HR in numbers

A company cannot move forward without a thorough understanding of its people. For REN, monitoring Human Resources Indicators is essential, as it provides an accurate picture of the organisation’s situation, supports decision-making based on reliable data, and enables continuous monitoring of results. These indicators also enable projects to be reassessed and strategies adjusted, aligning people management with the company’s current and future challenges.

Find out about some of our human resources indicators.

REN promotes stable and secure employment relationships. In 2025, it had 792 employees, representing sustained growth compared with 2024. Of this total, 99% are on permanent contracts, reflecting a consistent commitment to job stability.

The average age stood at 44.7 years and the average length of service at 15.1 years, indicators that demonstrate a balance between experience, diversity and the rejuvenation of teams, within a context of strengthening the skills required for the energy transition.

Around 74.5% of employees benefit from flexible working hours, promoting a healthy work-life balance.

Employee development is a strategic priority for REN, focusing on the acquisition of new skills and the promotion of internal expertise. In 2025, 71.8% of employees held a higher education qualification, a particularly high proportion among women, reaching 91%, compared to 65.4% among men.

Around 55.2% of employees are assigned to STEM fields (Science, Technology, Engineering and Mathematics), with 23% of these positions held by women, an indicator that reinforces REN’s commitment to diversity in technical and specialist roles.

Talent management begins early. In 2025, REN welcomed 16 trainees into its annual programme, of whom 44% were taken on by the company, confirming this programme as a key channel for attracting and retaining young talent.

The company also maintained initiatives to foster links with the academic world, such as internships, exchange programmes and partnerships with universities, in line with the commitment made under the Pact for More and Better Jobs for Young People.

REN continues to invest consistently in the development of its people. In 2025, the REN Campus consolidated its training programme, offering courses dedicated to REN’s culture, leadership, digital innovation and technical skills, reinforcing an approach to continuous, flexible learning that is aligned with the organisation’s strategic challenges.

In 2025, each employee attended, on average, 67 hours of training, whilst maintaining the commitment to ensure 100% of employees receive ESG training by 2030.

Technical training, digitalisation, organisational culture and leadership continued to play a central role, with high levels of effectiveness and satisfaction, reflecting the positive impact of training initiatives on team performance and development.

In 2025, REN continued to implement key initiatives focused on work-life balance, well-being and inclusion, reinforcing an integrated approach to the employee experience. Internal programmes promoting health, physical and mental well-being, inclusion and equal opportunities continued to play a significant role in quality of life at work.

Measures to support a healthy work-life balance were also maintained, such as flexible working hours, job-specific working arrangements and the allocation of additional days off and for volunteering, practices widely valued by employees.

These initiatives reflect REN’s commitment to a healthy, inclusive and sustainable working environment, recognising that people’s well-being is an essential factor for performance, motivation and talent retention.