Employment protection

Employment protection

People represent the Group’s main resource: the central role played by people, also enshrined in the 2022-2025 Business Plan, is evident in the full protection of workers’ rights with particular regard to the development of labour relations and the protection of employment levels.
The programmes adopted, also thanks to the numerous agreements entered into with the Trade Unions, aim to avoid potential negative impacts on the professional and personal dignity of the Group’s people and have enabled effective protection of employment levels both through professional re-skilling for high added value activities in relation to the priority initiatives in the Business Plan, and through a plan for hiring new resources within the Group as a balance for the planned voluntary exits. 


2022-2025 Targets and 2022 results

~8,000 people to be reassigned/reskilled to priority and strategic initiatives
~4,600 new hires expected

including ~500 in 2021

~2,000 people retrained

for priority and strategic initiatives

~1,300 new hires of professionals

in 2021-2022

-2.25% turnover

in line with the levels in previous years and the structural measures planned

Top employer 2023

Intesa Sanpaolo was recognised as a Top Employer by the Top Employers Institute for the second year running

First place in LinkedIn's Top companies 2022 ranking

Through mobility tools and processes, Intesa Sanpaolo tries to respond to the needs of the various structures by enhancing the value of people in new roles according to availability and the expertise required to meet the identified needs. Reconversions are mainly aimed at the Plan’s priority initiatives, for example, the growth of the business (such as the Digital Branch), the Control Functions and the area of Data and Analytics. Those people involved in the change processes expressed a high degree of satisfaction in the periodic anonymous surveys.

Strategic measures included, within the scope of the signed trade-union agreements, the strictly voluntary resignation, by the end of 2022, of about 2,100 employees due to retirement or through access to the sector Solidarity Fund, for a generational change without social impacts. At the same time, to manage the effects caused by personnel leaving the company in a balanced way and to support the growth of the Group, a number of new hires were planned also through mixed contracts (1). Over 770 people were in service at the end of 2022.

Women account for almost 59% of new hires and the largest age group of new hires is that of young people under the age of 30, confirming the intention to support the growth of the Group and generational turnover.


(1) A working method whereby individuals possess two separate contracts, one permanent part-time employee contract and one as a self-employed financial advisor for out-of-branch activities.