Empower our people

Our employees are our most important resource

Every single day, all year around, our employees deliver seafood corresponding to five million meals to over 80 countries.

The Group’s key activity demands a range of skills and expertise throughout the value chain: from farming and wild catches, to sales and distribution. In the Group, we aim to create a winning culture through collaboration and synergies. Together, our companies all over the world contribute to different parts of the Group’s fully integrated value chain.

Empower our people

Attractive and meaningful jobs

We uphold internationally recognized labor rights and are committed to providing meaningful and attractive jobs with fair compensation.

The Group aims to be an enterprise with local roots in the areas where we operate, thereby contributing to all local communities.

Lerøy’s culture is based on our values: Honest, Open, Responsible and Creative. The Group strive to create an including and engaging work environment built on collaboration, learning and continuous development.

Our goal is to be a recognized and attractive employer in the seafood industry, recruiting people with the right competencies, skills and values.

Our employees

The Group’s goal is to be an attractive employer for both existing and potential employees.

Our values: Honest, Open, Responsible and Creative represent the foundations for all the work we do. Therefore, it is important that our employees live and identify with our values, and represent the Group as good ambassadors.

One of our main focus areas is to develop an inclusive and engaging work environment. Within the Group, we strive to build a culture of pride and openness  through collaboration and learning across our fully integrated value chain. To measure this, we run an annual employee survey in collaboration with Great Place to Work.

In the future, we will continue to build our One Lerøy culture focusing on continuous  development and improvement.

Fair working conditions

The Group’s commitment to promote fair working conditions, prohibit child labor, any kind of discrimination, promoting fair wages as well as prohibiting abuse and inhumane treatment both internally and with our supplier’s is expressed in our Human rights policy and Business Code of Conduct.

The company has recently initiated a project the aim of which is to check and verify if the Group’s suppliers adhere to Lerøy’s Business Code of Conduct and investigate whether they have established necessary measures and practices to support and maintain fair working conditions.

Suppliers have been categorized and risk-assed in order to identify those who carry the greatest risk regarding potential breaches of the Code. Those carrying the greatest risk undergo an electronic assessment during which they have to provide a detailed explanation and description of  their governance practices, external certifications, IT & cybersecurity measures, supply chain management, sustainability practices, occupational health and safety management, fair working conditions as well as information on other relevant supplier specific assessment criteria.

Those suppliers which score below a certain score are required to implement corrective actions in order to fulfill the requirements stated in Lerøy’s Business Code of Conduct. They are being followed-up by the company to ensure that the corrective actions are implemented and that they have established necessary measures to satisfy Lerøy’s requirements.


Fair compensation

The Group complies with the laws applicable in the different countries in which we operate. Our compensation policy means that no employee is paid less than the official national minimum wage.

All our employees have employment contracts in which compensation is specified. Our personnel system and the presence of labour unions ensure that all employees are compensated fairly.

Freedom of association

All our employees are free to organize themselves in unions of their choice, including the right to engage in collective bargaining. The Group keeps a close dialogue with employee representatives, as well as maintaining an active cooperation between the company and employees/trade unions.


Policy:  Human rights
Policy: Diversity and inclusion
Policy:  Whistleblowing

Code of conduct


  2020 2019
Employees covered by collective bargaining agreements in Norway % 73 77
Employees covered by collective bargaining agreements abroad % 61 54,3


    2020 2019 2018
Percentage of employees with occupational injury insurance (%)   100 100 100
Members of trade unions (number)   1,635 - -
Percentage of employees covered by collective wage agreement (%)        
  Norway 73.00 77.00 -
  Int. 61.00 54.3 -
Response rate to employee survey from GPTW, Great Place To Work (%)   86 82 -
Empower our people

Human rights

Lerøy supports and respects the protection of internationally proclaimed human rights and will not be complicit in human rights abuses.

The Group has developed a Human rights policy which is approved at the most senior level of the enterprise.  The policy is publicly available and communicated internally and externally  to all interested parties.

The policy is supplemented by The Groups Business Code of Conduct which stipulates the company’s expectations regarding human rights to own personnel and our suppliers.

The company will actively contribute to creation and maintenance of an environment that treats employees and workers with dignity and respect, seek ways to prevent or mitigate adverse human rights impacts and address such impacts when they occur.

Lerøy is a member of UN Global Compact, Norway, and are working for human rights through our daily business. 

Independent of the demand for equal opportunities for men and women, the Group has always placed decisive emphasis on individual skills, performance and responsibility in its recruitment policy and salary systems. Furthermore, the Group seeks at all times to ensures equal employment opportunities and rights for all employees, and works hard to prevent discrimination based on national origin, ethnicity, color, language, religion or personal philosophy.

One of the company’s goals is to provide a workplace without discrimination because of disabilities. For employees or work applicants with disabilities, the company will arrange for individually adapted workplaces and work tasks where possible.

The company is an actor in a global industry and the company’s working environment changes continuously. This requires flexible employees who are dynamic and willing to learn.

Empower our people

Equal opportunities

The Group works hard to ensure a discrimination-free environment, where every  employee is treated equally, independently of their gender, origin, ethnicity, skin  color, language, religion or personal philosophy.

One of the Group’s goals is to provide a workplace without discrimination because of disabilities. The company will arrange for individually adapted workplaces and work tasks where possible for employees or work applicants with disabilities.

The Group has always emphasized individual skills, performance and responsibility in its recruitment policy and salary system. Furthermore, the Group at all times ensures equal employment opportunities and rights for all employees, both men and women. The Group has an international working environment and a number of our employees are from other countries. Several of our companies have  multinational workforces.

In recent years, the Group has seen an increase in the proportion of woman in previously traditional "male-dominated" occupations, such as aquaculture and wild fish. We see the same trend in different study directions for the seafood industry. This will lead the way for a better balance in the future.

Lerøy finds that the gender balance is positive for the psychosocial work environment. In recent years, the Group has seen an increase in the proportion of women in the companies, and aims to increase the proportion of women further in the coming years.

  2020 2020 2019 2019
  % Male % Female % Male % Female
Board of Directors 57 43 57 43
Audit Committee 50 50 50 50
Governance Committee 80 20 83 17
Managers with personnel responsibilities 80 20 - -
Total employees 63.5 36.5 65 35
Managers in the Group with responsibility for personell 82.93 17.07 70.63 24.38

The Group will initiate a project in 2021 that will assess any measures to increase the proportion of women.

Percentage of women and men in different countries

  Norway France Sweden Finland Portugal Spain Italy USA Turkey The Netherlands
Male 2484 85 171 22 36 113 0 3 32 174
Female 1082 76 79 22 24 205 1 2 27 274


Empower our people

Whistleblowing externally

The Group has established a digital channel for whistleblowing, for all our stakeholders or other external persons who wish to contact the Group, or report anything,. They can contact  the Group through the Group's web pages,

External Whistleblowing is initially processed by an independent third party and further follow-up is coordinated by the Group's local whistleblowing committee.

How different cases are followed up will depend on the type of case, scope and degree of seriousness. Various matters will be followed up with current resources such as local management, the COO for the segment the CEO or in special cases by the board. Notification matters are reported to group management and the board.

Empower our people

Whistleblowing internally

The Group has established a digital channel for whistleblowing, which is a secure electronic system  that allows the employees to remain anonymous.

Whistleblowing is initially processed by an independent third party and further follow-up is coordinated by the Group's whistleblowing committee.

How different cases are followed up will depend on the type of case, scope and degree of seriousness. Various matters will be followed up with current resources such as local management, the COO for the segment the CEO or in special cases by the board. Notification matters are reported to group management and the board.

whistleblowing cases

2020: 8

2019: 2

2018: NA

Empower our people

Learning and development

Our employees are essential to our vision, and we are committed to developing the skills and knowledge of our employees.

As an employer, the Group has a responsibility to develop and maintain our human resources, as well as attract and hire employees with the right competence to solve future challenges.

We are committed to ensure training and development at all levels and offer unique and interesting career opportunities for our employees. We will advertise internal career opportunities and encourage increased internal mobility.

Number of employees who participated in training activities and courses in 2020: 4 485


Management development

The Group focuses on forward-looking and clear management based on the Group’s values and business strategy. Our managers shall lead by example, create direction and focus on achieving results jointly. In 2020, the Group implemented tools and development programs to ensure that our managers is accountable and skilled in  their role.

Being a manager in Lerøy is a vote of confidence that carries significant responsibility.

Employee development

The Group operates in a global industry that requires employees who are dyna mic and willing to adapt and learn. By facilitating formal and informal learning areas, our employees will have the opportunity to take responsibility for their own learning and development, and are encouraged to work in various areas and positions in the Group.

We have a close cooperation and knowledge sharing with various educational institutions, such as universities and colleges. In addition, we cooperate with students at Bachelor, Masters and PhD level.

The Group finds great value in recruiting young people and graduates into the industry for the future. We offer apprenticeships, summer vacancies, internships  and trainee positions. It is important for the Group to have people from different backgrounds and with different types of education.


Training and further education


  2020 2019 2018
Employees who took part in training initiatives (number) 4,485 3,489 -
Percentage of training focusing on HSE (%) 12 - -
Percentage of training as external courses (%) 62 - -
Percentage of training as in-house mandatory courses (%) 5 - -
Percentage of training in local language (%) 1 - -
Percentage of other training (%) 21 - -
Employees who have received language lessons (number) 100 35 -
Percentage of employees who have received training in business ethics (%) 100 100 100
Apprentices (number) 125 97 -
Trainees (number) 33 30 -
Internships (number) 27 18 -
Certificate of apprenticeship achieved with employer (number) 49 105 -



Empower our people

Our employees

Our employees

Information on our employees:


Data Employees, total (number) in the Group Employees, total (number), Norway Employees, total (number) International Total % in the Group
Employees, total (number) 4912 3567 1345  
Own employees, total (number) 4366 3418 948 88,88 %
Hired labor, total (number) 546 149 397 11,12 %
Male 3120 2469 651 63,52 %
Male (own employees) 2902 2373 529 -
Male (hired labor) 218 96 122 -
Female 1792 1072 722 36,48 %
Female (own employees) 1464 1017 447 -
Female (hired labor) 328 53 275 -
Male (full-time employees) 2819 2267 552 -
Male (part-time employees) 301 202 99 -
Female (full-time employees) 1376 902 520 -
Female (part-time employees) 416 170 202 -

The data is verified by an independent third party.


Turnover data 2020

(Source: Annual report 2020)

Turnover data 2020
Percentage of employees who have left the company (%) 13,64

Percentage of men who have left the company (%)


Percentage of women who have left the company (%)


Percentage of employees below 30 who have left the company (%)

Percentage of employees aged 30-50 who have left the company (%) 48,06

Percentage of employees above 50 who have left the company (%)


Percentage of employees who have retired (%)


Percentage of new recruits (%)

Percentage of new recruits, women (%) 34,77
Percentage of new recruits, men (%) 65,23

Percentage of new recruits below 30 (%)


Percentage of new recruits aged 30-50 (%)

Percentage of new recruits over 50 (%) 7,68



Full-time employee – An employee employed on a direct employment contract with Lerøy which defines all terms and conditions of the employment relationship. 

Hired Employee – An employee temporarily employed for a fixed period of time (for instance a season) from a recruitment agency. The hired employee has a direct employment contract with the recruitment agency.  

Lerøy predominantly use hired labour in periods where we experience high work load, for instance during the cod (Gadus Morhua) season which begins in January and lasts until the end of April each year. Hired employees perform the same work and have the same workload as our full-time employees.  

All employees in Lerøy Seafood Group have a written contract of employment that set out the roles and duties of the employment. 

All companies in the Group carry out HR, HSE and compliance reporting on a quarterly basis in our reporting system Emisoft Teams. Reported data is then consolidated at group level.  


Empower our people

Occupational health and safety

The Group maintains a strong focus on procedures and compliance with these. Measures to protect all employees are vital. This is a perpetual process moving us forward to our vision of zero injuries.

The Group has developed its own nonconformance system where all injuries and accidents are recorded and followed up with a root cause analysis. The Group uses these results to improve and to prevent new injuries. One of the most important things for us is to record near accidents so we can prevent injuries from occurring.

We aim to have zero workplace injuries and will never compromise on our employees’ safety.

No one wants anyone to get hurt or get sick in the workplace. It is necessary to have an overview of the risks that the business activities entail, and to do  something active to prevent someone from getting hurt or getting sick.

HSE procedures and risk analyses are extremely important and allow us to organise our work so we can prevent as many work-related injuries as possible. HSE reports show our employees and their relatives that we take safety seriously.

We work within a number of HSE-related areas:

  • Training and information
  • Good ergonomics in the workplace
  • Rolling work operations
  • Occupational health
  • Various forms of organized training
  • Preventive work
  • Risk analysis

Lerøy has a high focus on reducing sick leave and  works actively to prevent and follow up sick leave in the workplace.

Percentage of companies with working environment committee with employee representatives (%) 56.

Risk assessment  is completed in relation to risk of employees developing antibiotic resistance.


Total recordable injury rate and fatalities

Lost time injury  rate is calculated using the following formula:

((Number of injuries resulting in absence form work) + (Number of injuries without absence from work)) x 1 000 000/ total number of working hours in the respective period

An occupational fatality is a death that occurs while a person is at work or performing work-related tasks.


Category 2020 2019 2018
Total recordable incident rate (Lost time Incidents) and injury rate development 17,23 12,2 16,15
Occupational fatalities 0 1 0

The data is verified by an independent third party.

Empower our people

Ethics and anticorruption

Compliance and Business Code of Conduct 

Lerøy Seafood Group (the Group) has a strict policy to promote compliance with all applicable laws and regulations

The Group constantly determines and monitors compliance obligations related to its business activities and evaluates how these should be applied to the organizationRelevant compliance requirements are taken into account when planning, implementing and maintaining the Group’s compliance obligations as well as assessing its compliance performance. 

The Group strongly believes that an ethical business culture is key for creating and maintaining a sustainable company. The Group is committed to working ethically, with integrity and always lawfully wherever we operate and with everyone we do business with. 

The Group has developed a Business Code of Conduct which outlines the Group’s fundamental standards and principles for business conduct and ethics, human and labor rights, environment, anti-bribery and corruption, whistleblowing, privacy and data protection. We require both our employees and our suppliers to respect, support and comply with the Code as applicable. 

The Code is complemented by the Group’s values which define our behaviors at work. In order to verify whether and to what extent the Group’s Business Code of Conduct is applied by the Group’s suppliers fill out a questionnaire which requires the suppliers to explain in detail how the Code is applied and complied with. The questionnaire addresses such issues as governance, certifications, digital infrastructure and cybersecurity, supply chain, sustainability practices and other subject specific requirements. 

All employees shall be able to apply the principles laid out in the Code and have received Business Code of Conduct and Ethics training to raise awareness of and compliance by employees.  

The Group has zero tolerance for corruption. Elimination of corruption has been defined as one of the priorities of the Group. Implementing anti-corruption measures is an integral part of our corporate responsibility protecting our reputation and the interests of our stakeholders. 

In 2020 the Group became a participant of UN Global Compact committing to both avoiding corruption as well as developing policies and implementing measures to address corruption internally and within our supply chain. 

All our employees and workers have received training on our Business Code of Conduct which, amongst other subjects, includes information on the Group’s anti-corruption policies and procedures. 

All our suppliers are informed of and have to commit to our Business Code of Conduct, and they are expected to conduct their business in an ethical and manner as well as act with integrity complying with international and local anti-corruption and bribery laws and standards.  

All companies within the group complete detailed compliance reporting quarterly. The reporting covers such issues as compliance breaches, data privacy and protection, business code of conduct, whistleblowing, concerns regarding customers, credit policy and other issues of concern. In case of discrepancies an appropriate action is taken. The nature of the action taken is defined by the nature and severity of the discrepancy.  

The Code of Conduct is reviewed by the Board annually. It is a permanent agenda item of the first Board meeting of each year. The Code is reviewed in order to evaluate its relevance and appropriateness with regards to organizational context changes, social developments as well as feedback form relevant stakeholders.

Employees and workers as well as others who are required to respect and comply with the Code of Conduct can suggest changes and updates to the Code. If appropriate and necessary, the Code of Conduct is amendedupdated or explained in greater detail in case there is a necessity for more clarity regarding how an issue should be handled or resolved. 

Concerns regarding compliance and business conduct can also be reported anonymously via an independent whistleblowing channel. 

I 2020 there were zero confirmed incidents of corruption and no employees were dismissed or disciplined for corruption.

There were no confirmed incidents where business partners were terminated or not reviewed due to violations related to corruptionNo public legal cases regarding corruption were brought against the organization or the employees during the reporting period. 

Number of Registered Corruption Cases: 0

The Group does not support individual political  parties or individual politicians, but does engage in  public debate when in the interests of the Group.

Every effort shall be made to safeguard local, regional  and global environmental aspects. Aspects regarding  animal ethics shall also be given full consideration.

Supplier agreements shall contain requirements that the principles in ethical guidelines are followed. Particular care must be taken when engaging intermediaries and associated payments.

In procurement, conflicts of interest must be identified, assessed and handled in accordance with guidelines and authorizations.

How different cases are followed up will depend on the type of case, scope and degree of seriousness. Various matters will be followed up with measures by the general manager, executive vice president for the segment or by the group manager Notification matters are reported to group management and the board.

  2020 2019 2018
Feedback fron stakeholders (number) 27 14 5
Fines (number) 6 4 NA


Empower our people

Sustainable value chain

We set strict ethical and environmental requirements for ourselves as well as our suppliers and subcontractors.

The Group’s goal is to contribute towards improving human rights, labor rights and environmental  protection within the Group, in relation to our suppliers and subcontractors, and in relation to trading partners.

Environmental aspects shall be taken into consideration throughout the production and distribution chain, from production of raw materials to sales, and shall not be limited to the Group’s own activities.

When using external suppliers and subcontractors, it is important that we inform them of our HSE guidelines and that we ensure that our safety routines are followed by external parties involved in our operations.

In situations involving employees with different languages and cultural backgrounds, it may be difficult to create a shared safety culture with good compliance. It is therefore important to ensure good communication to achieve full  understanding of the prevailing safety routines.


Supplier involvement

In the Group, suppliers are an integral part of our operations and we have an obligation to ensure that  our suppliers act according to the Group’s governing  documents. By implementing a structured and  standardized approach to supplier management, we are able to verify that our suppliers adhere to  our requirements and, if necessary, initiate corrective measures. As a buyer, we have an ethical responsibility to ensure that our suppliers act in accordance with relevant laws and regulations.

Suppliers, including subcontractors, are requested to adhere to the highest industry standards, and it  is a prerequisite that laws and regulations are followed. In the Group, supplier audits are a tool for developing cooperation and continuous improvement between the companies in the Group and our suppliers, and a requirement to assure compliance.

As one of the largest employers along the coast of Norway, the Group has local suppliers that are valuable contributors to our operations. We highly value the diversity in our supply chain and work continuously to develop a local presence near our operations.

As a responsible buyer, the Group has developed a risk-based approach to supplier management to assure that our supply chains are sustainable and robust. We are influenced by internal and external factors ranging from biodiversity to political risks, and we therefore analyze and focus on understanding those factors.

Supplier audits – supply chain risk management

The Group is a corporation involved in global business and working relationships with suppliers and subcontractors worldwide. The Group have more than 5 000 suppliers in Norway alone.

We have worked closely with several of our suppliers for decades, they are all familiar with our requirements.

As a Group we are aware of our responsibility to control that our supplier follow our code of conduct, have goals and work towards lower emissions, strategy and routines for HSE and Food safety.

To cope with the risk of several suppliers, and to take responsibility for working with continuous improvement with all our suppliers, the Group has developed a supply chain management system.

 The system gives us:

  • Overview of all suppliers at a corporate level
  • Evaluation and risk evaluation of all suppliers related to social, economic and environment factors
  • Audit scheme based on risk evaluation
  • All new suppliers have to go through a risk evaluation before they can supply goods/services to the Group.

The pilot phase of the system have now been finalized Lerøy and are  launched in 2021.


Policy:  Procurement

KPI:  Supplier evaluation