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Society

Own employee resources

Over 90% of the Pekao Group's employees are employed by the Bank. As the parent company, the Bank plays a leading role in setting standards and developing practices in personnel management throughout the organization. Social issues, including employee issues, hold a special place in the Strategy. We place a strong emphasis on inclusiveness in the management staff structure and equal pay. Equally important is the engagement of our employees and their identification with the organization, which we aim to develop in accordance with our redefined mission and vision.

We aspire to create more than just a workplace – to be a community where everyone can fulfill their potential and ambitions, based on safe and stable working conditions that foster increased employee motivation, satisfaction, and engagement. Our approach to employee issues is recognized by the market, placing Bank Pekao among the best employers in the country. This is evidenced, among other things, by our fifteenth Top Employer 2025 award.

Our workforce includes:

  • employees we influence as a bank: employees employed under employment contracts (fixed-term and indefinite-term),
  • individuals employed under civil law contracts (contracts of mandate, contracts for specific work),
  • non-employees: individuals providing services under business-to-business (B2B) or contract agreements.

Organizational Culture

The foundation of the Bank's organizational culture is its values ​​and the resulting behaviors, daily rituals, and employee attitudes, not formal guidelines. SIMPLY, TOGETHER, BOLDLY, RESPONSIBLY, DETERMINEDLY, OPENLY, and HONESTLY – it is based on these values ​​that we take action to build the bank's culture. These values ​​have their place in the Strategy. They are consistently present in email communications to employees, during business and sports meetings, as well as in materials published on the intranet and in company newsletters. Their importance is also emphasized during financial results presentations, new project implementations, and in HR activities.

Initiatives that connect

Building relationships and a sense of community among employees is an important element of our Bank's culture. That's why, for years, we have been committed to organizing initiatives and events that foster integration and strengthen employee bonds with the workplace.

The Together in Well-Being and Notice. React. Support. MentalHealthNavigator programs

A series of activities and workshops promoting psychoeducation and prevention in the area of ​​mental health and resilience. The aim of these initiatives is to enhance employee well-being and performance, as well as their healthy functioning in the workplace.

Values ​​Communication Campaign in Dialogue with Employees

The campaign enabled employees to learn more directly about the Bank's values ​​through concrete examples. We also engaged employees by inviting them to participate in quizzes.

Implementation of the LinkedIn Learning Platform

A comprehensive source of cutting-edge knowledge focused on developing key competencies to increase performance in your current or future role. This solution is essential for success in the modern workplace, as it enables employees to quickly retrain to advance their sector, company, or department.

Other development programs implemented at the Bank include:

  • M365 Ambassador Program,
  • Law Academy,
  • ESG Academy,
  • MS Office Champions,
  • Executive MBA Studies for Managers,
  • Agility Forge,
  • Bank Sales School,
  • Management Shots.

Our clients

Customers are the foundation of our business. We build all our processes, products, and communication methods around their needs, expectations, and experiences. Our goal is to create lasting, trust-based relationships that translate into customer satisfaction and financial security. Our daily collaboration with clients is based on respect, professionalism, and empathy. We ensure that everyone, regardless of age or life situation, is treated fairly and with understanding. We offer products responsibly and transparently. We counteract misselling by tailoring our offerings to meet customers' actual needs. We create solutions that support their financial stability and provide a sense of security.

As a result of our dual-materiality analysis, we identified five areas that are crucial to the quality of our customer relationships:

  • non-discrimination,
  • access to products,
  • access to information,
  • consumer privacy and personal data protection,
  • responsible marketing practices.


At the Bank, we have established a unit whose mission is to support activities that lead to increased customer satisfaction and the quality of our relationships, including: in the areas of processes, complaints, research, operational KPIs, and operational activities. As a customer-focused organization, we engage all employees – from operational teams to the Management Board – in creating positive interactions. We design processes to ensure that the purchase of products and the use of services are seamless and aligned with customer expectations, ensuring high-quality contact at every stage.

Policies and procedures

Employee matters

  • Mobbing Prevention Policy of Bank Polska Kasa Opieki Spółka Akcyjna

    • In the Policy, the Bank has obliged all employees to prevent mobbing and, in particular, to respond to "behavior concerning an employee or directed against an employee, consisting of persistent and prolonged harassment or intimidation of an employee, causing an employee to have a low opinion of his/her professional suitability, consisting of or intended to humiliate or ridicule an employee, isolate him/her or eliminate him/her from the team of co-workers, unethical and inappropriate behavior, Each employee is obliged to notify the Employer in writing of any manifestation of mobbing that he/she notices, and the Employer is obliged to clarify the reported complaint and, if any irregularities are found, to draw appropriate consequences in accordance with the law.

      Currently, the Policy adopted by the Resolution of the Bank's Management Board of 20 November 2009 is in force. The full version of the policy is internal information and has not been released to the public.

  • Remuneration policy for members of the Supervisory Board and Management Board of Bank Polska Kasa Opieki Spółka Akcyjna

    • The Policy defines framework principles and rules governing the determination, monitoring and controlling remuneration principles and practices used by the Bank in regard to Members of its Supervisory Board and Management Board. The document identifies solutions that contribute to the Bank's business strategy, long-term interests and stability, as well as to support the Bank's sustainable development, including ensuring the Policy's consistency with the strategy of introducing risks for sustainable development into the business in the investment decision-making process.

      Currently, the Policy adopted by the Resolution of the Bank's Management Board of 11 January 2023 is in force. The full version of the policy is internal information and has not been released to the public.

      Description of the Bank's Remuneration Policy' is available on the Bank's website in the Corporate Governance tab.

  • Procedure and process of periodic evaluation of employees of Bank Polska Kasa Opieki Spółka Akcyjna

    • The purpose of the periodic evaluation of Employees is to provide feedback on the degree and manner of completion of the tasks assigned to the Employee in a given Evaluation Period, as well as to increase the level of commitment and efficiency, through the exchange of information between the evaluated and the evaluator regarding: expectations, evaluation criteria, planned development of the Employee. The results of the Evaluation provide information in support of the effective implementation of the Bank's human resources management policy. The particular elements of the evaluation are:

      • outcome evaluation,
      • commitment evaluation,
      • conformity evaluation.

      A component of the process is a direct debriefing conversation between the employee and the supervisor. The Employee can appeal his evaluation.

      Currently, the Procedure adopted by the Resolution of the Bank's Management Board of 14 July 2021 is in force. The full version of the procedure is internal information and has not been released to the public.

  • Collective Labor Agreement

    • The Company Collective Labor Agreement of Bank Pekao S.A. specifies, among other things:

      • principles of the HR policy,
      • working time,
      • principles of the remuneration policy,
      • principles for basic pay,
      • bonus fund,
      • incentive award fund,
      • bonuses,
      • retirement and disability severance payments,
      • severance payments related to termination of employment relationships for reasons not related to employees.

      The Agreement was concluded in Warsaw on 15 December 2005 between Bank Polska Kasa Opieki Spółka Akcyjna and the company trade unions operating in the Bank. The agreement applies to all employees employed by the Bank under an employment contract.