Employer: positive effects for the region

With just under 9,000 employees¹⁾, we are the second-largest em­plo­yer on the airport campus after Deutsche Lufthansa AG. Together, Deutsche Lufthansa and the Munich Airport Group provide almost two thirds of the jobs at Munich Airport. The number of employees across the campus totaled around 37,000²⁾. This was the result of the new employee survey commissioned every three years. This was the result of the new employment survey commissioned every three years.

The range of jobs at Munich Airport has a positive impact on the en­tire region in many ways: The Freising employment agency district, which also includes the districts of Erding, Dachau, and Ebersberg, continues to have one of the lowest unemployment rates in Germany, at an average of 3.1 per­cent. By comparison, the nationwide unem­ploy­ment rate in 2025 averaged 6.3 per­cent.

In addition to quantity, the quality of jobs also contributes to value creation in the region: According to the latest employment survey, almost one in four jobs subject to social security contributions in the districts of Freising and Erding was located at the airport.

Our attractiveness as an employer is also demonstrated by the number of applications in the fiscal year: At around 40,000 a new record was reached for the Group in 2025.

Diversity: an important part of corporate culture Summary

Munich Airport benefits from the diversity of its workforce. We respect different interests and needs – regardless of age, gender, nationality, cultural background, sexual orientation, and beliefs.

Since the beginning of 2026, we have had an Anti-Discrimination Officer. In doing so, we not only meet the requirements of the Ge­ne­ral Equal Treatment Act (AGG), but also send a clear signal for re­spon­sibility and prevention. The aim is to prevent discrimination and to provide those affected with a reliable point of contact within the company.

Cultural diversity: international teams

People of many different nationalities work together in our company. Most come from Germany, followed by Bosnia and Herzegovina, Turkey, Croatia, Romania, and the USA. International teams promote the intercultural expertise and openness of our employees.

Employees by nationalities

Career opportunities: promotion of women

Equal participation of women and men in management positions is an important concern for us. Our co-leadership program, for instance, supports managers who share a position. In 2025, female executives also had the opportunity to participate in the cross-mentoring pro­gram, which strengthens them in their role through external facili­ta­tion and accompanying framework events.

Group Management Report: Share of women

Inclusion: support for employees with health impairments

In our company, the proportion of employees with severe disabilities is just under seven percent. The elected Council for Employees with Disabilities (SBV) advocates for the needs of affected colleagues. In 2025, it supported employees in prevention procedures and during their phased return to work.

Our inclusion team, consisting of the Inclusion Officer appointed by the employer and the SBV, is committed to equal rights and social participation for employees with severe disabilities or equivalent status. Prevention, rehabilitation, and accessibility are just as much a focus as maintaining employability. Within the inclusion team, we work together with affected employees and executives to ensure the long-term retention of employment relationships for employees with severe disabilities or equivalent status.

Collective agreement: higher pay through new agreement Summary

As a member of the Municipal Employers’ Association of Bavaria, we apply the collective agreement for the public sector in the airport di­vision (TVöD-F VKA). Our employees benefit from a collectively agreed company pension scheme with the Bavarian Supply Chamber – Sup­plementary Pension Fund of the Bavarian municipalities. The year 2025 brought several improvements for employees.

Based on the collective agreement concluded on April 6, 2025, FMG employees received a pay increase of 3.0 per­cent, effective retro­ac­tively as of April 1, 2025, with a minimum increase of EUR 110 per month. In addition, allowances for shift work and rotating shift work were significantly increased. A further linear pay increase of 2.8 per­cent was scheduled for May 1, 2026.

For employees covered by the sectoral collective agreement for ground handling services, the pay scale, which had already been increased by 3.0 per­cent as of April 1, 2025, was increased again at the same time by a further 3.0 per­cent or at least EUR 110 per month. In ad­di­tion, allowances for shift work and rotating shift work were intro­du­ced for the first time as of July 1, 2025. As of May 1, 2026, the res­pec­tive table pay was increased by EUR 35, and the table pay increa­sed by this amount was then adjusted by 2.8 per­cent.

In addition, the following new agreements on working time apply for TVöD-F:

• the option to convert part of the annual special payment into up to three additional days off

• the option to voluntarily and temporarily increase the weekly wor­king time on both sides to up to 42 hours

Irrespective of this, there are further improvements under collective agreements: Since January 1, 2026, the annual special payment for TVöD employees has been increased uniformly across all pay groups to 85 percent of an average monthly salary. From the 2027 calendar year onward, all employees will also receive one additional day of va­ca­tion (based on a five-day week).

Housing: a wide range of options for employees

As a responsible employer, we offer our employees various types of housing: places in residence halls and furnished apartments, inclu­ding for temporary use, residential buildings and multi-family houses in different categories of fittings and price ranges, as well as an employee hotel with around 200 beds for newly hired employees. Additional studies and development projects are underway to adapt the portfolio to the growing demand. For example, we are examining how we can realize new construction projects on our own land in our directly neighboring municipalities in the medium and long term – particularly in cooperation with external project developers.

Occupational health and safety: staying physically and mentally healthy Summary

We are actively committed to the health and well-being of our em­ploy­ees. Our holistic approach combines the areas of health mana­ge­ment, occupational health and safety, and occupational medicine, placing prevention and health promotion at the center.

The goal is to minimize health risks in the workplace as much as possible. The specialist team provides Group-wide support and advice to ensure that all legal and internal company requirements for occupational health and safety are implemented and that pro­cesses are continuously improved. To this end, it uses appropriate metrics and evaluates them regularly.

In the fiscal year, we received the «Corporate Health Award», which recognizes companies that implement exemplary health strategies and promote a sustainable health culture.

Health promotion as a strategy

Our diverse range of health promotion offerings has been available to employees free of charge since April 2025 and includes topics such as exercise, nutrition, ergonomics consulting, mental health, as well as target group-specific formats aimed, for example, at apprentices. In addition, there is a company-owned fitness studio, lectures, action days, and the prevention program «RV Fit», which we offer in cooperation with the German Pension Insurance. Since the beginning of 2024, our employees have also had access to a support service for psychological stress. By telephone or via the platform «myFürstenberg», employees can use the 24-hour service offered by the Fürstenberg Institute in cases of emotional issues, conflicts, and stressful situations.

We have also maintained a successful cooperation with AOK Bavaria in the field of workplace health promotion for over 30 years. Employ­ees at Munich Airport benefit from this long-standing partnership, which provides a wide range of preventive offerings to improve health literacy.

Automation creates relief

We aim to use automation solutions to noticeably reduce the physical strain on our employees. In recent years, we have gained key insights into automation in the baggage loading process as part of two pilot projects: For the «Vario Tip», which enables the automated unloa­ding of baggage from aircraft containers, we worked together with Siemens, and for the «Bagbot», an automated loading and unloading system for baggage in the aircraft fuselage, we cooperated with the Fraunhofer Institute for Material Flow and Logistics. The experience gained now serves as the basis for further technological and organi­zational development steps.

Returning to work with BEM

Our company integration management (BEM) also plays an important role. It supports employees of FMG and AeroGround in regaining, pro­moting, or maintaining their ability to work after longer periods of incapacity for work. It also makes a decisive contribution to promo­ting the participation of employees with severe disabilities or equi­valent status in working life, with particular consideration given to (potential) mental impairments.

Apprenticeship: starting a career with prospects Summary

Munich Airport offers young people a wide range of entry oppor­tuni­ties and has firmly established itself as a first-choice destination for apprenticeships. A total of around 700 apprentices and students work and learn in companies on the airport campus, as shown by the 2024 employee survey. The largest number of young talents is in the area of airport operations (251), followed by freight forwarding and cargo (129), aviation (123), and the hospitality industry (61).

With 23 apprenticeship fields and dual study programs across the Group, FMG is one of the largest apprenticeship providers in the region. The range of apprenticeships is broad: It extends from retail and gastronomy to business and logistics, as well as IT and tech­no­logy, security, and firefighting. A total of 84 young people started their careers at FMG and its subsidiaries on September 1, 2025. In 2025, 32 young people completed their apprenticeship or dual study program at FMG, and all of them were offered continued employment.

The strong interest in starting a career at the airport was once again evident during the 2025 application phase. Even before the end of the year, almost all apprenticeship and study places starting in September 2026 had already been filled. Earlier job postings and greater flexibility in entry requirements and in the selection process make access to our apprenticeship programs easier. Target group-oriented marketing activities and career events also contribute to this. Since 2025, there have also been new collective agreement regulations regarding employment offers after completion. For gra­duates, this means greater job security and prospects for continued employment at the airport.

We focus not only on young talent, but on talents of all age groups: In June 2025, we hosted the second «jobmesse munich airport». Around 90 employers, including companies from the Munich Airport Group, presented their entry opportunities for all age groups and qualifications to several thousand visitors over two days.

Potential: strengthening what drives us forward Summary

Leadership: clear guiding principle provides orientation

Leadership style has a strong influence on employees’ motivation, performance, and commitment to the company. Our guiding principle for leadership shows what we expect from executives and how they can best work with their teams: with appreciation, trust, and honest feedback. The management dialogue as a regular assessment pro­cess follows these guiding principles. A non-collective remuneration system also promotes performance- and results-oriented management.

Various programs also aimed to improve leadership quality in 2025. A total of 43 new executives strengthened their leadership expertise in the twelve-month «Get ready» program. In 2025, eleven people took part in the «Get ready operativ» program, specifically designed for executives in operational areas. The Group-wide mentoring program «MentorMe» brought together twenty interdisciplinary tandems in the fiscal year. Interested colleagues who are new to a leadership role or preparing for one exchange ideas regularly over the course of a year with experienced executives from the Group and receive practical advice and support.

Development: discovering and developing talent

To ensure that our airport remains successful in the future, we need people who take responsibility and drive our strategy forward in a sustainable way. While the «Development Day» focuses on identi­fy­ing talent and providing individual development recommendations, the «Tomorrows» program addresses the learning field of «managing responsibility» over a longer period of time. The program started in January 2025 with 25 high-performing employees. «Tomorrows» covers strategically relevant competence areas for the airport and provides the latest insights on topics such as communication, lea­der­ship, personal presence, and strengths orientation.

Our entire workforce also benefits from numerous additional deve­lop­ment opportunities: In addition to professional qualifications, par­ticularly for operational areas, our offering ranges from seminars and digital content to financial and time support for part-time pro­fes­sional development, as well as participation in external seminars and specialist conferences. The wide range of professions within the Group and the internal posting of all vacant positions offer our em­ployees many development and career change opportunities – whether at the Munich Airport location or in international projects abroad.

AirportAcademy: new tasks and partnerships

With the AirportAcademy, we operate a Group-owned training center at the LabCampus location with more than 60 employees. It meets the requirements of DIN ISO 9001:2015, is a certified training pro­vi­der under the Accreditation and Approval Ordinance for Employment Promotion (AZAV), and is an accredited training institute of Airports Council International and the International Civil Aviation Organization (ICAO) as part of the Trainair Plus Program.

The scope of responsibilities of the AirportAcademy has expanded: In 2025, we also integrated FMG’s apprenticeship programs and per­sonnel development with a focus on learning and development into the Academy. Since September 2025, the Academy has also been responsible for partnerships with our sister airports.

A first for the AirportAcademy is its collaboration with an interna­tio­nal university: For the newly introduced «Executive MBA in Aviation» study program at the University of Colorado in Denver, which will start in 2026, it will design and deliver training modules specifically aligned with the curriculum. In addition, the Academy concluded a cooperation agreement with the Capital Airports Management Aca­demy for joint training projects.

In 2025, internal and external customers used the AirportAcademy’s offerings on 21,550 participant days (2024: 36,250). Seminars relating to qualifications for airport operations formed the main focus. The decline in participant days is due to the completion of the recruitment drive in aircraft handling. In digital teaching and learning formats, the number of participants increased to 34,300 (2024: 33,000). As in the previous year, digital courses primarily focused on content from the areas of aviation and security.

The digital learning platform LXP (Learning Experience Platform) has offered expanded functionalities since the second quarter of 2025. All analog and digital training formats of the AirportAcademy as well as courses from other providers can be booked centrally there. In the fu­ture, the portfolio will be expanded to include digital exams and knowl­edge tests, videos, simulations using virtual reality, and gamification.

AirportAcademy

Sister airports: intensive exchange with partner airports

In 2025, the AirportAcademy coordinated exchanges with our sister airports worldwide, offering employees opportunities for professional, cultural, and personal development. In the fiscal year, reciprocal vi­sits took place with the airports in Denver and Singapore. The focus was on infrastructure, retail, concessions, security, and parking.

Delegations from Nagoya and Airports of Thailand traveled to Munich in 2025 to participate in the Business Continuity Airport Forum, a professional exchange platform for business continuity management experts. In addition, Changi Airport Singapore organized an on-site exchange on airside operations, runway inspections, and wildlife management.

Beyond the sister airport network, Munich Airport and the Airport­Aca­demy were active in international knowledge-sharing and exchange formats in 2025, including the Passenger Terminal Expo and the ICAO Global Implementation Support Symposium. In 2026, the focus will be on translating these activities into concrete projects and learning formats that strengthen workforce capabilities and organizational expertise.

Partner Airports