The commitment of our employees as well as their professional expertise and social skills are crucial factors for the success of the Helaba Group.

We attach importance to a corporate culture that is free from prejudice and discrimination and is characterised by mutual respect and appreciation. The recognition and development of all employees with regard to each person’s abilities, characteristics and potential is of particular significance to us. We regularly inform our employees about the bank’s aims and measures, e.g. in discussions with employees, in the internal staff magazine, on the intranet or in the scope of internal events.
Michael Seibel
Sustainability Officer


A number of relevant guidelines form a mandatory framework for responsible conduct at Helaba. We fulfil legal requirements and society’s expectations and provide information on changes to guidelines at regular intervals through a variety of communication channels.

Fair re­nu­me­ra­tion

We place a deliberate emphasis in terms of the remuneration of our employees on fixed salary components. Basic remuneration is complemented by a wide range of retirement benefits as well as by occupational welfare services. Furthermore, we provide em-ployees with a variable end-of-year payment which offers them positive performance incentives and depends on the long-term success of the bank. Remuneration is based on collective bargaining agreements for around two-thirds of employees of the Helaba Group; the collective bargaining agreement for public banks applies to more than half of the workforce.

Remuneration systems for employees and the Boards of Managing Directors of Helaba and Frankfurter Sparkasse meet the re-quirements of the Remuneration Ordinance for Institutions. We publish the remuneration reports in German of Helaba and Frankfurter Sparkasse at

Oc­cup­ation­al health & safety

Our occupational health management supports employees with measures to improve their physical and psychological health. We ensure adherence to statutory requirements related to employees, e.g. protection from occupational hazards and detrimental stress levels. Occupational and operational safety (employer and operator responsibilities) are regulated in a binding directive. The HelabaVital programme offers employees lectures and workshops on the issues of nutrition, exercise and mental balance.

In addition, independent sets of regulations exist for employees of GWH Wohnungsgesellschaft Hessen and OFB Projektentwicklung, in each case, for occupational and operational safety as well as for occupational health management. They take into account the particular aspects of business activities in operating environments such as building sites or managed properties.

Frank­furter Spar­kasse

An important component of health management at Frankfurter Sparkasse is occupational health promotion. The range of health awareness days that take place on a regular basis include topics such as how to ensure a healthy heart and back, coping with diabetes, mindfulness and depression. Employees can be vaccinated against the flu or receive eye tests free of charge at the in-company doctor. In addition, regular seminars on stress and resource management are provided as well as training courses for managers on issues such as coping with addiction and dealing with mental illness. Employees working at branches of Frankfurter Sparkasse are trained every two years on how to behave during a bank robbery. An intervention team provides psychological follow-up for affected members of staff in an emergency.

Fun­damen­tal rights

More than 95 percent of our employees work within the European Union (EU). The EU Charter of Fundamental Rights and legislation governing the protection of workers in the member states of the EU guarantee a high level of basic rights. As a result of these rules and others that additionally exist in Germany, workers’ rights are subject to high, legally-binding standards.
We are committed to observing the Universal Declaration of Human Rights, the core labour standards of the International Labour Organisation (ILO) as well as the ILO Declaration on Fundamental Principles and Rights at Work.
This involves adherence to the following four principles:

  • The freedom of association and right to collective bargaining
  • The prohibition of forced labour
  • The elimination of exploitative forms of child labour
  • Non-discrimination in employment

Whistle­blower system

Our whistleblower system enables our employees to report any possible illegal activities. All members of staff are able to contact an external ombudsman, either confidentially or anonymously. Helaba will not attempt to identify any whistleblowers. In this way, we ensure that nobody providing information will be placed at a disadvantage.

The possibilities for whistleblowers to provide information are defined in a general operating procedure, which also specifies who is in charge of and responsible for prevention, detection and following up criminal offenses, such as corruption.Frankfurt Sparkasse has established its own system.

Staff council

In accordance with the Hessian Staff Representation Act, the staff council represents the interests of our employees and monitors adherence to regulations designed to protect them. As a representative body, it is the first point of contact for the management in all issues affecting the staff. The General Staff Council is complemented by Staff Representations at the bank’s locations in Frankfurt/Offenbach, Dusseldorf, Erfurt, Kassel, Wetzlar and Wiesbaden as well as by Representative Bodies for Youth Apprentices and Severely Disabled Employees.

The staff council participates in decision-making at Helaba through a process of codetermination, co-operation and consultation, especially in organisational, personnel and social issues. Among other things, it monitors adherence to employee rights and health and safety provisions. It receives suggestions and complaints and organises staff meetings. It is actively involved in the inclusion and support of severely disabled employees in co-operation with the Representative Body for Severely Disabled Employees. There is a similar structure at Frankfurter Sparkasse. At GWH, the interests of the staff are represented by a Works Council.

Emp­loyee wel­fare service

Helaba’s employee welfare service offers all members of staff a preventative consultation on issues of work/life balance and stress-related illnesses. It provides confidential and professional support in case of professional or personal problems, whether professional crises or conflicts in working relationships, psychosocial problems and acute personal or health-related crises.

As a form of short-term support or crisis intervention, the employee welfare service assists in stabilising an employee’s state of mind and maintaining their performance. Managers are also able to use the employee welfare service in order to clarify psychosocial or health-related aspects in their areas of responsibility as managers. Around five percent of employees took advantage of the employee welfare service in 2016.

Frank­furter Spar­kasse

Frankfurter Sparkasse’s welfare office is available to all employees, managers and family members in times of professional and personal difficulties. Its objective is to support employees in stressful situations in a fast and unbureaucratic way. In this way, we aim to find customised solutions together with the employees and improve their psychological resilience. Our range of services also includes advice on health and nursing care issues as well as on occupational integration management. An average of 13 percent of employees used this service in 2015 and 2016.

Code of Con­duct

The adherence to and implementation of legal requirements and ethical standards form the basis of our business activities.

Helaba’s Code of Conduct ensures responsible behaviour within the bank and in dealing with employees, customers, business partners, market participants, shareholders, public sector bodies and the general public. The Code of Conduct fully reflects all internal regulations and instructions within Helaba.



For us, ensuring fair working conditions is a key task. Helaba is committed to maintaining a balance between a focus on perfor-mance and social responsibility. We attach great importance to a corporate culture that is free from prejudice and discrimination and is characterised by mutual respect and appreciation.

All employees receive recognition and support according to their different abilities and potential.

Pro­moting women

Helaba places considerable emphasis on promoting women. We are developing personnel instruments tailored to the stages in our employees’ lives in order to make full use of everyone’s potential and open up long-term prospects.

In the scope of this, a particularly important medium-term goal for us is to increase the proportion of women in our workforce even further. Our working group entitled “Diversity”, which includes representatives from the staff council and the human resources division, is currently developing concepts for promoting women and for a human resources strategy that is more strongly based on the different stages in an employee’s life. This includes a tried-and-tested cross-mentoring programme and additional building blocks. There are similar programmes at Frankfurter Sparkasse.

In addition, we established a womens network group to promote exchanges of women over all levels and business divisions. Key element of the network is to explore career development opportunities.

Wissen teilen

Knowledge sharing

Curiosity and experience: that’s what sets the Helaba team apart. Our junior staff profit from the knowledge of our experienced colleagues – and vice versa. Three duos from very different units explain how the know-how transfer works.

Re­spect & toler­ance

Our working environment is shaped by respect, tolerance and trust. Everyone has the right to be treated with mutual respect and to work without any form of discrimination. We have a zero-tolerance approach to discrimination against employees, customers or business partners as a result of their ethnic origin, citizenship, gender, age, disability, pregnancy or parenthood, religion, beliefs, sexual orientation or for any other reason covered by anti-discrimination laws.We support all employees with their different abilities and potential.

Work and family

Work, family, free time – all these things are needed for life. We attach great importance to creating a balance between an employee’s professional and private lives and are committed to social responsibility. We ensure that our staff are able to balance their working and family lives by offering flexitime models, providing assistance towards childcare, teleworking and other measures.

Since 2009, both Frankfurter Sparkasse and GWH successfully participate in the “berufundfamilie” (work and family) audit carried out by berufundfamilie Service GmbH. This accreditation certifies that an employer has developed operational company-specific goals and measures to organise and enhance their human resources policy so that it takes account of the needs of families and different stages in an employee’s life. In 2016, GWH successfully completed the audit process for the third time; in 2018 Frankfurter Sparkasse for the fourth time, respectively.


The diverse nature of modern society and demographic change are the crucial challenges we face in these times. We can only be successful as a business if we tackle and overcome these challenges. This concerns both the entire spectrum of our workforce as well as the different requirements of our clients and business partners. Each of our employees’ own individual wealth of experience with their various skills opens up opportunities for innovative and creative solutions.

We are signatories to the Diversity Charta, a German corporate initiative that promotes a working environment free from prejudice.


Helaba, with its broad spectrum of activities, offers a wide variety of career prospects. As a bank with approximately 6,000 employees, we have successful international operations.

We promote individual participation and invest in the continued professional development of our staff.

Con­tin­uing pro­fes­sional devel­­opment

The companies within the Helaba Group have an important role in training young people. Among other professions, we train banking professionals, IT specialists and skilled administrative staff at our Frankfurt, Dusseldorf, Erfurt and Kassel locations.

A total of 46 apprentices and one student at Frankfurter Sparkasse alone completed their training in 2018, making it the largest provider of banking apprenticeships in the Rhine-Main area. In the same year, 19 women and 15 men began their apprenticeship at Frankfurter Sparkasse.

In addition to direct professional entry, we also provide complementary professional qualification programmes as well as combined vocational/academic degree courses.

Pro­mot­ing young talent

We offer programmes for young professionals that provide them with a broad foundation of practical knowledge that they can use on a day-to-day basis. The focus is on the structured enhancement of professional skills and personal development as well as on building up an individual network.

Internal talent scouting is an additional significant building block of our personnel concept. We carefully select young professionals by analysing their potential. Subsequently, we identify and support particularly high-potential young talent based on ability with the aim of preparing them to be the next generation of specialists and managerial staff at Helaba.

Gra­duate trai­nee pro­gram­me

The graduate trainee programme is a very special scheme for training young professionals.

In 18 months, we lay the groundwork for the future development of trainees to become specialists or managers. After their training, graduate trainees not only possess theoretical knowledge but, in addition, are familiar with the organisational structures of each division. They become part of Helaba’s communication network. Training primarily takes place in the form of “on-the-job training” and is accompanied by collaborative development within the trainee group as well as by training individual skills. Personal development plans structure each trainee’s learning goals and career advancement measures. Management functions are only conferred after the successful completion of a diagnostic process to assess the suitability of each trainee.

HR Develop­ment

Apart from professional expertise, the activities of our employees also require social skills as well as the willingness to develop and change. That is why we consider the targeted development of our staff to be a key priority.

Demographic development and change is transforming the skills needed in the workplace. Digitalisation and an increasingly complex regulatory framework demand that employees are constantly prepared to learn new skills and adapt to changes. For this reason, the Helaba Group has developed concepts to identify changed skill requirements, recruit qualified young talent and appropriately train employees.

A needs-oriented range of training courses ensures the professional, personal, social and methodological development of employees. This training programme is complemented by language courses, seminars on specific topics by external providers as well as degree courses in business administration. In addition to traditional classroom-based training, alternative formats, such as online courses, are playing an increasingly larger role in our seminar programme.

In the scope of a wide-ranging change management concept, Helaba offers assistance to managers in the course of change pro-cesses. We support any employees affected with a variety of measures such as workshops and team development processes.

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