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Sörnäistenkatu 1 A
00580 Helsinki
Phone 010 402 00
At the end of 2025, Apetit employed 372 people in Finland and Sweden, with the majority of employees based in Finland. In fulltime equivalents, the average number of personnel was 321. At Apetit’s Säkylä plant and the Bjuv plant in Sweden, number of personnel varies during the year based on the harvest season. The number of temporary employees increases for a period of about six months in the harvest season. In the end of year 2025, the number of temporary employees accounted for 20 per cent of all employment relationships. At year-end, 33% of the personnel were officials and 67% were employees. Apetit does not use external labour, such as leased employees, to a significant extent. During the year, the Group employed six temporary agency workers. All Apetit employees are covered by collective labor agreements, with senior salaried employees subject to a basic agreement. Apetit complies with Finnish and Swedish labor legislation and the agreements of industry trade unions in all personnel-related matters.
The material impacts related to Apetit’s own personnel concern in particular working conditions, equal treatment, and opportunities within the workplace. Occupational health and safety is as a key theme, as factors such as workplace accidents, musculoskeletal disorders, the seasonality of work, and at times a hectic pace of work may undermine employees’ physical and psychological well‑being. On the other hand, preventive occupational health services, proactive workload management, and a healthy work–life balance can support employees’ health, resilience, and motivation. Workplace inclusiveness, fair opportunities for career advancement and training, as well as competitive compensation can also strengthen employee well‑being and their sense of meaningful work.
Apetit’s operating policy, Code of Conduct and personnel strategy guide and support goal-oriented operations related to personnel. Apetit’s Code of Conduct guides operations in all business operations and applies to all Apetit employees. The Code of Conduct covers, among other things, equal treatment, the development of personnel competence and open and engaging interaction as well as occupational safety and well-being. No form of discrimination, threats, harassment or insults is tolerated at the workplace. Each employee is trained in the Code of Conduct. Apetit Group has a whistleblowing channel for anonymous reporting of suspected misconduct and violations of the company’s Code of Conduct. Reports can be submitted by both Apetit’s own employees and all representatives of Apetit’s stakeholders. Apetit’s personnel strategy focuses on responsible leadership based on the company’s values and corporate culture, ensuring the availability of labour by focusing on retention and attraction factors, improving employees’ occupational well-being and ability to cope with the demands of work by using a wide range of work ability management methods, and the continuous development of strategic and critical competencies.
Apetit’s objective is that each employee is familiar with the goals of their work and able to make use of their strengths and skills in their job. It is important that Apetit’s employees can work in an encouraging and inspiring work atmosphere with rewarding tasks that they find meaningful.
Apetit’s goal is to be a fair employer and give all employees equal opportunities to develop in their careers. Apetit ensures the fair and equal treatment of employees by complying with the principles of its equality plan.
The food industry in Finland has an exceptionally high proportion of women compared to other industries. In Apetit Group’s operations, the share of women is 42 per cent among employees and 46 per cent among the entire personnel.
One of the most important goals of personnel development is ensuring sufficient and appropriate capabilities. The key competence areas for Apetit’s employees include customer relationship management, product development skills, competencies related to production, occupational safety and quality and supervisor and work community skills. The Group’s competence development methods include an internal online learning environment and external training activities, for example. The annual training plan is used to survey the training needs of employees.
Employees’ development and goals are monitored and supported through annual personal development appraisals. All Apetit employees are included in the scope of personal development appraisals. In 2025, a total of 74% of personal development appraisals were completed. There is a major difference in the completion and recording of personal development appraisals between salaried employees and employees. The completion rate of personal development appraisals was 89 % for salaried employees and 65% for employees.
Apetit monitors well-being at work and employee satisfaction by means of a Group wide personnel survey, for example. The response rate of the survey conducted in March 2025 remained at its previous level and was 70%. In the survey, the personnel assess their experiences of personal work ability, the working environment, the work atmosphere, safety at work, the content of their work, and supervisory work. According to the survey, strengths reported by Apetit’s personnel included the impact of their own activities on the work atmosphere, cooperation with their immediate supervisor, personal commitment to Apetit and a safe working environment. The areas of development mentioned included the feedback culture and the development of competence.