ Group safety are continuously reviewed, emergency plans are updated, drills are conducted and emergency teams, employees and other relevant stakeholders are trained. Compliance with applicable legal regulations is ensured within the OHS framework, and designated departments carry out annual internal audits and OHS risk assessments. Stakeholders are regularly informed about safety performance indicators. Preventive measures are adopted, and safety guidelines and procedures are updated based on audit results, legislative changes and periodic risk assessments. Working standards are also continuously improved.

As part of the management system, the evaluation of compliance with the Safety and Environmental Protection Policy and related objectives is reviewed annually, in particular with regard to:

• ensuring ongoing compliance with safety and environmental protection policies,
• providing adequate human, financial and material resources necessary to fulfil safety requirements,
• meeting safety standards and continuously increasing the level of safety, with particular emphasis on production and operational sites,
• implementing measures arising from the annually defined Safety Topic of the Year for individual divisions of ČEZ, a. s., and CEZ Group companies.

Occupational health and safety are ensured in cooperation with the relevant trade union organisations operating within CEZ Group. These organisations participate, for example, in discussions on relevant internal documents of CEZ Group companies, attend meetings on OHS issues and on the clarification of the causes of occupational accidents or OHS inspections at CEZ Group workplaces. These inspections are carried out by inspection committees composed of employees of CEZ Group companies, in line with their scope of activities at the respective workplaces or facilities. The results of inspections are submitted for discussion at management meetings of the respective companies, with the participation of an authorised representative of the trade union organisation.

Employees are assigned only to work corresponding to their medical fitness, which is assessed as part of pre-employment medical examinations. The impact of working conditions on employees’ health and their ability to continue performing work is subsequently verified through periodic medical examinations.

With regard to OHS training, new employees are required to complete mandatory induction training and practical instruction, which usually takes place on the first working day at the workplace. Existing employees undergo refresher training every two years, and managerial employees every three years. During training, employees are familiarised with the OHS management system, the obligations of employees and employers, other conditions for ensuring OHS and practical examples of incidents that led to occupational accidents. Selected operational employees also complete practical training based on their job assignments (e.g. working at heights, movement and work on scaffolding). All employees are trained in the provision of first aid.

For contractors’ employees, OHS training builds on the training that their employer is legally required to provide. At nuclear power plants, contractors’ employees receive OHS training before being granted access to the nuclear power plant or before being assigned the role of work supervisor / work planner. To extend access or the role of work supervisor, periodic training is conducted annually. During training, contractors’ employees are familiarised with the specifics of work at nuclear power plants, expected behaviour, OHS conditions at the workplace and the work management system. At conventional and hydro power plants, contractors’ employees are trained for the roles of responsible persons and work supervisors prior to commencing work and subsequently every two years.

Selected OHS Activities

Selected OHS activities are based primarily on the Principles and Priorities of CEZ Group, announced annually as part of the Regulation of the Board of Directors of ČEZ, a. s. The Principles stipulate the continuous fulfillment of the CEZ Group Occupational Health and Safety Policy, the provision of sufficient personnel, financial, and material resources to ensure compliance with safety requirements, the fulfillment of safety requirements, and the continuous improvement of safety in CEZ Group, including the implementation of measures resulting from the established Safety Theme of the Year for individual divisions of ČEZ, a. s., and CEZ Group companies.

In 2023 and 2025, an information campaign was carried out to raise the awareness of employees about possible safety risks and ways to avoid them. The main motto of the campaign was: “I think about security.” It promoted efforts to detect, eliminate, or minimize risks before they cause an injury, especially by identifying dangerous situations (near misses) that have the potential to cause injury. The campaign emphasized that risk prevention is also important in private life and that following safety rules makes sense also at home. This supports the perception of safety and health issues as part of the behavior and habits of each individual. Recording suggestions for improvement and near misses on mobile devices was also supported.

CEZ Group supports the exchange and sharing of information among safety specialists from individual CEZ Group companies. CEZ Group safety specialists meet several times a year with experts from other energy companies operating in the Czech Republic in order to share information on measures adopted following adverse events and to jointly exchange examples of good practice.

Representatives of CEZ Group are actively involved in professional and employee associations, where they regularly put forward suggestions for changes to safety legislation and provide comments on relevant government amendment proposals.