ICA will strive to create a work situation that enables our employees to do a good job and provides a balance between work, life and active leisure time.
That is why it is important for us to:
- be able to inspire and make it easier for our employees to live a healthy life and find a good balance between their work and personal lives
- make it easier for our employees to stay at home with their children for a longer period with reasonable compensation
- pay an occupational pension to our employees
As an ICA employee you are entitled to several discounts and benefits. They vary depending on where you work within the organisation.
Examples of benefits:
- All Swedish employees have a 5–10 percent discount on purchases made with the ICA card at ICA’s own stores.
- In the Baltic countries the employees receive discounts on food in all of the Rimi stores.
ICA Gruppen encourages all of the employees to work out and exercise, and we offer various ways for the employees to invest in their health. Several of our workplaces have fitness facilities that include exercise rooms and a gym. The idea is to make it easier for you to work out before or after work or during your lunch break.
In Sweden we pay a wellness subsidy to all office and logistics employees and we have agreements with many of the large gym chains.
Our employees in Estonia, Latvia and Lithuania have access to places where they can exercise adjacent to their workplaces.
ICA Gruppen’s employees are encouraged to take out parental leave. In Sweden ICA ensures that the parents receive 80 percent of their salary during their parental leave if their salary exceeds the ceiling set by the Swedish Social Insurance Agency. In the Baltic countries parental leave is offered according to the laws that apply in each of the countries.
At ICA our salaries are on market terms and are set individually based on individual performance. We also have a bonus system for upper management positions.
ICA’s employees in Sweden are covered by collective agreements and have an occupational pension.
- Salaried employees are either covered by ITP or BTP plans.
- Unionised employees (warehouse workers) are covered by a contractual pension from SAF-LO.
The ITP plan is a pension plan for salaried employees in the private sector.
Employees born in 1979 or later are covered by ITP1 and those born in 1978 or earlier by ITP2.
The BTP plan is a pension plan for salaried employees in the private finance and bank sector.
As of 01-07-2016, ICA Bank (ICA Banken) and ICA Insurance (ICA Försäkring) have BTP1 and this plan applies to all newly hired employees.
ITP1, BTP1 and the SAF-LO contractual pension are both defined contribution pension plans. ICA pays 4.5 percent of gross salary up to 7.5 income base amounts and 30 percent of gross salary above 7.5 income base amounts, in monthly contributions.
ITP2 and BTP2 are both defined-benefit pension plans. Pensionable salary is 12.2 times the current monthly salary. Employees with salaries that are pensionable and that are greater than 10 income base amounts can choose to be covered by an Alternative ITP plan if an agreement is in place with ICA.
In Estonia, Latvia and Lithuania the government is mainly responsible for providing pension benefits.
ICA offers employees in Sweden who have an employment contract for at least three months the option to join a group insurance plan. The offer covers:
- Life insurance
- Sickness insurance
- Disability insurance
- Accident insurance
- Child insurance
- Healthcare insurance
