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Fair & Responsible Employment

ICL is committed to engaging in fair labor practices and providing equal opportunities to all employees and job candidates. This commitment is embedded in ICL’s policies, procedures, and practices. ICL strives to hire the best individuals by identifying high quality candidates with diversified backgrounds, and by promoting and developing talent from within the Company. \

ICL Employees

202220212020
Israel4,5344,4624,401
China1,9991,9772,048
Spain940872868
USA830772716
Germany717670697
UK715676670
Netherlands612578584
Brazil1,7111,644259
France127122117
All Other548496426
Sub Total12,73312,26910,786
Temporary Employees886964912
Total Employees*13,61913,23311,698

*These statistics include some long-term contract workers and student employees.

ICL’s goal is to be a fair and desirable employer throughout its global operations. Although employment terms may vary, the Company pays competitive wages to all its employees. Being an employer of choice is a top priority for ICL, and the Company spends significant resources on employee programs, from training and development to employee welfare and wellbeing. Over the years, the Company’s ranking as an employer of choice has continued to rise.

ICL’s mission is to retain and hire the best talent available. That’s why ICL is engaged in multiple endeavors to increase its pool of potential applicants, including actively searching to increase the diversity of its workforce.

ICL observes all applicable labor and employment laws wherever it operates, including laws that pertain to freedom of association, privacy, collective bargaining, employment discrimination, forced labor, compulsory labor, and child labor. The Company also prohibits all forms of illegal discrimination. The Company’s employees are employed according to employment terms prevalent in the countries in which they are employed.

Success Factors

ICL is expanding its use of management performance infrastructure to manage its human resources. In this context, the Company is also integrating globally unified work processes.

The Success Factors System enables managers and employees to participate in a performance management process that is based on goals and performance evaluations, as well as team and individual development plans. The system also includes learning, compensation, and communication practices and workflows.

Approximately 85% of ICL’s global workforce have participated in ICL global and local performance management processes, including synchronizing performance and compensation.

ICL diminishes the risk of forced labor and child labor within its operations and suppliers.  ICL has taken multiple measures to effectively prevent child labor and forced labor. These include monitoring off all operations and suppliers that are at risk of violating freedom of association or collective labor agreements by performing multiple random audits. ICL prohibits the employment of employees who are under 21 in its operational sites globally, with the exception of apprenticeship programs (operated in some of ICL’s global operations) in which participating students may be as young as 16 (with limited and safety-monitored roles). All apprenticeship programs are regulated (and encouraged) by local authorities and adhere to prospective work regulations.

Approximately 76% of ICL employees are employed under collective labor agreements, mainly in Israel, Brazil, China, Germany, the UK, Spain, and the Netherlands. Senior employees in special positions and members of management are usually employed under personal agreements. These agreements have an indefinite duration, but can be terminated upon proper notice. Read more in ICL’s  2022 Annual Report – Employment Agreements, Collective Bargaining Agreements and Temporary Employees section.

In Israel, ICL is implementing a Labor Law Enforcement Plan with the objective to ensure that all the Company’s operating activities are performed in compliance with labor laws. This is achieved through employee training, refresher courses, labor attorney audits, and documentation of all labor practices. The initial stages of the plan, which have been implemented, include identifying potential  labor legislation gaps in areas where the Company’s operational activities are significant.

The information breakdown of ICL’s employees, displayed in the following tables, represents ICL’s total number of Company employees at the end of 2022. New companies that were acquired in 2021 are still being integrated into the Company’s systems. Thus, the employment data excludes some of the new sites. The information does not include students and contract employees. 

Approximately 76% of ICL’s employees are included in collective labor agreements.

Employment By Region and Contract Type

2022All Employment TypesPermanentTemporaryFull TimePart Time
Israel4,5434,474601,5295
Americas2,5622,56112,5575
Europe3,4573,438193,037150
APAC2,1802,18002,1737
Total12,73312,6538012,567166

Employment Contract By Type

2022AllMaleFemale
Full Time12,56710,2152,352
Part Time16644122
All Employment Types12,73310,2592,474

Employee turnover and new employee hires

The following tables represent ICL’s global employee turnover figures and rates for 2022 by region.

ICL’s overall employee turnover rate in 2022 was 7.6%

Employee Turnover - Distribution By Region

2022New HiresDeparting Employees
Israel320241
Female9247
Male228194
Americas508384
Female142102
Male376282
Europe489282
Female11967
Male370215
APAC191139
Female4145
Male15094
All Regions1,5081,046

Annual Total Compensation Ratio

CountryMax/Median (Annual Base)
Brazil12.31**
Germany3.35
Israel10.92
Netherlands5.22
Spain5.77**
UK6.41
US4.15
China13.7**

*The report is based on an annual salary database.

**A portion of the annual compensation data does not exist in the Company’s database. The report is based on data regarding approximately two thirds of ICL’s employees.

ICL’s Anti-Harassment and Anti-Discrimination Policy

ICL does not tolerate harassment or discrimination of any kind in its workplaces. The Company prohibits harassment based on race, color, religion, gender, sexual orientation (i.e. LGBTQ), national origin, age, disability, veteran status, and any other legally protected characteristic of an individual. ICL strictly complies with the anti-harassment laws of all countries and territories in which it operates.

Managers and supervisors are required to take an active and leading role in the prevention of harassment and retaliation, and to promote a proactive attitude towards gender and minority inclusion, integration of employees with disabilities, whistleblower procedures on discrimination and harassment issues, and awareness training to prevent discrimination and/or harassment.

ICL will not retaliate against any employee who reports a concern in good faith, regardless of the outcome of the investigation.

Fair Employment for Contract Workers

ICL attributes great importance to fair working conditions for all its employees. These include contract workers who are not considered Company employees but who work at Company sites. This policy is implemented by site managers and is monitored by HR and ICL’s Global Procurement Organization (GPO). Uniform enforcement procedures regarding these contractors are executed in a similar manner at all ICL sites, on a continuous basis. \

ICL operates under many agreements with diverse contractors who, as part of their activities, work on the premises of Company plants. These agreements usually relate to types of work requiring specific expertise, such as security, packing, maintenance, catering, cleaning, etc.  

As an Employer of Choice, ICL sees great importance in the well-being of its contract workers and adopts the highest standard of care. During March 2020, GEC members decided to simplify and update ICL’s policy to include the following elements: 

  • Ensure at least one meal per shift  
  • Provide gifts on holidays 
  • Maintain current physical conditions at the sites (canteen, showers, etc.) 
  • Continued supervisors for contract workers who handle complaints at each site  

In the event of an occurrence related to a contract worker, the primary responsibility for his/her well-being, safety and working conditions rests with the site’s managers. HR, procurement, and other relevant functions provide support, as required. The Company continues to audit contract employee’s working conditions according to the policy, to ensure that ICL continues to provide contract workers with the highest standard of care.

Contractors

2022Contractors
Israel95
Americas5
Europe249
APAC369
Total718

Contractors undergo audits by an external auditor

To ascertain that contractors working for the Company are in compliance with governmental labor laws and ICL’s requirements, the Company conducts audits executed  by an external auditor engaged by ICL. The process consists of a sample annual contractor compliance examination with the threshold conditions laid out in ICL’s policy. 

The policy also requires the contractor’s auditor to conduct an internal examination of the employment conditions of the contractor’s employees and to submit a semi-annual report to ICL. The audit is conducted in accordance with standard auditing procedures in order to achieve a reasonable degree of confidence that the data presented does not contain any substantive errors. 

As part of the Company’s labor law enforcement plan, ICL audits its cleaning, catering, and security contractors. Audit findings, including details regarding deficiencies, their scale, and a request to rectify such deficiencies are conveyed to the contractor. 

Sustainability Reporting Disclosures:
Disclosure: 2-7
Disclosure: 2-8
Disclosure: 2-21
Disclosure: 2-30
Disclosure: 103-1
Disclosure: 401-1
Disclosure: 407-1
Disclosure: 408-1
Disclosure: 409-1