In 2024, our headcount remained fairly stable compared to 2023, with a minimal decrease of 15 employees.

This reflects the current stability at Logoplaste. However, we anticipate headcount growth in 2025, driven by the launch of several new plants.

Total number of employees by region and gender

Total number of employees by region and contract type 

There have been no significant changes in gender ratio or employment contract types compared to previous years.

Currently, 98% of our workforce holds a permanent contract, and full-time employees continue to represent 99% of our workforce.

These figures highlight Logoplaste’s commitment to stability and long-term employment relationships. Our success is built on trust, and the duration of employment and signed contracts reflect mutual dedication between our employees and the company.

Details by country can be consulted in HR Metrics – Details by Country

Total number of employees by contract type and gender 

Total number of employees by employment type and gender 

Number and percentage of employees by gender, per employee category

There have been no significant changes across all job categories when comparing 2024 to 2023.

There are no significant changes in these categories. The ratio of women slightly increased, representing 24.4% of the total workforce in 2024 vs 24.1% in 2023. We can see a slight increase in ratio male/female in Executive & Senior Management from 17.7% in 2023 to 17.9% in 2024. 

*of Total headcount
**of Total Senior Management & Executive Positions

The majority of our employees (61.9%) are in operational and technical roles.

A smaller portion of the workforce (2.8%) is in clerical and office roles, which also has a higher female representation: 57 females (75%) and 19 males (25%).

We remain committed to fostering a more balanced and gender-diverse workforce.

Number of employees by age category, gender, per employee category

Turnover Metrics - turnover % is calculated by dividing the number of employees who left during the year by the average headcount during the same period.

The figures are based on the average number of employees (average EE’s) during the year, segmented by geographical area, gender, and age group.

Turnover by region

Details by country can be consulted in document HR Metrics by Country

Comparing the turnover rate of 23% in 2024 to 26.9% in 2023, we’ve seen a significant reduction. This marks a positive outcome of our ongoing efforts to boost employee engagement and enhance retention.

While turnover has decreased, the industry, as a whole, still faces high attrition rates. Factors such as the nature of shift work, the global skills shortage, and intense competition for talent continue to play a significant role.

We are fully committed to addressing these challenges with targeted strategies, such as improving employee engagement, offering comprehensive training programs, and providing competitive compensation packages to strengthen retention and maintain a stable, motivated workforce.

Turnover by gender

Turnover by age group and gender

The highest turnover rate is observed in the 18-30 years age group at 36%.

Turnover rates gradually decrease with age, reaching their lowest in the 41-50 and 51-60 years age groups, both at 16.4%.

Employees over 61 years old experience a turnover rate of 39%, primarily due to retirement. This trend is particularly evident in Portugal, where employees tend to have long tenures with the company.

Interestingly, the age group with the highest turnover also represents the highest hiring rate (46.8% of total hires), especially within Operations.

New Hires Metrics 

New Hires % is the calculation of number of starters during the year, divided by the average headcount during the same period.

Figures have been calculated based on the average number of Employees (average EE’s) during the year, in relation to each geographical area, gender and age group.

New hires by region

New hires by gender

Detail by country can be consulted in document HR Metrics by Country

New hires by age group and gender

At Logoplaste, everyone is both a student and a teacher, this mindset is embedded in our culture. The fast pace of innovation in our industry means there’s always something new to learn. As employees develop professionally, we’re committed to supporting them with training, coaching, and development opportunities designed to help them thrive.

Each year, we invest in Training & Development to ensure our workforce stays aligned with both business priorities and growth objectives. Our approach combines external training with on-the-job learning, knowledge sharing, coaching, and mentoring—offering a comprehensive range of resources to help employees expand their skills.

In 2024, our teams collectively completed 55 499.30 hours of training, averaging 20.8 hours per employee.

Our Performance Management System not only sets clear annual objectives but also identifies key learning and development activities, helping employees grow in their current roles while preparing them for future challenges. We believe that continuous learning is essential for both personal and professional growth, ensuring a motivated, skilled workforce ready to meet the demands of tomorrow.

Internal and external training hours, by region

Details by country can be consulted in document HR Metrics by Country

Achieve, our Performance Management System, is a cornerstone process at Logoplaste, playing a vital role in the growth and development of our employees.

Key ongoing processes within Achieve include check-in conversations, where responsibilities, priorities, and performance expectations are communicated and clarified, ensuring a mutual understanding between managers and employees.

Completion of Achieve by region 

Detail by country can be consulted in document HR Metrics by Country

The overall percentage of employees with performance evaluations across all countries stands at 92.9%.

This represents a significant improvement and is a major accomplishment compared to previous years.

The Logoplaste SpeakUp Channel is a vital resource for our teams to raise concerns that may not be easily addressed through other means or in face-to-face conversations.

We actively promote this whistleblowing platform through our internal channels, emphasizing its role in supporting the well-being of our teams. The platform is accessible to everyone, in all countries and languages, through various communication methods (phone, email, website). All information shared is confidential, and the option to remain anonymous ensures that privacy is upheld.

The types of concerns reported range across various issues, including Discrimination, Employee Relations, Conflict of Interest, Workplace Violence/Threats, Policy Issues, and Substance Abuse.

This diversity underscores the importance of having a whistleblowing hotline to address different types of misconduct and to maintain a safe, ethical work environment.

In 2024, a total of 12 cases were reported across different categories. Although this represents a small fraction of our workforce (2,692 employees), each case was thoroughly investigated and resolved where applicable. We take whistleblower reports seriously and ensure that all concerns are addressed.

Incidents reported through SpeakUp Channel

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