Remuneration policy

  • GRI:
  • Process to determine remuneration2-20
    Process to determine remuneration

The Santander Bank Polska Group’s remuneration policy positions us to attract and retain the best qualified professionals. We offer a competitive benefit package consisting of basic salary, bonus schemes and fringe benefits. Our regulations promote balanced decisions and avoiding excessive risk-taking among employees.

The bank’s Management Board is the owner of the policy and is responsible for its major updates and reviews (at least once a year). The bank’s organizational unit in charge of remuneration supports the Management Board in this regard. The Supervisory Board is responsible for overseeing and approval of the Policy and at least once a year reviews the remuneration policy and assesses its impact on the bank’s management.

The policy was developed in cooperation with the Compliance, Risk and Legal areas. In determining the amount of remuneration, the bank uses reports offered by an independent consulting firm. The application of the bank’s remuneration policy is subject to an independent review by internal audit at least once a year. A report on the review is presented to the bank’s Supervisory Board and the Supervisory Board’s Remuneration Committee.

In the second quarter of 2022, we carried out a pay review to continue our efforts to reduce the gender pay gap (Equal Pay Gap).

Santander Bank Polska S.A. takes into account the opinions of shareholders when setting the limit for the ratio of variable to fixed components of remuneration (as a rule, it is subject to the approval of the General Meeting of Shareholders granted by a 2/3 majority of votes in the presence of persons representing at least half of the share capital).

The rules for calculating the remuneration of members of the Supervisory Board and members of the Management Board are detailed in the Remuneration policy for managers subsection, in the section on corporate governance