The purpose of the global Human Resources Policy (the “Policy”) is to define Wärtsilä’s mandatory requirements for managing employment, people practices, and working conditions across all operations. It ensures global consistency, compliance with applicable laws, and alignment with Wärtsilä’s Code of Conduct.
The Policy applies to Wärtsilä Corporation and all its subsidiaries worldwide (“Wärtsilä”). All employees, line managers, leaders, and HR personnel must comply with the Policy and all relevant legislation and collective agreements. Where local requirements differ, the stricter requirement applies, unless prohibited by law.
Wärtsilä respects the International Bill of Human Rights, the ILO Fundamental Principles and Rights at Work, and the UN Guiding Principles on Business and Human Rights. Wärtsilä employees must treat all individuals with dignity and respect and act in accordance with Wärtsilä’s Code of Conduct.
Requirements
• Discrimination, harassment, inappropriate treatment, violence, and retaliation are strictly prohibited.
• Forced labour, child labour, and any form of exploitation are strictly forbidden.
Any suspected misconduct or human rights concern must be reported through Wärtsilä’s internal reporting channels.
Wärtsilä complies with all applicable laws and agreements governing employment, working time, data privacy, wages and hours, and employee rights.
Employment Practices
• Permanent, fixed‑term, and part‑time employees must receive fair treatment and benefits as required by law and/or collective agreements.
• Employment must not be influenced by personal relationships or conflicts of interest.
• Employee data must be processed lawfully and confidentially.
Working Conditions
• Employees must comply with all workplace policies, frameworks, guidelines, and applicable legal requirements.
• Employees must be accountable for their professional conduct and protect Wärtsilä’s legitimate interests.
Wärtsilä respects employees’ rights to form or join associations and to engage in collective bargaining, as recognised by ILO conventions and applicable law.
Where local law restricts these rights, Wärtsilä provides alternative channels for employee engagement and expression. Dialogue with personnel representatives must remain open, transparent, and constructive in accordance with applicable law, collective agreements, and established practices. Employees and their representatives are informed and consulted, as required by law or agreement, on matters affecting employment, working conditions, organisational changes, and other issues within the scope of consultation obligations.
For matters with significant business or social impact—such as redundancies, transfers of operations, or structural changes—Wärtsilä complies with applicable information and consultation requirements in a timely manner. Where applicable, employee representatives, local bodies, and/or the European Works Council are consulted before decisions are made or, if not feasible, as soon as reasonably practicable thereafter.
Wärtsilä promotes regular internal communication and employee engagement through appropriate channels, including performance and development discussions, local forums, business updates, and continuous improvement initiatives.
Wärtsilä is committed to fostering a diverse, inclusive, and ethical workplace. All employees must contribute to an environment where diversity is respected and valued.
Employees must not engage in:
• discrimination;
• harassment;
• exclusionary behaviour; or
• conduct that undermines inclusion.
Leaders must ensure equal opportunities across all levels and functions.
Wärtsilä is committed to providing a safe, healthy, and supportive working environment and to preventing injuries, incidents, and work‑related ill‑health.
Requirements
• Employees must follow safety instructions, identify and report hazards, and stop work in unsafe situations without fear of retaliation.
• Leaders must implement safety responsibilities and ensure compliance with applicable requirements and laws without fear of retaliation.
• Wellbeing initiatives must support sustainable performance, mental and physical health, and work‑life balance.
Employee participation in occupational health and safety matters is supported in accordance with local requirements and established practices.
Wärtsilä manages talent consistently and equitably across all regions. Talent practices align individual development with business needs and strategic objectives.
Responsibilities
• Employees are responsible for their own learning, capability development, and career progression.
• Leaders must ensure equal access to development opportunities and promote continuous learning.
• Wärtsilä applies the 70–20–10 learning principle and provides appropriate learning tools and resources.
Wärtsilä conducts recruitment in a fair, transparent, and consistent manner across all regions while complying with applicable laws and Wärtsilä’s Code of Conduct.
Wärtsilä’s leadership is guided by the Wärtsilä Leadership Model. Leaders must act as role models, uphold the Policy, support team performance, and ensure compliance with all HR and legal requirements.
Wärtsilä’s performance management framework connects strategy with team and individual performance and supports development and accountability.
Requirements
• Employees and leaders must participate in mandatory performance and development dialogues.
• Set goals must be specific, measurable, achievable, relevant, time-based, and aligned with Wärtsilä’s business objectives.
• Leaders must apply performance processes consistently and fairly.
Wärtsilä’s Total Rewards Philosophy integrates compensation, benefits, development opportunities, recognition, and work‑life balance. Reward practices follow the Pay for Performance principle and align with market conditions and legislation.
Wärtsilä is committed to fair and equitable remuneration. Employees performing the same or equivalent work are compensated without unlawful discrimination, and any differences in pay are based on objective factors such as role requirements, competence, experience, and performance.
Salaries are reviewed regularly in line with company processes and applicable review frameworks. Variable pay, bonuses, and other incentives are applied in accordance with company rules, defined criteria, and relevant agreements.
Benefits are provided in accordance with local legislation, collective agreements, company guidelines, and prevailing market practices.
Wärtsilä manages international assignments through transparent and consistent global mobility processes. Assignments must be merit‑based and aligned with business needs.
Requirements
• Assignment terms, objectives, and duration must be documented.
• Employees must comply with immigration, tax, and labour laws in home and host countries.
• Repatriation and transition support must follow established procedures.
Approved by Executive Vice President, Human Resources, Teija Sarajärvi
Entered into force on May 11, 2026.