| Group | Women | Men | Total |
|---|---|---|---|
| Employed for an indefinite term | 6,918 | 3,443 | 10,361 |
| Fixed-term employees | 1,013 | 585 | 1,598 |
| Total number of employees | 7,931 | 4,028 | 11,959 |
| Total number of FTEs | 7,628 | 3,799 | 11,427 |
Characteristics of employees (S1‑6 – S1‑12)
Characteristics of employees
- ESRS:
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Characteristics of the undertaking’s employeesS1-6Characteristics of the undertaking’s employees
As of 31 December 2024, there were 11,959 employees working under employment contracts in the Group, the largest number of whom were employed by the Bank8. In addition, 7,014 non-employees provided work for the Group within the meaning of ESRS standards.
The figures below refer to the headcount as at 31 December 2024.
- 11 959 pracowników Grupy, w tym:
- 10 216 w Banku
- 1 345 w Santander Consumer Bank
- 347 w Santander Leasing
- 117 w Santander Factoring
- 99 w Santander TFI S.A.
- 172 w Stellantis
In the Group, we have adopted the principle that employees working for more than one Group company are included in the reporting as follows:
- For Group consolidation: each employee is counted only once, regardless of the number of Companies in which they are employed. This eliminates double or multiple counting of the same person in the Group structure.
- For the data of individual Group companies, an employee is counted for every company in which he or she is formally employed. Consequently, the number of employees in all companies differs from the number of the employees of the Group.
Full employment means working full-time, which according to Article 129 §1 of the Labour Code, is 8 hours per day and average of 40 hours in an average five-day working week in the adopted reference period.
1. Figures on Stellantis Financial Services Polska include Shared Services Platform employees who are employed in Poland but serve customers from abroad.
Number of employees by gender and FTE as of 31 December 2024
Number of employee leavers persons) and turnover rate in 2024
2. The turnover rate is the number of employee departures divided by the average number of employees during the year.
In 2024, we did not note any significant fluctuations in the number of employees in the Group, and those that did occur were due to standard employee turnover. The number of leavers includes all employees who terminated their employment during the reporting period and may include employees who changed employment within Group companies. The methodology for calculating the turnover rate is based on a comparison of the number of employee departures to the average headcount in the Group during the reporting period.
Characteristics of non-employees in the Group's own workforce
- ESRS:
-
Characteristics of non-employee workers in the undertaking’s own workforceS1-7Characteristics of non-employee workers in the undertaking’s own workforce
We have defined non-employees as persons who perform work for the Group but are not employed under a standard employment contract. This category includes:
Self-employed
individuals running their own business and providing services under contracts with a Group.
Persons employed by employment agencies
individuals who perform work for a Group but are formally employed by external temporary employment agencies.
Persons on civil law contracts
individuals who perform work on the basis of specific-task contract or commission agreement concluded directly with a Group company and are not in an employment relationship with that company within the meaning of the Labour Code.
Collective bargaining coverage and social dialogue
- ESRS:
-
Collective bargaining coverage and social dialogueS1-8Collective bargaining coverage and social dialogue
There are no collective agreements in the Group. By employee representatives, we mean persons elected by employees to represent their interests, e.g. within employee councils or trade unions. Under Polish law, employees may be represented by trade unions (Trade Union Act of 23 May 1991) or through other forms of representation, e.g. an employee council, if the conditions of the Act of 7 April 2006 on Informing and Consulting Employees are met. As of 31 December 2024, there were 5 trade union organisations in the Bank and 3 trade unions in Santander Consumer Bank. Moreover, in Santander Leasing and Stellantis other forms of employee representation were used, i.e. staff councils.
Participation of employees covered by collective bargaining agreement and trade union representation
Diversity metrics
- ESRS:
-
Diversity metricsS1-9Diversity metrics
In accordance with the ESRS requirements, we have defined top management as employees on two levels below the management and supervisory bodies, namely the Management Board and the Supervisory Board of the Bank as a parent company. This definition also includes members of Management Boards of our Group subsidiaries and persons under their direct authority.
Age distribution of employees in the Group as of 31 December 2024
Adequate Wages
- ESRS:
-
Adequate wagesS1-10Adequate wages
All employees in the Group receive remuneration at least at the level of the national minimum wage.
According to the ESRS definition, adequate pay refers to remuneration that ensures a decent standard of living for employees and their families, covering basic needs while enabling savings and active participation in society.
The EU Directive 2022/2041 provides additional guidelines for adequate minimum wages aimed at improving workers’ living standards in Member States. Poland is currently in the process of transposing this directive into national legislation, with the draft law regulating the minimum wage under review by Parliament.
Although the EU provisions have not yet been fully implemented, the Group has adopted the national minimum wage (as stipulated in the Minimum Wage Act of 31 December 2002) as its reference point. As of 30 September 2024, the minimum wage in Poland was PLN 4,300 gross per month and the minimum hourly rate was PLN 28.10 (effective from 1 July 2024).
Social protection
- ESRS:
-
Social protectionS1-11Social protection
All employees in our Group are covered by full social protection – they are protected against loss of income as a result of major life events such as illness, unemployment, accidents at work, disability, parental leave and retirement. This protection is provided by both public schemes and additional benefits offered by particular Group Companies (e.g. group insurance).
In addition, the Bank and Group companies offer their employees social protection. This includes benefits such as:
- Subsidised access to private health care facilities for employees and their families,
- The option of subsidised or free group insurance,
- Support in difficult life situations, e.g. in the form of psychological aid or benefits from the Company Social Benefits Fund.
Persons with disabilities
- ESRS:
-
Persons with disabilitiesS1-12Persons with disabilities
As a Group, we support the employment of people with disabilities and attach great importance to creating a friendly and supportive working environment. In accordance with ESRS S1-12, as a Group we report the percentage of employees with a disability certificate broken down by gender. This information is collected on the basis of certificates provided voluntarily by employees.
In Polish law, the definition of a person with a disability can be found in the Act on Vocational and Social Rehabilitation and the Employment of Persons with Disabilities of 27 August 1997. Such persons are entitled to special rights such as reduced working hours, additional breaks or adaptation of the workstation, which, as the Group, we provide to all employees with a disability certificate.
