Metrics and targets

Disclosure Requirement S1-5 – Targets related to managing material negative impacts, advancing positive impacts, and managing material risks and opportunities

The aim of the HR strategy is to create a positive working environment that promotes equal opportunities, diversity and employee centricity. This is achieved by fostering a genuine culture of feedback, through the targeted further development of managers, and by supporting employees through individual training and further development measures.

As part of the sustainability programme, many of the VIG companies have already begun measuring their attractiveness as employers using the Trust Index™ from Great Place to Work®. Employees were asked about credibility, respect, pride, team spirit and fairness. The results of this employee survey are used to develop existing policies further and create new initiatives. Regular reviews ensure that the measures are effective and are bringing about positive change.

Based on a participation rate of around 67% of (re-)insurance companies and pension funds in the employee survey in 2024, VIG aims to expand participation to 75% in the 2026 survey. In addition, participation is open to other selected non-insurance companies. Their participation is not included in the target value.

Disclosure Requirement S1-6 – Characteristics of the undertaking’s employees

The following metrics provide information on the gender distribution and the total number of employees by employment contract, gender and region.

The table shows the number of employees as of 31 December 2025, including the Managing Board, regardless of the level of employment (head count). No average calculation was performed over the reporting period.

Temporary employment contracts are only used in certain situations, such as parental leave replacements or, as needed needed, for projects. Changes in the proportion of these contracts are attributable to the conversion of temporary employment contracts into permanent contracts, as well as to normal personnel changes. Due to national circumstances, some VIG companies engage non-guaranteed hours employees, in particular in the areas of sales, customer service (call centre) and claims settlement. During the reporting period, 7,727 (2024: 7,400) employees left a VIG company. Employee turnover based on the head count as of 31 December 2025 is 22.2% (2024: 21.5%). This figure also includes retirement and transfers within VIG.

Disclosure Requirement S1-7 – Characteristics of non-employees in the undertaking’s own workforce

In total, VIG has 7,132 (2024: 7,315) non-employees. The data were collected based on the number of people as of 31 December 2025. No average calculation was performed over the required period. Non-employees work predominantly as self-employed people and to a lesser extent through third-party undertakings (e.g. in IT). Self-employed people are considered to be non-employees if they work independently, determine their own working time, are not organised as a legal entity, work exclusively for VIG brands and – in the case of self-employed insurance agents – have carried out transactions for a VIG company during the reporting period.

Persons employed by a third-party undertaking are considered to be non-employees if they work under the direction or instruction of a VIG company. This includes, in particular, persons who take on regular tasks from employees at the same location, for example as a substitute during an absence.

Disclosure Requirement S1-8 – Collective bargaining coverage and social dialogue

In total, 46.9% (2024: see in the text below) of employees are covered by collective bargaining agreements. The employees that are not covered by a collective bargaining agreement work in companies in which collective bargaining agreements are not applicable due to national circumstances. These countries, for example, have qualification-based minimum wages or internal company pay scales. In many companies, the management level is excluded from collective bargaining agreements. In the 2024 reporting year, the proportion of employees covered by a collective bargaining agreement increased from 33.6% (reported) to 46.5% (corrected). The increase is attributable to improved data from a company in the Czech Republic

Since the segment allocation includes countries both in the European Economic Area (EEA) and outside the European Economic Area (non-EEA), the country is shown in the following table.

Disclosure Requirement S1-9 – Diversity metrics

The top management levels were defined as the members of the Supervisory Boards, the members of the Managing Boards and the first management level below the Managing Board members (Board-1) of the insurance companies. The following table shows the gender distribution of insurance companies at these levels. For the diversity metrics of VIG Holding, see chapter ESRS GOV-1 “The role of the administrative, management and supervisory bodies”.

The following table shows the distribution of all VIG employees by age group:

Disclosure Requirement S1-10 – Adequate wages

VIG ensures that all its employees receive adequate wages and that the local minimum requirements (statutory minimum wage, collective bargaining agreements etc.) are always met or exceeded. Required qualifications and the duties and responsibilities of the position in question are all taken into account when setting remuneration levels. This is ensured by the Group Policy Remuneration, which is regularly reviewed and adjusted if necessary.

Disclosure Requirement S1-11 – Social protection

VIG guarantees social protection for all employees in accordance with the locally applicable legal provisions. This includes protection against loss of income due to sickness or unemployment from the start of employment with VIG, due to employment injury and acquired disability, and due to parental leave and retirement. The protection is guaranteed subject to applicable law and taking into account any applicable collective bargaining agreements in the respective country. In Georgia, there is no coverage against loss of income due to unemployment, employment injury and acquired disability.

Disclosure Requirement S1-12 – Persons with disabilities

As of 31 December 2025, 2.0% (2024: 2.0%) of employees are designated as persons with disabilities in accordance with local regulations. VIG is committed to creating an inclusive working environment that takes into account the needs of all employees and ensures equal opportunities for persons with disabilities.

Disclosure Requirement S1-13 – Training and skills development metrics

As part of its commitment to the growth and further development of all employees, VIG attaches great importance to regular performance and development talks. These are essential to align individual objectives with the strategic objectives and to provide valuable mutual feedback.

The following tables show the average number of training hours and the percentage of employees who have participated in performance and career development reviews (broken down by gender or employment category).

The difference in the extent of training between sales and administration staff is mainly due to the legal requirements of the Insurance Distribution Directive (IDD), which stipulates a certain level of training for persons involved in insurance distribution. For the calculation of the average number of training hours in 2025, the total number of training hours in the reporting year was used for the numerator and the average number of employees as of 31 December 2024 and 31 December 2025 for the denominator. Due to the improved data situation, starting with this reporting year, the average number of employees is being used instead of the figures as of 31 December.

Disclosure Requirement S1-14 – Health and safety metrics

In line with its commitment to the well-being of its employees, VIG ensures that the majority of its employees are protected by a health and safety management system that complies with legal requirements and recognised standards.

In the reporting year, 99.2% (2024: 99.1%) of employees and 2.8% (2024: 3.1%) of non-employees were subject to a health and safety management system based on legal requirements and/or recognised standards or guidelines.

In the reporting year, no fatalities (2024: none) attributable to work-related injuries or work-related ill health were reported by the company’s own workforce or other persons working on the company’s premises.

Furthermore, no cases of recordable work-related ill health (2024: none) were reported with regard to employees in the reporting year. In the reporting year, 108 (2024: 65) recordable work-related accidents (in accordance with local regulations, including commuting accidents, if applicable) were recorded within the own workforce. The rate of work-related accidents per 1 million hours worked is 1.9 (2024: 1.2). The working hours of VIG employees are used to calculate the rate of work-related accidents per 1 million hours worked. Work-related accidents led to 3,434 (2024: 1,067) lost days with regard to employees.

Disclosure Requirement S1-15 – Work-life balance metrics

VIG attaches great importance to life balance and to respectful and cooperative collaboration. It promotes a working environment that enables employees to reconcile professional and personal priorities. A number of actions being developed by the local VIG companies in line with the needs of their employees promote this balance and include initiatives for physical and mental health as well as offers for flexible working and family-friendliness.

99.96% (2024: 99.92%) of employees are legally entitled to family-related leave in accordance with local legal provisions. Of the eligible employees in the reporting year, 10.3% (2024: 9.8%) took advantage of this leave. All VIG companies that fulfil one of the four grounds for entitlement listed in accordance with the ESRS were included in the calculation of family-related leave. The grounds for entitlement are maternity leave, paternity leave, parental leave and carers’ leave. Cumulative fulfilment of all requirements is not required. The distribution by gender is shown in the following table.

Disclosure Requirement S1-16 – Remuneration metrics (pay gap and total remuneration)

As the leading insurance group in Central and Eastern Europe, VIG operates in countries with different economic conditions. This was taken into account in the determination of the remuneration metrics by adjusting the salary data for purchasing power differences using the Purchasing Power Parities (PPP) published by Eurostat.

The unadjusted gender pay gap is the difference between the average gross hourly pay level of male and female employees, expressed as a percentage of the average gross hourly pay level of male employees. The unadjusted gender pay gap of VIG companies was 29.77% in the reporting year (2024: 30.65%). The unadjusted gender pay gap does not take into account individual factors such as function, hierarchy level, qualification, professional experience and industry specifics and is therefore only of limited significance. Taking into account only a hierarchical structure produces the following values.

The annual total remuneration ratio of the highest-paid individual to the median annual total remuneration for all employees (excluding the highest-paid individual) was 27:1 in the reporting year (2024: 27:1).

The salary data of around 7,000 employees of Austrian VIG companies were used as the basis for determining the median of the annual total remuneration of all employees (excluding the highest-paid individual). Based on the distribution of these data, the median for VIG as a whole was derived approximately – taking into account the average remuneration of the VIG companies outside Austria, adjusted for purchasing power. The data were adjusted for differences in the extend of employment. All persons employed as of 31 December 2025, irrespective of their area of work (sales and administration) and hierarchy level (top management, management directly below the top management [Board-1], other employees including trainees), were taken into account.

All fixed and variable remuneration components and one-off payments received in the reporting year were taken into account in the calculation of the remuneration metrics. Expense allowances such as per diems or expenses were not included in the calculation.

Disclosure Requirement S1-17 – Incidents, complaints and severe human rights impacts

Minimum standards are defined in the Code of Business Ethics and described in ESRS 2 MDR‑P “Policies adopted to manage material sustainability matters”. For the reporting year, eight (2024: none) complaints and five (2024: seven) cases of discrimination, including harassment, were reported. In addition, VIG is not aware of any severe human rights incidents connected to its own workforce during the reporting period (2024: none), nor were there any fines, penalties or compensation for damages (2024: EUR 13,051) in connection with the aforementioned incidents and complaints.