Support for parenting

Intesa Sanpaolo's corporate welfare offers various services and types of permits that integrate what is already provided for at the regulatory level. For example, as support for parenting, we note: paid leave for attending childbirth preparation courses, for the placement of children in the nursery or kindergarten, to take them to the emergency room, and extra days of unpaid leave to care for underage children and specific permissions in favour of ,single-parent families, additional permissions / welfare initiatives to support parenting and caregiving.

For fathers, specific additional paid leaves are available for the birth of children, and the recognition of an economic supplement of 10% of the paid portion required by law for parental leave, as well as the possibility of using an additional 10 days of parental leave.

In this context, a specific paid extraordinary leave has been introduced on the occasion of the birth or entry into the family and an optional extraordinary leave for the childcare needs in relation to the children of the spouse, civil partner or cohabitant which can be used by the age of twelve. year of age with a salary equal to that provided for parental leave for fathers and entirely paid by the Group (40% or 90% of the salary).

Maternity and paternity support is provided through an excellent company crèche service in Florence, Milan, Moncalieri, Naples, Turin, Brescia and Bergamo, which looks after over 300 children and a network of partner crèches right across Italy. In Intesa Sanpaolo crèches, some of which available also for non-employees, mothers can go to breastfeed their children. In relation to breastfeeding, during the first year of the child's life, the working father/mother has the right, upon request, to two daily rest periods of one hour each.

Among the parenting support initiatives, training activities are planned in order to promote awareness of the value of being parents and professionals. Furthermore, the provision of an awareness program, already started in 2022,  continues, with the objective of involving fathers from different areas of the Group in a reflection on gender stereotypes linked to parenting. After a first edition within a Government Area, the initiative was extended to a Division, thus involving more than 100 fathers. Further awareness-raising programs are now being planned, aimed at other areas of the Group.

With the renewal of the Second-Level Collective Bargaining Agreement, as of 2023 a new welfare contribution was introduced for each dependent child up to the age of twenty-four by way of a payment to the supplementary pension scheme position in the name of the same child, also providing for the possibility of using the amount by way of reimbursement through the “Conto Sociale” account. The same contribution will also be paid to families with foster children.

Among the company welfare programmes, the so-called “Youth package” (under 30) was envisaged, which includes an increase in the employer’s contribution to the supplementary pension scheme for the first 5 years after hiring, a “primary residence bonus” and a “child birth bonus” payable within the first 10 years after hiring.