Navigation Map Download our best practices

Interactive navigation is a tool that goes beyond the standard navigation of the integrated content (available in the report drop-down bar). New approach allowed to navigate in the two additional business dimensions of the PZU Group, i.e .:
- strategy (insurance, health, investments, finances);
- sustainable development (sales, employees, social responsibility, natural environment and ethics).
The above-mentioned areas were additionally supplemented with related GRI indicators, within each selected issue.

Working conditions

Annual Report 2018 > BUSINESS > EMPLOYEE > Working conditions
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Best Pratices in PZU

Everyone has equal opportunity - “our relations are predicated on this principle. Employees have equal opportunity and chances in all the processes in the PZU Group, from recruitment to performance assessment, promotion, professional development to participation in training. Gender, age, degree of ability, nationality, faith, political convictions, trade union membership, ethic background, sexual orientation and nature of employment are of no consequence.”

Szymon Mitoraj“People build every company. Since the PZU Group has been present on the market for decades it is possible to encounter an unrivaled combination in Poland of generations, competences and practices. Employees who through their many years of experience have enormous market knowledge and procedures and young people who are conversant with the latest technologies and trends are jointly shaping our corporate culture. We have managed to combine these worlds under a single roof and create a space in which both competences mutually complement and intermingle. Thanks to that products and services may be formed, where neither of these groups would have been able to create them on their own.”

Szymon Mitoraj, Managing Director of Digitalition in PZU and PZU Życie

PZU Group companies offer a friendly environment and work atmosphere and development opportunities. Employees’ work life balance is held in high regard. PZU discharges on a timely basis not only its financial liabilities to employees but also applies clear principles in the operation of our organization. Safe forms of employment are used and employees make a contribution to streamlining the operation of the company.

PZU provides its employees equal opportunities for development to enhance their skills, being promoted and compensation, while having regard for employees’ individual potential, their accomplishments and work performance.

Respecting the personal dignity of employees is an important aspect of organizational culture.

Principles supporting diversity and equal treatment span all career stages in PZU, starting from the recruitment process to the duration of the employment relationship (employment terms, access to training and development-minded activities, opportunities to be promoted) to the termination of cooperation.

PZU confirmed its will to pursue a diversity policy by joining the signers of the Charter of Diversity in 2013.

The employees of PZU and PZU Życie may count on attractive financial pay and a unique package of benefits. They include, among others:

  • Employee Pension Plan - every month the employer makes a contribution forming 7% of salary to the employee’s individual account provided that he or she has enrolled in the EPP, i.e. the maximum permitted by the law.
  • rich medical care package - extensive list of specialist physicians and medical centers,
  • insurance for medicine - gives the right to purchase prescription medicines from an extensive list with an 80% discount,
  • benefits from the Company Social Benefit Fund that exceed the standard, including:
    • loans for housing purposes,
    • “cafetaria” system giving employees access to a recreational base in Poland and abroad, access to a broad cultural offer (all the cinema networks and studio cinemas, theaters, philharmonic theaters, museums, concerts), recreation and sports offer (two sports subscription cards, individual tickets to sports facilities and clubs)
  • discount on products offered by the PZU Group,
  • relocation benefit in case of a change of the place of work within the PZU Group at the employer’s initiative,
  • management package for senior management,
  • support for extracurricular activities, including the option of practicing sports in specialist sections of the PZU Sport Team, option to use the employee gym in Warsaw and Szczecin and employee volunteerism.

PZU Group companies have in force rules and regulations pertaining to bonuses and bonuses and commissions. The high quality of the work done by PZU Group employees is therefore additionally rewarded.

The basis for determining an employee’s base salary is not his or her gender, but the value of the job position in question, the competences held by an employee and his or her job assessment.

The remuneration policy was adopted in PZU and PZU Życie in 2016. It lays down the rules for compensating the employees of the companies. Above all, the purpose of this document is to ensure that our operations are in line with the company’s risk profile, that we achieve our intended business result and that we attain our business objectives within the framework of the risk limits prescribed by the Management Board. It is also important to motivate employees to enhance their work efficiency constantly and ramp up their commitment while simultaneously linking their pay to the performance of the company, cell or organizational unit in which the employees are employed.

PZU and PZU Życie employees are covered by collective agreements, including the Company Pension Agreements. Pekao Group companies have pay-related policies related to their size and distinct business, the remuneration rules are laid down, among others, in the Collective Bargaining Agreements. Each one of the companies in the Alior Bank Group has implemented a remuneration policy. The same applies to PZU Zdrowie and its subsidiaries


Employee commitment study
Putting together an engaging work environment is one of the priorities for the upcoming years and an important element of the firm’s strategy for 2017-2020. Regular commitmenet studies afford an opportunity to obtain information about how changes in the organization are affecting employee sentiments, satisfaction with various aspects of work and employee attitudes - do they feel like they are company ambassadors, do they see their future intertwined with the company and do they feel sufficiently engaged by the employer to inject more effort in attaining their objectives. Employee opinions make it possible to specify the direction in which it is worth modifying the company to create an even better place of work. They are also an invaluable source of inspiration in crafting specific solutions, e.g. development activities, working conditions.

Regular studies and discussions with employees on the results obtained and initiatives to streamline enable one to shape organizational culture to support the sharing of feedback at every level of the organization. We are keen on the development activities related to building and bolstering commitment forming a permanent element of the work done by managers and all employees, and not just an extemporaneous activity after another study. We believe that by constantly tending to building commitment, PZU will become an even better place of work, and that will translate into the company’s competititveness.

In December 2018 an Employee Engagemenet Study was administered. Its purpose was to learn about their opinions and needs related to working for the PZU Group. 8,097 people took part, i.e. some 73% of the employees invited to join the study. Such a high turnout, some 21 percentage points higher than last year, gives an assurance of the results being indicative and puts forward more ideas about change. Employees eagerly shared their thoughts. They conveyed nearly 15 thousand comments in response to open questions.

Employee involvement rate in the PZU Group in 2018 it increased by 5 p.p. up to 40%.

The company is in continuous dialogue with the trade unions. PZU and PZU Życie hold regular meetings with all social partners. On average, such meetings take place every other week and last at least two days. The schedule of such meetings along with the agenda is delivered to trade union representatives before each quarter. Social dialogue – run by a section specially appointed for this purpose in the HR Department – is inscribed into the company’s organizational culture and forms one of the tools for strategic management.

Occupational safety and health issues

Formally, occupational safety and health (OSH) management is regulated by a number of internal documents and instructions concerning OSH. PZU and PZU Życie, and the other PZU Group companies, discharge their legal duties related to occupational safety and health (among others, conducting an assessment of occupational risk on work stations, accident analysis, employee training).

The occupational safety and health policy has been in force in PZU and PZU Życie since 2015. This policy obligates the PZU Group’s OSH team to do the following, among others:

  • prevent accidents and occupational diseases,
  • strive to improve occupational safety and health constantly and conduct periodic inspections,
  • deliver training on OSH, including on how to give first aid.

To streamline activities related to occupational safety and health, the PZU Group companies have commissions that operate with the following task:

  • conduct a review of working conditions,
  • conduct a periodical assessment of the state of occupational safety and health,
  • give an opinion on the means undertaken by the employer to prevent accidents at work and occupational diseases,
  • articulate conclusions on improving working conditions and cooperating with the employer to discharge its duties relating to occupational safety and health.

The units or departments created for this purpose and operating according to the internal regulations of companies and customized to the type of business conducted are responsible for occupational safety and health in the other PZU Group companies. 

The vast majority of the OSH regulations in the branches (medical centers) of PZU Zdrowie and its direct and indirect subsidiaries are of a local nature and are related to the distinctive nature of their operations and the market on which they function (e.g. the expectations of the local branch of the National Health Fund). Polmedic has rolled out the OSH Management System according to OHSAS 18001:2007.

Internal rules and regulations concerning employee issues are convergent with the regulations in force in PZU and PZU Życie in the investments area, while observing the differences ensuing from the distinctive nature of the company’s business. 

In 2018 the Group PZU companies did not have any work-related fatal accidents.

The number of work accidents and accidents treated as being equivalent to work accidents was limited to the level of events of chance in 2018. Working conditions are strictly compliant with the legal requirements prescribed by regulations in occupational safety and health.

Number of work-related accidents and incidents by gender

PZU PZU Życie 
 Total number of work accidents (incidents) Women Men Women Men
  20 20 4 0
Total number of persons injured in accidents 44

Lost days rate (LDR) by gender1

PZU PZU Życie 
Women Men Women Men
1213.2 1955.0 348.0 0

Accident incidence rate (IR) by gender2

PZU PZU Życie 
Women Men Women Men
2.1 2.1 0.7 0

Accident severity rate by gender

PZU PZU Życie 
Women Men Women Men
22.7 36.5 21.0 0

In total the PZU Group recorded 162 work accidents, with the largest number in the Pekao Group (55 accidents), PZU (40 accidents) and the Alior Bank Group (36).

Every newly-hired PZU employee goes through advanced training courses related to occupational safety. 425 periodic training courses were delivered in 2018 at which 3,469 employees of PZU and PZU Życie were trained. The purpose of the workshops was to update knowledge and skills on how to work safely.

In addition, 4,185 employees of PZU and PZU Życie took part in 141 training courses on pre-medical first aid in 2018: participants checked their knowledge on fantoms. The rules for using an AED defibrillator were also presented.


1 Rate calculated per 100 employees using the equation: total number of lost days / number of planned hours of work by employees in the reporting period * 200,000. The index of 200,000 was determined on the basis of the total annual number of hours worked by 100 employees assuming 40 hour work weeks for 50 weeks a year.
2 Ratio calculated per 1,000 employees using the equation: total number of persons injured in accidents / headcount * 1,000. 3 Rate calculated using the equation: number of days of inability to work because of an accident / number of accidents.

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