Social
At Quintus Technologies, we recognize that our employees are essential to the company’s performance and long-term stability. Our approach to social sustainability focuses on fair and responsible labour practices, employee well-being and maintaining a safe work environment.
In line with our Company Policy, our culture is built to promote safety, support personal development and innovation, encourage strong job performance and satisfaction, uphold high ethical standards and foster open dialogue. Our Sustainability Policy reinforces these principles with specific commitments to continuous skills development, ensuring fair and inclusive recruitment and employment practices, and actively engaging employees in discussions about well-being and working conditions.
This section outlines the composition of our workforce, our commitments to human and labour rights, and the systems in place to ensure health and safety throughout our operations.
Workforce Characteristics
Table 16 Number of employees in headcount per type of employment contract*
Type of contract | FY 2024 | FY 2025 |
|---|---|---|
Total employees | 286 | 312 |
Temporary | 7 | 3 |
Permanent | 279 | 309 |
*There are only temporary contracts in place in Sweden.
Table 17 Number of employees in headcount per gender
Gender | FY 2024 | FY 2025 |
|---|---|---|
Total employees | 286 | 312 |
Female | 64 | 63 |
Male | 222 | 249 |
Other | 0 | 0 |
Not disclosed | 0 | 0 |
Table 18 Number of employees in headcount per country of employment contract
Country | FY 2024 | FY 2025 |
|---|---|---|
Total employees | 286 | 312 |
Sweden | 219 | 236 |
United States | 45 | 51 |
China | 22 | 25 |
Table 19 Employee turnover rate
FY 2024 | FY 2025 |
|---|---|
6.99% | 8.65% |
Table 20 Number of non-employees in headcount
Type of worker | FY 2024 | FY 2025 |
|---|---|---|
Self-employed without personnel working exclusively for Quintus Technologies | 7 | 3 |
Temporary workers provided by undertakings primarily engaged in “employment activities” | 76 | 51 |
The proportion of non-employees reflects the fluctuation in order intake and development activities. To quickly respond to increases in production demand, staffing flexibility is required, which is achieved by supplementing the permanent workforce with temporary resources.
Human and Labor Rights
Quintus Technologies respects and protects human rights in line with the principles of internationally recognized standards. As outlined in our Code of Conduct, we do not tolerate any form of child labour, forced labour or human trafficking. Our Code of Conduct upholds the principle of non-discrimination. This commitment is further established in our Work Environment Policy, which states that we do not tolerate discrimination or exclusion due to gender, ethnicity, cultural background or religion, age, social background, sexual orientation, gender identity or expression, or disability.
No confirmed severe negative human rights incidents, including child labour, forced labour, human trafficking, and discrimination, have occurred in Quintus Technologies’ own workforce during the reporting period. Quintus Technologies is not aware of any confirmed severe negative human rights incidents involving workers in the value chain, affected communities, or consumers and end-users.
Our recognition of freedom of association and the right to collective bargaining is stated in our Code of Conduct. We comply with all local labour laws and regulations where business is conducted, including when working through subsidiaries or third-party agreements. Quintus Technologies is committed to upholding collective bargaining agreements in all countries where they are applicable. While we operate in Sweden, the USA, and China, such agreements only currently apply in Sweden. All employees at Quintus Technologies receive pay that is equal or above applicable minimum wage for the country in which they are employed, determined directly by the national minimum wage law or through a collective bargaining agreement.
Table 21 Employees covered by collective bargaining agreements
Percentage FY 2024 | Percentage FY 2025 |
|---|---|
76% | 73% |
Diversity, Equity and Inclusion
At Quintus Technologies, we know that people with different backgrounds, perspectives and experiences are essential to driving innovation and long-term business success. Our Sustainability Policy includes our commitment to guaranteeing equal treatment and opportunities for all, grounded in principles of diversity, inclusion, and non-discrimination. As outlined in our Work Environment and Equality Policies, we are committed to workplace equality and do not tolerate discrimination or exclusion based on gender, ethnicity, cultural background, religion, age, social background, sexual orientation, gender identity or expression, or disability.
Our Equality Policy emphasizes that equal rights and opportunities must be integrated into all company activities. Key objectives include:
- Ensuring all employees are evaluated objectively, regardless of personal characteristics.
- Maintaining a workplace free from discrimination, harassment, or other inappropriate treatment.
- Promoting a healthy physical and psychosocial work environment, adaptable to individual needs across gender, age, and disability.
- Conducting recruitment free from bias, while aiming for balanced gender and age representation where justified.
Our Victimization and Discrimination Policy defines the responsibilities of managers and employees to actively prevent and address all forms of discrimination, bullying, harassment and demeaning behavior.
Table 22 Female-to-male ratio at management level*
FY2024 | FY2025 |
|---|---|
0.18 | 0.18 |
* Personnel with direct reports and/or responsible for a result or area of the business
Activities are ongoing to support a more balanced workforce. The company runs a trainee program to attract and develop talented engineers. The program provides recent graduates with the opportunity to rapidly build skills and gain insights into different parts of the business, while ensuring the companies’ long-term access to qualified professionals. Quintus aims to recruit 4 trainees every year.
Quintus also offers approximately 20 summer intern positions every year, providing young people with work experience and insight into the business, while promoting learning and engagement.
Our Equality Policy outlines our commitment to objective compensation and benefits. We do not accept unjustified pay differentials between male and female employees. Quintus Technologies utilizes individual salaries as outlined in the Swedish collective bargain agreements between Teknikarbetsgivarna and Unionen, Sveriges Ingenjörer and Ledarna and IF Metall. These principles are used throughout the company.
“Salary setting shall be differentiated according to individual and other circumstances. Salary differentials shall be objectively and well motivated. Salaries shall be set taking into account the responsibility and level of difficulty of the work tasks and the way in which the employee performs these. More difficult work that places greater demand on education, skills, responsibility and competence shall render a higher salary than less demanding work. Regard shall also be paid to the work environment and the conditions for carrying out the job. Market forces also affect salary assessments.
The system of salaries and salary setting within the companies should be shaped so that it becomes a propelling force for the development of the employee’s skills, competence and duties. Salary setting will thus stimulate increased productivity and increased competitive strength. The same salary principles shall apply to all employees.”
In all recruitment processes, the HR department assesses suggested salary levels against the company’s salary structure.
Table 23 Gender pay gap
FY 2024 | FY 2025 | |
|---|---|---|
Gender pay gap (%) | 20.9% | 16.8% |
The reported pay gap for employees represents the average pay gap, comparing all base salaries across the organization. We believe that to enable comparable measurements year to year variable salary components such as bonus, overtime, use of timebanks etc shall be excluded although VSME requires reporting on variable salary components as well. In case of additional components included it is likely, due to the demography of Quintus employees, that the spread would increase.
The reported gender pay gap reflects differences in relation to the outlined salary principles above. The company conducts annual pay equity reviews to ensure that employees in equivalent roles receive equal remuneration, irrespective of gender. The EU Transparency Directive reporting is under implementation and will be used as foundation for Gender pay gap analysis and reporting for 2026.
We promote equal rights and opportunities for skills development for all employees, regardless of group affiliation, as described in our Work Environment Policy. Our Equality Policy outlines our commitment to skills development free from discrimination. The equality aspect is treated as an integral part of our annual performance and development dialogues, and any discrepancies are investigated and addressed promptly.
Each employee completed an estimated average of 40 hours of training during the reporting year. This includes for example internal training, external training and on-the -job training. This investment in learning and development ensures that our workforce remains equipped with the skills and competence needed to meet the market needs. The reported training hours are estimated from tracked training hours as well as reasonable assumptions.
Health and Safety
Quintus Technologies’ Sustainability Policy includes our commitment to maintaining a safe and healthy work environment through proactive health and safety initiatives, including mitigation of workplace accidents, and substitution of hazardous substances.
In line with our Work Environment Policy, the company strives to have a good and safe working environment, both for employees and consultants, to prevent work-related illness and accidents. We comply with all health and safety legislation and regulations in all countries where we have operations, and aim for continuous improvement of our environment, health and safety routines. All new employees receive thorough health and safety trainings and certifications. With the aim of safe and healthy business operations in which work environmental risks are reduced, systematic environmental work is carried out continuously in our daily operations.
We regularly conduct safety inspections and carry out employee surveys. All occupational health and safety risks, accidents, and injuries are reported and registered in the InControl system. Reports are sent to the responsible manager who informs the relevant safety representative and Health and Safety Committee. Investigations are then performed by the responsible manager and safety representative, and appropriate corrective and preventive measures are put in place. The aim is always to eliminate the source of the risk. If this is not possible, specific instructions, guidance and personal protective equipment are put in place.
Quintus Technologies has local Health and Safety Committees that meet several times a year. The committees are responsible for setting action plans and following up on previous actions. Our systematic work environment management is revised annually, and necessary modifications are made to procedures and instructions. The annual review includes an evaluation of the performed inspections and submitted reports over the past year.
Our operations involve the development and testing of high-pressure vessels. To manage the associated risks, we employ safety protocols and advanced monitoring systems, and employees are trained to manage high-pressure equipment safely. Our other main safety risks are related to working at heights, forklift operations, and heavy lifting. These risks are mitigated through thorough training, equipment maintenance, and appropriate safety gear. Employees are expected to contribute to their own safety and that of their colleagues by adhering to instructions, procedures, and policies.
Table 24 Recordable work-related accidents
Number FY 2024 | Rate FY 2024 | Number FY 2025 | Rate FY 2025 |
|---|---|---|---|
7 | 2.35 | 15 | 4.62* |
*(Number of accidents for both employees and non-employees) / (Number of employees x 2080 hours) x 200 000. 2080 hours is the theoretical number of working hours per year.
The increase in work-related accidents is primarily due to efforts to improve accident reporting rates. The development will be closely monitored to ensure continued improvement in reporting practices and workplace safety.
Reported accident data includes both employees and non-employees, as incidents are recorded at site level. We believe that this provides a more complete view of operational safety, although VSME requires reporting for employees only.