Employee Support Programmes
With employee well-being and wellness central to our HR focus, we have introduced several programmes to help the workforce at APSEZ handle their work pressure, support their families, and strike a work-life balance. We supported our people and their families through the following initiatives:
Workplace Stress Management
- Our strategy helps manage work and non-work related stress through physical, emotional, and spiritual care, diversity initiatives, and self-sustenance programmes. The 4-month Curated Individual Wellness Journey for senior leadership includes pulse diagnosis, wellness coaching, nutrition sessions, and meditation programmes
Emotional Intelligence (EI) Programme
- To promote self-awareness, self-management, social awareness, and relationship management among Campus Cadre GETs and PGETs, the program helps participants regulate emotions, fosters empathetic relationships, and develops effective leadership skills through emotional intelligence, creating a productive work environment
Sport & Health Initiatives
- Physical activity facilities and virtual exercise/yoga classes are available to all employees. In FY 2024-25, health talks, webinars, a Box Cricket Event, an open-air gym at Gangavaram Port, and various sports events were organised to promote health and collaboration
Medical Interventions
- Dedicated health facilities with qualified medical practitioners provide first-aid and emergency assistance. Healthcare amenities include hospitals, health centres, and daycare centres. Regular health check-ups and Mediclaim policy cover employees, spouses, and children, with provisions for parents. Critical illness policy supports employees' parents financially
Flexible Working Hours/Work from Home
- A 48-hour work week limit promotes work-life balance. Flexible working hours and guidelines for work-fromhome facilities are also provided for employees
Childcare Facilities or Contributions
- The Employees' Children Education Scholarship and Loan Interest Subsidy Policies support employees' children's education. Top-scoring children in 2024 Higher and Senior Secondary Boards were acknowledged at ceremonies across various sites/BUs
Welfare Facilities
- Various employee welfare policies include Retirement Benefit Plan, Loan Policy, Housing Loan Interest Subsidy Policy, Telecom Policy, and Marriage Gift Policy. Financial assistance is provided through a Death Benevolent Fund. Policy documents are accessible on the Adani portal, and all employees are covered under the APSEZ retirement benefit plan
Paid Parental Leaves & Creche Facilities
- Under the paid parental leave policy, employees receive 6 days of paternity leave and 26 weeks of maternity leave. Creche and lactation facilities are provided at our sites
| Benefits | Male | Female |
|---|---|---|
| Total number of employees who were entitled to parental leave | 3,133 | 79 |
| Total number of employees who took parental leave | 85 | 1 |
| Total number of employees who returned to work in the reporting period after parental leave ended | 85 | 1 |
| Total number of employees who returned to work after parental leave ended, and were still employed 12 months after their return to work | 75 | 1 |
| Return to work rate of employees who took parental leave | 100% | 100% |
| Retention rates of employees who took parental leave | 88% | 100% |
Employee Turnover Rate
| Workforce Turnover Numbers: Indian Nationality | Involuntary | Voluntary |
|---|---|---|
| North (Ladakh, J&K, HP, Punjab, Haryana, Delhi, Rajasthan) | 14 | 37 |
| Central (Uttarakhand, UP, MP, Chhattisgarh) | 15 | 44 |
| East (Sikkim, Bihar, Jharkhand, WB, Odisha) | 23 | 48 |
| West (Gujarat, Maharashtra) | 39 | 135 |
| South (Karnataka, Goa, AP, Telangana, Kerala, Tamil Nadu) | 39 | 88 |
| Northeastern (Seven Sisters) | 1 | 1 |
| Workforce Turnover: Age Group | Involuntary | Voluntary |
| < 30 years | 0.3% | 3% |
| 30–50 years | 2% | 8% |
| > 50 years | 2% | 1% |
| Workforce Turnover: Gender | Involuntary | Voluntary |
| Male employees | 4% | 11% |
| Female employees | 0.06% | 0.47% |
| Workforce Turnover: Management Level | Involuntary | Voluntary |
| Top Management employees | 0.06% | 0.06% |
| Senior Management employees | 0.19% | 0.22% |
| Middle Management employees | 1% | 2% |
| Junior Management employees | 2% | 8% |
| Supervisory/Technician employees | 0.2% | 1% |
Mapping the Employee Well-Being Trend
Periodic Gallup assessment surveys are conducted at APSEZ to gain the perspectives of our employees. The survey results are evaluated for 15 attributes, with the aim to create a structure for interactions with employees. Such interactions include casual conversations, meeting agendas, performance evaluations and team goal setting.
Assessment score of
7.9
v/s the target for
8.4
in FY 2024-25
| Employee Survey | Unit | FY24 | FY25 |
|---|---|---|---|
| Employee Net Promoter Score | 0–10 scale | 7.9 | 7.9 |
| Total employees covered | % | 100 | 100 |
| Survey Aspects | |||
| Job experience | 5-scale | 4.25 | 4.0 |
| Happiness | 5-scale | 4.0 | 4.0 |
| Purpose | 5-scale | 4.0 | 4.0 |
| Stress management | 5-scale | 4.0 | 4.0 |
Freedom of Association
We respect and value our employees’ freedom of expression, and take steps to protect their rights to form and join trade unions, negotiate, and participate in collective bargaining as per law. Workers are given the right to form union without fear of intimidation or retaliation. The company’s collective bargaining agreements with the employee unions cover critical topics such as health and safety, CSR initiatives, fair remuneration, reasonable working hours, skill development, career progression, work time flexibility, lifelong learning, stress management, and equal opportunities. Such collaborative measures and agreements help promote a positive and inclusive work environment, in alignment with the company’s goals.
10%
Workforce covered by collective bargaining agreements
