Working conditions

GRI:[ ]

  • 202-1
  • 401-2

Salaries and benefits

The remuneration system at BGK consists of:

  • fixed remuneration,
  • variable remuneration, including performance and discretionary bonuses.

Ratios of standard entry level wage compared to local minimum wage

Woman Man Total avarage
Standard entry level salary compared to minimum salary (in 2021 the minimum salary in Poland was PLN 2,800 gross) 157% 206% 169%

All employees, regardless of the type of their employment contract, are entitled to the following benefits:

  • medical care,
  • Multisport benefit cards,
  • type P employee group life insurance,
  • Employee Pension Scheme (with a maximum employer’s contribution of 7%),
  • discounts for Koleje Mazowieckie railway tickets,
  • events for employees and their children,
  • care services for children under 14 years of age available for both parents,
  • sports groups,
  • jubilee awards,
  • social and random benefits,
  • holiday benefits for employees’ children,
  • Social benefits and loans scheme,
  • housing and refurbishment loans*,
  • financial support for voluntary work,
  • retirement severance pay higher than provided for in the Labour Code,
  • gifts for parents upon the birth of a child, sent together with a congratulations card,
  • an additional non-working day on 24 December,
  • an unpaid sabbatical for 1 to 3 months (for employees with at least 10 years of service at the Bank).

* An employee becomes eligible to take out loans granted from the Company Social Benefits Fund for housing purposes (construction, purchase, adaptation) or renovation purposes after working at the Bank for two full years.

Based on the submitted financial declaration, the Bank offers the following to its employees from the Social Benefit Fund:

  • Christmas benefits for employees,
  • Christmas benefits for employees’ children,
  • childbirth benefit,
  • co-financing of language learning,
  • co-financing of self-arranged employee holidays,
  • co-financing of organised children’s holidays,
  • co-financing of tickets for cultural and sports events,
  • co-financing of various forms of childcare in nurseries and kindergartens,
  • co-financing of the purchase of books, CDs and DVDs, computer games and board games
  • co-financing of the purchase of sports equipment.

The management’s variable remuneration is linked to targets that take into account elements of the strategy and activity in the area of sustainable development.

Retired employees of the Bank are entitled to benefits paid from the social fund:

  • subsidies for leisure, recreation and participation in cultural events,
  • social and random benefits,
  • refurbishment loans,
  • additional Christmas benefits from the social fund.

Promoting health and healthy lifestyle

  • 406-3

BGK provides employees with additional medical care with the “Post-COVID-19 health check” service. The Bank conducts preventive and educational health activities, cares for creating friendly working conditions, and organises events promoting a healthy and active lifestyle among employees.

In cooperation with a personal coach, the Bank organises cyclical stationary running and Nordic-walking trainings together with creating training plans for the Bank’s employees. The Bank also has a Health Academy with a variety of online exercises three times a week (e.g. yoga, stretching, healthy spine) to support active breaks at work. Exercises are also available on business mobile phones through the ClickMeeting app. The Bank’s employees received pulse oximeters so they can measure their saturation both before and after exercising.

With healthy eating habits of the Bank’s employees in mind, once a week we offer fresh fruit in the offices, and on the intranet shared a planner which helps combine taking care of health with professional duties and time for oneself.

In 2021, to counteract the effects of working in a sitting position, we organised webinars “Work-life balance, or how to be active despite a working in a sitting position”, “Do you exercise at home? We discuss useful home exercise equipment” and “Start running for health”. During the meetings, employees had the opportunity to see how sitting work affects their bodies, how to arrange and prepare home exercise equipment, and how to exercise to avoid injury. In addition, we also addressed eye ergonomics with a webinar entitled “Eye yoga, or how to work with a computer without ruining your eyesight”.

On the occasion of the 10th National Melanoma Awareness Week, together with the National Oncology Institute we organised a webinar “Melanoma – risk factors and methods of effective preventive healthcare. As part of raising employee awareness in the area of preventive healthcare, we held two webinars “Cancer prevention for men”. In October, the breast cancer awareness month, we hosted a webinar “Health begins in the head”, during which an experienced psycho-oncologist spoke about prevention of lifestyle diseases, including cancer, screening, and methods for building pro-health awareness. In our health promotion activities we also carried out smoking prevention activities, promoting the quitting smoking campaign with articles written by an experienced psychologist posted on the intranet.

During the pandemic, we reimbursed employees for the cost of COVID-19 tests. In 2021, we joined the “Vaccinations at the workplace” campaign and added a health check after COVID-19 to the medical package available to the Bank’s employees.

There are ten sports groups at the Bank (running, football, cycling, shooting, racket, sailing, skiing, dance, trapping, self-defence, and martial arts) and a room for bicycles is available. Twice a month, all the Bank’s offices receive deliveries of fruits for employees.

In 2021, we conducted a series of 10 financial education workshops on the pension system in Poland, including the principles of capital accumulation in an employee pension scheme.

In February 2021, we introduced the Employee Assistance Programme (EAP24) as a professional, confidential source of information and psychological assistance for all employees and members of their families. The assistance is offered in connection with difficult situations in both professional and private life. Assistance is provided by a team of psychologists, therapists, psychotherapists and coaches.

Supporting parents

To maintain contact with employees, throughout the entire maternity, parental and childcare leave, once a quarter the Bank sends a newsletter #rodzinkaBGK. The quarterly contains information on the most important events at the Bank, changes in labour law, parental rights and benefits.

In 2021, as a strategic partner of the Share The Care Foundation, we promoted equal participation of both parents in raising children, in particular through:

  • participation in the Programme Council in order to develop recommendations for the government on the implementation of the work-life balance directive in Poland,
  • a workshop for parents on active participation of fathers in the process of raising children, organised for the Father’s Day,
  • preparation of interviews with employees – parents, fathers taking parental leaves and professionally active mothers, publication of the interviews on the website (the first parenting website in Poland where parents (instead of children) are at the centre of focus),
  • a parental equity survey carried out to identify incentives and barriers to building parental equity at the Bank; results will be used for making changes in the organisation to make it easier for parents to combine their roles as parents and employees.

Wellbeing Leader Certificate 2021

In 2021, the Wellbeing Institute recognised our organisation and we were awarded the WELLBEING LEADER CERTIFICATE ***. This is the highest distinction in the certification process, which examines standards of positive impact on wellbeing of employees.

This certification means that we created an exceptional workplace – one where we feel fulfilled and satisfied. We base our corporate culture on the idea of ensuring wellbeing with concurrent achievement of business goals. Experts determined that we effectively support the wellbeing of employees in seven areas:

  • awareness,
  • mental health,
  • physical health,
  • interpersonal relations,
  • physical conditions at the workplace,
  • systems and processes,
  • organisational culture.

This award is a confirmation that our Bank is willing to take voluntarily action for the benefit of us all. These actions are not required by labour laws, but are driven by our values.

The BGK pensioners club

The Bank’s employees who retire due to old age or disability can join the Senior Club – an organisation associating retired employees of the Bank. The active club currently includes over 200 pensioners – former employees of the Bank. The activities of the Senior Club mainly focus on the integration of retired employees of the Bank through organisation of integration events: meetings, domestic and foreign trips, stays in sanatoria, as well as theatre and cinema outings. The events are extremely popular, with nearly 30 different integration events held in 2021. The Bank organises annual Christmas Eve meetings, which provide an opportunity for pensioners to meet face-to-face.

The Senior Club publishes a quarterly which includes reports on meetings, trips and outings as well as interesting facts from BGK’s history.

To co-finance the Senior Club’s activities, the Bank allocates 5% of the annual basic contribution to the Company Social Benefits Fund. The Bank also provides premises to pensioners for their monthly meetings and helps to organise them.

In addition, for Christmas the Bank pays Christmas benefits from the social fund to all pensioners. More than 330 retired Bank employees received the benefit in 2021.

Employee Council

In accordance with the Act on Informing and Consulting Employees of 7 April 2006, the Bank’s employees established the Employee Council.

The Council is a representative body of the Bank’s employees; its primary tasks include the establishment with the employer of the rules and procedures for the transfer of information and holding consultations, the procedure for resolving disputes and the rules for bearing the costs related to the election and operation of the Council, including the costs related to the preparation of necessary expert opinions.

The employer is required to inform the Council of its activities and economic standing and of any expected changes in this respect, the status of the organisation and any expected changes in employment and the activities aimed at maintaining the level of employment, as well as activities which may result in significant changes in the organisation of work or the basis of employment.

Trade unions

Pursuant to the Act on Trade Unions of 23 May 1991, two trade unions operate at the Bank. These are the Independent Trade Union of Employees of Bank Gospodarstwa Krajowego and the Company Trade Union No. 00-017 of the Labour Confederation National Trade Union at Bank Gospodarstwa Krajowego, with only the latter being a representative organisation within the meaning of the Labour Code. This means that this trade union takes positions that are binding for the employer, concerning all labour law matters which in accordance with the law require consultation with, opinion of or approval by trade unions.

Both trade unions have their by-laws and authorities. Relations between the employer and the social partner are positive. Representatives of the social partner shall be invited to cooperate on important projects concerning employee matters. Negotiations are held in a partnership atmosphere, due regard for the interests of all parties.

At the end of 2021, the representative trade union included 332 members. This represents 17.7% of the Bank’s total workforce.