Corporate Welfare

Welfare is a priority area with actions designed to foster people motivation and involvement, placing them at the centre to meet their needs and those of their families and to achieve a better life-work balance.

The dialogue between the company and trade unions has often focused on policies aimed at strengthening and refining the tools that constitute corporate welfare, contributing significantly to the work-life balance of the Group's people and thus promoting their well-being.

Intesa Sanpaolo has chosen an integrated corporate welfare model that includes supplementary pension schemes, supplementary health care, Associazione Culturale, Ricreativa e Sportiva dei Dipendenti (ALI) - the Cultural, Recreation and Sports Association for Intesa Sanpaolo Group employees - the Intesa Sanpaolo Onlus Foundation, Disability Management initiatives, achievement of work-life balance and Mobility Management.

UN SDG SUPPORTED

Contribution-based Pension Funds offer their members a variety of investment options, allowing them to choose their ideal allocation based on individual needs and personal risk appetite, even across multiple sectors.

There is always a high level of  attention to ESG issues and coherence of managed portfolios with the Guidelines on socially responsible investments, aspects that are also considered fundamental in terms of proper risk management oversight.

It is managed through the Group Supplementary Health Fund. The Fund is a non-profit organization that operates according to mutualist and social solidarity values, for the benefit of all Intesa Sanpaolo Group people, former and retired employees and their families.

The International Banks Division (IBD) has renewed the International Healthcare Programme for 2024, continuing to support its foreign Group’s people with permanent contracts - over 18,000 people in total. The programme offers second medical opinion consultations (also extended to spouses and schoolage children) and/or medical treatments at centres of excellence (for the Group’s people) located in countries other than their place of residence and/or workplace. Designed to assist in cases of severe illness, the programme covers treatment costs and complementary services, including visa assistance, hospitalization, accommodation for a companion, and travel expenses. It also ensures full coverage of transportation and lodging abroad, along with reimbursement for medical expenses incurred upon returning home. Since 2023, the programme has also included a precision medicine service, providing personalized treatments through genetic testing for oncological diseases.

ALI is the Cultural, Recreational and Sports Association of the Intesa Sanpaolo Group Employees and has been operating since 2014 in the Group Welfare System as the Group's sole club.

It offers aggregation, tourism, culture, sport and personal services initiatives to over 176,000 members.

ALI promotes a healthy lifestyle, investing, only in 2024, 2 million euro in sports activities for 31,000 individuals, and offering psychological services (Stimulus) and caregiver assistance (Wellcare family), with 130 thousand euro dedicated to around 2,800 members. In the same year, ALI also supported parenthood, allocating 650 thousand euro for 7,000 children through summer camps and educational and career orientation programmes. Additionally, it fosters cultural and tourist initiatives, contributing over 1.5 million euro in 2024, benefiting more than 68,000 members.

It is a Third Sector entity that supports its people and their families throughout different life stages, with a symbolic annual membership fee of 5 euro. In 2024, SoMs delivered the following main initiatives:

• Sostengo il tuo futuro, providing coverage for sons of Group’s employees with disabilities in the event of the death of both parents, guaranteeing an annual benefit of 12 thousand euro. This initiative has been launched in December 2024 and the ongoing campaign has collected (as of 10 March 2025) about 680 memberships of Group’s people having sons with disabilities, who will receive the benefit. 
• Long term care policy, a coverage that ensures a monthly benefit of 1,500 euro in the event of a state of nonself-sufficiency. In 2024, it has received 1,068 memberships, who will receive the benefit.
• Subsidies for healthcare expenses related to the prevention, diagnosis, and treatment of illnesses and injuries, particularly for members in economic hardship or without adequate coverage from the supplementary health fund. Through these initiatives, SoMS continues to be a cornerstone of corporate welfare, providing economic security and healthcare assistance to the Group’s people and their families.

Intesa Sanpaolo has implemented several measures to support parenthood, complementing the provisions established by law. The Group enhances support with paid leave for childbirth preparation, preschool enrolment, and emergencies, plus extra unpaid leave for childcare. Fathers benefit from extra paid leave at birth and a 10% salary supplement to the legally mandated parental leave allowance. To promote inclusion, paid leave is also granted for the arrival of a child, including stepchildren and those of a civil or cohabiting partner, until age twelve. These measures are complemented by specific training and awareness initiatives, including: training programmes to balance family and professional life, raising awareness of identity and workrelated changes linked to parenthood; return-to-work programmes for the Group’s people on long-term leave, involving approximately 500 people; awareness initiatives on gender stereotypes in parenting, promoting a more equitable sharing of family responsibilities.