Employer: positive effects for the region

With 9,059 employees¹⁾ we are the second-largest employer on the airport campus after Deutsche Lufthansa AG. This has a positive impact on the region in many ways: The Freising Employment Agency District – which also includes the districts of Erding, Dachau, and Ebersberg – continues to record one of the lowest unemployment rates in Germany, averaging at 2.8 percent. By comparison, the nationwide unemployment rate in 2024 averaged around 6 percent. In addition to quantity, the quality of the jobs also contributes to value creation in the region: According to the 2021 employment survey, nearly one in four socially insured jobs in the Freising and Erding districts was located at the airport.

Embracing diversity as an opportunity

Munich Airport benefits from the diversity of its workforce. We respect differing interests and needs – regardless of age, gender, nationality, cultural background, sexual orientation, or worldview. For example, there is an LGBTQIA+ initiative called «queerport» as well as many other initiatives that promote openness and tolerance.

We support the equal participation of women and men in management positions. Our co-leadership program, for instance, supports managers who share a position. This year as well, female managers had the opportunity to take part in the cross-mentoring program, which strengthens their leadership roles through external moderation and supporting framework events.

All employees make a valuable contribution to the company’s success – provided they are assigned according to their abilities. Through initiatives from the «MentoPro» program, we work to ensure that employees have easy access to information, training, and continuing education – regardless of educational background.

At our company, the proportion of employees with health-related impairments is just under seven percent, and their inclusion is important to us. Our inclusion officers are committed to the equal rights and social inclusion of employees with disabilities or health restrictions. Prevention, rehabilitation, and accessibility are just as important here as healthy working conditions. The Council for Employees with Disabilities ensures that the perspectives and needs of these colleagues are represented within the company. The Council for Employees with Disabilities addresses a wide range of topics: In 2024, for example, it supported employees during their phased return to work, renewed its cooperation with the support organization Lebenshilfe Freising, and championed the issue of accessibility.

Gender quota
charta-der-vielfalt.de

Collective agreements: improvements for employees

As a member of the Municipal Employers’ Association of Bavaria, we apply the collective agreement for the public sector in the airport division (TVöD-F VKA). Our employees benefit from a collectively agreed occupational pension scheme, managed through the Bavarian Pension Chamber – Supplementary Pension Fund of Bavarian Municipalities (Bayerische Versorgungskammer – Zusatzversorgungskasse der bayerischen Gemeinden). The year 2024 brought several improvements for employees:

• In February 2024, a pay increase under the TVöD-F came into effect, raising the pay scale values by 200 euros and subsequently increasing them by a further 5.5 percent. With the expiration of the so-called restructuring collective agreements, FMG employees have once again been entitled – since November 2024 – to performance-related remuneration amounting to two percent of their regular monthly salary. This was already paid out for November and December 2024 in January 2025. Starting in 2025, a new works agreement on the performance-related remuneration system – or an alternative incentive model – is planned in accordance with Sections 18 and 18a of the TVöD-F.

• A major collective improvement and a significant benefit for employees of AeroGround and FMG is the indefinite extension of the commuting allowance. Originally scheduled to expire at the end of 2024, it has now been extended indefinitely and remains at 17 cents per kilometer of commuting distance.

Ground handling services: sector-specific collective agreement enters into force

Following years of negotiations, the sector-specific collective agreement for ground handling services (BVD) at German commercial airports entered into force on August 1, 2024. It includes clear regulations and, in some cases, significant financial improvements for the approximately 2,000 BVD employees at AeroGround.

• Significant surcharges: The so-called time-based surcharges were significantly increased.

• Expanded post-employment benefits: AeroGround employees now also benefit from an employer-financed post-employment benefits scheme.

• Substantial increase in entry-level pay: This makes an important contribution to the successful recruitment of new employees.

• Compensation allowances: Long-serving employees receive a monthly allowance to preserve entitlements from earlier collective agreements.

The sector-specific collective agreement strengthens the future viability of employment relationships in ground handling services. With the adoption of the declaration of general applicability, uniform standards will apply in the future at major commercial airports in Germany.

Housing: a broad range of options for employees

As a responsible employer, we provide housing for employees: dormitory spaces and furnished apartments, also for temporary use, residential and multi-family houses in various categories of furnishings and pricing, as well as an employee hotel with around 300 beds for newly hired staff. Additional studies and development projects are underway to adapt the portfolio to the growing demand. We are examining medium- and long-term implementation options for new construction projects on our own properties in the neighboring municipalities, particularly in cooperation with external project developers.

Occupational health and safety: staying physically and mentally fit

The health and well-being of all employees are the focus of our occupational health and safety efforts. We actively address health risks in the workplace. Experts from the relevant division provide Group-wide support and advice to implement all statutory and internal occupational health and safety requirements and to continuously improve processes. Key figures, which are regularly evaluated, serve to systematically manage these efforts.

The company’s supplementary benefits for maintaining a healthy work-life balance are diverse, ranging from offerings in corporate health management and occupational medicine to employee catering and counseling and support in difficult life situations.

Prevention as a health strategy

Employees can choose from a wide range of courses covering preventive areas such as exercise, nutrition, ergonomics, and mental health. In addition to online lectures on various health topics, there are, for example, special days dedicated to physical and mental health, sports courses, and the company’s own gym. For example, the Mental Health Week in October 2024 included keynote lectures on health and nutrition and offered practical recommendations for the workday. The highlight of Mental Health Week was a panel discussion with former ski jumper Sven Hannawald on mental health, preventing burnout, and practicing mindful self-care. In cooperation with Deutsche Rentenversicherung, we offer the «RV Fit» program in two variations: «RV Fit BETSI» focuses on movement, while «RV Fit Energie vital» focuses on stress management.

Reduction of mental stress

In 2024, numerous initiatives once again aimed to reduce psychological burdens in the workplace. Based on the company agreement for identifying and assessing psychological stress at the workplace as part of a risk assessment, which was introduced in 2019, a survey was conducted in 2022 in cooperation with AOK Bayern of all FMG and AeroGround employees. In 2023 and 2024, we derived concrete measures from this. To monitor the effectiveness of these measures, we plan to repeat the survey in 2025.

Since early 2024, we have also offered employees a support service for the prevention and management of psychological crisis situations. Employees experiencing emotional problems, conflicts, or stressful situations can use the 24-hour service of the Fürstenberg Institute, either by phone or via the «myFürstenberg» platform. Experienced counselors from the fields of psychology, education, and social education provide support in overcoming crises.

Company integration management

Our company integration management (Betriebliches Eingliederungsmanagement, or BEM in German) supports FMG and AeroGround employees in restoring, promoting, or maintaining their ability to work and remain employed following extended periods of incapacity. In spring 2024, we successfully completed the BEMpsy project. It is making an important contribution to promoting the participation of employees with severe disabilities and those with equal status in working life, with particular focus on (potential) mental health impairments. To this end, barrier-free digital tools for BEM and an anti-stigma campaign were developed in cooperation with affected employees, other companies, and networks.

Automated baggage unloading

Following further improvements to the system, a six-month pilot phase for automated baggage unloading began in July 2024 at the satellite building. After receiving appropriate instruction, AeroGround employees integrated the VarioTip system, which enables automated unloading of baggage from aircraft containers, into live operations. In 2025, the collected insights, load measurements, and operational data will be evaluated. The results will inform considerations on using container tippers with the latest developments and an optimized system layout at additional locations.

Training: numerous applications

An attractive training offering is a key pillar in securing our staffing needs. With Group-wide 23 apprenticeship programs and dual degree programs, FMG is one of the largest training companies in the region. Our range of careers spans from retail and gastronomy to business and logistics, IT and technology, as well as security and firefighting. For the 2024 training start, around 2,000 young people applied – 110 of whom began their careers with FMG and its subsidiaries on September 1. In the reporting year, 275 young professionals across the Group were undergoing training. In 2024, 48 young people completed their training at the airport, and all were offered permanent employment.

The strong interest in starting a career at the airport was also evident during the 2024 application phase.

Even before the end of the year, all training and study places for the September 2025 start had been filled. Improvements to the application process – such as earlier publication of job openings, greater flexibility regarding entry requirements, and adjustments to the selection process – made it easier to access our training programs. Target group-oriented marketing activities and career events, such as the 13th Career Orientation Fair «Berufsfit» held in October at the MAC Forum, also contributed.

To give newcomers an insight into working at airports abroad, exchange meetings were again held in 2024 under the «Erasmus+» program at the airports in Vienna, Salzburg, and Athens. A continuation is planned for 2025.

Sister airports: international knowledge transfer

Our international exchange programs offer skilled and management employees valuable opportunities for personal, professional, linguistic, and cultural development – benefits that also strengthen our company. In 2024, selected employees stayed at the airports in Beijing and Johannesburg, focusing on sharing experiences related to current challenges. Key topics included digitalization, commerce, IT security, and training programs. We also welcomed colleagues from Nagoya, Bangkok, Denver, Singapore, and Beijing to Munich Airport. In the reporting year, we significantly intensified activities with our Sister Airports and strengthened networking with numerous partner airports at international trade fairs to advance joint projects and initiatives. We aim to further enhance this cooperation in 2025. The partnership with Moscow Domodedovo Airport is currently dormant.

Sister Airports

Leadership: strengthening skills for current and future challenges

The way in which managers fulfill their roles is a key factor in attracting and retaining employees. Our Guiding Principles of Leadership define what we expect from managers and how they should collaborate effectively with their teams – with appreciation, honest feedback, and mutual trust. The management dialogue as a regular assessment process follows these guiding principles. A non collective remuneration system also promotes performance- and results-oriented management.

We use targeted programs to enhance leadership quality. In 2024, for example, 250 managers took part in the «Meet-up», an annual development initiative offering inspiration and networking opportunities. Participants focused on methods and tools for managing increasing complexity in day-to-day leadership. For 67 new managers, participation in the twelve-month «Get ready» program was mandatory, enabling them to grow into their roles and strengthen their leadership skills. A total of eleven individuals took part in the newly launched 2024 program «Get ready operativ», a program specifically designed for managers in operational divisions. For the first time, the «MentorMe» program brought together 20 interdisciplinary tandems. Interested colleagues newly appointed to leadership roles engaged in regular exchanges over the course of one year with experienced managers from within the Group, receiving practical guidance and support.

Development: talent management and programs for employees

To position our airport for long-term success, the future will also require people who take responsibility and actively advance our strategy. The newly launched «Development Day» is a one-day event focused on identifying talent and offering individual development recommendations. In contrast, the «Tomorrows» development program takes place over a longer period and focuses specifically on the topic of «strategic responsibility». The selection process concluded in December 2024, and the program began in January 2025 with 25 high-performing employees. «Tomorrows» addresses strategically relevant competence areas for the airport and provides up-to-date knowledge on topics such as communication, leadership and management, one’s personal presentation, and strength-based development.

All employees benefit from a wide range of other development opportunities: In addition to professional qualifications – especially for operational divisions – our offerings range from seminars by the AirportAcademy and digital content to financial and time support for part-time continuing education, as well as participation in external seminars and conferences. The variety of careers within the Group and the internal posting of all vacant positions provide our employees with many opportunities for development and change – both at Munich Airport and in international business through overseas projects.

AirportAcademy: the Group’s in-house training center

With the AirportAcademy, we operate an in-house training center staffed by more than fifty employees. It meets the requirements of DIN ISO 9001:2015, is a «certified training provider under AZAV,» and is an accredited training institute of the Airports Council International (ACI) and the International Civil Aviation Organization (ICAO) under the Trainair Plus Program. Since 2023, the AirportAcademy has been located at the LabCampus.

In the reporting year, internal and external customers made use of the AirportAcademy’s offerings on 36,250 participant days (2023: 27,100). Seminars focusing on qualifications for operation of the airport and aircraft handling, as well as language courses, formed the core of the program. One highlight was the new qualification program «Munich Operations Specialist,» which imparts the fundamentals of the operation of the airport in approximately three months. In the area of digital learning formats, the number of participants rose to 33,000 (2023: 24,900). As in the previous year, content in the fields of aviation and security was particularly in demand.

The new digital learning platform LXP (Learning Experience Platform) will offer expanded functionalities starting in the second quarter of 2025. All analog and digital training formats of the AirportAcademy, as well as courses from other providers, will be available centrally through the platform. The offering will also be supplemented by digital exams and knowledge tests, videos, virtual reality simulations, and gamification elements.

AirportAcademy