Personnel Structure
Headcount of Gazprom Group entities as of the end of the reporting period
| Indicator | 2023 | 2024 | 2025 | Change 2025/2024, % |
|---|---|---|---|---|
| Headcount as of December 31 of the reporting year, thousand people | 498.1 | 501.0 | 500.4 | −0.1 |
| incl.: | Share of the Gazprom Group’s employees by category, % | Change 2025/2024, p.p. | ||
| Executives | 14.8 | 15.0 | 14.6 | −0.4 |
| incl.: | ||||
| • male | 75.9 | 74.7 | 75.6 | +0.9 |
| • female | 24.1 | 25.3 | 24.4 | −0.9 |
| incl.: | ||||
| • under 30 y.o. | 4.1 | 3.3 | 2.9 | −0.4 |
| • 30 to 50 y.o | 68.2 | 68.0 | 65.9 | −2.1 |
| • over 50 y.o | 27.7 | 28.7 | 31.2 | +2.5 |
| Specialists and other white-collar staff | 34.7 | 36.3 | 37.2 | +0.9 |
| incl.: | ||||
| • male | 59.3 | 58.7 | 59.2 | +0.5 |
| • female | 40.7 | 41.3 | 40.8 | −0.5 |
| incl.: | ||||
| • under 30 y.o. | 11.8 | 12.2 | 11.8 | −0.4 |
| • 30 to 50 y.o | 66.2 | 65.1 | 64.0 | −1.1 |
| • over 50 y.o | 22.0 | 22.7 | 24.2 | +1.5 |
| Workers | 50.5 | 48.7 | 48.2 | −0.5 |
| incl.: | ||||
| • male | 78.9 | 78.7 | 78.6 | −0.1 |
| • female | 21.1 | 21.3 | 21.4 | +0.1 |
| incl.: | ||||
| • under 30 y.o | 13.4 | 12.9 | 12.7 | −0.2 |
| • 30 to 50 y.o | 55.7 | 55.0 | 53.5 | −1.5 |
| • over 50 y.o | 30.9 | 32.1 | 33.8 | +1.7 |
The reduction in Gazprom’s headcount in 2025 was due to changes in the list of the Gazporm Group entities.
Shift Personnel
The Gazprom Group’s employees work shifts in remote regions of Siberia, the Russian Far North and offshore areas. In 2025, the number of shift employees working at remote fields, often in harsh weather conditions, amounted to 61,100 people.
Shift personnel are provided with comfortable labor and living environment. Corporate transport takes employees from assembly points to worksites and back. They are offered accommodation in modern shift camps, and access to quality healthcare and social services. Gazprom strictly monitors compliance with work and rest schedules for shift personnel.
Shift personnel structureAverage headcount of the Gazprom Group entities.
| Indicator | December 31, 2023 | December 31, 2024 | December 31, 2025 | Change 2025/2024 |
|---|---|---|---|---|
| Roster of employees of the Gazprom Group entities which use the shift system, thousand people | 241.3 | 237.0 | 234.7 | −1.0 % |
| Headcount of shift staff, thousand people, incl.: | 59.2 | 60.6 | 61.1 | +0.8 % |
| • people working in the Far North and equivalent areas | 56.0 | 55.7 | 56.5 | +1.4 % |
| Relative share of shift staff in the roster of the Gazprom Group entities which use the shift system, % | 24.5 | 25.6 | 26.0 | +0.4 p.p. |
Growth in the headcount of shift workers in 2025 by 500 people (up 0.8%) resulted from the commissioning of new facilities relying on shift personnel in remote areas.
Financial Incentives for Employees
The Gazprom offers its employees decent remuneration in compliance with Russian laws and PJSC Gazprom’s Employee Remuneration Management PolicyApproved by order of OJSC Gazprom No. 133 dated March 20, 2015 (as amended)., which establishes unified approaches to remuneration across the Group.
Remuneration consists of the fixed part (salaries / tariff rates) and the variable part (extra payments, allowances, and bonuses). The fixed part may constitute up to 70% of total remuneration, depending on the remuneration system used.
The remuneration systems in place across the Gazprom Group include the following components:
- salaries and tariff rates based on job complexity, employee qualifications, and professional competencies;
- ongoing performance bonuses;
- extra payments and allowances depending on working conditions and the amount of work performed;
- one-off bonuses for commissioning production facilities, introducing new equipment, and achieving energy savings;
- year-end performance bonuses.
Remuneration for work performed under non-standard conditions, including overtime, is paid in accordance with labor laws and other regulatory documents governing labor relations.
PJSC Gazprom’s financial incentives for executives include the annual bonus, the size of which is linked to achievement of the Company’s KPIs.
In accordance with Article 134 of the Labor Code of the Russian Federation, PJSC Gazprom and its subsidiaries and entities conduct annual salary indexation. Salaries and tariff rates for employees of PJSC Gazprom’s budgeted entities in Russia were raised by 2.0% effective July 1, 2025.
In 2025, the average monthly salary across subsidiaries and entities engaged in PJSC Gazprom’s core operations (gas production, processing, transportation, and underground storage) amounted to RUB 159,200, up 8.2% compared to 2024.
Average monthly salary at subsidiaries and entities engaged in core operations of PJSC Gazprom, RUB thousand
| Indicator | 2023 | 2024 | 2025 | Change 2025/2024, % |
|---|---|---|---|---|
| Average monthly salary | 136.8 | 147.2 | 159.2 | +8.2 |
Non-financial Incentives
The Gazprom Group highly values employees’ professional contribution to business and industry development. Exceptional achievements are recognized through state, ministerial, and corporate awards.
In 2025, 6,165 employees and 8 teams of the Gazprom Group received awards for their personal contribution to the energy sector development, outstanding achievements, and many years of diligent work, including:
- state awards of the Russian Federation — 114 people and 1 team;
- presidential awards — 7 people;
- awards from the Russian Ministry of Energy — 2,625 people; other ministries and agencies — 154 people;
- corporate awards of PJSC Gazprom — 3,265 people and 7 teams.
Svetlana Rybinskaya is in charge of the unified remuneration and personnel cost management policy across the Gazprom Group. Navigating demographic challenges and an unpredictable external environment, her Directorate focuses on adapting the compensation framework to emerging realities while optimizing resource allocation.
Over the past two years, Ms Rybinskaya successfully launched new employee support initiatives designed to safeguard human capital and retain key talent. Specifically, she rolled out a differentiated salary increase mechanism tailored to local labor markets in the regions of operation. Ms Rybinskaya also expanded executives’ scope of authority, empowering them to quickly incentivize specific achievements and pioneering initiatives. In addition, her team unlocked new support channels for young professionals and blue-collar workers in high-demand trades.
To alleviate the administrative burden on staff, Svetlana Rybinskaya streamlined corporate reporting and simplified performance assessment protocol for entities.
Today, these proactive measures mark a decisive shift from top-down directives to trust-based HR management. By anticipating labor market trends, Ms Rybinskaya secures a crucial competitive edge for Gazprom Group entities, ensuring they continue to attract and retain top-tier talent.