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People are UniCredit's most important asset. Our compensation approach is designed to attract, engage and retain the most talented and motivated people through a competitive and balanced rewards package that combines fixed compensation, performance-linked incentives and benefits.


Our Group Remuneration Policy sets the principles for our compensation practices, in line with national and international standards.


Fixed compensation


Our fixed compensation reflects the experience and responsibility required for each role in line with internal and external market levels.


It is independent from the bank's performance, non-discretionary and is consistent among the organization.

Performance-linked incentives


The variable component of our compensation refers to payments depending on performance. We offer bonuses and incentives in cash or shares by directly linking a part of compensation to achieving individual, team and company performance targets.


These are designed to achieve long-term value creation and sustainable results. The bank has approved a new 2020-2023 incentive plan for senior management and key people combining financial and ESG (Environmental, Social and Governance) targets .




We aim to be one of the best places to work. This means offering a range of benefits that help you to achieve work-life balance, while promoting diversity and inclusion. In most of the countries of our group, we have established tailor-made corporate welfare programmes.

Benefits are developed locally in order to offer the right answer to a country's requirements - in terms of health and family needs - and coordinated across the group.

We offer support for employees and their family members both, in personal and professional life, during their career and after retirement.
These options can include health benefits, free time, career and life coaching, mortgages, support for maternity and paternity and other family needs, paid leaves, wellbeing programmes.


Company Welfare: see more