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2021
ESG Report

Corporate website
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SDGs

Employees

4,848 reasons to be proud, or our team

The Group’s ambition is to be a career platform for diverse, talented and ambitious teams and individuals who thrive in a fast-paced, changeable and complex environment. Our employees are committed to high performance, continuously looking for development opportunities and aspiring to the next big challenge, wherever it comes from.  

We create a demanding but caring working environment, support the professional and personal development of our employees and create equal opportunities in what we do. The table below presents our employment structure.

4,848 the entire Allegro.eu team consisted of 4,848 people at the end of 2021
At the end of 2021, the entire Allegro.eu team consisted of 4,848 people, exactly 1,559 more than a year ago. That means that the number of all Allegro.eu employees in 2021 increased by nearly a half, and the company hired almost twice as many new employees as in 2020.

Allegro ranks among the best employers in Forbes’ Poland's Best Employers 2021 ranking. In the latest ranking prepared by Forbes and Statista, we came in first among employers in the retail and wholesale industry. We are all the more pleased with our success because we owe it largely to the votes of our employees!
GRI
  • 102-8
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Types of contracts at the Allegro.eu Group 8

2021

20209

2019

Contract of employment 

3,613

74.53%

2,721

82.73%

2,194

88.50%

incl. women 

1,545

42.76%

1,133

41.64%

912

41.57%

incl. men 

2,068

57.24%

1,588

58.36%

1,282

58.43%

Contractors (B2B) 

535

11.04%

240

7.30%

17

0.69%

Work agencies & outsourced service 

700

14.44%

328

9.97%

268

10.81%

TOTAL

4,848

100%

3,289

100%

2,479

100%

 

8The data include active and suspended workers.
9 [GRI 102-48] The number of total employees in 2020 has been retrospectively adjusted to include 130 temporary agency workers in the Błonie warehouse (previously excluded from the headcount of 3,159 reported in 2020).

The presented number of workers takes into account people working at the following companies: Allegro.pl, Ceneo.pl, eBilet.pl, Allegro Finanse, Allegro Pay, Opennet, X-press Couriers, Skynet Custom Brokers, Adinan Midco and Allegro.eu.

 

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Form of Employment 

2021

2020

2019

Permanent employment contracts 

2,868

79.4%

2,162

79.4%

1,738

79.2%

Fixed-term employment contracts 

745

20.6%

559

20.6%

456

20.8%

 

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Form of employment broken down by gender 

2021

2020

2019

Permanent employment contracts – women

1,200

33.2%

874

32.1%

702

32.0%

Fixed-term employment contracts – women

343

9.5%

264

9.7%

211

9.6%

Permanent employment contracts – men

1,669

46.2%

1,286

47.3%

1,036

47.2%

Fixed-term employment contracts – men

401

11.1%

297

10.9%

246

11.2%

We are working in many cities

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Workplace

2021

2020

2019

Poznań office 

45.3%

51.3%

57.0%

Warsaw office 

33.5%

30.7%

25.5%

Wrocław office 

6.5%

7.2%

8.2%

Kraków office 

4.7%

3.7%

2.3%

Toruń office 

3.0%

3.5%

3.8%

Błonie (Distribution Centre) 

2.8%

2.6%

2.6%

Adamów (Fulfillment Centre)

2.6%

–

–

Remote work

1.2%

–

–

Other 

0.4%

1.0%

0.6%
mapka mapka
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Legal entity 

2021

2020

2019

Allegro.pl

4,212

2,933

2,227

Ceneo.pl

219

198

194

Allegro Pay

126

61

–

eBilet.pl

59

56

56

Opennet

67

30

–

Allegro.eu

7

6

–

Allegro Finance

10

3

–

Adinan Midco

2

2

2

Xpress Couriers

141

–

–

Skynet Custom Brokers

5

–

–

Allegro.eu Group

4,848

3,289

2,479

Professional development, or careers at Allegro

We want Allegro to be a place full of challenges and opportunities for our employees. We provide support in professional development to everyone, guarantee equal opportunities in all aspects of employment and offer competitive salaries and benefits. In return, we expect professional ambition and willingness to develop, the ability to cope with a rapidly changing and complex environment, and the awareness that our work, innovations and solutions affect the daily purchases of millions of consumers. We are very pleased with the high marks that we receive in the annual surveys from our employees.

Values and skills, or working at Allegro

Allegro Essentials are the values that accompany us in our daily work. They define a consistent set of attitudes and behaviours shared by all Allegro employees. These are:

Allegro-Grafiki-22-ENG_essentials-ENG Allegro-Grafiki-22-ENG_essentials-ENG

Allegro Essentials are a signpost pointing to what builds our unique corporate culture and creates an atmosphere of success that pushes us forward. In other words, Allegro Essentials represent a consistent view of what makes us successful at Allegro. They are described clearly so that everyone can recognize and apply them. Allegro Essentials have been based on nearly 1,100 responses to questions in the 2020 BaZa questionnaire (“How would you describe Allegro’s culture?) and created in cooperation with the Management Team. 

Allegro Factors

Career Levels is a system that classifies all roles at Allegro into levels. Its purpose is to introduce transparency and organize our internal job structure and to provide employees with a clear vision of their career path within the company. We have defined 10 Career Levels, although this number may increase as the company grows. Allegro.pl selected 5 important competencies across all our roles and people, which we called level factors. Allegro Factors include five competencies that are desired at Allegro: Impact on the Allegro business, Ability to manage complex problems, Leadership skills, Ability to communicate clearly and effectively, and Professional knowledge. The number of factors verified during recruitment depends on seniority (the Career Level) within the organizational structure. All new recruitment processes require Allegro Factors to be implemented. 

GRI
  • 404-1
  • 404-2

Shared success, or training and reviews

The professional development of employees is crucial for the development of Allegro. We have prepared a large selection of training sessions, workshops and conferences for them, available through a special development platform called MindUp. It includes training in the so-called soft skills, technical training, managerial programmes and development tools. In 2021, the company conducted 458 internal training sessions with a total of 4,107 participants. An average employee received 6.2 hours of training, compared to 8.2 hours in 2020. In 2021, the average number of training hours was 6.2 per woman and 6.0 per man.  

In 2021, female employees participated in a similar number of training courses as in the previous year, taking into consideration the increase in employment. 41% of Allegro employees are women, and women constitute 45% of all training participants. 

The data concern only Allegro.pl, Allegro Pay and Allegro Finance employees, as employees of other companies do not have access to the MindUp! training platform where the data come from. Training was not monitored in other companies.

GRI
  • 404-1
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4,107
Total number of training participants
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All Trainings10

2021

2020

2019

Total number of training participants

4,107

5,247

4,416

Women 

45%

45%

32%

Men 

55%

55%

68%

Number of unique participants

1,726

1,416

1,386

% of employees who participated in at least one training course 

55%

59%

74%

Women 

726

638

443

Men 

1,000

778

943

Average hours of training per employee 

6.2

8.2

0.74

Average hours of training per woman 

6.4

9.4

nd

Average hours of training per man

6.0

8.6

nd
10The data include active employees.

Data for: Allegro.pl, Allegro Pay and Allegro Finance. At Allegro, we do not analyse training hours in distribution across the employment structure. 

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Internal training 

2021

2020

2019

Number of internal training sessions

458

501

443

Average rating of training (on a scale of 1 to 5) 

4,5

4,5

4,5

Number of internal trainers

241

171

191

Data for: Allegro.pl, Allegro Pay and Allegro Finance. At Allegro, we do not analyse training hours in distribution across the employment structure. 

MindUp, the education programme for all employees, includes:

  • development activities categorized into 3 groups: for (1) individual contributors, (2) leaders and team managers, (3) senior managers further broken down into activities dedicated to developing key competencies called Allegro Factors (e.g. Impact, Complexity Management, Communication) 
  • other development tools, e.g. mentoring, coaching, assessment and development centres and diagnostic tools such as Extended DISC or CliftonStrengths assessment 
  • short forms of learning, e.g. webinars, e-learning courses, articles 
  • internal workshops within business-specific development academies, e.g. Commerce Academy, CX Leader Academy 
  • application forms for external events, including conferences, training sessions as well as studies, etc., to cover the cost of conferences, training as well as studies and postgraduate courses – as per the internal regulations 
  • language classes.
Additionally, we run the JUICE project where we invite inspiring guests for Allegro employees to meet, and Health Action, workshops and lectures about general well-being and healthy lifestyle.

In 2021, we continued #zdalninazdalna (#remoteforremote), a special programme on effective remote work, which includes psychological guidance, workshops and webinars, as well as practical content and advice.

Support for degree programmes or certifications

provided by the Company to employees willing to study and gain professional qualifications at renowned universities, as well as the opportunity to participate in paid conferences or individual coaching sessions. 

All rules and regulations regarding personal development are provided in the Work Regulations, Training Regulations and Terms of Participation in Employee Training Courses in effect at Allegro.pl Sp. z o.o, Allegro Pay Sp. z o.o. and Allegro Finance Sp. z o.o.; Postgraduate Studies – Terms of Training Contracts.  

Managerial and leadership development training

  • the Neuroscience of Creating Clarity in a Complex World  
  • Leader of IMPROwizator, i.e. IMPRO = I’M PRO  
  • Strategy Leader, or How to Build Strategies in a Complex World  
  • Happiness in Team Work for Leaders/Managers  
  • Stress: Enemy and Friend – How to Build the Leader’s Emotional Resistance  
  • Inclusive Leadership – How an Inclusive Leader Builds a Committed, Creative and Highly Effective Team  
  • NVC – Reconciling Family and Professional Roles and Satisfaction with Life.

Leaders could also join leadership development programmes, e.g. the dedicated AlleGrow programme for directors, StepUP “Transformational leadership” programme for senior managers or WarmUp programme for first-time leaders. 25 leaders (68% of directors) are part of the AlleGrow programme (10 started on 3 December, 15 in 2022); 25 (27% of senior managers) attend the StepUp programme. 67 people attended the 6th edition of the WarmUp programme in 2021. The scope of this training programme covers Allegro Factors: the impact on business, leadership, managing complex problems, communicating with clarity and positivity and well-being. The participants could develop leadership skills: effective communication, communicating complex information, persuasive communication & motivating others to take action, responding to stressful situations & inspiring others to accept change. 

A summary of managerial and leadership development training in 2021:

  • among team leaders and managers/project managers, all training sessions were attended by an aggregate of 1,494 participants, 540 individuals in total (82% of the group)  
  • among senior managers and directors, all training sessions were attended by an aggregate of 138 participants, 64 individuals in total (65% of the group). 
35_Edukacja_2_ENG 35_Edukacja_2_ENG

ATM/Allegro Tech Meeting

is an annual meeting of Allegro technology teams where employees share updates on the current projects, comment on the problems they encounter and present unusual solutions they have implemented. The employees also have a chance to get to know each other better, as they usually work in different locations. “From IT for IT” (“Od IT dla IT”) is the motto that has accompanied us from the very beginning, back in 2009, when the first two-day event for Allegro engineers was organized in Poznań. 

The fourteenth edition of ATM took place in September 2021 entirely online. On the agenda, there were 75 presentations and 7 thematic blocks (Product and People, Software, Security, Infrastructure, Machine Learning and Big Data, UX, Front-end and Lighting Talks). Almost 1,300 employees registered for the event.  

Allegro runs a mentoring programme and an internal mobility programme

Where employees temporarily change their workplace for two weeks to three months.

The main goals of this programme are:

  • to support sharing knowledge between teams so that the visiting employees can learn about another area of ​​activity and use this knowledge in their projects when they return to their teams 
  • to retain talented employees. If an employee is considering changing jobs, they can first check how they would fit into another project before they decide to change the team permanently 
  • to support changes in the business/organizational unit. Any employee can participate in the programme, provided that both their current and prospective supervisors agree and that there are benefits for all parties involved. 
GRI
  • 404-3

Performance Management, or continuous development

Performance Management is a process where the individual performance of each employee can be assessed consistently based on objective, factual and evidence-based feedback against business goals and demonstrated behaviours. Employees are assessed twice a year. 

The promotion path is closely related to employee evaluation and is based on an objective assessment of the level of competencies and skills, based on a set of criteria that are especially relevant to us (such as the impact on the work of the organization, the need for solving complex problems analytically and innovatively, communication skills and expert knowledge). 

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Employee assessment11, 12

2021*

2020

2019

% of employees assessed

94.7%

93.9%

92.5%

Women 

91.3%

86.4%

85.2%

Men 

97.0%

99.3%

97.5%

Experts and specialists

95.3%

 – –

Women – experts and specialists 

92.2%

 – –

Men – experts and specialists 

97.1%

 – –

Manegers 

96.0%

 – –

​Women – managers 

92.0%

 – –

Men – managers 

97.7%

 – –

11 The data include active employees on contract of employment.
12 Excluding eBilet.pl employees and employees on a trial period.
* The assessments relate to a process carried out in June-September 2021. No available data for 2020 and 2019.

Employee assessment is a process that applies to everyone with at least 3 months of work experience, including employees returning from leave (i.e. long-term sick leave, parental leave, maternity leave). 

Returning employees typically do not work long enough to get their performance appraised. This is the main reason why the rate presented above is below 100%, especially for women. 

At Allegro, we strive to attract and retain the most talented people. We recruit the best candidates with great development potential. We offer our employees the opportunity to participate in large and complex projects, extensive development opportunities and a competitive remuneration package. Our remuneration policy is aimed at acquiring, motivating and retaining employees who represent the highest level of competence and experience. It is based on equal treatment of employees and creates a framework that ensures that everyone who performs the same tasks is equally compensated. 

Staff costs increased by PLN 65.1 million, or 13.3%, from PLN 490.1 million in FY 2020 to PLN 555.2 million in FY 2021. Excluding one-off costs13 in both periods, staff costs increased by 31.3% YoY, driven by growth of 47.4% YoY in the number of employees. Staff costs also include one-off costs of PLN 1.3 million resulting from COVID-19 support for employees. The company did not reduce salaries or benefits of any employee in response to COVID-19. 

13  Staff costs in the reference period included PLN 52.2 million in respect of share-based compensation for managers who had invested in the Management Investment Plan that was settled at the IPO, a further PLN 25.4 million related to shares granted to employees at the IPO, as well as PLN 3.3 million related to COVID-19 support for employees. For FY 2021, one-off items included in staff costs comprised PLN 16.7 million of share-based payment costs related to the new Allegro Incentive Plan and PLN 1.3 million spent on protective equipment against COVID-19.  

To be able to benchmark ourselves against the local and global market, we decided to approach Mercer, a well-known job evaluation company, for support. Their methodology is based on a detailed analysis of the scope of duties in the workplace. Our 5 Allegro Factors are largely consistent with Mercer’s methodology but represent Allegro’s specific context, outlining skills and competencies necessary for our business to grow, as well as keeping a competitive advantage over current and future competitors. In 2020, we completed the evaluation of positions at Allegro.pl. 

At Allegro, we conduct an annual remuneration review process, which involves evaluating jobs. An independent internal audit of job evaluation was carried out in 2020 and 2021. The audit confirmed that the selected methodology was correctly applied to the evaluation of positions in the Group, and that the salaries in positions classified with it were compared with the relevant market data from the methodology provider. 

Allegro ensures the right to a minimum or living wage in line with Polish labour law. The remuneration of each employee of Allegro.eu Group is above the national minimum wage.
The Remuneration Policy is part of the Remuneration Regulations.

Obtaining the status of a public company has allowed the Group to introduce the Allegro Incentive Plan (AIP), a long-term incentive programme based on Allegro.eu shares, enabling employees to become co-owners. This is a unique programme in terms of the scale and scope of the transfer of shares. 

In October 2020, at the time of the Company’s IPO, all employees employed at Allegro.eu under an employment contract at the time received a one-off allocation of 233 Allegro.eu shares. The shares were awarded free of charge one year later in October 2021. 

The second part of the AIP is a plan to use shares to motivate and reward current and future employees in key management positions, product managers and experts. The status of a public company enables Allegro to use shares to build long-term employee involvement in the company’s development. The programme was launched in April 2021. The first tranche of 25% of the total AIP award value is set to vest in April of 2022. 

Employee engagement survey

We create a friendly workplace and regularly check the level of engagement of our employees. Every year we conduct an engagement survey, which we treat as the basic source of information about our company as a workplace. By analysing the survey results, we can better understand what translates to employee engagement, as well as identify areas we should work on. The company tracks performance over time and implements the recommendation and conclusions.

The survey is confidential, and we benchmark the results against those of the best technology companies in the world. In 2021, we achieved an engagement score similar to the 2020 BaZa result. In 2021, the survey covered all Allegro.eu companies.

KPI
  • 7
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Annual Engagement Survey – Allegro.pl, AllegroPay and Allegro Finance

2021

New Tech 202114

2020

2019

Engagement score

74%

74%

78%

73%

Company Confidence 

90%

80%

91%

78%

Performance 

91%

n/a

89%

–

Teamwork & Ownership 

88%

80%

88%

88%

Learning & Development 

85%

75%

85%

83%

Collaboration & Communication 

86%

73%

85%

83%

Culture 

85%

n/a

85%

76%

Enablement 

84%

79%

84%

80%

Management 

84%

78%

83%

83%

Alignment & Involvement 

79%

83%

79%

71%

Leadership 

74%

81%

79%

71%

Feedback & Recognition 

72%

70%

75%

76%

BaZa Action 

61%

n/a

64%

65%

Remote work 

76%

n/a

n/a

n/a

Work & Life Blend 

61%

54%

n/a

n/a

Diversity & Inclusion 

87%

n/a

n/a

n/a

Participation in the survey 

93%

n/a

94%

94%
14 Culture Amp Reports
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Annual Engagement Survey – Ceneo.pl

2021

New Tech 202115

2020

2019

Engagement score 

78%

74%

77%

n/a

Company Confidence 

82%

80%

80%

n/a

Performance 

n/a

n/a

n/a

n/a

Teamwork & Ownership 

90%

80%

1%

n/a

Learning & Development 

85%

75%

82%

n/a

Collaboration & Communication 

85%

73%

87%

n/a

Culture 

81%

n/a

81%

n/a

Enablement 

87%

79%

82%

n/a

Management 

86%

78%

84%

n/a

Alignment & Involvement 

81%

83%

80%

n/a

Leadership 

84%

81%

83%

n/a

Feedback & Recognition 

82%

70%

78%

n/a

BaZa Action 

55%

n/a

55%

n/a

Remote work 

79%

n/a

n/d

n/a

Work & Life blend 

60%

54%

n/d

n/a

Diversity & Inclusion 

88%

n/a

n/d

n/a

Participation in the survey 

92%

n/a

96%

n/a
15 Culture Amp Reports
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Annual Engagement Survey – eBilet.pl

2021

Entertainment & Recreation Top 10% 202116

2020

2019

Engagement score 

63%

83%

n/a

n/a

Company Confidence

98%

91%

n/a

n/a

Performance

n/a

n/a

n/a

n/a

Teamwork & Ownership

72%

n/a

n/a

n/a

Learning & Development 

67%

85%

n/a

n/a

Collaboration & Communication

82%

n/a

n/a

n/a

Culture 

74%

n/a

n/a

n/a

Enablement 

75%

n/a

n/a

n/a

Management 

81%

n/a

n/a

n/a

Alignment & Involvement 

73%

n/a

n/a

n/a

Leadership 

82%

n/a

n/a

n/a

Feedback & Recognition

59%

79%

n/a

n/a

BaZa Action

n/a

n/a

n/a

n/a

Remote work 

71%

n/a

n/a

n/a

Work & Life blend 

50%

92%

n/a

n/a

Diversity & Inclusion 

n/a

n/a

n/a

n/a

Participation in the survey 

100%

n/a

n/a

n/a

 

16 Culture Amp Reports
GRI
  • 103-1
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We recruit talent

A supplier is not required to sign the Allegro Code of Ethics if they have their own code that is consistent with the values and principles and does not deviate from the standards of the Allegro code. We use a standardized competency-based behavioural interview, and the recruitment process is supported by the so-called Hiring Squad, i.e. a group of specialists from various fields and at various levels of their careers, whose task is to make the final selection of the person who will be employed.

Regardless of the outcome, each person applying to work at Allegro receives feedback. We place particular emphasis on information provided to those whom we have decided not to hire. We point out gaps in their competencies and suggest educational materials that may help fill in those gaps, should the candidate decide to re-apply in the future.  

One of the best incentives to take up a job in our organization is the testimonials of people who already work for us. 89% of our employees would recommend Allegro as an excellent place to work (internal data). 

GRI
  • 401-1
ESG
  • S-P3

In 2021, 1,168 people took part in the two-day onboarding process, including 56 people returning after a long absence.

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New joiners 

2021

2020

2019

Women 

42.4%

506

42.3%

289

43.7%

206

Men 

57.6%

687

57.7%

394

56.3%

265

Aged < 30 lat

54.7%

652

60.6%

414

62.6%

295

Aged 31-50 lat

44.4%

530

39.4%

220

37.4%

163

Aged> 50 lat

0.9%

11

0%

0

0%

0
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Employee turnover rate17

2021

2020

2019

Total 

14.2%

8.9%

10.5%

Women 

13.5%

9.3%

12.1%

Men 

14.7%

8.5%

9.4%
17 Employee turnover rate (%) = employees who leave the company/average number of employees in the period analysed. The average employee turnover rate in 2019 in Poland was between 16% and 18%, according to external reports by Mercer and Korn Ferry published in 2020. The data include active employees.
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Average number of years of employment in the company 

2021

2020

2019

Total

3.46

3.56

3.74

Women 

3.23

3.40

3.58

Men 

3.62

3.66

3.86

In the past years, Allegro has been successfully attracting, developing and retaining talent, keeping attrition levels below the market average.18 With the COVID-19 pandemic disrupting retail and technology sectors, the past two years created strong demand for Allegro expertise, both locally and from global players. Globally, we witness increased total attrition; however, it remains in line with market dynamics and the globalizing talent market.

18 Spot Poll for High Tech Sector Survey (August 2021) by Mercer; the average voluntary turnover for Polish high-tech companies between July 2020-June 2021 was 24%.

#Dobrze_tu_być

In 2021, we implemented a comprehensive Employer Branding strategy that takes into account target groups of our potential employees and corresponds with the organization’s rapid growth. Based on research within our organization and the wider job market, the strategy describes ways we want to promote Allegro as a workplace in the coming years.  

SUMMER E-XPERIENCE 

Every year we open our doors to people starting their professional careers. The paid internship programme called Summer e-Xperience allows them to get to know how the largest e-commerce platform in Europe operates, and the best-performing interns have a chance to stay with the company. In 2021, 78 people (+25 people YoY) took part in the e-Xperience programme, of whom as much as 88% were employed at Allegro (+18 pp YoY).

All programme participants are supervised by a mentor. Not only can they take part in training but also prove themselves by working independently on real projects and challenges. The Summer e-Xperience programme is recommended by 100% of the trainees who attend it. In 2021, Allegro received the “Trustworthy Employer” title in the Internship Programmes category for its 2021 Summer e-Xperience.

EXTERNAL AND INTERNAL REFERRAL PROGRAMME

 

The employee referral programme is one of the most effective sources of recruitment at Allegro. Our employees are happy to share their opinion about their job with their friends and recommend advancing their careers with our company. In 2021, we developed a system where referrers are awarded a monetary bonus for every successful employee referral. The amount of the bonus depends on the difficulty in acquiring a candidate for a specific position. To promote the programme, we decided to plant a tree for each referral, whether successful or not, in October and November 2021. We planted 475 trees in partnership with the Posadzimy.pl platform.

In addition, Allegro has an external referral programme implemented in spring 2021. At Allegro.sharehire.pl, we share current job openings at Allegro that third parties may refer candidates for. These referrals are awarded a bonus of PLN 5,000.

ALLEGRO LIFE 

The Employee Advocacy #AllegroLife programme helps employees build a strong personal brand in the industry and thereby strengthen the brand of their employer, Allegro. #AllegroLife is an internal community of Allegro ambassadors, people who are active on social media. The programme enables us to showcase our organizational culture, present experts and reach a greater number of potential job candidates. A dedicated platform gives our ambassadors access to knowledge of the company’s operations, and we hold training sessions or events every quarter to help employees build their personal brand.

In 2021, there were nearly 150 ambassadors at Allegro. In the nine months of the programme, they posted more than 5,600 social media publications, reaching an estimated 16 million audience members.

PODCASTS

In 2021, we released the second season of our Allegro Tech Podcast, with 12 episodes being listened to nearly 43,000 times. The podcasts are a collection of engaging stories, good practices and inspiring case studies and highlight the values that Allegro stands for. We have also launched a business equivalent of the tech podcast, Allegro Podcast, where we publish conversations about good practices, inspiring ideas and interesting solutions used at Allegro. The podcasts are created from start to finish by our employees, who conduct and appear in interviews and prepare episode scripts.

AMBASSADOR PROGRAMME

In 2021, we teamed up with Campus Ambassadors, students from five Polish universities: the AGH University of Science and Technology in Kraków, the Warsaw School of Economics, the Adam Mickiewicz University in Poznań and the Warsaw University of Technology. The main objective of the ambassadors is to build awareness of Allegro as a good place to work for young people.

NEW CITIES CAMPAIGN  

In 2021, Allegro decided to open five technology hubs in Poland, in cities where we previously did not have an office. Planning our employer branding campaign, we wanted to both publicize the opening of our offices in the local job markets and integrate with the local IT communities. Consequently, we used local customs, sayings and landmarks in our campaign which served as the main themes in individual cities, Gdańsk, Łódź, Katowice, Wrocław and Lublin. Our campaign featured Wrocław’s gnomes, the Katowice district of Tauzen, Gdańsk’s seagulls, Lublin’s “ciapy” (the local term for slippers) and references to the Łódź film industry.

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Employee benefits

In addition to competitive pay, each person employed at Allegro has access to attractive benefits. These can be adapted to individual preferences. We are constantly expanding the list of benefits offered to our teams under the My Benefit System. Employees can choose the most attractive benefits using credit points awarded to them every month:

  • medical care for employees and their relatives 
  • sports cards for employees and their children and possibly their plus ones 
  • co-financing kindergarten, nursery or childcare 
  • transport allowance or company parking space, season ticket for a bus or petrol  
  • a restaurant card to use catering services in the offices or in nearby restaurants 
  • shopping vouchers, cinema tickets and many more. 

The benefits that we offer to our employees also include Secret Santa coupons, gifts for Children’s Day and Christmas, gadgets and gifts at company events, as well as fruit and vegetables delivered to the office. 

In addition, our employees can take out life insurance at a preferential price not only for themselves but also for their spouse/partner and child. 

Every year, we celebrate Children’s Day in all locations together with our employees and their children. The event includes many attractions such as art workshops, games with children’s entertainers, sweets, etc. In 2021, we could not hold Children’s Day due to the COVID-19 pandemic; instead, all employees got an additional day off, and their children received gifts. 

GOOD PRACTICE

The company's “WOW” kindergarten and nursery for children of Allegro employees in Poznań has 57 places in three kindergarten groups and 20 in the nursery. The educational programme focuses on the comprehensive development of children, who participate in numerous music and movement activities (eurhythmics, dance, sport, music therapy), language (English) and art activities. The programme is further diversified with theatrical performances and creative workshops on healthy lifestyle, the environment, sustainable development and more. In 2020, as a way to support parents who were left alone at home with children, the employees of the kindergarten and nursery prepared interesting ways to spend time together during quarantine, using a special Slack channel. In 2021, the kindergarten and nursery staff participated in an NVC training to respond to the needs of children even better.

Communication with employees

There are many channels of communication with employees at Allegro, including our Insite+ social media platform and our qa_allegro Slack channel, where employees can ask questions about the company’s strategy and employee matters. We also have Allegro Home, a page with the most important documents, links and other information. 

In 2021, we organized the Allegro Outlook 2021 meeting for all of our employees, where they could learn about the company’s strategy and new projects and ask questions to the Board. Q&A sessions were also organized at three quarterly Allegro Business Update meetings (attended by an average of around 2500 employees), where the company presented its results and the most important business news. We also held an additional meeting with the Board to discuss the acquisition of Mall Group. 

Employee volunteering – Together we can do more!

At Allegro, we are proud to support employee volunteering. Employees are involved not only in well-known nationwide initiatives such as WOŚP or Szlachetna Paczka but also in numerous local charitable and educational activities. In 2021, volunteers from Allegro organized mentoring for students, supporting their community projects under Mam Swoje Alle, an educational project developed in partnership with Fundacja Zwolnieni z Teorii.  

100
volunteers
400
hours of volunteering

Allegro employees are not covered by collective bargaining agreements, and Employee Representation (Reprezentacja Pracowników) is the lawfully elected employee representative body. The company does not provide any pension plans other than those required by local labour law. Read more about the Human Rights Policy in the Human Rights Compliance section. 

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Employee health and safety

The health and safety of our employees at work is not a matter of discussion or compromise at Allegro. The company has an Occupational Health and Safety Policy in place, and strict compliance with its provisions prevents accidents and occupational diseases. We constantly monitor the working environment at all company levels and systematically update our occupational risk assessments. We also involve our employees in OHS-related activities. Safety management is the responsibility of the OHS Department.  

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We help Allegro employees maintain physical fitness. The Health Action (Akcja Zdrowie), which Allegro has been running for many years, is a series of workshops, consultations and webinars promoting general well-being and a healthy lifestyle. In 2021, it was organized via the Mindup training platform and focused on remote work as part of #zdaninazdalna. It included consultations with psychologists, physiotherapists and nutritionists, two “power speeches” and 13 webinars. The webinars concerned health, hygiene and ergonomics of remote work, diet and nutrition, body immunity, yoga, relaxation, and mental resilience, as well as coping during the pandemic and beyond.

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The aim of the Occupational Safety and Health Policy is to ensure safe and ergonomic working conditions through: 

  • preventing accidents and occupational diseases 
  • regularly monitoring the working environment in close cooperation with the administration team 
  • regularly updating occupational risk assessments 
  • engaging employees in OHS-related activities, and 
  • raising awareness of health and ergonomics. 

 

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The Group has been monitoring the effects of the Occupational Health and Safety Policy and the number of work accidents. In 2021, only two minor accidents were recorded.  

The company has introduced Health and Safety Instructions (Instrukcje BHP) and the Training Procedure (Procedura Szkoleniowa), as well as the Accident Procedure for both commuting-related and workplace situations. The COVID-19 pandemic changed our office reality, as most of the employees worked from home, as recommended. Given the need to adapt the occupational risk assessment to the current situation, we have updated this document with additional provisions related to COVID. Occupational risk assessment consists of a detailed identification and analysis of threats to which employees are exposed, depending on their position. It enables us to verify whether sufficient measures have been introduced to reduce or eliminate threats and to determine what still needs to be done. All employees became acquainted with the new regulations during the mandatory e-learning training. 

There is a special alias and a dedicated channel on the company messenger for communication with the OHS department. Our offices as well as our supply points (warehouses and depots) have been designed to be comfortable and safe, and safety procedures allow us to eliminate situations that may pose a threat to the health of our employees. 

 

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Allegro complies with all regulations that concern OHS training. Each employee hired in 2021 has undergone mandatory initial training. In accordance with current regulations, we also conduct periodic safety training for selected types of positions and for employees working longer in our organization. Participation in such training is mandatory, and failing to complete it may result in exclusion from work. 

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Number of accidents 

2021

2020

2019

Minor accidents

2

1

5

Serious accidents

0

0

1

Fatal accidents

0

0

0

In response to the COVID-19 pandemic: 

  • we enable employees to work remotely while giving them the opportunity to work from the office 
  • in 2021, every new employee received a PLN 1,000 voucher to equip their home office 
  • training is organized online 
  • we ensure a safe environment in our warehouses and offices. 

In 2021, we continue to follow our remote work and safety guidelines in our warehouses, among other regulations. With the help of a qualified external company, as a follow-up, we also audited our Distribution Centre in Adamów to assess the possibility of coronavirus transmission and implemented all countermeasures to minimize the risk of infection, both in the office and in the warehouse. 

Warehouse employees who cannot work remotely have been provided with all necessary personal protective equipment. We have also implemented a social distancing system, divided working hours into shifts, increased cleaning frequency and installed thermal imaging cameras. 

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