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Human rights management

Scania is committed to respect human rights in our operations and in our value chain in line with the UN’s Guiding Principles on Business and Human Rights. Scania’s Human Rights Policy is complemented by related policies such as the Employment policy the Scania Code of Conduct and the Supplier Code of Conduct.

Salient issues

Respect for human rights guides Scania’s action across the value chain, contributing to an inclusive and sustainable transport system. During 2022 Scania conducted a cross-functional assessment of the salient issues as well as a management review on the readiness in Scania’s way of working to meet these standards.


With basis in the review, the salient issues have been updated and mapped across the Scania value chain. We have created a new framework for tracking progress and deviations in the human rights area, as well as a roadmap for the work moving forward. 


With clear actions planned to improve policies and guidelines, and developments of targets for training of prioritised staff groups such as compliance officers and management in high risk markets.


Making sure that human rights is integrated into decision-making processes.


improving Scania’s ability for grievance and remediation as well as in communication, with the aim to increase transparency regarding human rights related information and data. 

Road safety

At Scania, we continuously work to improve the safety of our vehicles. For our drivers as well as their fellow road users. As their challenges vary, so do our solutions in adding new perspectives on safety. 

Occupational safety and health

By creating good working conditions we prevent work-related injuries and ill health and promote well-being at work.

Working conditions: working hours, wages and benefits

Being present all over the world, Scania participates in driving improvements in the area of responsible business. To further strengthen our contributions to good employment opportunities and decent work, Scania is intensifying the partnership and dialogue with our employee representatives in the world.

Scania’s responsibility as an employer.

Several of Scania’s salient human rights issues relate to our responsibility as an employer. Scania has a solid ground and experience to stand on within these areas, but has also identified improvement needs with regards to visibility and alignment of approaches at the global level. 


In the area of working conditions, Scania has a Group policy that regulates minimum standards such as working hours, weekly rest periods, vacation and sick leave for employees. 

During 2021, Scania developed a human rights e-learning course that is available for all Scania employees. The e-learning focuses on education within the concept of human rights, as well as Scania’s impacts and responsibilities in the area.

Child labor and juvenile work

Scania does not accept child labour and managers shall take all reasonable measures to prevent and ensure that child labour does not take place. 

Forced labor and modern slavery

We work proactively against forced labour and Scania rejects all use of forced or compulsory labour as well as all forms of modern slavery including human trafficking.

Social dialogue: freedom of association and collective bargaining

Social dialogue is a process involving representatives of employees, employers and in some cases governments. It includes information sharing on subjects of common interest, consultation and all types of negotiation. Scania believes that social dialogue is one of the most important factors in being a successful and sustainable company. We respect the basic right of employees to freely, voluntarily and without interference establish and join, or not join, unions and employee representation of their own choice and to bargain collectively

Ethical data use: application of AI and technology

We carefully work with the concerns that the future deployment of AI, including the use in connected and autonomous vehicles, will potentially be misused, particularly in certain contexts where privacy and data protection are poorly protected or subject to cyberattacks.​

Grievance mechanism and access to remedy

We continuously work with our ability for grievance and remediation as well as in communication, with the aim to increase transparency regarding human rights related information and data. Scania recognises our responsibility to provide access to remedy in cases where we have caused or contributed to human rights violations. This means that Scania shall assume responsibility to remediate the wrongdoing.

Just transition

Just transition for us at Scania means that the decarbonisation of the transport system should be done in a way that is as fair and inclusive as possible to everyone concerned, creating decent work opportunities and leaving no one behind. 

Discrimination, harassment and equal opportunities

At Scania, we seek to capture the knowledge, experience and ambition of each individual to continuously improve what we do, and how we do it. There shall be no form of discrimination based on gender, age, religion or other belief, caste, social background, disability, health, ethnic, national or territorial origin, nationality, language, union membership or membership in any other legitimated organisation, political affiliation or opinion (as long as they show tolerance towards those who have different beliefs), sexual orientation, gender identity or expression, family responsibility, marital status, disease, pregnancy, or other conditions that could give rise to discrimination. We commit to a workplace free of harassment and foster a social environment with respect for the individual.

Conflict-affected and high-risk areas

As a global company, Scania operates in markets with political volatility, conflict and social unrest, which may impact Scania’s ability to do business and operate in concerned markets/areas. Geopolitical tensions increase risk exposure in a number of aspects, such as trade barriers or sanctions on trading specific products and technology to certain countries, sanctions on companies and individuals, supply chain interruptions, human rights and compliance issues etc .


Responsible mineral and battery material sourcing is a major issue on the global sustainability agenda, as extraction of these materials can be linked to violence, conflict and human rights abuses.

Community impacts

Wherever we operate in the world, our engagement in the community is a great contribution but also a task that carries great responsibility.

Climate change and environmental impact

Addressing climate change and its associated impacts is important for the transport sector. Climate-related risks refer to events or developments arising from climate change that may have a negative impact on achieving company objectives. Climate risk considerations also include events stemming from Scania’s operations that contribute to the adverse effects of climate change, or indirectly have an impact on the environment and people. Sustainability and climate-related risks are integrated in Scania’s risk management process.

Synergies and joint approaches within the group

With the German Supply Chain Act implemented in 2023, Volkswagen and TRATON are also active in building up a risk-based approach to human rights, and in the work described above lies opportunities for synergies and joint approaches within the Group. Scania is taking part in the work in the Group and has for 2022 published the TRATON Human Rights Statement. 

Human rights management is just one part of how we put people and society first at Scania. Learn more about our commitment to people sustainability.