Best workplace

We build communities together

Peab is located in large and small places throughout the Nordic region. At Peab our some 13,000 employees have the opportunity to make a difference by building the local community in the places where they live and work. Every employee has a big personal responsibility and should be met with good working conditions and opportunities to develop as well as safe and inclusive workplaces.

Target: Best workplace

We are a safe, secure and inclusive workplace rooted in a strong company culture. Leadership takes responsibility and is close to operations. Employees have value-creating and developing work assignments that they complete together.

Satisfied employees despite tougher market

With­in the strate­gic tar­get Best work­place one of our goals is to be able to offer our em­ploy­ees the best work­place in the in­dus­try. We mea­sure this through the eNPS (rec­om­mend Peab) value which should be above the bench­mark for in­dus­try and man­u­fac­tur­ing. In the au­tumn sur­vey the eNPS value for the Group con­tin­ued to be far above the bench­mark. We increased by a point to 28 (27 in the spring survey) even though last year was full of external challenges. At the same time the bench­mark fell by three points to 17 (20 in the spring survey). The eNPS value rose par­tic­u­lar­ly for fe­male skilled work­ers, increasing by all of nine points compared to the spring survey. In the survey employees rated collaboration with co-workers, community and Peab’s core values as some of the company’s greatest strengths. The negative trend was strain.

Par­tic­i­pa­tion in the au­tumn sur­vey was the highest in Peab’s history with 90.2 (89.9 in the spring survey) per­cent in the Group, ac­com­pa­nied by around 10,000 comments, dis­play­ing the great in­ter­est our em­ploy­ees have in de­vel­op­ing their teams and our busi­ness.

Sharp focus on workplace accidents

Zero vi­sion for fatal and serious ac­ci­dents and our tar­get of a con­tract­ing trend in se­ri­ous ac­ci­dents com­pris­es all our own em­ploy­ees and every­one else at our work­places.

In 2024 there were 33 (48) se­ri­ous ac­ci­dents. Of these, 20 re­ferred to our own em­ploy­ees and 13 re­ferred to sub­con­trac­tors. We are pleased that the trend is developing in the right direction. At the same time we con­tin­ue to focus de­ter­mined­ly on these is­sues so that the trend will continue to con­tract­. Our pre­ven­tive work on the work en­vi­ron­ment and mea­sures to pre­vent ac­ci­dents from re­oc­cur­ring as well as con­tin­u­ous in­for­ma­tion are key to re­duc­ing work­place ac­ci­dents.

Serious accidents

The target is measured as zero fatal accidents and contracting trend, rolling 12 months.

Target: <48
Outcome 2024: 33

eNPS

Stands for employee Net Promoter Score and measures employee engagement.

Target: >Benchmark
Outcome 2024: 28

Our em­ploy­ees, with their know-​how and en­gage­ment, build Peab. Our foun­da­tion is our deeply rooted core val­ues – down-​to-​earth, de­vel­op­ing, per­son­al and re­li­able which help us to form our cul­ture and what we call the Peab Spir­it.

Our broad range of op­er­a­tions en­tails a pletho­ra of pro­fes­sion­al roles at Peab. At the lat­est count the num­ber of pro­fes­sions amount­ed to 228, cov­er­ing every­thing from ge­ot­ech­ni­cians and as­phalt pave­ment lay­ers to con­struc­tion en­gi­neers, skilled work­ers in civil en­gi­neer­ing and dri­vers. Our local focus and strat­e­gy for lo­cal­ly pro­duced com­mu­ni­ty build­ing means that Peab has a large share of our own em­ploy­ees, es­pe­cial­ly com­pared to other com­pa­nies in the con­struc­tion and civil en­gi­neer­ing in­dus­try. At the end of 2024 the pro­por­tion of skilled work­ers was 53 (53) per­cent, while the pro­por­tion of white-​​col­lar work­ers was 47 (47) per­cent. The pro­por­tion be­tween women and men in the Peab Group is a chal­lenge in our in­dus­try and some­thing we work with ac­tive­ly. Read more about equal op­por­tu­ni­ty re­cruit­ment on page 30.

A down-to-earth spirit

Peab has a flat and de­cen­tral­ized or­ga­ni­za­tion. Team spir­it is strong and at the same time every em­ploy­ee is im­por­tant and can have an ef­fect on both their work­day and how Peab func­tions as a com­pa­ny. Our size and ex­ten­sive op­er­a­tions in the Nordic re­gion means we can offer a lot of op­por­tu­ni­ties re­gard­less of whether some­one wants to grow in their ex­ist­ing role, try on new roles and tasks or de­vel­op their lead­er­ship skills or spe­cial­ist ex­per­tise. Some­one might even want to de­vel­op their ca­reer in some other place. In other words, de­vel­op­ment can take many dif­fer­ent forms, de­pend­ing on in­di­vid­ual needs. To dis­play all these op­por­tu­ni­ties we have pro­duced a ca­reer map that em­ploy­ees can ac­cess, for ex­am­ple in an­nu­al de­vel­op­men­tal dis­cus­sions.

By pro­vid­ing good working con­di­tions and ben­e­fits we want all our em­ploy­ees to be healthy and happy. Peab of­fers market ​​level salaries and terms that pro­mote a sus­tain­able work/life bal­ance. At Peab the na­ture, per­for­mance and skills level of an em­ploy­ee’s job de­cide their pay level.

Inclusion is a cornerstone

It is a given that our em­ploy­ees are treat­ed with re­spect for their dif­fer­ences and es­sen­tial that we as em­ploy­ers take ad­van­tage of each em­ploy­ee’s unique skills and per­spec­tive. Every­one has the right to a safe and in­clu­sive work en­vi­ron­ment hence our ef­forts in this field in­cludes every­one at our work­places. We can never ac­cept any form of so­cial ex­clu­sion at our work­places. In­clu­sion is high on Peab’s agen­da and we mea­sure these is­sues in our per­son­nel sur­vey. We ex­plore, for in­stance, the level of ex­pe­ri­enced in­clu­sion, psy­cho­log­i­cal se­cu­ri­ty and how strong our civil courage is. The re­sults are en­cour­ag­ing, al­though there is still room for im­prove­ment.

Peab has an equal op­por­tu­ni­ty plan, with an ac­tion plan to coun­ter­act vic­tim­iza­tion and dis­crim­i­na­tion. We work ac­tive­ly with ed­u­ca­tion and sup­port for man­agers and co-​work­ers to en­sure no one is dis­crim­i­nat­ed or vic­tim­ized at our work­places. We also have an Ethics Coun­cil which en­sures that re­ports of vic­tim­iza­tion and dis­crim­i­na­tion are in­ves­ti­gat­ed by im­par­tial ex­per­tise.

Number of employees – business area

Per December 31, 2024

Business area

2024

2023

Construction

 4 681 5 207

Civil engineering

 3 365 3 422

Industry

4 581

4 573

Project Development

145

211

Group functions

611

694

Total number

13 383

14 107

Number of employees – per gender

Per December 31, 2024

Number of employees in brackets

Number of employees – per country

Per December 31, 2024

Leadership is the foundation of our success

Se­cure and ap­pre­ci­at­ed lead­ers are vital for our abil­i­ty to achieve the tar­gets we set and for our em­ploy­ees to flour­ish in their pro­fes­sions. Con­tin­u­al­ly de­vel­op­ing our man­age­ment through various leadership programs is there­fore a constant pri­or­i­ty.

Focus on tomorrow’s talent

Our tar­get of being an at­trac­tive em­ploy­er is also vital for our abil­i­ty to con­tin­u­al­ly en­sure fu­ture tal­ent re­cruit­ment and keep the em­ploy­ees we al­ready have. Be­cause of the sig­nif­i­cant un­der­ly­ing de­mand for our ser­vices in dif­fer­ent sec­tions of so­ci­ety we need to con­tin­u­al­ly re­cruit new em­ploy­ees with dif­fer­ent skills that help us pre­pare our or­ga­ni­za­tion for the fu­ture. Dur­ing the year we also updated the Group’s recruitment strategy and worked with a number of local recruitment programs, particularly in northern Sweden where the need for talent in the future is substantial. Our recruitment strategy is built on sex main principles, among them that competence requirements and resource needs are based on customer needs and market prospects, that recruitment is clearly founded on the different geographies in our operations and that we work actively for a continuous inflow of young trainees and recently graduated engineers.

As part of this work we pri­or­i­tize col­lab­o­ra­tion with many dif­fer­ent parts of the ed­u­ca­tion­al sys­tems in the coun­tries we op­er­ate in. This col­lab­o­ra­tion ranges from in­tern­ships and re­search projects to lec­tures, men­tor­ship and tu­to­r­i­al help with mas­ter the­ses. Since 2006 we also run in­de­pen­dent high schools through the Peab School. Read more about the Peab School in the sec­tion “Leader in so­cial re­spon­si­bil­i­ty”.

The second round of the trainee program for women, The Construction Year, began in 2024 with 19 new trainees. In addition, 48 college and civil engineers began Peab’s trainee program 2024-2025. The trainees, who are located all over Sweden, will learn more about supervising, participate in a comprehensive leadership course and receive practical experience at various workplaces in the Group.

Operations 2024

Investment garnered work environment award

Peab company Byggelement’s plants in Ucklum outside Stenungsund and in Hallstahammar have recently made a technical leap by replacing a manual production process with a high degree of robotization. The investment of around half a billion Swedish crowns has doubled production capacity of walls and beams while reducing climate impact since they have been produced with concrete where at least 50 percent of the cement has been replaced by an alternative binder.

Above all the automated production has revolutionized the work environment, especially regarding lifting. As a result Byggelement won Betongvärlden’s (The World of Concrete’s) award Work Environment Prize of the Year.

Robots are now handling 95 percent of the traditionally heavy, repetitive jobs. Work stations have also been adapted for the specific work done there and the ambition is to minimize situations where employees get in the way of each other. Staff is encouraged to rotate between jobs in order to reduce the risk of repetitive strain injury.

Even the level of noise has dropped drastically and the new facilities are light, airy and modern.

“Absolutely everything is better. We don’t have to handle heavy lifts anymore and our work environment is much calmer and quieter. Now having muscles is not the only thing that counts. Smart thinking and using the technical aids available is what matters. I hope this development will also attract more women to construction,” says Tanja Jovic Stijak, team leader at Byggelement’s plant in Hallstahammar.

eNPS

Target: > benchmark (reported semi-annually)

eNPS (employee Net Promoter Score) measures employees’ willingness to recommend Peab as an employer on a scale of -100 and 100. The eNPS score should be above the benchmark in the industry (industry and manufacturing).

Everything starts with a safe work environment 

The con­struc­tion and civil en­gi­neer­ing in­dus­try suf­fers from in­juries but we can never ac­cept peo­ple are in­jured or get sick be­cause of their job. There­fore a safe work en­vi­ron­ment is cru­cial to our busi­ness. Every­one at our work­places should be able to work under safe and se­cure con­di­tions, de­spite the fact there are risks in­volved in the work we do. All our em­ploy­ees, hired staff and any­one at our work­places have the ex­plic­it right to refuse to do a job if it can­not be done safe­ly.

Preventative measures

Ac­ci­dent pre­ven­tion mea­sures are the core of our work on the work en­vi­ron­ment be­cause every reme­died risk is one less po­ten­tial ac­ci­dent. To pre­vent ac­ci­dents and in­ci­dents at our work­places Peab con­tin­u­al­ly de­vel­ops quality-​ensured and sys­tem­at­ic work meth­ods along with ed­u­cat­ing em­ploy­ees and part­ners. We hold reg­u­lar safe­ty in­spec­tions at con­struc­tion sites and rem­e­dy iden­ti­fied short­com­ings af­ter­wards. We also put great em­pha­sis on ed­u­ca­tion­al work en­vi­ron­ment re­ports in­tend­ed to make it eas­i­er for work­places to do the right thing. We also de­vel­oped a work method so that our em­ploy­ees pro­duce work prepa­ra­tions to­geth­er be­fore they begin a job. Risk elim­i­na­tion, in other words iden­ti­fy­ing risks and mea­sures, is em­pha­sized in work prepa­ra­tions to in­crease the safe­ty of our work­places and re­duce ac­ci­dents and in­ci­dents. Working with safety is also very important at sites affected by passing traffic.

Em­ploy­ees and part­ners re­port risk ob­ser­va­tions which we rem­e­dy as far as pos­si­ble and we learn from these, as we do from ac­tu­al in­ci­dents and ac­ci­dents.

If an accident nonetheless does occur, Peab has had a cri­sis or­ga­ni­za­tion for many years that con­sists of around 100 em­ploy­ees. Its pur­pose is, in the case of an ac­ci­dent or cri­sis, to step in and pro­vide pro­fes­sion­al man­age­ment to min­i­mize un­nec­es­sary suf­fer­ing and in­jury of the vic­tims, both em­ploy­ees and third par­ties.

Serious accidents

Target: > Zero fatal accidents and contracting trend, rolling 12 months, serious accidents classification 4 which refers to accidents that incur personal injury with serious consequences (reported quarterly).

The target of a contracting trend for accidents comprises both our own employees and everyone at our workplaces. Refers to the period January 2022 – December 2024.

No