Health and wellbeing

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.


Supplementary pension schemes

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.


140,000 people registered with the Group’s Pension Funds


€10.7 bn of assets in the Group’s Pension Funds

Supplementary Healthcare

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.


€200 m worth of healthcare services
selfinsured and with health coverage and LTC


246,000 patients

The International Subsidiary Banks Division has renewed its International Healthcare Program initiative which offers its foreign employees with permanent employment contracts, for a total of over 18,000 people, second opinion medical advice (also extended to spouses and school-age children) and/or health treatments in centers of excellence (only for the employee) located in countries other than their country of residence and/or place of work.

Associazione Lavoratori Intesa Sanpaolo (ALI)

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 173,000 members.

For some years, the Association has also aimed to carry out initiatives to promote the achievement of some of the objectives of the UN 2030 Agenda. For example, in line with the goals to improve the livability and safety of cities and roads and to combat climate change, ALI offers economic contributions for sustainable mobility and to encourage the purchase of public transport season tickets made on the Intesa Sanpaolo Mobility Ticket (SDGs 11 and 13) and "green" conventions, for the purchase or sharing and long-term rental of scooters and hybrid and electric cars. In 2023, in line with the objective of disseminating good practices on the topic of environmental protection, contributing to the reduction of the use of disposable plastic bottles and promoting greater consumption of water (SDGs 11, 12 and 14), 1,650 newly recruited ordinary members received a water bottle for Christmas.

Intesa Sanpaolo Onlus Foundation

It works to combat economic and social hardship, through financial aid to the Group’s employees and retirees in proven hardship, support for the right to education for disadvantaged university students, awarding PhD scholarships in human studies for deserving young people and support for Third Sector Entities that implemented projects for people in need.

Flexible working

Since 2015, Flexible Working has been the Intesa Sanpaolo Group remote work model gradually involving an increasing number of structures and people. Throughout the emergency period of the Covid-19 pandemic, it proved to be a successful model, a successful experience in work organisation and an effective tool to guarantee business continuity.

In May 2023 additional flexibility measures were introduced through a union agreement: an annual plafond of 120 days of remote work (increasable to 140 in specific cases), a nine-hour workweek for four days (short week) on a voluntary basis with equal pay, the piloting of work from home in over 280 branches of Banca dei Territori and Private Banking Division, and the piloting of the short week for the staff in about 40 large branches and for staff in over 250 small branches. 


74,600 people qualified for Flexible Working

Support for parenting

Various paid leaves for placing children in daycare or kindergarten and for accompanying them to the emergency room. Additional unpaid leave days are provided for the care of underage children for separated or divorced parents, exclusive guardians of children, as well as in cases of widowhood and single-parent families. For fathers, specific additional paid leave is available for the birth of children, and additional unpaid days in case of children's illness or other needs, as well as an economic supplement and additional days for parental leave. 

Two trade union agreements have strengthened inclusion and equal opportunities, extending parenting protection provisions to civil unions, de facto relationships and spousal children. In 2023, through a union agreement, these measures were adjusted to the new parental leave provisions, with maintenance of economic supplements by the company and full equalization in parenting protection. In addition, with the renewal of the Second Level Collective Contract, starting from 2023, a welfare contribution was provided for each tax dependent child up to the age of twenty-four, deposited into their complementary pension account, also valid in cases of the entry of a foster child into the family.


Banca del tempo (Time bank) and Corporate volunteering activities

Being closer to people in difficult situation, giving them the opportunity to have extra time is possible with the Banca del Tempo (Time bank): each person can donate some of their leave or vacation time, to which the company adds an equal amount of time, up to a maximum of 100,000 total hours. Following the serious flood events that affected the Emilia Romagna, Marche, and Tuscany regions in May and November 2023, Intesa Sanpaolo and the Trade Unions signed two agreements aimed at promoting donations to the Banca del tempo (Time Bank) to recognize paid leave for people in the Group who had to cope with personal and family needs due to the flood and to allow participation in related volunteer initiatives. The Group provided a total of 4,000 additional hours and doubled the donations received in the specific campaigns.

Within the framework of the Banca del tempo (Time Bank) initiative, in 2023, corporate volunteering activities continued through workdays at external associations and entities selected by the Group.


145,000 hours Time bank 
34,500 hours donated by employees and the remaining hours provided by the company


6,775 hours of corporate volunteering activities


€160,000 monetary compensation for corporate volunteering hours


1,480 volunteers