Intesa Sanpaolo, 177 million euro bonus for workers

After Intesa Sanpaolo's shareholders' meeting approved all the items on the agenda, from the 2025 budget to the dividend distribution and the remuneration and incentive policies (see other article on page 20), late in the evening the trade union agreement signed with Fabi, First, Fisac, Uilca and Unisin on the bonus for the almost 69,000 Italian bankers (there are more than 90,000 worldwide) also arrived.

According to a calculation by First Cisl, there was an increase in the bonus pool made available by the company, amounting to EUR 177 million, which will be redistributed to workers. The agreement defined basic amounts from EUR 1,400 to EUR 3,200 and a new share plan of at least EUR 2,200 for all employees.

In detail, the basic bonus starts from 1,400 euro, i.e. 9% more than in 2025, and goes up to 3,200 euro, depending on the professional figure, with the possibility of an increase of up to 30% upon reaching the Group's 2026 budget objectives. Additions of up to EUR 150 are added to the basic quota for lower incomes, and a specific quota is envisaged for new recruits, explains a Fabi note. For those who choose the welfare option, a higher amount of around 20% is envisaged. An excellence bonus linked to results and performance is then added to the basic bonus.

Along with the performance bonus agreement, the 'Lecoip 2026-2029' long-term incentive agreement was also signed, which allows employees to participate directly in the group's results through equity instruments. According to the report of the Board of Directors, the Shareholders' Meeting gave the green light to the retention plan in continuity with the principles of inclusiveness and cohesion that have inspired the bank in the launch of past editions, with the aim of motivating and retaining employees, supporting alignment with the 2026-2029 business plan, encouraging the sharing at all levels of the organisation of the value created over time following the achievement of objectives, promoting identification and the spirit of belonging to the group, and directing performance towards a logic of sustainability over time. The agreement subsequently reached with the trade unions envisaged that each employee will be assigned a number of Intesa Sanpaolo shares equivalent to EUR 2,200 (the amount rises to EUR 6,000 for the highest professional figures). The amount allocated is guaranteed and may increase with the appreciation of the share over the years 2026/27/28/29.

Paolo Citterio of Fabi speaks of 'two agreements that allow every Intesa employee to benefit from cash bonuses and shares linked to company performance. This year we introduced the possibility of benefiting from a 20% higher amount for those who choose the welfare option. We also went into the indicators underlying the budgets of the branches to try to make them more in line with the real professional contribution of colleagues'. "The union's objective is to achieve a fairer distribution of results to the benefit of those who work," adds Roberto Gabellotti, of Fisac CGIL, emphasising that "the agreement does not introduce individual bonus mechanisms linked to commercial performance, thus avoiding a possible increase in commercial pressures and a worsening of the climate in the branches". Claudio Stroppa of First Cisl underlined that the agreement "goes in the right direction, with a view to the redistribution of productivity, in favour of Intesa Sanpaolo workers". For Simona Ortolani of Uilca, the agreement 'concretely links productivity to economic results and guarantees a redistribution that does not only concern shareholders. In the coming years, colleagues will be called upon to face important organisational changes and new professional challenges: it is therefore essential that they participate in the results produced'.