Our social responsibility

Construction companies impact people along their entire value chain – above all their own workforce, workers in the value chain and the (local) communities where construction projects are realised. Global and complex value chains increasingly require a broader corporate responsibility. Ensuring that STRABAG’s impact is positive over the long term requires safe and fair working conditions and construction projects that add value for communities as much as it means taking environmental sustainability into consideration during all phases of construction.

As a construction technology group, we therefore assume responsibility for our own workforce, for workers along the value chain and for affected communities. We are committed to upholding internationally recognised standards in the areas of human rights and labour. These include:

the fundamental principles of the International Labour Organization (ILO)
the International Bill of Human Rights, which consists, among other things, of the Universal Declaration of Human Rights
the OECD Guidelines for Multinational Enterprises
the United Nations Guiding Principles on Business and Human Rights

Furthermore, STRABAG is a signatory to the United Nations Women’s Empowerment Principles. As a member of the United Nations Global Compact, we report annually on our progress with respect to implementing the Ten Principles of the Global Compact in the areas of human rights, labour, environment and anti-corruption. These internationally recognised standards and principles also form part of our Group directives.

STRABAG has set itself the goal of holding at least one stakeholder dialogue format per year focusing on human rights issues in order to gain a better understanding of the requirements and interests of our stakeholders. These dialogue formats include in-person events with relevant affected stakeholders or their representatives to promote interactive exchange. In 2025, STRABAG initiated its own stakeholder dialogue format with a representative body on the topic of labour exploitation and also participated in several stakeholder dialogues organised by external organisations. Stakeholder dialogues organised by STRABAG that address human rights issues alongside other ESG topics currently take place on a two-year cycle. The next STRABAG stakeholder dialogue will be held in 2026. Through these engagement actions, we are able to act proactively and advance the transformation of the construction sector in a spirit of partnership.

STRABAG’s relationship with the three stakeholder groups – own workforce, workers in the value chain and affected communities – varies depending on the group in question. Accordingly, various Group-wide directives and policies define how responsibilities towards these groups are exercised, taking into account their specific characteristics. The respective policies, objectives and measures already implemented or planned are explained in more detail in separate chapters.

Policy on Employment Conditions and Human Rights

The overarching Policy on Employment Conditions and Human Rights sets out commitments and obligations for all three key stakeholder categories, without distinguishing between vulnerable and non-vulnerable groups. The policy is published as an annex to the STRABAG SE Management Manual and is available to all employees. The policy also makes reference to the whistleblower platform for reporting violations of the defined principles. STRABAG’s management is sworn to compliance with these principles by taking the appropriate actions within their respective area of responsibility. The policy is overseen by the Head of the Corporate Responsibility Office, whose area of responsibility includes the Social Responsibility group.

In our Policy on Employment Conditions and Human Rights, we are committed to the prohibition of:

discrimination and harassment in the workplace, meaning all forms of discrimination, including, but not limited to, discrimination based on skin colour, nationality, ethnic origin, social background, gender, sexual orientation, religion, disability or age
modern slavery and forced labour, human trafficking and torture
child labour
unlawful evictions and land seizure
violence and restrictions on freedom of movement by security personnel engaged by us

We also respect and support:

the rights of local communities, minorities and indigenous peoples
children’s rights
the maintenance and continuous improvement of our occupational safety and health standards
fair and transparent recruitment and hiring practices
fair working conditions (including fair pay and working hours)
freedom of assembly and collective bargaining
data privacy
the development of society through our contribution to the local economy
the transfer of our values throughout the value chain
the safety of our products and services for end users

The policy was approved and published in 2025. Its revision further reinforces our commitment to upholding human rights and the ILO core labour standards, as well as the OECD Guidelines for Multinational Enterprises and the UN Guiding Principles on Business and Human Rights. Topics such as engagement with indigenous peoples or the commissioning of security personnel were further specified. Further forms of discrimination – for example discrimination on the basis of political opinion – as well as the safety of our products and services for end users were also included.

Social Compliance Management System

The Social Compliance Management System (SCMS) maps our due diligence processes for human rights and environmental risks with the aim of identifying them within our own operations and along the supply chain. Appropriate actions, including training, sustainability audits and the application of Group-wide policies and directives, are taken to prevent, minimise and avoid violations.

In 2025, further work was carried out to implement the comprehensive Social Compliance Management System across the Group. The system goes beyond already implemented minimum standards and already applies to a large number of Group companies. It is also continuously improved through effectiveness reviews conducted annually and on an ad hoc basis. At present, the Group-wide roll-out of the system has not yet been completed. The groundwork has already been laid, however, through the draft of a corresponding Group directive, the adoption of which is planned for 2026. The further expansion of the comprehensive SCMS will remain a key objective in the coming year as well. Key elements of the Social Compliance Management System include annual and event-driven risk analyses, the derivation of appropriate preventive and corrective actions (remedies), the complaints procedure, as well as documentation and reporting. To further develop the Social Compliance Management System, the risk analysis methodology was revised in the 2025 financial year. The risk analysis for our own operations is carried out across the Group and, through the consideration of country- and sector-specific risks, also provides key insights into risks along our value chain. The more detailed risk analyses conducted as part of the Social Compliance Management System therefore further refine the existing Group-wide general risk analyses from a methodological perspective. This enables the prioritisation of risks and supports the intended risk-based approach to identifying human rights risks.

Despite all risk assessments and preventive actions, non-compliance can never be entirely ruled out. Should a violation occur, remedy will be provided. Each case is assessed individually. Compliance violations can be reported through the STRABAG whistleblower platform (anonymously if desired), through the ombudspersons, or directly to the Human Rights Officer. A special action plan – the remedy action plan – was designed to initiate the appropriate remedy in a structured manner. The remedy action plan serves as a guide in identifying actual or imminent violations – both within our own operations and among suppliers. The action plan provides for a clear and immediate process. This process includes, following notification of a violation, the subsequent individual analysis and assessment of the case. The requirements to be met at each step are clearly defined, for example in dealings with rights holders or their representatives, regarding timelines, cooperation within the supply chain, and compliance with relevant due diligence standards. On the basis of this assessment, the plan of action is drawn up and implemented, followed by a final review of its effectiveness and the documentation process.

Reporting on the Social Compliance Management System and the implementation of due diligence obligations is carried out annually and ad hoc to the management, which includes the STRABAG SE Management Board and the management of the relevant corporate divisions. The information is shared with the Supervisory Board upon request and as warranted. Implementation of the Social Compliance Management System in operations takes place through close cooperation with the responsible interface managers in the relevant specialist departments and with the corresponding representatives at country level.

Human Rights Officer

The Human Rights Officer has been responsible for monitoring the Social Compliance Management System and reviewing its effectiveness since 2023 and acts in an advisory capacity to management, which is responsible for fulfilling human rights due diligence obligations. He or she is independent and not subject to instructions. The associated Social Responsibility team focuses specifically on the topics of human rights, labour standards and social responsibility, giving consideration to the needs of our own workforce, workers in the supply chain and the impact of our value chain and business activities on society.

Reporting

In accordance with the UK and Australian Modern Slavery Acts, STRABAG until 2024 published an annual statement highlighting the relevance of human rights risks in our business activities and supply chain. Starting with the 2024 financial year, we publish annual modern slavery statement in accordance with UK and Canadian legislation. As STRABAG had no active projects in Australia in 2024, no statement was published under Australian legislation, in accordance with the legal requirements. Following the acquisition of Australia’s Georgiou Group in 2025, an appropriate statement has again been prepared. In line with the German Supply Chain Due Diligence Act, STRABAG publishes a policy statement and an annual report for the Group companies affected by this law in Germany.