Labor Practices Commitment
Building on İşbank Human Rights and Human Resources Policy, İşbank is committed to upholding fundamental human rights and labor rights across its workforce, suppliers, customers, business partners, and all relevant stakeholders in the value chain. Guided by the Universal Declaration of Human Rights, the International Labour Organization's (ILO) core conventions and the international covenants to which Türkiye is a party, we aim to support decent work with fair working conditions, social justice, and inclusive growth.
In alignment with international standards, national legislation, and our corporate values, we adopt the following commitments:
Living Wage: We ensure that all employees receive fair remuneration, and we are committed to aligning wages with living wage benchmarks, regularly reviewing compensation against cost-of-living indicators.
Working Hours and Overtime: We actively avoid excessive working hours and overtime, which are permitted only in exceptional cases, and in full compliance with applicable labor laws. Normal working hours are eight hours per day and 40 hours per week. The Bank establishes clear maximum working hours in line with legal requirements and promotes work–life balance for all employees.
Overtime Compensation:
Where overtime occurs, employees are duly compensated in accordance with legal and contractual provisions.
Gender Equality: We uphold equal opportunity and do not discriminate on the basis of gender in recruitment, career management, remuneration, performance management and termination of employment, in an open and transparent manner by prioritizing the principle of equal opportunity.
Equal Remuneration: We adopt the principle of equal pay for equal work within the scope of the International Labor Organization's Equal Remunaration Convention (no. 100). We implement a transparent and quantifiable remuneration system by conducting regular pay equity analyses and taking corrective actions when needed.
Paid Leave Rights: We are committed to ensuring that all employees receive and are able to fully utilize their full paid annual leave entitlements. In addition to maternity and parental leave, we also provide paid leave under circumstances such as marriage, caregiving for family members, adoption, relocation, bereavement, or in the case of natural disasters, in accordance with the provisions of the Collective Labor Agreement.
Social Protection: We extend social protection through comprehensive benefits including private health insurance, pension contributions, well-being support, and additional employee assistance services.
Employee Representation and Colsultation: We maintain regular and constructive dialogue with employee representatives on working conditions and ensure minimum consultation and notice periods in the event of organizational changes or mass terminations.
Unionization and Collective Bargaining: We respect the right to unionization and collective bargaining. All employers are free with respect to union membership and they act on their free will. The Bank supports the use of the right of engaging in union activities and collective bargaining freely and effectively.
Supportive Working Models: We are committed to fostering fair and supportive work conditions by providing flexible working options, working-from-home arrangements, and part-time work opportunities.
Training and Reskilling: We adopt a high performance culture and support professional and personal development through training, reskilling programs and continuous feedback in order to strengthen human capital development and to mitigate potential adverse impacts by considering inclusive approach to the evolving industrial world.
Labor Practices Program
The Bank's Human Resources Regulation serves as the core framework for its labor practices commitments and programs. Labor practices are designed and implemented in accordance with the principles set out in the Regulation.
Accessible to all employees through the Bank's internal platform, the Regulation and its implementation guidelines help sustain the Bank's corporate culture and are periodically reviewed and updated to reflect evolving organizational needs.
Building on this framework, the Bank continuously strengthens its labor practices by promoting employee rights, social support mechanisms and a development-oriented working environment.
Employee rights;
Employees' economic and social rights are defined through the Remuneration Policy, the Collective Labour Agreement and internal regulations. The Bank reviews its remuneration structure with reference to independent banking-sector pay surveys, market conditions and internal pay equity. In line with its living wage commitment, compensation is also reviewed against cost-of-living indicators. To support equal remuneration, the Bank measures and reports mean and median gender pay differences, while its Board of Inspectors conducts an equal-pay audit annually.
Fair working conditions are also supported through working-time and leave arrangements. Normal working hours are eight hours per day and 40 hours per week. Managers are expected to organize work to avoid overtime, which is limited to necessary circumstances and compensated in accordance with the Collective Labour Agreement. Actual working hours, including overtime hours and the reasons for overtime, are recorded and monitored through the Bank's HR information system, where all employees can access their own records.
Annual leave must be taken and cannot be waived. Leave scheduling, approval and usage are recorded electronically, with workplace managers and leave committees responsible for ensuring timely use. The Collective Labour Agreement also provides paid leave for family, caregiving, bereavement and other specified circumstances.
Social support mechanisms;
The Bank maintains dialogue with employee representatives to support fair working conditions. Workplace union representatives meet weekly with workplace managers to review the implementation of the Collective Labour Agreement, raise concerns and propose improvements. Unresolved issues are reported to the union for follow-up. Workplace representatives also participate in occupational health and safety committees.
Alongside these mechanisms, the Bank provides social protection beyond statutory coverage through healthcare support, family-related allowances, and death and permanent disability insurance. Healthcare assistance includes pregnancy and childbirth services, while salary payments continue uninterrupted throughout statutory maternity leave. Employees returning from maternity leave can resume work in the same position and location. These arrangements are complemented by leave for pregnancy check-ups and nursing facilities at designated locations.
The Bank also supports employees' well-being through its “Odak Sensin" initiative, offering free medical, psychological and personal support services through Avita, Meditopia and Heltia. These services are complemented by access to a corporate psychologist and health-related activities and seminars.
Development-oriented working environment;
The Bank supports employees in adapting to changing roles and skill requirements through training, reskilling, coaching and mentoring. Career transition programs help employees prepare for new responsibilities, while digital development initiatives build capabilities needed as banking processes and services evolve.
Open to all interested employees, the Data Analytics Development Program develops analytical skills and supports internal career mobility. By the end of 2025, 101 employees had entered the orientation process for candidate data analyst roles. The Software Testing Academy complements this approach by equipping employees with testing competencies and creating an internal talent pool for related roles. Together, these programs support employees' transition into emerging areas of work, with program effectiveness regularly monitored to guide further development.