Cellnex actively fosters open communication channels with its workforce and its legal representatives, including work councils, employee representatives and Health and Safety Committees. This involves thorough information dissemination, consultation and negotiation processes. In addition, there is an email and an intranet application accessible to all Cellnex personnel, facilitating the reporting of any situations that may pose a threat to workers’ safety.
The ongoing and constructive dialogue between the company's management and workers' representatives has yielded positive results. Currently, 60% of the workforce operates under collective bargaining agreements. The table below lists the countries with active collective bargaining agreements, encompassing all employees within these areas:
 |
99 % |
 |
100 % |
 |
100 % |
 |
96 % |
 |
60 % |
No workers' committees have been created in Austria and Denmark. However, workers can set up a committee if they choose to. Moreover, there are regular team meetings and one-to-one meetings between the Managing Director and employees.
The minimum notice period prior to the implementation of significant operational changes is three months in Denmark, with no notice period for Austria. A three-month notice period is established based on the contract.
In France, there is an employee representative committee, the “CSE”, made up of 11 employee representatives and one management representative, who meet monthly and address issues such as working time, health and safety, salaries, benefits and health care, organisation, etc. There is also a committee dedicated to health, safety and working conditions, with four employee representatives.
In Ireland, there are three representatives on the Safety Committee, which meets once a quarter. Some of the topics discussed by the Committee relate to incidents that have occurred, new risk assessments and systems of work, training, changes in legislation and environmental issues.
In Italy, there has always been a continuing dialogue with the Workers' Representatives since 2015. Beginning in 2022, all the main unions (CGIL, CISL, UIL and USB) have branches with six colleagues. Thanks to this dialogue, in 2023 important agreements on the collective productivity bonus (PDR - Premio Di Risultato), Ticket Restaurant amounts and fuel bonuses have been reached, as agreed measures to mitigate the impact of inflation . Cellnex Italy also has an ongoing relationship with the workers' safety representative (RLS) to discuss and solve issues of all kinds and strive for continuous improvement, focusing on excellence in health and safety at the company.
A works council is in place with five employee representatives. There are bimonthly meetings between the works council and management. The minimum notice period prior to the implementation of significant operational changes is typically one month.
Three OH&S Committees have been established at Cellnex Poland group companies, with 14 members. OH&S Committee meetings are held periodically during working hours. The topics covered revolve around health and safety training, including training for employees who work at heights, medical examinations, work accidents, health and safety services, equipping with PPE, etc.
All labour topics required by regulations and law are consulted with employee representation and trade unions, including social fund related topics.
There are no workers' committees. However, employees have the option to establish a committee if they choose to. The minimum notice period before the implementation of significant operational changes varies depending on the situation. There is one Health and Safety committee comprising three employees, which convened twice in 2023.
Regarding the Health and Safety Committee, the Management Systems & Processes team and the H&S Operations representative held two meetings in 2023. These meetings took place in June and November, during which a thorough analysis of previously identified, completed and ongoing actions was conducted. Additionally, new actions were considered for implementation.
At Cellnex Telecom, SA, elections were held in 2023 at the Barcelona Torre Llevant workplace and nine CCOO union representatives were chosen for the works council.
Retevision I, SAU has branches of a total of five unions: CCOO, STC, SI, CSIF and USO. There is an Inter-Company Committee representing all the employees which is composed of 12 members and includes branches of the unions CCOO, STC, SI, and USO.
There are a total of three works councils:
The workers' representatives are either employee delegates or members of the works council, depending on the size of the workplace. There are currently 53 union representatives, 23 works council members and 30 employee delegates.
Tradia Telecom, SAU has branches of a total of three unions: CCOO, USO and SI.
At both Retevision I, SAU and Tradia Telecom SAU, there is an ongoing dialogue with various union branches, members of works councils and employee delegates. This also includes workers at centres without union representation. It is worth noting the continuing relationship with the Inter-Company Committee at each company, which represents all the workers.
Additionally, there are numerous commissions and committees consisting of members from both the workers' legal representatives and company management, fostering an ongoing and seamless dialogue. For instance: the Employment Commission, Social Action Commission, Inter-Company Health and Safety Committee, etc.
At OnTower there is an employee delegate from the CCOO union at the Barcelona Torre Llevant workplace. At XOC, there is an employee delegate from the SI union at the Barcelona Torre Llevant workplace. Cellnex Telecom España SA, Cellnex Telecom Finance, SA, Bitnap, ZENON, and Adesal do not currently have union representation. However, with all companies, whether or not they have union representation, there is a close and continuous social dialogue.
In 2021, Retevision, Tradia and OnTower reached an agreement with employee representatives for a Voluntary Redundancy Plan. In 2023, Cellnex Telecom reached an agreement with employee representatives for a Voluntary Redundancy Plan. These agreements will be effective for the period 2023-2026.
The minimum notice period prior to implementing significant change measures is determined by each of the collective agreements and the prevailing legislation.
On 1 January 2023 Cellnex Sweden entered into a collective bargaining agreement. A local union unit has been established, which meets with the company on a regular basis. Topics discussed include significant organisational changes.
Additionally, there is a Health and Safety committee with five employees which meets once a quarter to address topics such as risk assessment and training.
There are no workers' committees, but the employer provides information, consultation and co-decision making for employees at all times in accordance with the Participation Act, Article 3, Right to representation. The minimum notice period prior to the implementation of significant operational changes varies depending on the situation.
Cellnex UK has a Colleague Board (CCB) which aims to represent company colleagues' opinions and ideas regarding any changes and major decisions involving personnel. The CCB adopts a two-way approach, meaning that sometimes it consults on proposals and on other occasions it puts forward comments or/and new ideas. There is a health & safety committee that meets quarterly. Changes to terms and conditions of employment must be confirmed in writing to employees within one month of the changes becoming effective.
Before starting...
We use our own and third-party cookies for analytical purposes and to show you personalized advertising based on a profile prepared from your browsing habits (for example, pages visited). Click HERE for more information. You can accept all cookies by pressing the "Accept" button or configure or reject their use by pressing the "Configure" button.
ACCEPT AND CONTINUE Configure cookies