GRI Content Index
GRI
Further information and omissions
GRI 1: Principles
Statement of use
The Repower Group has prepared this report with reference to the GRI Standards for the reporting period from 1 January to 31 December 2024.
GRI used
GRI 1: Foundation 2021
Industry standards used
None
GRI 2: General disclosures
The organisation and its reporting practices
2-2
Entities included in the organisation’s sustainability reporting
Notes to the consolidated financial statements: principles
The Repower Group comprises Repower Switzerland and Repower Italia. Any acquisitions, mergers and divestments are allocated to the segments in accordance with the method defined in Notes to the consolidated financial statements: principles. The segments are the same for the general disclosures and for all material topics in this report; only for the topic of climate change is the operational control approach used.
2-3
Reporting period, frequency and contact point
The reporting period is from 1 January 2024 to 31 December 2024. Starting in the 2024 financial year, the sustainability report is published annually as part of the annual report. Semiannual reports on the financials are also published. The 2024 annual report will be published on 9 April 2025.
Contact: sustainability@repower.com
2-4
Restatements of information
As part of the reporting for GRI 305-1, there was a minor adjustment to the values for 2023. A rounding difference in the emission factors led to a small deviation. To maintain consistency, the value for 2023 has been adjusted.
As part of the reporting for GRI 305-2, the location-based values for Repower Italia and the market-based values for Repower Switzerland were added together. For the 2022 and 2023 reporting years, an adjustment has been made to take account of the market-based values for the Repower Group. From the 2024 financial year onwards both the market-based and the location-based values will be published.
As part of its reporting for GRI 305-3, Repower Italia has extended its calculation of emissions and made adjustments for the years 2022 and 2023. In subcategory 3.1, not only upstream emissions associated with the purchase of gas for resale are now included in the calculation, but also those associated with other goods and services. In addition, subcategory 3.2 is now being included. Subcategory 3.3, which concerns emissions from the purchase of electricity for resale to end-consumers, now also includes the well-to-tank emissions of the fuels used for generation. Owing to the extensions in Scope 3 at Repower Italia, the reported Scope 3 emissions of the Repower Group for 2022 and 2023 are around 4 per cent higher than the previously published values.
2-5
External assurance
For the 2024 sustainability report, an independent external limited assurance audit has been carried out for the first time for selected metrics. For further information, please refer to the German version of the report.
Activities and workers
2-6
Activities, value chain and other business relationships
Repower’s supply chain includes carefully selected suppliers of natural gas, energy resources and related services in the energy sector. Downstream, Repower mainly works with distribution partners, resellers and end customers. Distribution partners and resellers are responsible for the direct marketing of Repower’s energy products and ensure their availability and accessibility to customers. The end customers use the electrical energy Repower provides directly for their industrial, commercial and private activities. There are no other relevant business relationships.
There were no material changes in the year under review.
2-7
Employees
The cut-off date for the data is 31 December 2024. The numbers are recorded as full-time equivalents.
The large majority of employees are permanent. Male employees predominantly work full-time. The majority of female employees work full-time.
The number of employees in the Repower Group has increased significantly versus the previous year. In 2023, the number of employees totalled 647.7 (excluding apprentices); in 2024 it rose to 750.0 (including apprentices). The increase at Repower Switzerland is due to the inclusion of apprentices and the overall expansion of the workforce. The increase at Repower Italia is mainly due to the integration of the employees of Erreci, which was acquired in 2024.
There were no significant fluctuations in the number of employees during the reporting period. Repower describes fluctuations of more than twelve per cent as significant. Fluctuation (staff turnover) is calculated using the BDA (Confederation of German Employers’ Associations) formula (staff turnover = voluntary departures / average headcount in 2024 x 100).
2-8
Workers who are not employees
Twenty-two people who are not employees work for Repower Switzerland, primarily in IT and execution. Since the number of workers who are not employees is insignificant, the fluctuations are not analysed.
Repower Italia has 445 sales agents who are not employees. This represents a decline of 10 per cent versus the prior year. The fluctuation is not considered significant.
The cut-off date for the data is 31 December 2024. The number was recorded as full-time equivalents.
Governance
2-9
Governance structure and composition
The executive board and the board of directors develop and approve the corporate strategy, which has an impact on the economy, the environment and society. The principles of the Swiss Code of Best Practice of Corporate Governance are also taken into account. The implementation of the strategy is the responsibility of the executive board and line management. The fulfilment of the strategic objectives is in turn assessed by the board of directors in collaboration with the executive board. The audit and personnel committees of the board of directors are involved in these processes.
2-10
Nomination and selection of the highest governance body
A structured and transparent process is used to select and appoint the members of Repower’s board of directors. The shareholders nominate and confirm the members in accordance with the company’s articles of association and applicable regulations. The chair is sought and proposed according to the methodology applied by Canton Graubünden.
The following criteria are taken into account in the selection: appointment by the shareholders to ensure representative and effective corporate governance; stakeholder perspectives, which are incorporated through consultation and feedback; diversity in terms of expertise, experience, cultural background and gender; independence, in order to minimise conflicts of interest and ensure stable governance; and professional competence, in order to ensure a balanced mix of strategic, financial and sustainability-related expertise to address industry-specific challenges.
2-12
Role of the highest governance body in overseeing the management of impacts
Repower’s board of directors is responsible for developing, approving and regularly updating the vision, mission and values, as well as the strategic areas of focus, medium-term plan and corporate goals, both in general and in relation to sustainability. Operational management has been delegated to the CEO, who, together with the executive board, is responsible for implementing these requirements. The board of directors regularly reviews their implementation, adjusting the strategy and objectives as needed.
As the highest governance body, the board of directors oversees the effectiveness of the processes established in the organisation to identify and manage potential or actual impacts of the organisation on the economy, the environment and people. The mechanisms established include, in particular, compliance and risk management, which also draws on interactions with affected stakeholders as needed. At its meetings, the board of directors receives an overview of any impacts, as well as measures taken, at least once a year and assesses the corresponding results and progress. The Repower Group is in regular contact with numerous stakeholders, including customers, employees and authorities.
2-13
Delegation of responsibility for managing impacts
The board of directors has delegated responsibility for compliance management and risk management to the relevant managers, who are also responsible for managing the impacts. Reports on the management of impacts and the effectiveness of the measures taken are made at least once a year at meetings of the board of directors.
2-14
Role of the highest governance body in sustainability reporting
The board of directors is informed about the development of the sustainability report, including the material topics, and actively contributes to its production. Two members of the board of directors are directly involved in the preparation of the sustainability report. The report is approved by the board of directors.
2-15
Conflicts of interest
Members of the board of directors are obliged to withdraw from the meeting if business is being dealt with that conflicts with their own interests or with the interests of individuals or legal entities related to them. The form of withdrawal is decided by the chair. The procedure is set down in the organisational regulations.
Repower is committed to ensuring maximum transparency in its relations with stakeholders, in line with best corporate governance practices. Information on potential conflicts of interest is available in the Corporate Governance section, where the additional activities and interests of the members of the board of directors are disclosed. Repower monitors multiple board memberships and ensures that potential overlaps are managed in accordance with best governance practices.
Repower has strict internal procedures in place to avoid potential conflicts of interest arising from cross-shareholdings with suppliers and other stakeholders. All related-party transactions are carried out in compliance with the applicable regulations and reported in accordance with the principles of financial transparency.
2-16
Communication of critical concerns
Critical concerns are brought immediately to the attention of the board of directors or, in urgent cases, brought directly to the attention of the relevant persons or committees. Reports on such concerns can be submitted through established internal communication channels, including direct reporting by managers, written submissions or specific escalation processes. If necessary, the board of directors and the committees also meet outside of ordinary meetings.
There were no critical concerns in the 2024 reporting year.
2-17
Collective knowledge of the highest governance body
The sustainability report and the information on progress in the thematic area of sustainability which is reported on at the meetings of the board of directors serve as a basis of the information provided to the board of directors.
2-18
Evaluation of the performance of the highest governance body
As there is no formal evaluation of the highest governance body as defined by the GRI, this disclosure is not applicable.
2-19
Remuneration policies
Repower does not currently offer any signing bonuses or other recruitment incentives for members of the board of directors. There are no contractually defined severance payments for members of the board of directors. The compensation model for the board of directors does not currently provide for any clawback mechanisms. Members of the board of directors do not receive any additional pension benefits or pension entitlements from their work at Repower.
The compensation of the members of the executive board includes a basic annual salary and variable compensation (bonus). The amount of the bonus payment is based on Repower’s bonus regulations. No signing bonuses or other recruitment incentives are currently granted. There are no contractually defined severance payments for members of the executive board. The executive board compensation and bonus model currently does not provide for any clawback mechanisms. The pension plan for the base salary is the same as that for employees, while different savings plans apply for the variable compensation.
Repower has not defined any explicit compensation components relating to the conduct of due diligence and the management of any impacts.
2-20
Process to determine remuneration
Repower works with a defined salary system that is reviewed and approved by the company’s highest governance bodies. This salary system also includes benchmark figures on salary bands collected by independent, specialised companies. At Repower Italia, 98.9 per cent of employees are covered by a national collective agreement that also defines the criteria for determining pay.
The personnel committee prepares the company’s remuneration policy. The board of directors adopts this policy, receives information on its implementation and reviews the remuneration of the members of the executive board on an annual basis. Shareholders have the option of rejecting the annual financial statements at the annual general meeting.
2-21
Annual total compensation ratio
For Repower Switzerland, the ratio of the highest remuneration to the median of all employees (excluding the highest remuneration) is 6.2:1, for Repower Italia 9.2:1.
The ratio of the percentage increase in the highest annual remuneration compared with the percentage increase in the median was 0:1 for Repower Switzerland and 0:1 for Repower Italia in 2024. The highest annual remuneration remained unchanged in 2024, while the annual remuneration of the median increased.
The annual remuneration comprises the contractually agreed basic annual salary at 100 per cent plus the variable compensation at 100 per cent target achievement, all on a gross basis excluding allowances, employer contributions, special bonuses and non-cash benefits. As the level of pay in Switzerland is higher than in Italy, the ratios are shown separately.
Strategy, policies and practices
2-23
Policy commitments
2-24
Embedding policy commitments
Commitments to responsible business conduct are embedded through publication of diverse requirements on the intranet, internal compliance training and the definition of tasks, powers and responsibilities.
2-25
Processes to remediate negative impacts
Repower complies with the relevant legal requirements and ensures clear and honest communication. Repower endeavours to avoid negative impacts by acting prudently and in compliance with the law.
The grievance mechanisms are adapted to the needs of stakeholders. Repower strives to avoid negative impacts through regular and open dialogue.
2-27
Compliance with laws and regulations
In 2024, Repower did not record any significant instances of non-compliance or significant fines. Significant instances of non-compliance are defined as instances where the monetary amount exceeds CHF 5,000.
2-28
Membership associations
Repower is a member of the Association of Swiss Electricity Companies (VSE) and other associations. Further disclosure is not made for reasons of confidentiality.
Stakeholder engagement
2-29
Approach to stakeholder engagement
The most important stakeholders for the Repower Group are customers, shareholders, business partners, employees, banks, investors, authorities, environmental organisations and citizens. For Repower Italia they also include sales agents. A process for targeted stakeholder engagement has been defined in the integrated management system (IMS). The focus is on a culture of open communication and regular dialogue to enable fair and responsible collaboration. Repower engages stakeholders through such things as the annual general meeting, information to the media and open days.
2-30
Collective bargaining agreements
Repower Switzerland is not subject to any collective or standard employment contract. In Switzerland, Repower does not have any employees who are covered by collective bargaining agreements. All employees of Repower Switzerland are employed on the basis of an individual employment contract. At Repower Italia, 98.9 per cent of employees are covered by collective agreements.
GRI 3: Material topics
Energy transition
302
Energy
302-1
Energy consumption within the organisation
Source of the conversion factors used: Federal Office of Energy (2022): Energy label for cars: 2022 environmental parameters of electricity and fuel supply.
Share of renewable energy in production
When Repower checks capacity and volumes generated, 100 per cent of the energy generated is credited. Minority interests are not included.
Water use
303
Water and wastewater
303-1
Interactions with water as a shared resource
The use of water for generating hydropower is described in the relevant concession. The resulting environmental impact is examined in the environmental impact assessment and appropriate measures are defined to minimise it. The thresholds for water use are set out in the corresponding utilisation permits.
Operational wastewater may be produced at construction sites and in cleaning processes, as well as in oil catch pans. Operational wastewater is pretreated in accordance with regulations and discharged into the sewerage system or watercourses.
303-2
Dealing with the impact of water recycling
The water that Repower uses to generate electricity in hydropower plants does not fall into this category.
Domestic wastewater is discharged into the sewerage system or collected in cisterns on site in accordance with legal requirements. It is pumped out for disposal and taken to the regional wastewater treatment plant for further processing.
Wastewater from Repower Switzerland operations is purified in separation systems or coalescence separators so that it meets the legal requirements for discharge into the sewerage system or watercourse. In both cases Repower has specific authorisation to do so. The functioning of these company wastewater treatment systems is periodically checked by the authorities.
Teverola combined-cycle gas turbine power plant has a permit to discharge process wastewater, toilet wastewater and rainwater from the plant’s wastewater system into the consortium’s collector and the wastewater treatment plant. Wastewater is monitored every four months by an external laboratory.
Economic performance
201
Economic performance
201-1
Direct economic value generated and distributed
Comments on the financial results
403
Health and safety in the workplace
403-2
Hazard identification, risk assessment and incident investigation
403-4
Employee participation, consultation and communication on health and safety in the workplace
403-5
Employee training on health and safety in the workplace
Repower Switzerland: Working with rope protection, live working, working on transmission lines, Basic Life Support – Automated External Defibrillator – Swiss Resuscitation Council (BLS-AED-SRC), specialist course for plant managers, category C crane operation and slinging loads, operating aerial platforms, switching authorisation, safety training for new employees. Forklift driving course, Heavy Current Ordinance Art. 12 (access to heavy current installations), working on high-voltage overhead lines, training as an authorised instructor in accordance with ESTI 245, basic electrical training, low- and medium-voltage cable courses, basic timber harvesting course, chainsaw handling course, hazardous work training for apprentices, safety days.
Repower Italia: Continuing training for employees, supervisors and management, firefighting, first aid, head of the prevention and protection service (RSPP), occupational safety officer (RLS).
403-7
Prevention and mitigation of occupational health and safety impacts directly linked by business relationships
403-9
Work-related injuries
The figures cover the employees of the Repower Group. They include the working hours of all employees of the Repower Group, including those who left in the course of the year. A total of 1,224,023 hours were worked from 1 January to 31 December 2024. The rate of work-related injuries is calculated on the basis of 200,000 hours worked.
Repower does not provide any information on work-related injuries to workers who are not employees. Since they are insured through their own employers, no data is available, and Repower does not receive any accident reports.
Employee recruitment and development
404
Basic and advanced training
404-3
Percentage of employees receiving regular performance and career development reviews
Engaging stakeholders and local communities
415
Public policy
415-1
Political contributions
The Repower Group made no political contributions in 2024.
Climate change
305
Emissions
308
Supplier environmental assessment
308-1
New suppliers that were screened using environmental criteria
Repower’s strategy for new suppliers is to consider local suppliers already known to the company wherever possible and within the framework of the law. In some cases suppliers are also screened for sustainability criteria on an ad hoc basis. However, this depends on order volume and value. For projects subject to public procurement law, environmental criteria, health and safety regulations and working conditions are part of the specifications and are therefore binding for suppliers. In 2024, Repower Switzerland introduced a self-declaration for new suppliers covering topics such as occupational safety and environmental protection. At Repower Italia, suppliers are contractually obliged to comply with the code of ethics.
Changes to biodiversity and landscape
304
Biodiversity
304-3
Habitats protected or restored
Power plants in nationally and regionally protected areas:
Engadine:
- Silvaplana power plant: Federal Inventory of Landscapes and Natural Monuments (BLN) [430 km2]
- Morteratsch power plant: BLN [430 km2]
Surselva:
- Ladral power plant: Floodplain [1.2 km2] and amphibian spawning area [0.06 km2] of national importance
Prättigau:
- Schlappin power plant: Low-moor bog [0.06 km2] of national importance
- Küblis power plant: Floodplain [0.88 km2] of national importance
- Landquart paper factory power plant: Floodplain [2 km2] of regional importance
Valposchiavo
- Palü power plant: BLN [430 km2], regional low-moor bogs [0.065 km2], floodplain [1.4 km2] of national importance
- Cavaglia power plant: Floodplain [0.11 km2] and dry meadow [0.017 km2], low-moor bog [0.007 km2] of regional importance
- Robbia power plant: BLN [430 km2], low-moor bog [0.0045 km2] of regional importance, amphibian spawning area [0.035 km2] of national importance
- Campocologno power plant: Dry meadow [0.01 km2] of national importance
Rewilded habitats:
- Parabogl amphibian spawning area [0.035 km2]: monitored by external body
- Revitalisation of the Cavaglia plain [0.11 km2]: monitored by external environmental construction supervisor
- Rehabilitation of fish navigation routes at Salva water intake [0.0015 km2] and Morteratsch water intake [0.0005 km2]: monitored by external environmental construction supervisor
Repower Italia used the model of the national geoportal of the Ministry for the Environment and Energy Security and confirmed that none of the plants are located in areas classified as at risk.
Human rights
408
Child labour
408-1
Operations and suppliers at significant risk of incidents of child labour
The internal audit revealed no well-founded suspicion of child labour in the Repower Group’s supply chain.
414
Social assessment of suppliers
414-1
New suppliers that were screened using social criteria
See GRI 308-1
Ethical business conduct
205
Anti-corruption
205-3
Confirmed incidents of corruption and actions taken
Repower had no incidents of corruption in 2024.