Metrics related to own workforce

The number of employees is presented in full-time equivalents (EPC or FTE) as of December 31 of the reporting year, unless otherwise noted. Figures for the number of employees in full-time equivalent (EPC or FTE) have been rounded to whole numbers. As a result of rounding, unit data does not add up to the total number of employees.

For the calculation of indicators, the PZU Group included both active and inactive employees (e.g., on long-term sick leave, maternity leave, parental leave), as well as those on replacement contracts. Some of the employees are employed at various PZU Group entities on a part-time basis, according to the parity resulting from the scope of duties. The number of employees does not include those employed on a fractional full-time basis with a salary proportional to the minimum wage, when this form of employment is in addition to the main employment in another PZU Group company.

There are differences in employment figures between the financial statements and sustainability reporting. These are due to the adoption of different counting methodologies. The financial report adopts a methodology for calculating average employment in accordance with the requirements of the Central Statistical Office.

In its employment practices, the PZU Group makes significant use of permanent employment covering 33,237 employees. 4,482 employees are employed on a fixed-term basis. The PZU Group employs 31,538 fulltime employees and 12,190 part-time employees.

During the reporting period, 4,609 employees terminated their employment with the PZU Group. The turnover rate of employees amounted to 12% including voluntary departures and layoffs. This figure was calculated as the number of departures divided by the number of employees.

Top management positions are represented by 792 employees of PZU Group, including 449 men and 343 women.

At the same time, due to the diversity of organizational structures within the PZU Group companies and differences in naming conventions and position levels, this definition is further specified in operational practice by indicating specific roles or positions, which ensures clarity and consistency of interpretation. The PZU Group companies apply different organizational levels.

All employees working in the entities included in the scope of the statement’s consolidation are paid an adequate salary, in accordance with the applicable benchmarks.

In addition to providing social protection under the regulations, PZU and some entities have additionally covered employees with a system of subsidizing 100% of sick pay if the inability to work is caused by: an illness lasting continuously for at least 35 days, combined with at least one day’s hospital stay related to treatment of the effects of the illness (excluding outpatient examinations and outpatient assistance) in an inpatient treatment facility, ascertained by a medical certificate, cancer, tuberculosis, an accident occurring outside working time.

The PZU Group has adapted the definition of nonemployee workers to align with the specifics of its operations. At the same time, due to the lack of uniform tools enabling the collection of precise data, the presented values constitute estimates based on the number of persons performing work under civil law contracts. The PZU Group has made every effort to identify data sources and ensure the completeness of the data provided. However, these figures may not cover all organizational units that engage workers under arrangements other than employment contracts. Data on non-employee workers are presented in the number of persons employed as of December 31, 2025.

This metrics varies between the countries of business operations and is presented in the table below. Collective bargaining and social dialogue are conducted based on local regulations and internal procedures.

In none of the PZU Group subsidiaries covered by the statement has an agreement been signed with employees regarding representation by a European Works Council (EWC), a Works Council of a European Company (SE), or a Works Council of a European Cooperative Society (SCE).

Among the PZU Group’s workforce, within the analyzed entities, people with disabilities account for 4%. Compared to 2024, the number of employees with disabilities increased by 22 percentage points. This figure has been calculated based on voluntary disclosure by employees, in accordance with local legal requirements.

The PZU Group is committed to the development of its workforce, providing an average of 28.2 hours of training per employee annually.

Additionally, 86% of employees participated in regular performance and career development reviews. The PZU Group has adopted the general definition applied in ESRS, which defines a performance review as an evaluation of an employee’s performance conducted by management, the HR department, or colleagues at least once a year. This definition has been appropriately adapted to the individual programs implemented within the various PZU Group entities.

Family leave includes, among other things, maternity leave, parental leave, caregiver leave, special leave, and additional days off related to childcare. In 2025, 29% of eligible employees took such leave. All employees of the PZU Group are entitled to family-related leave under local labor laws in the countries where PZU Group entities operate.

The total compensation ratio in the PZU Group, defined as the ratio of the highest-paid employee’s compensation to the median annual total compensation of all employees (excluding the highest-paid employee), stands at 19.4 for the reporting period.

The determined level of annual remuneration paid for the position or function with the potentially highest remuneration level under the compensation policy is compared with the annual remunerations paid separately to other individuals in other positions or functions.  The unadjusted wage gap between men and women is 25%.

In 2025, the PZU Group calculated the adjusted gender pay gap. The adjusted gender pay gap between women and men is defined as the difference in the average level of remuneration between female and male employees, expressed as a percentage of the average level of remuneration of male employees, taking into account the assignment of the employee to a comparison group. When calculating the adjusted gender pay gap, only employees employed for the full 12 months of the year are taken into account.

During the reporting period, PZU Group workforce members filed a total of 137 complaints (121 in 2024) related to potential discrimination through established grievance channels.

In 2025, the PZU Group paid PLN 219,827 in compensation for damages arising from identified violations and complaints relating to social factors and its own workforce – this represents the total amount of fines, penalties, and compensation reported by the Alior Bank Group.

In 2024, PZU Group paid PLN 30,000 in compensation for damages resulting from substantiated complaints; it is the total amount of fines, penalties and damages reported by the Pekao Group.

Detailed data are shown in the table.