This initiative, covering 1,800 employees—a substantial increase from the original program—aims to reward and retain staff during a critical period.
– It is planned to be paid out during Q1, says press chief Erik Zsiga.
The initial bonus plan, targeting 230 key employees (excluding management) at a cost of $5.4 million (59.6 million kronor), sparked widespread protest, including a petition signed by over 400 workers and white-collar staff, with particularly strong reaction from IF Metall trade union members.
Workers questioned the company's priorities, arguing that the contributions of the broader workforce were being undervalued.
Now, Northvolt has broadened its approach, unveiling a new bonus program covering 1,800 Skellefteå factory employees, as revealed in court documents obtained by Swedish business magazine, Affärsvärlden. Northvolt’s lawyers argued in court that the programme is vital for achieving operational targets and preventing employee attrition.
– It is aimed at workers in production, to reward and ensure that we can retain them at this critical stage. So that way more people benefit, writes Zsiga, in a text message to Affärsvärlden.
– The initiative has been planned for a long time, so it is entirely the company's own initiative, writes Zsiga.
The Texas bankruptcy court approved the new scheme, a decision signed by Judge Alfredo R. Pérez, although Zsiga said the ruling could still be appealed.
The expanded program is projected to cost $6 million (66.3 million kronor), an 11 per cent increase on the initial $5.4 million scheme.
However, while the initial plan offered key employees bonuses equivalent to three to nine months’ salary, factory workers can receive a maximum of 5–8 per cent of their base salary per month. These performance-based bonuses are tied to weekly production volume and battery quality targets.
The union, IF Metall has reportedly been involved in developing the new bonus scheme. Northvolt's lawyers informed the court that the union supports the scheme, contingent on continued input regarding performance goals.