Our nearly 200 thousand employees are critical to our business success. We offer them competitive remuneration, attach great importance to cooperation and fairness-oriented cooperation. In addition, we operate a systematic health management system.
We deal with these and other employee topics in more detail in our audited Sustainability Statement in the Annual Report 2024 and in the HR Factbook 2024. Here in the CR report you will also find information on employee development as well as corporate culture and inclusion.
Key employee figures 2024
Almost 42,000 employees took part in our employee share program “Shares2You”.
The health rate in Germany, including long-term illnesses, was 94.4 %.
Further key figures relating to Deutsche Telekom’s employees can be found in the HR Factbook 2024. In our audited Annual Report 2024 we also provide detailed information on the development of the workforce.
Dialogue & co-determination
We maintain an open dialogue with our employees. We work together with employee representatives and trade unions throughout the Group in a spirit of trust and constructiveness. Because there are different legal and contractual requirements in the individual countries, we manage co-determination issues in a decentralized manner – and always together with the company and inter-company stakeholders.
You can find out more about dialogue and co-determination in the audited Sustainability statement in the Annual Report 2024 and more details on the mood in the Group in the HR Factbook 2024.
From the employee survey, we also deduce how much our employees identify with our CR commitment and how satisfied they are with it. In the reporting year, 84 % of respondents believed that Deutsche Telekom was taking its responsibility for society and the environment seriously. 83 % identified with our commitment.
Employee identification with CR commitment ESG KPI
in %
Compensation & benefits
We offer our employees competitive and performance-related remuneration that is based on the respective national labor market. With our collective agreements and other collective bargaining regulations, we ensure transparent and gender-neutral remuneration and remuneration. The “Global Compensation Guideline” regulates the remuneration of senior executives.
You can find out more about compensation in our audited
Sustainability statement in the Annual Report 2024Excursus: salary developments in Germany
We have entered into negotiations with the trade union ver.di during the term of the collective wage agreements in order to provide our employees in Germany with collective bargaining agreements with clarity about future salary developments at an early stage.
An agreement has been reached for all collectively agreed Group companies in Germany.
The key points of the results:
Deutsche Telekom in Germany (excluding the T‑Systems companies)
- October 2024d: collectively agreed wage increase of 6 %
- August 2025d: permanently EUR 190 more per month
For trainees and dual students, the social partners agreed on EUR 95 more per month and a salary increase of 6 %.
In 2024, all employees of Deutsche Telekom covered by collective bargaining agreements in Germany as well as employees not covered by collective bargaining agreements in Germany (excluding T‑Systems companies) received an inflation compensation payment of EUR 1,550, and trainees and dual students received EUR 775.
The following was decided in the reporting year for employees not covered by collective bargaining agreements:
- October 2024: introduction of a “Benefit Budget” with an average of 2.5 % more total compensation and planned future expansion
- January 2025: additional budget for salary increases equal to 3 % of the total salary; Managers can distribute this individually and performance-related to the non-tariff employees (excluding T‑Systems companies).
Systems Solutions segment (T‑Systems companies in Germany)
The following salary development has been agreed for all employees of T‑Systems covered by collective agreements in Germany:
- December 2024: inflation compensation bonus of EUR 1,550
- August 2025: permanently EUR 190 more per month
- August 2026: collectively agreed wage increase of 4 %
The following was decided in the reporting year for employees not covered by collective bargaining agreements:
- October 2025: additional budget for salary increases amounting to 2.5 % of the salary bill for the non-cash employees of the T‑Systems companies; managers can also distribute this sum individually and performance-related to the non-tariff employees.
In addition, we offer our employees additional benefits, e.g., through discounted share purchases as part of our “Shares2You” program. We have been enabling employees of Group companies in Germany to do this since 2021. Following a test introduction in the Czech Republic and Slovakia in 2023, employees of participating Group companies have been able to purchase the discounted shares in a total of 14 countries since 2024. More countries will be added in 2025.
In Germany, almost 38,000 employees took part in “Shares2You” in 2024; more than 92,000 employees were eligible to participate. Outside Germany, more than 4,000 of around 25,800 eligible employees took advantage of the offer.
You can find more information about “Shares2You” in our audited
Annual Report 2024An overview of additional financial benefits and other benefits for our employees in Germany can be found on our
websiteProvision for old age
Company pension scheme at Deutsche Telekom in Germany
The company pension scheme for employees in Germany consists of two main components: Employer-financed pension commitments can be implemented via the capital account plan. In addition, employees can have parts of their remuneration converted into pension benefits for old age and risk protection as part of gross and/or net deferred compensation via the Telekom pension fund. The company pension scheme in Germany is usually based on collective bargaining commitments.
You can find out more about the company’s own pension fund on the
Telekom Pension Fund website (only available in German)We also offer pension and risk commitments within the Group outside Germany. Depending on country-specific regulations and market-typical median values, they vary greatly from country to country. However, they should always contribute to a reasonable standard of living and adequate financial security in old age.
Health & occupational safety
We attach great importance to safety in the workplace and promote the health awareness and health literacy of our employees with a wide range of products and services tailored to specific target groups. Occupational health and safety are firmly anchored in our structures through certified management systems and corresponding guidelines. We manage the topics throughout the Group with a quality, occupational health and safety and environmental protection management system. It is based on the international standards ISO 9001, ISO 45001 and ISO 14001.
Depending on the segment and location, we also offer our employees numerous other health programs and measures – covering topics such as exercise and fitness, nutrition, addiction, stress prevention and mindfulness.
Mehr zum Thema Gesundheit & Arbeitsschutz
Looking ahead
80 % of our employees were satisfied with Deutsche Telekom as an employer in 2024 – a result that confirms the direction of our work. At the same time, the value spurs us on not to let up in our commitment to transparent dialogue, fair remuneration, reliable preventive care and broad health promotion in the future.
a aThe figure covers all companies with at least 100 FTEs.
b bAgreement value regarding the mood in the Group determined as part of the pulse survey in November 2024
c cExcluding T‑Mobile US.
d dFor Group companies with different terms from their respective company collective agreement, implementation will be delayed.