S1-8 – Collective bargaining coverage and social dialogue
As a member of the Association of Public Sector Banks (Bundesverband öffentlicher Banken Deutschlands; VÖB), Rentenbank applies the collective agreements for public sector banks. These agreements govern, inter alia, remuneration, working hours and other employment conditions.
As at 31 December 2025, 43% of employees were covered by collective agreements. The remaining 57% of employees were remunerated outside collective agreements and are therefore not subject to collective agreement classification. The working conditions of employees not covered by collective agreements are at least equivalent in all respects to those stipulated in the applicable collective agreements. The remuneration of employees not covered by collective agreements is consistently above the highest collective pay grade.
There is no agreement providing for employee representation through a European Works Council, a Societas Europaea (SE) Works Council or a Societas Cooperativa Europaea (SCE) Works Council. Employees’ interests are represented by a Staff Council in accordance with statutory requirements.
| Coverage rate | Collective bargaining agreement coverage | Social dialogue | |
|---|---|---|---|
| Employees - EEA (countries with >50 employees accounting for >10% of the total) |
Employees - non-EEA countries (estimate for regions with >50 employees accounting for >10 % of the total) |
Representation at the workplace (EEA only) (Countries with >50 employees accounting for >10% of the total number)) |
|
| 0-19 % | |||
| 20-39 % | |||
| 40-59 % | Germany1 | ||
| 60-79 % | |||
| 80-100 % | Germany | ||
Social dialogue and co-determination
Social dialogue is institutionally anchored at Rentenbank. On the basis of the statutory co-determination regulations, the Staff Council exercises its participation rights, in particular in the form of co-determination, participation and consultation in personnel, organisational and social matters.
In addition, the Equal Opportunities Officer and the representative body for severely disabled employees are involved in relevant processes and represent the interests of the respective employee groups within the scope of their mandates. These structures ensure that employees’ interests are systematically taken into account in decision-making and change processes.
Collective agreements and institutionalised forms of social dialogue constitute the labour law and collective bargaining framework governing employment at Rentenbank. Building on this, S1-9 – Diversity metrics presents the diversity characteristics of the workforce and shows the composition of key parameters such as gender, age structure and type of employment.