Firmly rooted, motivated without limits.

Our mission.

Progress with added value.

What guides us.

We want to make a significant contribution to a better tomorrow. Sustainability, regionality and social responsibility towards our employees, partners and customers are the focus of our actions.

That is what sets us apart.

Simple guiding principle. A powerful appearance. 

With each other, for each other.

Naturally regional.

Fit for the future with vision.

Our attitude in everyday interaction.

Respectful interaction and communication at the same level are the basis for successful cooperation. And not least the basis for the high quality of our products. This applies to colleagues as well as to our 680 milk suppliers - the farmers in the Ennstal valley.

Our actions, shaped by our attitude.

In the Enns Valley, nature continues to set the pace. And we set the pace by treating people and the environment with respect, as well as in terms of energy and the necessary raw materials. Sustainability and regionality are very important to Ennstal Milch KG. That is why we produce exclusively at our two locations in Stainach-Pürgg and Gröbming. Every year, Ennstal Milch KG processes approximately 86 million kg of milk, supplied from within a maximum radius of 50 km. For us, sustainability does not stop when it comes to short transport routes. We want to use and protect with care. For example, Ennstal Milch KG has invested in e-mobility as well as renewable energy production.

Our stance, also in the future.

Success does not follow standstill, but constant further development. Innovative equipment and well-founded competencies, which are continuously expanded and deepened, are the cornerstones of our success. In combination with international cooperations, we thus secure more than 280 jobs. You can find more information on training and further education opportunities here.


We leave no desires or questions unanswered.

Many questions often arise around the topic of philosophy and values. We have summarized the most common ones for you here in the FAQs:

The employee reports the need for training to the supervisor. The supervisor evaluates this and incorporates it into the training plans. The training is then either approved or rejected. If the training is approved, the employee has one year to complete the training. The second option is for the supervisor to suggest the training to his employees.

If it involves training measures specifically for the workplace, such as training to become a fire protection officer, then both the training and the working hours are paid for. For training courses that can also be used privately, such as a Spanish course, the costs are shared between the company and the employee.

Further training will not only help you personally but also professionally, even if it does not necessarily involve advancement. But further training is always linked to job security and often also to an expansion of the area of responsibility.

Although employee satisfaction is a very emotional value, there are of course numbers, data and facts from which employee satisfaction is derived. For example, employee satisfaction can be measured on the basis of employee turn over and on the number of participants at parties and events.

The value of employee satisfaction fluctuates and is also dependent on external and internal factors. For example, the corona pandemic and the associated furlong work have had a massive impact on employee satisfaction.

Yes, working groups consisting of the works council, the company doctor, the department heads, the employees and external parties are formed to actively work on the issues. The values ​​are then measured again to see whether there has been any improvement.

Do you have anymore questions? We would be happy to answer you personally.

Gabriel Moosbrugger