Employees

Employee motivation and commitment are important for the longterm success of a company. VIG strives to further enhance its attractiveness as an employer while taking into account issues such as equal opportunity and diversity. For the majority of the Group’s companies, employer attractiveness is regularly measured using an international Index. The results provide insights at the local level into potential areas for improvement within the individual companies.

Fair, performance-based remuneration

The remuneration is designed to attract and retain talented, experienced and capable employees in a competitive environment. If the remuneration includes variable components and no minimum wage is required under national law or collective agreements, the fixed remuneration must be sufficiently high to prevent employees from depending too greatly on their variable remuneration. In addition to remuneration, the Group companies also offer many fringe benefits that differ from company to company, such as childcare, healthcare services and flexible working hours. Learn more about the benefits we offer. 

Diversity promotes inclusion and equal opportunities

Plurality is one of the values of VIG. Instead of a challenge, plurality is seen as an opportunity – and is therefore actively promoted. In the context of local entrepreneurship, the VIG companies choose their own diversity priorities and are independently responsible for implementing their diversity concepts. At VIG Holding, the focus is on three dimensions: gender, generations and internationality.

More than one fifth of the managing board and supervisory board members were women at the end of 2025. Around 45% of the managers in the management level directly below the managing board were women. More than 20 different nationalities were represented in the managing boards of the fully consolidated VIG insurance companies (based on citizenship).

VIG focuses on "life balance"

The term “life balance” is better at expressing the idea that “work” and “life” are closely connected and even more inseparable than “work-life balance”. VIG promotes a healthy life balance for its employees through measures that go beyond legal requirements. Key elements include promoting physical and mental health, childcare and other family-friendly initiatives. Flexible working models enable an individually tailored way of working and make an important contribution to life balance. All of these measures promote employee satisfaction, motivation and well-being.

Learning programmes support the personal development of employees and the dynamic development of VIG

Employee training and further development is a critical factor for success in a time of rapid change. VIG therefore uses a large number of training programmes to ensure that employees remain up to date and open to new developments. VIG insurance companies design and organise local trainings, seminars and other events for their employees. Group-wide learning and development are developed by Human Resources at VIG Holding and carried out with competent international cooperation partners.

VIG also attaches great importance to regular target and development meetings to align individual goals with strategic objectives and promote constructive exchange through valuable feedback. Over 80% of employees took part in a regular performance and career development review in 2025. For sales staff, the Insurance Distribution Directive (IDD) requires a certain amount of training for persons involved in the distribution of insurance products. Details on the average training hours per employee (FTE) can be found in the table below.