Welfare and People Care

The Group's Supplementary Health Fund is a non-profit association that deals with social solidarity and health support to about 240,000 people, including people, agents, pensioners and their families. 

The Fund assumes responsibility for healthcare expenditures pertaining to medical treatment, rehabilitative services, preventive care, and early diagnostic procedures. The Fund facilitates access to accredited healthcare institutions of distinction, including affiliated facilities, while simultaneously promoting the adoption of healthy lifestyles among its members. The metabolic syndrome prevention initiative has successfully enabled over 14,500 participants to take a complimentary diagnostic screening procedure. In 2024, the Fund delivered over 1,500,000 services with a total value exceeding 250 million euro (data for 2025 are not available at the reporting date, as the Fund’s financial statements are approved at the end of June each year; therefore, the most recent available figures refer to 2024).

The Group’s Supplementary Healthcare Fund also reimburses the cost of medications for the treatment of oncological, viral, and degenerative diseases that qualify as therapeutically innovative and are not reimbursed by the National and/or Regional Health Service, including HIV, ALS, and multiple sclerosis. In addition, for medically assisted procreation (MAP), a specific guarantee is provided that allows up to three different cycles per woman.

Within the institutional framework of the Intesa Sanpaolo Group’s second-tier collective bargaining agreements, particular emphasis is accorded to assistance provisions for severe pathological manifestations and critical medical conditions, with specialised attention directed toward cardiovascular risk mitigation.

Particular attention is paid, in the context of the Group's second-level Collective Bargaining and the Group's Integrated Welfare, to serious pathological events and serious diseases, including AIDS (or HIV infection), which are guaranteed specific guarantees and protections:

• The Intesa Sanpaolo Group's Supplementary Health Fund extends to its members and their families, in the event of a serious illness, coverage of expenses for health services with dedicated and increased ceilings and, in general, better conditions than those deriving from coverage for other diseases.
• The Health Fund also reimburses the costs of drugs related to the treatment of oncological, viral and degenerative diseases that meet the requirement of therapeutic innovation and that are not reimbursed by the national and/or regional health service, including HIV.
• In the event of serious illnesses, staff may request paid leave for visits and related treatments, up to a maximum of 12 days per year and with procedures that ensure  respect for the confidentiality of each person.
• The transfer of personnel who document serious illnesses can only take place with the consent of the person concerned.
• Through special agreements - activated by the Intesa Sanpaolo Workers' Association (ALI) - the members of the Group and their families are guaranteed the purchase of products for self-diagnosis and prevention at discounted prices at physical and online pharmacies.
• The Mutual Aid Society for the staff of the Intesa Sanpaolo Group – SoMS extends the range of recipients of its subsidies to members with particularly serious illnesses including AIDS (or HIV virus infection).

The International Banks Division - IBD has renewed the ‘International Healthcare’ programme for 2025, continuing to support its foreign Group’s people with permanent contracts in all countries where the Division is present – over 18,000 people in total. The programme offers second medical opinion consultations and/or medical treatments at centres of excellence 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, hospitalisation, accommodation for a companion, and travel expenses. Since 2023, the programme also includes a precision medicine service, providing personalised treatments through genetic testing for oncological diseases.

The ‘Intesa Sanpaolo Blood Donor Group’, in Italy, has been active for nearly 60 years. This programme raises awareness of the importance of blood, plasma, and platelet donations among both active and retired Group’s people, as well as their family members. The Group supports National Blood Collection Associations by directing individuals to collection points or organising blood drives at Intesa Sanpaolo facilities. While not a replacement for the National Blood Collection Associations, the Group plays a vital role in supporting their efforts. Every year, more than 2,000 active members, ranging from 18 to 70 years of age, contribute thousands of donations to meet the needs of hospitals for medical procedures that require blood transfusions.

Intesa Sanpaolo Mutual Assistance Society - SoMS 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.

This commitment translates into a wide range of initiatives; the most important, launched in 2025, are:

• ‘Sostengo il tuo futuro’, providing coverage for children of Group’s people with disabilities in the event of the death of both parents, guaranteeing a revalued annual benefit of 12 thousand euro. Launched in December 2024, the ongoing campaign has collected (as of September 2025) about 822 memberships; 
• extension of Long-Term Care coverage (LTC), which allows members to maintain, on a continuous basis and under the same conditions, the coverage provided during their membership in the Intesa Sanpaolo Group’s Supplementary Health Fund; 
• subsidies for healthcare expenses related to the prevention, diagnosis, and treatment of illnesses and injuries, particularly for members experiencing economic hardship, in the absence of public provisions or without adequate coverage from the supplementary health fund; during 2025, SoMS disbursed subsidies to members and their families, amounting to over 130,000 euro; 
• financial contributions to the families of deceased members, in situations of particular vulnerability, such as disability, need for intensive support, or economic difficulties due to the loss of family income;
• support for the purchase of medical aids, designed to improve the quality of life of members and their families, with attention to health and daily well-being. 

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.

The Intesa Sanpaolo pension fund provides a supplement to the public pension, with a responsible investment approach and a strong commitment to social and environmental sustainability. 

It serves approximately 130,870 members and manages assets worth more than €9.7 billion. The Pension Fund offers its members a wide range of investment options, allowing them to choose their ideal allocation based on their individual needs and risk appetite.

The Group's Fund bodies and structures constantly monitor financial market trends to maintain and protect the income objectives of each investment line, implementing interventions deemed necessary in the best interests of members and to protect their pension savings. ESG issues and the consistency of managed portfolios with the Socially Responsible Investment Guidelines remain high; these aspects are also considered fundamental in terms of proper risk management and compliance with regulatory requirements.

Regarding life/disability insurance coverage, a public selection process was conducted in 2023, resulting in discounted rates compared to the past, as well as improved conditions, enrolling approximately more than 45,000 members.

Associazione Lavoratori Intesa Sanpaolo - ALI is the cultural, recreational and sports association for Intesa Sanpaolo Group employees.

It is active since 2014 and 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).

The company's reference for all initiatives related to the world of disability and chronic diseases is the cross-functional Working Group created following the Inclusion Agreement of August 2018. Coordinated by the Welfare function, it has the active participation of about 80 people from the Group representing multiple corporate structures. The goal is to combine different professionalism with teamwork, to support and enhance the contribution of all people in the company.

The group periodically meets with the trade unions within the Welfare, Safety and Sustainable Development Committee - a bilateral body made up of company and trade union representatives - to define the initiatives to be undertaken and naturally operates in synergy with the Diversity, Equity & Inclusion Function.

All the people who are part of the working group, together with representatives of all the trade unions, participated in the Advanced Training Course "Disability Manager and the world of work" organized by the Catholic University of the Sacred Heart in Milan. The course creates the basis for a common language, an important working tool.

The commitment is expressed on the one hand in the management of individual reports from the Group's people and on the other hand in multiple activities such as the monitoring of issues of accessibility to IT systems, training and the organisation of cultural actions aimed at raising awareness and involving people on the subject. Among the various initiatives, the #QuasiRoberto project, winner of the #RealizzAbile ideas competition, which aims to raise awareness among colleagues on the issue of physical accessibility to work and non-work spaces, in particular through a direct experience of mobility in wheelchairs. We have published Guidelines to regulate the access of assistance dogs to company premises, a pioneering initiative in the field. Again, in collaboration with Gallerie d'Italia, the "Visite d'altri Sensi" project is active, which involves the participation of blind people as sensory museum guides.

The working group ensures that persons with disabilities can fully enjoy their human rights and fundamental freedoms. In 2025, several initiatives were promoted to achieve this goal, with a focus on promoting inclusion in the workplace for people with disabilities and neurodiversity, supporting their professional development and the acquisition of new skills. In this context, the Group has expanded, among other things, the inclusion of individuals on the autism spectrum within various Governance Areas and Divisions and has supported the integration of people with Down syndrome into customer service roles in the branches of the Banca dei Territori Division in several major Italian cities. In addition, the Group is committed to supporting employees who experience changes in their work capabilities (due to illness or accident), offering opportunities for retraining and redesigning work through structured collaboration between multiple internal functions. This approach allows for the identification of roles and tasks that best match individual capabilities, ensuring sustainable inclusion.

As part of this broader focus, Intesa Sanpaolo monitors the number of employees with disabilities and manages related recruitment activities in accordance with the obligations established by Law 68/1999 for the Italian perimeter. Similarly, in the foreign countries where the Group operates, local legislation and regulatory frameworks set specific requirements regarding the employment of persons with disabilities and the Group monitors the composition of the workforce accordingly.

TThis is the function dedicated to facilitating the home-work journeys of the Group's people, to improve their quality and to promote sustainable modes of transport.

The commitment is to translate what emerged from the listening into concrete actions, in order to propose an articulated range of options for daily travel and decline the actions of the Home-Work Travel Plans.

The Mobility Manager and the dedicated team are supported by Territorial Mobility Representatives with the aim, on the one hand, of detecting and interpreting the demand expressed in the area and, on the other, of spreading the culture of sustainable mobility and the initiatives promoted by the Group.

Since 2009, Intesa Sanpaolo has been drawing up the Home-Work Travel Plans every year through the mapping of needs, direct listening and the active participation of colleagues. The documents, beyond regulatory compliance, aim to present an overview of the travel routes, the means used, the needs of the people who go to work and the services made available.

The main objectives pursued by the Group to comply with the legislation regarding the reduction of the use of individual private means of transport and CO2 emissions are:

• consolidation of Flexible Work and Flexible Training, which innovatively combine personal life management with corporate organizational needs;
• signing of a renewal of the union agreement on mobility, as part of the Group's second-level bargaining; 
• Mobility Ticket platform, through which the use of public transportation is promoted in certain cities, offering the option of requesting annual passes directly from one's workstation, with the option of monthly installments and benefiting from discounted rates where applicable;
• Company shuttle service to support mobility in certain locations not served by local public transportation (10 lines in 4 cities); development of sharing services (cars and bikes), in partnership with 3 operators;
• encouraging light mobility through various initiatives, such as the possibility of storing folding bicycles and/or scooters within company premises and a program for installing racks for traditional and pedal-assisted bicycles.

In the International Subsidiary Banks perimeter, the commitment to the progressive replacement of the company car fleet continues, with the purchase of electric, hybrid or less polluting models and the use of company shuttles used by about 300 colleagues in Bank of Alexandria (Egypt), and in the adoption of carpooling solutions for company and/or private cars, active in Intesa Sanpaolo Bank (Albania),  CIB Bank (Hungary), Banca Intesa Beograd (Serbia), Pravex Bank (Ukraine), Intesa Sanpaolo Bank Romania, Intesa Sanpaolo Bank (Slovenia), Intesa Sanpaolo Banka Bosna i Hercegovina and VÚB Banka (Slovakia). In addition, in CIB Bank, a contract has been signed since 2018 for the use of car sharing that uses exclusively electric cars and which in 2022 saw about 1,600 users. Light mobility is growing through bicycles owned by the Bank and the creation of spaces to park them, such as racks or special rooms. Also at CIB, in 2022, around 1,500 employees adopted the bicycle as a means of transport for commuting to work.

The program aims to promote a flexible hybrid work model. This model combines in-office, remote and flexible working, maximizing both autonomy and teamwork to create an environment that supports the diverse needs of the Group's people. Some examples of initiatives include:

• Up to 120 remote working days per year, extendable to 140 in specific cases
• A four-day working week (nine hours a day) on a voluntary basis, with no reduction in pay
• New co-working spaces to foster connection and engagement;
• Digital tools for time management and performance feedback.

Our "Laboratory" to promote all-round well-being: physical, emotional-psychological and social-relational to feel good in the office, at home and in all the other contexts of our daily lives. It is divided into a structured offer of content, tools and initiatives, digital and face-to-face, and provides:

• A free digital platform with over 900 selected and qualified digital content including videos, podcasts, articles and on-demand events on nutrition, movement, emotional well-being, caregiving and family care. Especially:
  • Tecnogym app, a tool with innovative services to encourage a healthier lifestyle, through workouts in all disciplines and personalized paths;
  • LianeCare, a platform for finding caring specialists - babysitters, caregivers, domestic helpers and pet sitters - with the aim of supporting people in the search for qualified personnel;
  • Académia.tv the online platform of cooking courses held with great Italian and international chefs, but also nutritionists, biologists, dietitians;
  • 4Fooding, a web app for healthy eating, with daily and weekly menus, recipes and a team of nutritionists available for questions or personalized consultations;
  • 21days, a web app that encourages the adoption of virtuous behaviors for emotional well-being, has been enriched with two new paths to train to manage technostress and aging. Today it offers multiple training courses (10 in total) also to alleviate cognitive load, increase energy, promote positivity, stimulate concentration, manage time, enhance emotional intelligence or self-esteem, cultivate quality relationships. In particular, three intensive courses, dedicated to cognitive load, technostress and aging, were prepared following the 2022 applied research project dedicated to the well-being of the Group's people and the quality of life at work, an initiative born from the collaboration between People Care, Health and Safety and the Neuroscience Lab of the Intesa Sanpaolo Innovation Center,  with the support of the scientific partner Scuola IMT Alti Studi Lucca;
  • #Stepbystep, an app that rewards an active lifestyle through steps, sports and challenges between colleagues, hosted "special initiatives in steps" that involve groups of people in achieving ESG goals: by transforming the steps taken into concrete actions, everyone was able to combine attention to well-being with support for initiatives for the care of the environment or support for the most fragile people;
  • MasterClass CareLab, a digital initiative entirely dedicated to a Regional Directorate (Veneto and Trentino-Alto Adige), to create engagement and involvement on wellness issues thanks to the gradual use of the platform's content through specific wellness paths (anti-stress, energy, etc.)
  • #People. Possibility of individual specialist consultations with nutritionists, personal trainers, sport mental coaches.
• Corporate spaces with new layouts. The review of the spaces in the Italian offices continued, in synergy with the Next Way of Working project, and of the food offer in the company to promote habits oriented towards well-being and foster relationships. New "Energy corners" (lounges equipped with spaces for relationships, food and drinks) have been set up, now 69 at 30 company offices. In addition, the company restaurants have been renovated and innovative and sustainable services have been introduced, such as lockers for the purchase of high quality fresh products. These include yoga sessions, expert lectures, cultural events and Family & Friends Days.
  
  
• Company gyms. To promote psycho-physical well-being, the development of company gyms continues; in fact, Torino NCD is added to the Brescia and Milan headquarters in via Gioia 22, doubling the total number of users registered for the service and further openings are expected in 2025. Intesa Sanpaolo has been awarded, for its headquarters in Piazza Ferrari in Milan, among the "Workplaces that promote health", the WHP - Workspace Health Promotion - Lombardy Network program, promoted by the Health Protection Agencies (ATS) of the Lombardy Region.
  
  
• Initiatives. The organization of initiatives continues, in presence on the Italian territory and via streaming, to be even closer to people and spread awareness of well-being to shape the corporate culture and put people more and more at the center:
  • "Wellbeing Stories", a series of meetings with exceptional guests to encourage reflection on balance, construction, courage and kindness oriented towards organizational well-being;
  • "Breathe. Cultivate your balance", a course in five stages every 21 days, to practice mindfulness and promote well-being and balance in times of personal and work stress;
  • "Workshop of food well-being", four appointments to explore current issues such as detox nutrition, DNA and lifestyles, fake news, prevention;
  • "Dialogue between experts", such as the one dedicated to Alzheimer's, bullying and cyberbullying, alcohol and smoking addictions;
  • "Relationship experiences" in presence dedicated to individual structures or clusters of homogeneous population, to encourage engagement through relational well-being, with dynamic formats and in locations that are disruptive to the work context.

In 2025, approximately 23,000 Group employees participated in over 75 special People Care wellness initiatives, both in person at 21 locations and through live streaming.
The International Banks Division (IBD) continued to roll out the Be Well program, designed for people with IBD and structured around three different areas: Mind-Body Balance, Nutrition, and Movement. Announced monthly in a dedicated newsletter and enriched with initiatives and events, the IBD Cooking Challenge aims to improve the well-being of people with IBD in various countries, promoting multiculturalism.

The "Listening and Support" activity, the psychological support service, available 24/7, 365 days a year, continues to operate for the entire Group in Italy and abroad (Group employees). In 2024, the service was enhanced in Italy with the Social Care tool: as part of psychological counseling, a Social Care Manager can provide practical assistance to Group employees in finding local caregiving services (for example, childcare, assistance for the elderly and/or those with disabilities). During 2025, the Listening and Support service recorded approximately 3,000 total accesses (in Italy and abroad). In 2025, the service celebrated its fifth anniversary and began providing support to all Group employees.

Intesa Sanpaolo, in order to respond in a personalized way to the needs of individuals and their families, provides approximately 400 services and initiatives useful for:

• improve the balance between private and professional life
  
• administer their own and family budgets
  
• support health and quality of life
  
• enhance free time
  

The complete offer can be consulted by exploring a digital catalog organized on the basis of people's needs, also in relation to the personal, family or professional life cycle.