Sustainability Pages
Responsibility for our employees
1. Employement Protection
CIB Group’s responsible employment principles and practices ensure a stable community of employees, and the specialist knowledge needed for the Bank Group’s operation, which not only boosts personal satisfaction, but also correlates directly with the quality and speed of customer service.
As a responsible employer, the CIB Group ensures nearly all its staff have indefinite-term employment contracts in place, which is also reflective of a committed employment relationship that can be planned for over the long term. To meet its seasonal staffing requirements, CIB Group also employs staff through contracts with temporary employment agencies. At the same time, the proportion of employees who are working on a part-time basis continues to be high – this is another way to help employees achieve a better work-life balance, and to help employees’ return after a long period of absence in reintegration into the world of work. Although the number of managers working part-time has fallen to zero, this B2CCD8 5form of employment is still encouraged if a manager requests so and the job allows. The bank places considerable emphasis on employee retention and training, it regularly announces internship programmes, and it recognises the achievements of high-performing individuals in numerous ways.
Number of employees of CIB Group
Number of employees of CIB Group
Number of part-time employees of CIB Group
These figures include data for senior managers and inactive employees. The headcount data presented in this chapter (People) and its breakdown by different aspects (e.g. gender, age) are based on active employee data, in line with local practice, which differs from the methodology used in the group-level consolidated integrated report of CIB Bank’s Parent Bank Intesa Sanpaolo S.p.A., which takes into account all employees including inactive and atypical workers (e.g. temporary workers) in addition to active employees.
Labour relations
At the end of 2024, the CIB Group employed a staff of 2,189 (2023: 2,144), 2,182 of them (2023: 2,109) under indefinite-term employment contracts, a reflection of our commitment to reliable and secure long-term employment. 11 workers (2023: 12) have been hired on a temporary basis to satisfy the bank’s seasonal staffing demands. There is an increasing proportion of part-time workers due to the bank’s effort to help improve the work-life balance of our staff.
The bank complies fully with the provisions of the Labour Code, and beyond this the organisation regulates matters that affect all employees equally in its HR regulations. There is no collective agreement. There is a trade union at CIB Bank; as of the end of December 2024, it had 99 members (2023: 104). Representatives of the union constitute the employee side of the Social Committee, whose duties include the management of certain welfare allowances granted to workers. Although the CIB Group encourages operating a Trade Union, it has been less effective, and the number of members has decreased due to a decreased employee demand. Presumably, the lack of demand is because employee issues and problems are raised and resolved through other channels. The mandate of the works council had expired before, its membership had fallen below the minimum required and there was no intention among employees to restart it.
In 2024, CIB Group worked with 771 outsiders, 280 of whom also have a permanent entry card (2023: 651 and 376, respectively). The aim of the bank is to improve the conscious management of external, indirect employees, refine its methodology and identify sustainability risks in respect of them in the future. All outsiders, as well as all contractors working with the CIB Group, accept the guidelines of the CIB Group’s Code of Ethics as mandatory to them within the framework of their commission or contract agreement.
2. Retention, enhancement, diversity and inclusion of the Group’s People
Recruitment and selection
In Hungary, the shortage of skilled labour, especially in IT and banking expert positions, remained a major challenge in 2024 as well. We continuously analysed the effectiveness of our recruitment strategies, testing and combining different channels and tools. 24% of the candidates recruited came from the bank's successful Employee Referral Programme, and the number of candidates recruited by direct approach continued to increase. In 2024, the banking group also reviewed and modified the employment framework of the Professional Trainee Programme, which resulted in an increase in the attractiveness of the programme for young career starters, and a higher number of employees transferred from the programme to fill part of the vacancies compared to previous years.
Further improvements to systems are planned in the coming years to increase the efficiency of recruitment processes and improve candidate experience.
Compared to the previous year, the bank had lower staff turnover. This is reflected in the breakdown by age and gender.
Employee termination at CIB Group per age groups
Employee termination at CIB Group based on years worked for the bank
Remuneration
In 2024, employees working in entry-level jobs earned, on average, HUF 512,245 i.e. 192% of the minimum wage (2023: HUF 471,788 and 177%, respectively). Because the mandatory minimum wage exceeds the average growth level, the gap between entry-level salaries and the minimum wage has decreased.
In addition to the comparison of the banking salary market, CIB Group pays particular attention to monitoring the average deviation of salaries per gender for employees working at the same level and in the same position, and keeping the deviation expressed in percentage within a +/-4 percentage range.
Such deviation per gender in employee groups in the Bank Group is as follows:
The pay gap shows the difference in the pay level of female employees compared to the average salary of employees working at the same level, in the same function and in the same position, expressed in percentage, by employee groups.
As one of its diversity and inclusion objectives, CIB Group has committed to +/- 4% average standard deviation of salaries per gender at CIB Bank relative to the median value of the banking salary market. This difference only slightly exceeded the target at the end of 2024.
Average compa-ratio* by gender and position at CIB Group
Total compensation ratio / Total compensation rate
A common indicator among indicators of fairness popularised by ESG regulation is the total compensation ratio, which examines the ratio of the highest-paid employee’s income to the median income of the entire community of employees (excluding the highest-paid employee). For our Bank Group, this is as follows:
People and digital transformation
Artificial intelligence, robotics, innovative technologies are all encouraging the employees to learn more about the online and digital world, both as CIB Group employees and as individuals. In line with the MNB’s recommendation, a survey on employees’ digital competences is carried out every two years; the next survey is due in 2025. In 2024, the Digital Galaxy video library was expanded with more exciting topics and presentations. In these programmes, experts at CIB Group explored interesting topics such as robotisation, misconceptions and myths about artificial intelligence, and the bank’s innovation team reflected on their visit to the US.
This year again, the management circle was able to attend several presentations on digital transformation in the ‘Digital talks’ series coordinated by the Parent Company. The topics covered included transformative technology for well-being, the challenges of a global mindset and inclusion in the world of technology. A large volume of online training material is available at the bank to develop knowledge on digitalisation. The focus was on cybersecurity, phishing and new cyber fraud trends. Teaching about digitalisation is also effective in a more playful way, so at the annual all-staff event (CIB Spirit day), employees had the opportunity to experience a virtual reality park and simulators.
The bank’s library of digital learning materials has been further expanded, allowing employees to deepen their knowledge from the comfort of their homes on topics such as insurance products, new products and developments, banking systems and products, and information security. The bank provides digital solutions for employees not only at work but also in their daily lives. In 2024, in the topics of well-being and health, services were available online and by phone (DokiAPP Employee Care platform, EAP service provision). Furthermore, a significant part of the programmes and events for employees will continue to be implemented in the online space, providing the possibility to connect to an event from any geographical location.
CIB Group has made significant progress in automating and digitally supporting human resources processes in 2024. At the beginning of the year, electronic timesheets were introduced through SAP Fiori, replacing the previous paper-based solution and the fragmented records. With the new system introduced, our colleagues can use a single interface to request both absence and attendance, view their available vacation time and plan their working days in the office and at home. In addition, managers can easily review and approve their colleagues’ requests, while several reports help them analyse information relating to their colleagues. Following the successful completion of the Intesa Sanpaolo Group’s global project, a new SAP SuccessFactors-based HR system was implemented at the end of the year, with the #People platform available to our related employees. On this platform, a wide range of news and information related to human resources can be viewed/accessed in one place: from one catalogue, various HR administrative applications (e.g. employer/income certificate; change of address; new qualification, etc. ) can be launched; frequently asked questions and answers about HR processes and services; contents regarding employee wellbeing; a search function for colleagues in the CIB Group and Intesa Sanpaolo Groups; an employee profile with key company data (e.g. valuations, trainings, benefits); as well as the latest HR news and contents.
Performance assessment
The managers working in Head Office have been supported by a flexible and user-friendly performance assessment system called NewPat in specifying targets for members of their teams and then in assessing achievement of such goals as well as the competences that are of benefit to the employees in their work. The targets for 2024 are set and subsequently evaluated under ‘NewPat’ system, which provides the comprehensive evaluation mechanisms in a manner and based on principles that are transparent for assessors and employees alike. For the sales staff, not just a system that was essentially focused on sales incentives, but a comprehensive and unified performance management system (NIM) provides support for the performance assessment processes. Both systems (NewPAT and NIM) are based on a methodology developed by the International Subsidiary Banks Division (ISBD) of Intesa Sanpaolo S.p.A., our shareholder. The performance of 100% of our employees will be assessed against pre-defined objectives, either through the NewPAT or NIM performance management systems, depending on their job role.
The NIM performance management system, which supports sales incentives, has been developed in order to motivate and retain sales employees and managers to work together for achieving our strategy. During the performance assessment period, a series of panel discussions held throughout the organisation ensure the consistency of the evaluations between the management levels and the individual divisions. All bank employees get an assessment of their performance and a review of their career options.
Recognition and career management
Closely related to the performance assessment mechanisms, the career management system also continues to operate, primarily to identify and retain talents, and enable all employees to consider their desired career paths at the CIB Group and to ensure that managers develop conscious replacement strategies within their teams.
As in previous years, the best salespeople and best supporters were awarded based on nominations from managers and the previous year’s sales results. In addition, in February 2024, more than 170 colleagues were recognised (2023: 155): golden teams and leadership role models for whom learning is a priority and who consciously improve their colleagues and teams. We did not forget about anniversaries, either. More than 60 colleagues celebrated 20-25-30-35 or even 40 years of work at CIB Group! After the awards ceremony, a celebration party took place at a height of 120 metres in the MOL Campus. The tower block, with a total height of 143 meters, is Hungary's tallest office building.
The wide-ranging system of fringe benefits is an important part of our new remuneration strategy, the amount of fringe benefits to full-time workers increased by 19% compared to last years’.
Part-time workers continued to have Cafeteria benefits on a pro-rata basis. 2024 saw slight changes to the range of and rules governing fringe benefits. During the shaping of the system of benefits, important factors included the employee experience as well as an effort by the bank to provide all possible benefits that remained tax-exempt or continued to have a preferential tax rate in 2024.
Accordingly, this year’s list of optional items again included a wide range of tax-free options: tickets/season tickets for cultural events, support for paying for kindergartens and nurseries, tickets/season tickets for sports events, language course subsidies, the GreenGo car-sharing and MOL Bubi bike-sharing services, and subsidy for Home Office expenses.
Training
As far as the 2024 training data are concerned, the number of training hours has basically increased, with a significant decrease only in the group of female employees; recently closed training reports are being examined to understand the processes behind these changes.
Talent development
The various e-learning programmes and training solutions supported the completion of courses and exams required by legislation. As for the previously used Mifid, the bank switched to the e-learning material of the Banker Training Centre, and has created its own material for IDD. Talent development
The second year of the Talent University talent programme started in 2024. More than 50 CIB Group’s experts participate in the renewed 2-year programme. In 2025, after the one-year basic training, the colleagues can choose from three specialisations: Leadership, CIB Data and Innovation. The kick-off event featured an exciting presentation by Dr. Pál Simák, President-CEO, Györgyi Tóth, Head of HR and Ágota Lénárt, sports psychologist. Those attending met participants from previous talent programmes, had a chance to familiarise with each other and the main elements of the 2-year programme. Already in the month after the kick off, CIB Group’s talents were immersed in a two-day bank simulation training, where they became senior managers of a virtual bank, developed, and implemented business strategies, monitored credits, profit, competitors, costs and investments. In addition, choosing from a portfolio of skills training, they were able to develop their skills in the fields of project management, storytelling, and growth mindset according to their individual goals, and the Talent University club series also started, where they could collect information about the macroeconomic outlook, and met CIB Group’s senior executives.
International Talent Programme
The International Talent Programme of CIB Bank’s Parent Company, is a key initiative at group level aimed at developing the competencies of the colleagues and strengthening the work ethos focused on high performance and professional excellence. In addition to taking part in personal development, professional and leadership training as well as dedicated mentoring programmes, participants enrolled in the programme – which takes 3-5 years to complete – also had the opportunity to acquire a minimum of one year’s work experience abroad within the banking group.
Succession plans to ensure business continuity
To ensure business continuity in the event of a vacancy in a managerial position, we review the succession plan annually, as part of the annual performance assessment process. During the performance evaluation period, discussions are held regarding potential successors for the various managerial positions and a list of potential candidates is compiled. The purpose of the succession plan is to ensure that colleagues with great potential are located – even across divisions – and provided support for their further development. When drawing up the plan, we also look at opportunities across divisions, thereby increasing the number of potential candidates. A succession plan is prepared for each managerial position, though we pay particular attention to senior management positions.
Inclusion and diversity
The bank’s Organisational and Operational Regulations (OOR), Code of Ethics and CIB Group Code of Conduct clearly specify the key principles underlying responsible operation. The bank rejects all forms of discrimination and corruption in its internal and external communications, prohibits any form of discrimination and guarantees the general requirements of equal treatment in accordance with the applicable EU guidelines. The internal regulations governing compliance and risk management activity endorse similar principles aimed at supporting responsible operation. The CIB Group ensures equal treatment and opportunity for its employees in accordance with the Fundamental Law of Hungary and other statutory provisions on the matter, and with the Bank Group’s Code of Ethics and the Parent Company’s Diversity and Inclusion Principles. This is achieved through the transparency of decision-making processes within the company and the ethics-related training provided to managers and other employees. The investigation of ethics issues associated with this topic and the preventive actions that are taken in response ensure legal and ethical compliance in all areas of the bank’s operation.
The bank’s ‘Womentoring’ initiative was once again organised in 2024, with an aim of promoting career awareness among women in CIB Goup’s workforce. The programme was created to increase the proportion of women in senior management positions, and to prepare women who have been on maternity leave to return to work successfully. As part of the programme, information, advice and suggestions were provided by both internal and external trainers, presenters and experts.
In 2024, the event was held online exclusively for mothers, with a total of 41 women registering from all over the country on the Teams platform. During the session, they were informed about the situation of the bank and family-friendly programmes. To support their reintegration into the workplace, the mothers received guidance on returning to work – and an external presenter spoke to them about the practical aspects of returning.
As another part of the bank’s Womentoring initiative, we had the opportunity to personally host women colleagues who are still raising their children at home but are already thinking about returning. During the meeting, the focus was on topics that could help them return to the world of work: they were provided information on the bank's business results and the recent organisational changes and received practical information on how to get back on track. Thanks to the programme and the awareness-raising sessions, the ratio of employees returning to work from a long period of absence has increased. The proportion of women returning from maternity leave who stay with the bank for more than 12 months after their return has been over 90% in the last three years.
Since the headquarters are based in Budapest, it is no surprise that most of the employees live in or near the capital. However, staff who live in other regions of the country but need to travel to the head office due to the nature of their duties are given an opportunity to limit their presence at the head office to certain days of the week, while doing telework from a branch outside the capital on the other days of the week. As a result, a relatively large number of staff, 425 people, spend most of their time working outside Budapest (2023: 418).
Proportion of employees by gender and category at the CIB Group
3. Well-being, health and safety of the Group's employees
Well-being and quality of life at the company
In 2024, several programmes aimed at the preservation of the employees’ well-being were implemented in the scope of the CIB Spirit employee programme portfolio. As part of the family-friendly initiatives, the children of CIB Group’s employees visited Porec, Croatia, in the spring. In the Intesa Junior Sport competition, organised by the Parent Bank, they competed against teams from the International Banks in volleyball and basketball courts and football fields. A total of 305 children of CIB Group’s employees received financial support to spend the 12-week summer holiday meaningfully (2023: 294).
A drawing competition for the employees’ children brought summer experiences to life. In December, Santa Claus visited CIB Bank’s headquater to welcome the children with presents, quizzes and face painting at the head office transformed into a magical kingdom of goblins. To the delight of the children, therapy husky dogs, minipigs, ponies, goats and bunnies also visited the bank. The Santa Claus celebrations were attended by 440 children (2023: 447).
These initiatives, among others, were the reason why CIB Bank once again won the ‘Family Friendly Company’ award in the enterprise category from the Three Princes, Three Princesses Foundation.
Sports-loving employees could participate in four major sports events during the year. The championships organised by the Parent Bank allowed colleagues to compete with Intesa Sanpaolo International Banks in several sports. In February, they took part in tennis, badminton, and table tennis tournaments in Porec, in April in a running competition and in September in basketball, volleyball and football tournaments, achieving excellent results in all sports – the most notable of these was the women’s basketball team defending its title. Employees also competed in 11 sports at the 36th Sports Meeting of Hungarian Banks in August. A total of 170 employees represented CIB Bank at the Sports Meeting of Hungarian Banks and at sports days organised by the Parent Bank (in 2023: 120).
The bank organised several community-building programmes during the year, and our colleagues took part in a two-round cooking competition in the spring. The first was a competition for candidates at a cooking school in Budapest, and then an account manager of the CIB Bank won the international final in Milan.
In October 2024, the all-staff event CIB Spirit Day was held with the participation of more than 1,000 people, similarly to the previous year. This event also focused on strengthening the larger community. In addition to a wide variety of programmes, 180 Top AllStars awards were handed over (2023: 154), and 20 of our colleagues presented their artwork. The most popular works were also displayed at the Gallerie d’Italia Museum in Milan.
Following a gap of several years, a CIB Club event was held once again, where hundreds of colleagues relaxed and had fun after working hours, because everyone needs a little Friday night ‘CIB-ness’ chilling.
The ‘Well-being Weeks’ series of programmes – aimed at the personal well-being of employees, preserving their mental and physical health – got more meaningful by interactive online and offline presentations, massage in the office and free eye examinations. Experts from the ‘Expert Assistance Programme’ (EAP service) continued to be available in case of personal blocks or in a crisis. In addition, the DokiApp Employee Care service continued to be available to all colleagues in 2024, allowing them to request online medical, psychological, dietetic and physiotherapy advice and consultations from DokiAPP specialists at short notice. This service is also available to pregnant women.
The Sabbatical programme was restructured and relaunched. The initiative, which was started 8 years ago, was reviewed and renewed through questionnaires and focus group surveys among employees. In 2025, 87 employees are given the opportunity to recharge, relax, renew, and take a sabbatical for one or two months, subject to the decision of division heads.
To strengthen the link between head office and sales staff, a series of ‘Investigators’ programmes was implemented with the help of the Corporate Business Line. Interested employees were given the opportunity to visit the plants and sites of our corporate customers in an organised setting, and to see first-hand the improvements their work has contributed to.
The ‘Let’s meet in the branch office’ programme series gives employees working in the retail branch network and other areas of the bank the opportunity to meet in person and get to know each other’s work.
In 2024, the ‘Dogs in the office’ programme continued in the renovated head office, where CIB Group’s employees can bring their pets into the office if the clear and transparent rules are followed.
In early December, CIB Bank held its largest volunteer program of 2024. The bank dedicated an entire workday to volunteer activities, during which hundreds of employees contributed to meaningful causes. Many visited homes and institutions to help improve the living conditions of children growing up in care. Hundreds of Christmas gift packages were prepared for families and children in need. Others took part in environmental clean-up efforts or spent time at animal shelters, brightening the weekend of four-legged friends still waiting for a home.
Employer branding survey
Back at the end of the financial crisis, CIB Group decided to address the bank’s employer brand at a strategic level, primarily through its internal perception. Together with the HR and Communications departments, the Board of Directors created the bank’s employer brand named CIB Spirit. CIB Spirit has taken its place as the overarching idea and strategy for corporate culture, including employee value propositions, services, and programmes. Similarly to any strategy, it had to be reviewed from time to time. After several years completely overridden by the epidemic, the bank decided that it was time to renew the CIB Spirit concept. In autumn 2023, the refresh of CIB Group’s employer brand started to further strengthen the bank’s ability to attract and retain talent. In 2024, a dedicated internal working group conducted a comprehensive survey. 1,406 colleagues filled in an internal employer brand survey and provided feedback on what CIB Group is like for them, what the bank’s strengths are and what is important to employees. Hundreds of free text responses were received to the open-ended questions regarding the CIB Spirit portfolio and CIB Group’s diversity. In addition to the internal survey, 75 colleagues presented their views in a focus group discussion. Many programmes for employees have now been adapted or improved based on these suggestions. A good example is the redesign of the Sabbatical programme and the CIB Spirit Day, the preparation for the launch of a new health insurance programme and the launch of a completely new brand campaign. In addition to the competitor and trend analysis, the working group also carried out an external survey on the visibility of CIB Group’s. CIB Group’s employer brand was updated with the involvement of colleagues and the Board of Directors. The CIB Group aims to be a workplace that differentiates itself from its competitors by offering its employees attractive, community-centred, inspiring and at the same time likeable opportunities while providing a flexible working environment, in order to promote both corporate business objectives and personal growth and well-being.
CIB Group’s goal is for everyone to be able to say with satisfaction: CIB BANK – THE PLACE WHERE I BELONG. Where you do matter to all and all can count on you. Where corporate and individual development goals reinforce each other. Where you don’t have to choose between performance and well-being. Where you can immerse in work-life balance. Where you can be both yourself and part of the community.
D&I questionnaire survey
It is extremely important for CIB Group to promote diversity and inclusion in the workplace, and therefore, as part of the employer brand survey, a comprehensive survey was made, which was completed by 1,406 people. In this special questionnaire, employees provided feedback on the following:
- Are they free to express their opinions at work without fear of discrimination?
- Have they personally experienced discrimination at work at CIB Group?
- Are there any obstacles or challenges they have experienced regarding diversity (e.g. sexual preferences, age, gender, religious belief, race, disability, identity) in the workplace?
- Have they noticed preferential treatment or preferences for certain employees based on factors that are not related to merit or performance?
- Have they experienced obstacles or inequality in workplace opportunities (promotion, training, development programmes) at CIB Group?
In addition to using a response scale, employees were also given the opportunity to add free text and express their views. More than 100 free-text responses and suggestions were written by colleagues during the research period. Processing is assisted by the availability of data in a wide range of breakdowns (by division, by gender, by years worked at CIB Group).
Working from home
Now that the epidemic situation has passed, the CIB Group continues to offer its employees the opportunity to work from home in the long term. For this purpose, CIB Group developed and regulated the process of applying for and regularly engaging in home office. The bank provides the necessary access to IT systems, as well as the laptop (with the necessary input and output peripheries) and mobile phone (device and subscription) necessary for working. Furthermore, our employees can claim HUF 15,000 per month under the Cafeteria scheme to support them with home office expenses.
International Health Programme
The health of employees is of the utmost importance to CIB Group, as it is to the Parent Company, not only for ethical reasons but because employees are the company’s most valuable resource. For this reason, employees on indefinite-term contracts in CIB Bank are beneficiaries of the ISBD International Healthcare Programme. Through the International Healthcare Programme, in 2024 the bank offered employees with indefinite-term contracts second medical opinions and/or medical treatment at centres of excellence in foreign countries. The programme aids with employees with serious medical conditions (e.g. cancer, or conditions requiring complex surgical procedures), covers the cost of treatment and of any additional services (VISA assistance, travel costs), and all transport and accommodation expenses in the foreign country, and reimburses medical costs incurred once the employee returns home. In 2023, the range of services were expanded to include so-called precision or personalised medicine, which enables individualised, selected treatments by revealing the genetic background of a cancer disease. The second medical opinion is also available to family members of eligible employees.
Health and safety
The bank attaches particular importance to its employees’ health protection, without which employee well-being is unthinkable. Participation in regular fitness-for-work health examinations, as required by the applicable law, remained compulsory for all staff in 2024. In 2024, in keeping with the practice of previous years, for all managers and, above a certain job grade, for team leaders and senior experts (286 persons in total, 286 in 2023), the bank continued to provide executive medical screening as part of the annual occupational health examination, due to the higher-risk environment. Both the occupational health examinations and the executive medical screenings are carried out by Doctor24, which has been providing services to the bank’s employees for 30 years. Recognising the need a harmonised approach for of health and safety at work, CIB Bank has adopted the Rules for Occupational Health and Safety Management Systems applicable to the international subsidiary banks of the Intesa Sanpaolo Group (2018) furthermore the Health and Safety Rules for Personnel of Italian Group Companies who are on Foreign Assignments (2021) and manages the OH&S activities in close cooperation with the Parent Company team. In addition, more than 150 employees attended personal first aid training in 2024.
There were only one-off occupational accidents in 2024, so there was no need/opportunity to take general measures to prevent them in the future. There were no accidents involving customers in the branch offices.
Absence from work by reason
The OHS training was announced on the e-learning platform. The OHS exam was compulsory for all employees and was passed with 99% pass rate (2023: 97%).
As for workplace trainings, the participation rate in 2024 was 99.75%, a national high among companies with more than 1,000 employees. The only exceptions were employees who joined in December and therefore did not complete the training before the end of 2024, or employees who joined but left immediately, or staff on long-term medical leave or away on business abroad. Each year, in their reply to the questionnaire, branch managers had the opportunity to raise their suggestions regarding job protection issues. The bank is planning to extend this survey to the head office, with the targeted issues related to occupational safety and health and working conditions. CIB Bank has 125 first aid officers nationwide, and 25 people at the head office have this qualification. The safety representative tasks are performed by Asonaj Kft. Occupational safety risk assessments for each position are carried out every 3 years by an external contractor in accordance with Hungarian legislation. This was renewed in 2024; the two areas to be given focus was sedentary work and working in front of a screen. In line with the Parent Bank’s requirements, risk assessments must be carried out for all real properties belonging to the bank, thus ensuring the safety of employees and customers.
