Focus on people

Knowledge, health, motivation and a corporate culture in partnership are not only important factors for staff satisfaction. They are essential for the long-term success of the Group. HHLA’s personnel policy is future-oriented: with high investments in vocational and in-service training, comprehensive preventive medicine and on-going modernization of its remuneration system, HHLA sets benchmarks with its active personnel policy.


Labour agreements are part of HHLA’s tradition and are highly valued. The income, working hours and further working conditions of approximately 90 percent of its employees in Germany are governed by labour agreements. Modern payment systems which accommodate variable remuneration (for employees subject to and not subject to labour agreements) have also shown their worth. A consistent and reliable income is paid as consideration for the commitment to our company goals and for the efforts in achieving them.

Ongoing qualification

Only lifelong learning will make it possible for our staff, to fulfil the exacting requirements of our customers for mastering the challenges of the market. Therefore today HHLA is working on the expertise that will be required tomorrow: with a wide range of vocational training places leading to formal qualifications, enormous investments in both vocational and in-service training, as well as concentrating on our sponsoring activities for the advancement of training institutions.

Health management

Sustaining staff health both for today and tomorrow is a central corporate objective at HHLA. This is taken care of by steadily developed and improved health management, intermeshing safety at work, health protection, occupational medicine, company rehabilitation management as well as preventive programmes. With innovative concepts and exemplary standards HHLA sets benchmarks, which are regularly recognized with prizes and awards.

Company pension scheme and lifetime work savings account

HHLA supports its staff in taking advantage of the company pension scheme. Lifetime work savings accounts were introduced in almost all group companies. This provides the opportunity to individually structure lifetime working hours, without having to face pension shortfall, due to claiming early benefits.