Corporate Wellbeing

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 2025, 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.

The ‘Associazione Lavoratori Intesa Sanpaolo’ – ALI (Intesa Sanpaolo Workers’ Association), active since 2014, supports the well-being and quality of life of the Group’s employees in the Italian perimeter (both current and retired) and their families through initiatives in the fields of tourism, culture, sports, parenting, and family.

With over 180,000 members, ALI promotes a healthy lifestyle, investing 1.5 million euro in 2025 alone to organise sports activities and support gym memberships and sports courses for more than 31,000 people. ALI promotes a variety of cultural and tourism initiatives with a total expenditure of over 1.5 million euro. In 2025, over 15,500 people travelled with ALI, benefiting from dedicated discounts, exclusive programmes, and financial contributions.

Also in 2025, ALI allocated 650,000 euro to support parents and younger members, providing funding for summer camps and organising educational and school orientation programmes that have benefited over 7,000 children and young people. It also offers psychological assistance and support services to caregivers through specialised companies, with a total expenditure of 130,000 euro (approximately 2,800 members have benefited).

A Third Sector organization that supports Group employees and their families throughout the different stages of life, with a symbolic annual membership fee of €5. In 2025, SoMS carried out the following key initiatives:

• “Sostengo il tuo futuro” provides coverage for children with disabilities in the event of the death of both parents, ensuring an annual allowance of €12,000. As of September 2025, the ongoing membership campaign for this initiative has recorded approximately 822 enrollments.

• Extension of long-term care coverage, allowing members to maintain continuous coverage under the same conditions as those provided during their membership in the Intesa Sanpaolo Group Supplementary Health Fund; grants for healthcare expenses related to prevention, diagnosis, and treatment of illnesses and injuries, particularly for members facing financial difficulties, in the absence of public provisions or adequate supplementary health coverage. In 2025, SoMS provided subsidies to members and their families totaling over €130,000.

• Financial contributions to the families of deceased members, in situations of particular vulnerability, such as disability, need for intensive support, or economic hardship resulting from the loss of household income.

• Support for the purchase of medical aids, designed to improve the quality of life of members and their families, with a focus on health and daily well-being.

IIntesa Sanpaolo has implemented a range of measures to support parenthood, complementing those provided by law. The Group enhances this support through paid leave for childbirth preparation, nursery school enrollment and emergencies, as well as additional unpaid leave for childcare.

Fathers benefit from additional paid paternity leave at the time of birth, along with a 10% salary top-up to the statutory parental leave allowance required by law. To promote inclusion, paid leave is also granted upon the arrival of a child, including stepchildren and the children of a civil partner or cohabiting partner, up to the age of twelve.

These measures are complemented by targeted training and awareness initiatives, including: training programs to support work–life balance; awareness initiatives on identity and the workplace changes related to parenthood; return-to-work programs for Group employees on extended leave; and awareness initiatives addressing gender stereotypes in parenting, promoting a more balanced sharing of family responsibilities.