Deutsche Telekom’s approximately 200 thousand employees are of crucial importance to our business success. We offer them competitive remuneration, attach great importance to participation and promote 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 2025 and in the HR Factbook 2025. Here in the CR report you will also find further information on Employee development as well as on Corporate culture and inclusion.
Key employee figures 2025
The collectively agreed coverage rate was 41.2 %. (Germany: 75.4 %). a
Employee satisfaction increased by one percentage point to 81 % compared to the previous year. b, c
Almost 45,000 employees took part in our employee share program “Shares2You”.
The health rate including long-term illnesses in Germany was 94.6 %.
You can find more key figures about Deutsche Telekom’s employees in the HR Factbook 2025. In our audited Annual Report 2025, 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 our audited Sustainability statement in the Annual Report 2025. Further information on the mood in the Group can be found in our HR Factbook 2025.
Our employee survey shows how strongly our employees identify with Deutsche Telekom’s CR commitment and how satisfied they are with it. In the reporting year, 83 % of respondents believed that Deutsche Telekom was taking its responsibility for society and the environment seriously. 82 % said they identified with our commitment.
KPI “Employee Satisfaction CR”
in %
Compensation & benefits
You can find out more about compensation in our audited
Sustainability statement in the Annual Report 2025We offer our employees competitive and performance-related remuneration that is based on the respective national labor market. Collective agreements and other collective bargaining regulations support transparent and gender-neutral remuneration. The “Global Compensation Guideline” regulates the remuneration of senior executives.
Excursus: salary developments in Germany
In the 2024 collective bargaining round, we also agreed on salary developments for employees covered by collective bargaining agreements with the trade union ver.di for 2025. The collective wage agreements can be terminated for the first time at the end of 31 March 2026 d. The key results of the collective agreements for 2025:
Deutsche Telekom in Germany (excluding the T‑Systems companies)
August 2025 d: permanently EUR 190 more per month
For trainees and dual students, the social partners agreed on a 6 % increase in remuneration from August 2025.
We agreed on the following increases for non-tariff (AT) employees:
January 2025: additional budget for salary increases equal to 3 % of the total salary; Managers were able to distribute this individually and performance-related to the AT employees (excluding T‑Systems companies).
October 2025: increase of the “Benefit Budget” introduced in 2024 by a further 1 % of total remuneration.
System solutions segment (T‑Systems companies in Germany)
In 2024, we agreed and implemented the following salary development for 2025 for all T‑Systems employees covered by collective agreements in Germany:
August 2025: permanently EUR 190 more per month
For T‑Systems employees in Germany, we implemented the following in 2025:
October 2025: additional budget for salary increases amounting to 2.5 % of the salary bill for the non-employee employees of the T‑Systems companies; managers were also able to distribute this sum individually and performance-related to AT employees.
October 2025: increase of the “Benefit Budget” introduced in 2024 by a further 1 % of total remuneration.
You can find more information about “Shares2You” in our audited
Annual Report 2025In addition, we offer our employees more extensive benefits, for example through discounted share purchases as part of the “Shares2You” program. The program is now open to employees of participating Group companies in 17 countries (as of the end of 2025). In 2025, Belgium, Greece and North Macedonia were added.
In Germany, around 39,000 employees took advantage of the offer in 2025; more than 90,000 employees were eligible to participate. Outside Germany, more than 6,000 of almost 39,000 eligible employees took part.
An overview of additional financial benefits and other benefits for our employees in Germany can be found on our
WebsiteIn addition, we offer our employees in Germany discounts on landline and internet connections. There is also the possibility of leasing bicycles via salary conversion. For more information, see Mobility here in the CR report.
Provision for old age
Company pension scheme at Deutsche Telekom in Germany
You can find out more about the company’s own pension fund on the
Telekom Pension Fund website (only available in German)The company pension scheme for employees in Germany is made up of two main components: Employer-financed pension commitments can be implemented via the capital account plan. In addition, employees can have part of their salary 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.
We also offer pension and risk commitments within the Group outside Germany.
The design is based on country-specific regulations and customary market conditions, with the aim of supporting an adequate standard of living and financial security in old age.
EU segment: digital support in everyday work (Magyar Telekom)
With the Intelligent Digital Assistant (IDA), Magyar Telekom uses an AI-based HR chatbot that supports employees in their everyday work with administrative and HR-related issues. IDA automatically answers general HR questions around the clock, such as holidays, benefits, deadlines or other work-related topics, and is available regardless of office hours. This reduces routine activities and provides information quickly and easily. This relieves employees in their everyday lives and creates freedom for tasks that require personal expertise, creativity or conceptual work.
Health & occupational safety
The health and safety of our employees is an essential part of our responsibility as an employer. That is why we attach the highest importance to safety in the workplace. Occupational health and safety are firmly anchored in our structures through certified management systems and binding policies and guidelines.
In addition, we promote health awareness and competence among our employees with a wide range of target-group-specific offerings. As part of workplace health promotion, we offer numerous health programs and measures – around topics such as exercise and fitness, nutrition, addiction, stress prevention and mindfulness.
More on the topic of health and occupational safety
Looking ahead
In 2025, 81 % of our employees were satisfied with Deutsche Telekom as an employer – 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 2025.
c cExcluding T‑Mobile US.
d dFor Group companies with different terms from their respective company collective agreement, the implementation will be delayed.