Employees and
Human rights

The TX Group is responsible for fair and safe working conditions within the company as well as for respecting human rights in the course of its business activities. This concerns not only its own employees but also our business partners. We align ourselves with internationally recognized labor and human rights standards and incorporate them into our internal policies as well as our contractual relationships with suppliers. The relevant focus areas are regularly reviewed and further developed as part of our materiality analysis.

Key importance of employees

In the area of sustainability, employees make a decisive contribution to the implementation and development of our efforts by putting sustainability principles into action and implementing them in their day-to-day work. To support them, we cultivate a respectful corporate culture that is geared towards equal opportunities. Through our periodic surveys we are constantly seeking potential for improvement to identify and incorporate changing needs. Our initiatives promote satisfaction, motivation and team spirit.

Respect for human rights and due diligence

TX Group is committed to global human rights standards and is guided by the principles of the ILO core labour standards and the recommendations of the Global Reporting Initiative (GRI). Since 2024, we have also taken into account the adjustments and recommendations of the OECD Guidelines for Multinational Enterprises and the UNʼs Guiding Principles on Business and Human Rights, which call for increased human rights due diligence obligations along supply chains.

Employee wellbeing

To promote the wellbeing of our employees, we focus on three clearly defined spheres of action that help us to successfully master the work-related challenges of our time. Our initiatives are aimed at attracting and continuously developing motivated and highly qualified employees and talented individuals.

1. Diversity, inclusion and equal opportunity

The TX Group focuses on a balanced mix of genders, generations and all aspects that increase diversity. A range of perspectives boosts innovation and creativity, promotes competitiveness, and helps us better understand the needs of our heterogeneous customer base and society in general. To achieve this, we are pursuing the following objectives:

• Zero tolerance of discrimination and harassment
• Increasing the proportion of women at all levels of the hierarchy
• A balanced distribution of different age groups

41%

of all employees are women

Measures

• Data transparency and controlling with an internal gender dashboard and participation in national benchmarking
• Revised recruitment process to attract diverse talent
• Range of awareness and leadership courses aimed at promoting diversity
• Partnership with the leading Swiss networks for gender equality in business
• Rapid, improved case management in the event of harassment in the workplace
• Mentoring programme for intergenerational knowledge exchange

2. Health at work

TX Group operates a comprehensive occupational health management (OHM) system to create a working environment that promotes health through work processes, organisation and behaviour. This includes measures that promote employee health and well-being through prevention, intervention and integration. We have focused on expanding our initiatives in recent years, which has had a positive and lasting impact on our workforce and reinforced our commitment to long-term, responsible business practices.

3%

absences rate

71%

reintegration

Precaution

• Protection and safety in the workplace: Management is responsible for fulfilling the relevant legal and official requirements. A health and safety committee meets four times a year to assess measures aimed at preventing injuries and accidents – particularly in printing centres – and to learn from incidents.
• The Group promotes measures and activities designed to prevent or reduce disease, accidents and other health-related impairments, including flu vaccination and the KINASTIC health platform, a digital health coach for fitness, mental balance and balanced nutrition.

Conflicts

• Employees can talk to specially trained internal confidants (22 people throughout the company) or to the external partner organisation MOVIS (which also handles personal challenges).
• Employees also have access to the anonymous external whistleblower line set up for all our stakeholders.

Intervention and integration

• Aims to prevent or shorten potential long-term illnesses.
• For prolonged absences (over 30 days), TX Group uses case management to reintegrate employees back into the work process and their social environment. SIZ Care, an external partner, supports the integration process on an individual basis to ensure efficiency and confidentiality.

3. Workplace of the future

TX Group attaches great importance to the ongoing training and development of its employees and offers them a modern, dynamic working environment. This commitment not only promotes employee advancement, it also enables us to live up to the high quality standards of our dynamic industry by creating a skilled, qualified and forward-looking team.

Flexible work

TX Group offers employees an attractive range of flexible work models and hybrid work opportunities wherever operationally feasible.

Apprentices

TX Group lives up to its social responsibility by training apprentices in six different apprenticeships.

Personnel development

The focus dialogue is a strength-based dialogue that encompasses mutual feedback, development potential and objectives.

Our employees have access to the following four programmes for individual training and development:

1. TX Academy

TX Academy is a Group-wide internal training and development platform that offers all employees courses and various development opportunities in a range of business areas.

2. Future of work

In the future, work will require new or additional leadership skills. As a company, TX Group actively invests in the development of its managers so they can operate in a constantly changing environment, foster innovation and motivate employees.

3. Training programmes

Specific programmes at Columbia University offer selected outstanding journalists and executives from Tamedia and 20 Minuten the opportunity to develop their skills in data, investigative reporting and leadership. TX Group launched this initiative in 2012, and overall, more than 100 people have participated in these programs. It is gratifying that almost half of the participants are still employed at TX Group today. This underscores how important and motivating such further education opportunities are.

4. Targeted AI training programmes

TX Group also offers special training to equip our teams with fundamental artificial intelligence (AI) skills so they can effectively deploy new technologies, increase efficiency and drive sustainable innovation within our organisation. By promoting AI knowledge and expertise in all areas, we empower our employees to adapt to technological advances and changes in the industry. This initiative supports personal and professional development in line with our commitment to responsible digital transformation, and ensures that our workforce remains agile, skilled, responsible and prepared for the future.

Employee key data for 2025*

*The decrease in headcount in the 2025 reporting year is due to the implementation of the transformation that the TX Group announced in 2024 and the associated realignment of the individual business units.

Attention to human rights
Concept and Fundamentals

The TX Group is committed to respecting internationally recognized human and labor rights. Particularly important are the protection of mental health, the fair treatment of employees, as well as protection against discrimination and sexual harassment. As a media and digital company with predominantly service-based value creation, the TX Group is mainly active in Switzerland, Germany, and with a development location in Serbia. Operational activities take place in a regulatory environment with established labor and human rights standards.

The human rights orientation is based on the international agreements ratified by Switzerland (including ICESCR, ICCPR), the ILO core labor standards, the OECD Guidelines for Multinational Enterprises, as well as the UN Guiding Principles on Business and Human Rights. In addition, the reporting is guided by the recommendations of the Global Reporting Initiative (GRI).

The central implementation instrument is the Code of Conduct of TX Group AG. This is a binding part of onboarding and is complemented by regular awareness-raising measures. In the reporting year 2025, the existing instruments were consolidated. Except for the introduction of a group-wide Supplier Code, there were no structural changes to the concept. The Supplier Code introduced in 2025 obliges suppliers to comply with basic human rights standards and is based on the ten principles of the UN Global Compact. It is required for new business relationships as well as for the renewal of existing contracts with suppliers from countries that are not classified as ʼBasicʼ according to the UNICEF Childrenʼs Rights in the Workplace Index.

As part of the risk-based due diligence, all known and centrally managed suppliers from countries not classified as ʼBasicʼ were subjected to an assessment during the reporting year. The evaluation was carried out based on contractual documentation as well as publicly available information. This systematically expanded the risk assessment, which in 2024 was primarily limited to suppliers from the USA.