Sustainability Report 2023

Remuneration and benefits

GRI
GPW

The remuneration system at GAZ-SYSTEM is geared towards motivating employees to achieve current and future business goals. The level of remuneration offered by the Company and the range of employee benefits results from the conclusions from the analysis of market trends, macroeconomic indicators, and the situation on the labour market.

  • 2-19
  • 2-20
  • 2-21
  • 2-30
  • 401-2
  • 403-3
  • 403-6
  • 404-2
  • 405-2
  • S-P2
  • S-P4

In order to ensure and maintain a competitive remuneration system, the remuneration policies implemented in organisations operating in the GAZ-SYSTEM environment are monitored. Taking into account the above factors, the Company’s Management Board decides on the amount of the remuneration fund in the organisation. The remuneration principles of the Management Board and Supervisory Board result from the provisions of three regulations:

  • Act on the principles of shaping the remuneration payable to persons managing certain companies of 9 June 2016,
  • Act on the social insurance system of 13 October 1998,
  • Act on personal income tax of 26 July 1991.
01/01

The basic level of remuneration of women in the Company is on average higher than that of men by 6.9%, while the average total remuneration, including both fixed and variable remuneration components, is slightly higher among male employees – i.e. by 0.6%. The values for the individual employee groups are given in the disclosure GRI 405-2 in the "HR data" section.

The remuneration principles for GAZ-SYSTEM’s employees are regulated by the Collective Bargaining Agreement and the Remuneration Regulations which apply to all employees in the Company. Irrespective of the position held and the type of contract, GAZ-SYSTEM employees receive their salary on an agreed pay date. Benefits are offered to all employees, irrespective of their full-time or part time employment form, type of contract or location of their workplace.

Among various forms of promoting employee activity, the Company provides subsidies for education, leisure and sport. Everyone has the opportunity to take an extra 4 hours off work on the occasion of their child's birthday. Occasional competitions and sport events are organised with the youngest generation in mind.
In 2023, on the occasion of Children's Day, family picnics were organised for the nearest and dearest of our employees.  

GAZ-SYSTEM also co-finances group life and health insurance, private medical and dental care. The medical packages offered to all employees include a wide range of medical services and preventive examinations that an employee can perform once a year without medical referrals. Health promotion campaigns are also funded.

  • „A Healthy Man in his Body” campaign on the prevention of male cancers and „A Healthy Woman in her body” campaign on the prevention of female diseases,
  • Annual free medical examinations without a referral for all Company employees using the basic medical package,
  • „Mental Health Month” campaign comprising a series of webinars on emotions, stress and presenting trends in psychotherapy, an internal GAZette dedicated to emotional wellbeing, an art contest for children.

Employees who have been employed at GAZ-SYSTEM for at least 3 months have the opportunity to join an employer-funded employee pension scheme amounting to 7% of their salary.

  • „Grusza” family holiday allowance for the employee and children,
  • Christmas cash allowance „Santa Claus” for children up to 14 years of age,
  • an allowance in the event of a difficult personal situation due to misfortune, health, family, or financial trouble, after fulfilling the conditions set out in the Company Social Fund regulations.

GAZ-SYSTEM employees are entitled to retirement severance payments and jubilee bonuses in accordance with the provisions of the Collective Bargaining Agreement. After having worked in the Company for 15 years, an employee is entitled to a severance pay higher than that provided for in the Labour Code. In addition, an employee who decides to retire despite an upcoming jubilee award (due in less than 12 months) does not forfeit the award. It is paid on the date of termination of employment. Until the date of termination of employment, the employee has the right to benefit from all forms of training available in the Company, even if he or she will use the acquired or consolidated knowledge in any way he or she wishes after the termination of employment.

  • S-P2

GPW S-P2 Pay equality*
Total annual remuneration paid to full-time male employees PLN 392,043,885.13
Average annual remuneration paid to full-time male employees PLN 145416.9
Total annual remuneration paid to full-time female employees PLN 131,309,220.07
Average annual remuneration paid to full-time female employees 143979.4
Equal pay index 0.99
* The equal pay index examines the gender pay gap and is at GAZ-SYSTEM it remains negligible (at 1%). Interpretation: the average total salary of full-time female employees in the company is 99% of the average total salary of men. This means that for every PLN 1.00  spent on men's salary, on average PLN 0.99 is spent on women's salary. Data for the employees employed in the entire 2023 (1 January to 31 December 2023) was used for the analysis.
  • 405-2
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