The Bank’s social support policy for employees focuses on workforce stabilization and taking care of every individual staff member. The Bank provides employees with benefits and compensation as part of an extensive social package, in accordance with the Rules for Providing Social Support to the Bank's Employees. All payments are made within the funds allocated under the relevant line items of the Bank’s budget. Social support does not apply to employees hired on a temporary or part-time basis.

The Rules provide for the following types of social support for the Bank’s employees:

1.    Financial Assistance;

Financial assistance is paid to employees in the following cases:

‒      For health improvement (wellness allowance) when taking annual paid labor leave;

‒      Upon marriage;

‒      In connection with maternity leave or leave granted to employees who have adopted a newborn child (children);

‒      Upon the birth or adoption of a child (children);

‒      For the medical treatment/surgery of an employee or their family members;

‒      Upon the death of an employee or an employee's family member.

Furthermore, in accordance with the labor legislation of the Republic of Kazakhstan, the Bank provides nursing breaks for working women with children under the age of 1.5, as well as fathers (adoptive parents) raising children under the age of 1.5 without a mother. In 2025, 1 female employee exercised this right.

Parental Leave Statistics

 

* The Return to Work Rate is calculated as the ratio of the number of employees who returned to work after completing parental leave during the reporting year to the number of employees who were scheduled to return to work during the reporting period after completing parental leave.

** The Retention Rate is calculated as the ratio of the number of employees who returned to work after completing parental leave in the previous reporting period and continued to work at the Bank for 12 months to the total number of employees who returned to work after completing parental leave in the previous reporting period.

 

 

Voluntary Medical Insurance Program (Health Insurance);

Employees and their family members are provided with health insurance under the voluntary medical insurance program. Funds for medical insurance are utilized in the event of an employee’s illness in accordance with contracts concluded with insurance companies in line with the procedures established by the legislation of the Republic of Kazakhstan, or under medical service agreements with healthcare organizations. Medical insurance expenses per employee shall not exceed 100 MCI (Monthly Calculated Indices) for the corresponding financial year.

In 2025, an average of 2,198 people utilized medical services under the voluntary health insurance contract, including 1,697 employees and 501 family members.

Additionally, according to the medical insurance contract, the insurance program includes prenatal and maternity care packages in the cities of Almaty, Astana, Atyrau, Karaganda, Kyzylorda, and Uralsk. A total of 40 cases per year are provided, which include:

‒ Enrollment from the 12th week of pregnancy, covering expenses for the management of physiological pregnancy and childbirth (exceptions: polyhydramnios, multiple pregnancy, complicated pregnancy, maternal-fetal Rh incompatibility, chronic maternal heart pathologies, and pregnancy after a cesarean section);

‒ Postpartum care for the mother and newborn during the first 40 days after delivery.

 

Compensation Payments.

In the event that an employee relocates to a another locality due to a change in the workplace, the following one-time compensation payments may be provided, subject to the submission of supporting documents for actual expenses incurred:

‒ Coverage of travel expenses for the invited/transferred employee and their family members by rail or road transport.

‒ Coverage of property transportation expenses for the invited/transferred employee and their family members by rail or road transport.

 

Housing Assistance.

Subject to the Bank's financial standing, housing assistance may be provided to an invited/transferred employee through the partial reimbursement of residential rental expenses (for a period not exceeding 2 years).

 

Employee Support Measures During Relocation.

In 2025, following the decision to relocate the Bank's Headquarters to Astana, a phased relocation of employees commenced. From August to December 2025, 54% of the workforce moved to the capital. Recognizing the strategic importance of retaining human capital, accumulated expertise, and institutional memory, the Bank implemented a comprehensive set of measures to support and adapt employees to their new workplace.

The Bank assisted with travel and baggage transportation expenses for 408 employees. These compensation payments were made in accordance with Article 128 of the Labor Code of the Republic of Kazakhstan and the Bank’s internal regulatory documents.

Additionally, for relocated employees who did not own a home in Astana, the Bank reimbursed residential rental expenses up to the actual costs incurred, capped at 80 MCI (Monthly Calculation Indexes) per month per employee. This compensation is provided until the employee acquires their own residential property. Pursuant to the Bank's internal regulatory documents, the maximum period for rental compensation is 12 months. In 2025, 178 individuals utilized this support measure.

To help the Bank's employees secure their own housing in the new city, the Bank developed and launched a dedicated housing program. This program provides preliminary loans for housing acquisition and renovation. The loan maturity is up to 10 years, with an interest rate of 7%. If a Bank employee resigns within three years from the loan origination date, the loan will subsequently be serviced at a rate of 12%. In the reporting year, 243 loans were issued to the Bank’s employees.

This measure is designed not only to support our workforce but also to retain a team of qualified specialists who ensure the stability and operational efficiency of the Bank.