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S1.SBM-3
- employees, i.e., persons employed under employment contracts;
- non-employees, including persons employed under a contract for specific work, a contract of mandate, a contract for the provision of services, an agency contract and a graduate trainee contract.
Persons employed under managerial contracts were not included in the reported indicators, unless otherwise indicated.
In defining key impact areas, opportunities, and risks related to its own workforce, the PZU Group applies an approach consistent with the requirements of the ESRS. The analysis covers both external trends (social, economic, and regulatory changes) and business challenges as well as internal needs. This makes it possible to create a working environment that balances the achievement of business tatgets with responding to employees’ needs.
- supporting professional development, including access to development programs, mentoring, while ensuring equal treatment and promotion opportunities;
- protecting employee rights, by ensuring compliance with generally applicable laws and internal equality policies and data protection policy;
- providing appropriate working conditions, including the implementation of occupational health and safety (OHS) policies, ergonomic workplace standards and flexible forms of employment;
- maintaining effective communication channels between employees and management, including employee engagement and trade union representation;
- anti-mobbing procedures implemented for employees in line with good market practices, together with mechanisms for reporting incidents of their breach.
The PZU Group’s impact on persons who are not employees is limited and relates mainly to the quality of services provided and compliance with ethical principles.
The results of the DMA, as well as the review of the double materiality assessment and the HR teams’ own analyses in 2025, did not identify any material actual negative impacts on employees working within the PZU Group. Nevertheless, the PZU Group is aware of and identifies potential negative impacts, such as overtime work during periods of mass claims, tensions in the area of employee communication and participation. Furthermore, a potential negative impact on the perception of the PZU Group with respect to gender equality within management and supervisory bodies may arise if the indicators required under applicable regulations are not met.
The PZU Group implements initiatives that contribute to its positive impact on employees, as identified in the DMA. It carries out activities supporting employee wellbeing in line with the #DobryStan strategy promoting mental and physical health. It offers a variety of development programs, including training in digital and leadership competencies, and invests in knowledge development through co-financing postgraduate studies. A hybrid work model operates within the PZU Group, and employees may use additional days or hours off work at important moments in their family life. Mechanisms supporting persons returning from parental leave operate within the PZU Group. The internal promotion system and various initiatives create an environment conducive to professional and personal development. Effective communication channels, including satisfaction surveys, enable the identification of employees’ needs. Trade union representation and activities aimed at reducing the gender pay gap support equal opportunities.
The above measures translate into a positive impact on the PZU Group’s employees and may increase their sense of security and employment stability, improve working comfort, and enable professional development within the PZU Group’s structures. Well-being programs may contribute to increased mental and physical resilience and, consequently, to higher satisfaction and engagement. The hybrid work model and flexible working hours support work–life balance, and initiatives in the area of diversity and gender equality build an inclusive culture conducive to cooperation.
The PZU Group analyzes risks related to its workforce through regular monitoring of working conditions, employees’ needs, and the specific nature of actions taken in particular contexts, including crisis situations. This process is based on the Human Capital Management Policy, the HR Strategy for 2025–2027, and the Employee Experience Management (EXM) approach, which enables the identification of factors affecting employee satisfaction. Identified risks include:
- the risk of a shortage of qualified staff, particularly in areas requiring specialized competencies;
- the risk of exceeding the payroll budget, resulting from market pressure and the need to employ highly paid specialists;
- the risk of strikes and protests;
- the risk related to the size and high level of diversity within the PZU Group. The organization employs representatives of four generations, which means more diverse employee needs and the necessity to apply tailored management methods;
- the risk of non-compliance with rules and the occurrence of undesirable behaviors, including mobbing and humiliating conduct.
Opportunities include:
- an internal recruitment system enabling the development of skills and retention of talent within the organization;
- participation in diversity audits and rankings, which provide an opportunity to implement specific actions supporting inclusiveness and improving the working environment;
- strengthening social dialogue as a source of information about employees’ expectations regarding remuneration, benefits, and working conditions, as well as the prevention of unequal treatment.
Within the PZU Group, specific working conditions and occupational groups exposed to risk have been identified. These include employees engaged in crisis response activities and employees who work intensively with customers. They are exposed to overtime work and, consequently, to working under time pressure, stress related to the need to act quickly, and stress associated with handling claims.
The PZU Group undertakes mitigating actions and has implemented response procedures that, in crisis situations, ensure flexibility, psychological support, and appropriate occupational health and safety conditions. Training in stress management and communication.
The PZU Group does not identify operations exposed to the risk of forced or compulsory labor. In addition, the adopted Human Rights Policy of the PZU Group prohibits such practices. Its scope covers employees, contractors, and suppliers. The Human Rights Policy of the PZU Group takes into account the main ILO conventions and UN guidelines.
The PZU Group operates in countries with a high level of protection of labor rights, which minimizes the risk of forced labor. No geographical areas have been identified where such a risk could occur.
The PZU Group conducts its activities in countries where strict legal regulations prohibiting child labor are in force. No geographical areas exposed to the risk of child labor have been identified. The PZU Group does not employ persons under the age of 15 and, in the case of young workers, complies with regulations limiting the type and conditions of work.
