Sustainable operations

The Bank systematically manages its operational environmental impact. To this end, Eurobank has adopted an Environmental Policy, an Energy Management Policy and a Water Management Policy, aiming to protect the environment in all aspects of its operations. These policies align with international standards, such as an Environmental Management System (ISO 14001, EMAS) and an Energy Management System (ISO 50001). Through these certified management systems, the Bank monitors its performance and minimises its carbon footprint by:

• Setting specific targets.
• Undertaking environmental initiatives.
• Designing and developing projects to protect the environment and improve the use of natural resources.

To this end, the Bank addresses its:

• Identified negative impacts through in-house operations which contribute to the release of emissions as a direct factor contributing to climate change.
• Positive impacts through energy reduction and efficiency in operations.

Implementing these systems has led to significant reductions in energy consumption and greenhouse gas emissions. Consequently, Eurobank met the targets set for 2024 and achieved 4.95% reduction in purchased electricity consumption, and overall 7.47% reduction in Scope 1 & 2 emissions (surpassing the 4.67% 2024 target) in 2024, compared to 2023.

In 2024, the Bank’s total energy consumption reached 35,408 MWh. Renewable energy consumption (electricity consumption) accounted for 33,085 MWh, which represents 93.44% of the total energy consumption. This substantial sourcing of renewable energy underscores the Bank’s dedication to reducing its carbon footprint and advancing its sustainability initiatives, and will be the key driver for achieving annual reductions in the coming years.

These environmental operational initiatives are detailed in the Environmental Report 2024, while performance data may also be found in the Sustainability Data Pack.

Energy consumption monitoring is one of the most important environmental priorities for Eurobank. Eurobank applies a certified Energy Management System (EMS), in accordance with the ISO 50001 standard, with the purpose of responsible energy management in all the Bank’s facilities (all administration buildings / branches, covering 100% of its operations). This aims to minimise energy costs, the environmental impact of harmful greenhouse gas emissions and fossil fuel depletion.

Eurobank’s energy consumption derives from:

• Oil and natural gas combustion for heating its buildings.
• Diesel and petrol for its own vehicles used for transporting materials between its buildings within Attica, as well as corporate leased cars for its staff.
• Electricity consumption for the Bank’s operations.

Key metrics for 2024 include:

• 34,653 MWh electricity consumption for the Group in Greece, achieving a 2.67% reduction compared to 2023.
• 35,408 MWh total energy consumption for Eurobank, corresponding to a 4.97% (1,853 MWh) decrease from 2023 (37,261 MWh).
• 33,001 MWh purchased electricity consumption for the Bank, down by 4.95% compared to 2023.
• 97.97% (33,085 MWh) of the Bank’s total electricity consumption in 2024 originated from renewable energy sources (RES).

Energy intensity index

The Bank monitors its energy intensity index, which expresses the absolute energy consumption (including all types, i.e. electricity, natural gas and heating consumption, as well as petrol and diesel consumption for vehicles) for all its operating income. This is used to monitor energy performance in relation to the scale of its activities (operating income 2024: €2,235 million). In 2024, the intensity index was 15.84 ΜWh/€ million, down by 12.54% compared to 2023 (18.11 MWh/€ million). The Bank’s aim is to reduce its energy needs in relation to its activities in the coming years.

Energy self-production

Energy self-production is a crucial element of Eurobank’s journey towards Operational Net Zero. The relevant project stream of the Sustainability Operational Impact Strategy includes 2 distinct self-production initiatives:

1. Rooftop photovoltaic (PV) stations installed on Eurobank buildings.
2. Standalone PV parks.

These initiatives are implemented as cross-unit projects with the support of dedicated consultants and with regular updates to Senior Management. The energy and emission benefits of these projects are calculated in the Operational Net Zero transition path to carbon neutrality by 2033, per the respective commitments of the Bank.

Rooftop PV Power station

In 2023, 1,203 PV panels were installed on the roof of the Nea Ionia complex and 376 PV panels were installed on the roof of the Acharnes building. In 2024, the self-production of energy from the 2 rooftop PV stations started. Specifically, the energy self-production started in May 2024 in the Nea Ionia complex and in July 2024 in the Acharnes building. The amount of energy produced from the 2 rooftop PV stations for 2024 was 776,365 kWh, in total.

Standalone PV parks

In 2024, the environmental licensing process for 2 standalone PV parks in central Greece was initiated.

Eurobank has verified its greenhouse gas (GHG) emissions in compliance with ISO 14064-1, which provides a framework for quantifying and reporting GHG emissions and removals. Therefore, categorisation and reporting of GHG emissions is based on ISO 14064 (Category 1-6) and is aligned with the GHG Protocol Corporate Standard (Scope 1, 2 and 3). For further information on the methodology and the emissions associated with the relevant scope categories, refer to the Sustainability Data Pack.

The Bank’s total GHG Scope 1, 2 emissions (Scope 3 emissions are available in the Sustainability Data Pack) in 2024 in comparison to the equivalent emissions in 2023 are presented below:

The Bank significantly reduced GHG emissions from operations, contributing to climate change mitigation and facilitating the achievement of the global sustainable development goal for the climate (SDG 13).

Carbon emission intensity index

The Bank’s carbon emission intensity is calculated as GHG emissions of Scope 1, Scope 2 and Scope 3 per million euros of Eurobank’s operating income (operating income 2024: € 2,235 million). The carbon emission intensity for 2024 was:

For further information regarding the Scope 3 indirect emissions and categories for Eurobank, refer to the Sustainability Data Pack.

Eurobank’s objective is to gradually upgrade its real-estate portfolio, aiming to reduce its carbon footprint. It is shifting towards high-end, modern, environmentally friendly buildings that improve the local microclimate. The Bank is already upgrading prime assets into energy-efficient green buildings, focusing on continuously making progress towards this direction.

Eurobank has chosen green building certifications (LEED, BREEAM, EDGE), aiming to validate the sustainability value of its assets and to demonstrate its sustainability performance. By 31 December of 2024, 20 buildings owned by the Bank had been certified as green according to LEED/BREEAM standards. The certified properties have been included in the SBC Yearbook for Green Buildings.

Eurobank Headquarters building

The Eurobank Headquarters are housed in a new building in the Athens city centre, on Omirou and Stadiou Streets, where they relocated for the first time in December 2023. The building improves the overall environmental impact of Eurobank’s operations and connects it to its vision for a sustainable future. It is part of the Bank’s portfolio of properties that comply and are certified with the latest green building and sustainable operation standards.

In 2024, Eurobank’s new Headquarters were certified with LEED (Gold).

Regarding monitoring environmental impacts, Eurobank has established a Water Management Policy, aiming to responsibly manage the use of water resources and the pertinent efforts for savings. By implementing this Policy, the Bank commits to paying particular attention to water conservation, by introducing measures such as the installation of special water-flow control systems in water supply facilities. In 2024, water consumption amounted to 59,133 m3, which represents a 7.72% increase compared to 2023. A large part of the increase in water consumption in 2024 was due to an invisible leak in a central water supply pipe in the building complex of Nea Ionia.

In the context of reducing its waste, the Bank is cutting down on paper consumption, in line with digitising its operations (digitisation of product transactions, use of e-Statements, etc.) and becoming a paperless banking network. In addition, procedural interventions and a number of promotional activities were launched to encourage adoption of a digital culture.

The increase in the use of e-Statements was also significant in 2024, as more than 215,000 additional e-Banking users chose e-Statements, resulting in added savings of about 560,000 paper statements. The Bank’s financial savings from the discontinuation of paper statements have been substantial, amounting to more than €46 million since the service became available. The entire supply (100%) of A4 and A3 paper is certified with the PEFC label.

Reducing, reusing and recycling waste constitutes a major pillar of Eurobank’s Operational Impact Strategy and its Environmental Management System. The Bank monitors and manages the life cycle of the following materials within the organization (waste streams): toner cartridges, paper and packaging materials, domestic waste, waste electrical and electronic equipment (WEEE), light bulbs, accumulators/batteries, defective/ cancelled credit cards, excavation/construction and demolition waste (ECDW).

The total amount of all solid waste streams generated in 2024 amounted to 1,969.8 tonnes. The total weight of solid waste recycled in 2024 amounted to 985,140 kg. Moreover, the Bank continued its successful electronic equipment donation programme, as part of the effort to manage the life cycle of the materials it purchases. In 2024, the Bank donated 1,885 pieces of electronic equipment, which amounted to about 11,564 kg.

Zero waste project

A new pilot programme has been implemented in the Nea Ionia complex and the Acharnes warehouse, including recycling technologies leading towards zero waste footprint operation. The key aspects of the programme include:

• Source segregation, with materials divided into 4 streams – paper, plastic, aluminium and glass.
• Placement of standard and smart bins/stations.
• Onsite weighing of materials per stream to record quantities collected in real time.
• Real-time data collection through electronic application.
• Electronic visualisation of measurements and overall progress.

Additionally, in the Acharnes warehouse, organic waste is also monitored and managed appropriately.

Recycling of hazardous waste for the public benefit

As another integral part of the Operational Impact Circular Economy stream, Eurobank works with and financially supports the initiative of Appliances Recycling SA, which designs, manufactures and places special recycling bins, accessed by the public and Eurobank employees. The special bins are designed for the collection of small electrical appliances, mobile phones, tablets, ink and ink cartridges, supporting the respective recycling efforts and promoting the message of circularity to the public.

The concept was developed in 2023 under the name “Hungry Bins”. 11 bins have been specially decorated by a street artist and 9 were placed at various municipalities across Greece. The remaining 2 bins were placed in Eurobank facilities in Nea Ionia and Piraeus, in an effort to promote circularity among Eurobank employees. Eurobank receives monthly updates from Appliances Recycling SA on the quantities of devices collected in the Hungry Bins, to assess the effectiveness of the programme, and continue to improve its recycling and circular economy efforts. In 2024 (since July when the collection program was launched), approximately 5 tonnes of small electrical appliances were collected.

For further information regarding the Group, refer to the Sustainability Statement.

*Established targets for Eurobank Cyprus and Hellenic Bank are subject to re-evaluation and redefinition due to their 2025 merger.

At Eurobank, our people are at the heart of our transformation. In 2024, Eurobank strengthened its commitment to building a progressive, inclusive and human-centric workplace.

We Think Innovatively. We Work Differently.

Driven by the Eurobank 2030 vision and our purpose statement “Prosperity Needs Pioneers”, we continue to reshape how we work through 12 innovation-driven practices, focusing on developing talent, enhancing wellbeing, and fostering a culture of inclusion and ethical conduct.

Throughout the year, the Bank invested in upskilling, leadership development, internal mobility and hybrid working. A wide range of policies and initiatives supported employees across all life stages, ensuring equal access to opportunities and recognition, regardless of gender, age or background.

Eurobank continued to prioritise diversity, equity and inclusion, promote workplace safety and wellbeing, and strengthen employee engagement through transparent dialogue and structured feedback channels. These actions are directly aligned with the Bank’s Sustainability Strategy.

Attracting and retaining talent

Employees play a crucial role in the success and growth of the Group. As at 31.12.2024, the Group employed a total of 12,405 FTEs with 49% of the workforce based in Greece. Female employees accounted for 64% of total staff. At Group level, the majority of employees fall within the age range of 30-50 years, representing 65% of the workforce.

Attracting, retaining and motivating talented employees is fundamental to the successful delivery of Eurobank’s business strategy.

Eurobank's recruitment policy is merit-based, ensuring gender, nationality, age and other factors do not influence hiring decisions. Both external hires and internal senior appointments are evaluated based on Eurobank's values. The recruitment process in Greece has been ISO 9001 certified since 2000.

In 2024, Eurobank continued to implement the Hybrid Work Model, alternating between on-site and remote work, which aligns with the Group's environmental goals and ensures a positive employee experience. 81% of middle or back-office employees have opted for the Hybrid Work Model via contractual agreement. in accordance with Eurobank's Hybrid Work Policy.

The Career Marketplace intranet informs employees about job openings and career paths. In 2024, 82 job openings were posted, with 48% of vacancies in Greece filled internally.

The total number of newly hired employees was 960 for the Group overall and 270 for Greece.

BeAPro talent graduate programme – The programme was designed and implemented to attract and recruit talented graduates for the Internal Audit Unit.

Participation in career events – Eurobank actively supports young talent, reinforcing its image as an employer of choice. In 2024, it participated in major career forums such as Panorama, Kariera.gr Career Days and Talent Days by CollegeLink. The Bank also joined career events at top Greek universities, including AUEB, University of Piraeus, University of Macedonia and ALBA Graduate Business School, among others. At Eurobank, attracting talented professionals from abroad is also of strategic importance, as part of Greece’s broader Brain Regain initiatives. In December 2024, we participated in a dedicated Career Day held in Düsseldorf, an event organized by the Greek Public Employment Service (DYPA) and the Ministry of Labour and Social Security, in collaboration with the Ministry of Foreign Affairs. We are also planning to take part in similar initiatives scheduled for 2025.

TechYourFuture - In 2024, Eurobank implemented the TechYourFuture program, offering 10 recent graduates and young professionals with a passion for technology the opportunity to work with us. Alongside their employment, participants in the TechYourFuture program are enrolled from day one in a two-year technology training initiative. This program provides certified knowledge and valuable hands-on experience in emerging technologies. TechYourFuture is delivered in collaboration with Microsoft.

Eurobank Business Day – In 2024, Eurobank hosted its 9th annual Eurobank Business Day with Panorama of Entrepreneurship and Career Development, welcoming 60 students and graduates to explore the Bank’s operations. The event focused on Technology and Digital, showcasing Eurobank’s innovation-driven culture.

Athens Negotiation Tournament – Eurobank sponsored the 2024 Athens Negotiations Tournament, organised by the Department of Business Administration, Athens University of Economics and Business. The tournament brought together students from Greece, Cyprus and abroad to strengthen their business negotiation skills through real-world simulations. Eurobank was honoured to host the semi-final round at its premises, supporting the next generation of talent in navigating the challenges of the 4th Industrial Revolution.

Overall, these programmes and measures help the Eurobank Holdings Group attract and retain employees effectively. Eurobank follows an open and structured process, providing continuous updates, personal advice and guidance to employees, enhancing their employability and social impact.

Staff attritions and employability

In 2024, 1,305 of Group employees departed, resulting in an employee turnover rate 10.5%. The total turnover rate for Eurobank Holdings was a bit higher than in the previous year (2023: 7.4%), particularly due to the VES that was launched.

Continuous opportunities for professional development

Performance management

In 2024, Eurobank continued its efforts to ensure alignment between Greece and its foreign subsidiaries by further embedding the Group-wide Performance Management framework across all entities. This framework, designed to enhance employee performance and align it with the Bank’s strategic objectives and values, focuses on continuous feedback and development. For Senior Managers, 360° Feedback is also used to support leadership growth.

The framework is implemented in accordance with the Group’s Performance Management Policy, which applies uniformly across all Eurobank entities, promoting consistency and transparency. It is also certified to the ISO 9001 standard, reflecting the Bank’s commitment to quality, process integrity, and continuous improvement in performance management practices.

Performance Management is integrated into SAP SuccessFactors in Greece, Cyprus and, as of 2024, Luxembourg. Bulgaria implements the same framework through a different system.

Succession planning

The Group’s C-Level succession planning framework is assessed annually, ensuring alignment with the Group strategy and leadership culture. Female representation at C-Level increased to 29% in 2024. Targeted career discussions for high-potential successors focus on progress, goals and development areas.

Talent management

Eurobank's Talent Management framework identifies, develops and utilises a strong talent pipeline. In 2024, the Bank introduced a new segmentation of its talent pool, showcasing mobility and structured career discussions. This approach offers career-oriented talent opportunities for job swaps and development activities, such as mentoring and job shadowing, to enhance their career growth.

Learning and development

The Eurobank Group is committed to providing equal learning opportunities to all employees, fostering a culture of continuous development. In 2024, the Group focused on skill development and inclusivity, ensuring that every team member contributes to the organisation’s long-term success.

Learning in numbers for the Eurobank Group (2024):

• 588,469 total learning hours
• 827,058 learning hours, including activities delivered to temporary employees and contractors
• 47.4 average learning hours regarding Group employees (FTEs)
• 5.93 learning days on average per employee Group-wide¹
• 86.02% of total learning activity in Greece was delivered online or through virtual live sessions
• 98.85% of Group employees participated in learning activities

Eurobank centres on equal learning opportunities for all employees, fostering continuous development through tailored workshops and digital platforms, including LinkedIn Learning, Microsoft LxP, Intuition and Udemy. Partnerships with distinguished digital learning platforms offer thousands of courses on cutting-edge technologies and in-demand business skills. SAP SuccessFactors, the Human Experience Management (HXM) cloud platform, enables the workforce in Greece and Cyprus to access a diverse range of learning content at any time, across all smart devices. The Bank implements a series of learning initiatives annually, such as MiFID, Know-Your-Customer (KYC), Mortgage Credit Directive (MCD), fair lending and ethical sales practices, recognition of financial fraud and scams targeting consumers for all customer-facing employees, aimed at strengthening consumer protection and ensuring the delivery of responsible and compliant customer service. In addition, a dedicated digital learning course is under development to further strengthen knowledge and awareness on consumer protection, specifically tailored for selected front-line and support roles across relevant Units.

Hence, in 2024, more than 3,100 Retail Banking employees attended a digital course on Customer Excellence in Banking, which exemplifies the organisation’s commitment to delivering the highest standard of customer service experience. Moreover, Eurobank continued the delivery of a dedicated workshop, jointly hosted with the Me Alla Matia NPO, providing people with the opportunity to familiarise themselves with best practices when accompanying a visually/hearing-impaired client or serving an autistic customer, and to elevate the quality of service to these clients, thereby fostering inclusion and accessibility.

In 2024, Eurobank invested more than €2.9 million in learning initiatives, ensuring employee upskilling, building leadership capabilities and strengthening expertise through an extensive range of certifications and professional qualifications.

¹The learning days metric for 2024 refers to all the countries Eurobank operates in and is calculated as the equivalent of 8 learning hours per day.
For further information, refer to the Sustainability Statement and the Sustainability Data Pack.

Ethics, conduct and workplace integrity:

• Code of Conduct and Ethics (CoCE) - Implementing a learning initiative on the Code of Conduct and Ethics plays a vital role in raising awareness, ensuring transparency and nurturing a sense of responsibility among all workforce – including permanent employees, Board Members, advisors and individuals engaged through fixed-term or project-based agreements. Following the extensive implementation of this online programme during 2023, Eurobank deems that participation in it is mandatory for all newcomers, reinforcing the organisation's commitment to high ethical standards from the very beginning of their engagement.
• Violence and harassment in the workplace - In 2023, Eurobank implemented a digital learning programme for all employees in Greece to address violence and harassment. During 2024, separate 4-hour virtual workshops were held exclusively for managers, in collaboration with Hellas EAP, to prevent such behaviours, promoting a respectful work environment. Through an interactive methodology, managers had the opportunity to acquire the knowledge and skills for preventing and managing such incidents in their teams. The delivery of a targeted learning program on violence and harassment fosters a safer, more inclusive workplace culture. Moreover, this proactive approach reduces legal and reputational risks, enhances employee retention and engagement, and strengthens organizational resilience. The virtual workshops were successfully completed by 96.3% of the Group’s managers and reached 21.2% of the total FTE’s in Greece, that, along with the 96% completion rate of the online program delivered in 2023, reflects Eurobank’s commitment to widespread managerial engagement and workforce development. Safeguarding a secure and diverse workplace constitutes one of Eurobank’s main priorities toward responsible banking.

Skill enhancement for career growth

Eurobank supports professional development by sponsoring degree programmes and qualifications for its workforce, reflecting the organisation’s commitment to continuous learning and professional excellence. This investment enhances employees' expertise, supports career development and strengthens organizational capabilities. In 2024, more than €107,000 were invested in sponsorships towards employees' education at reputable universities and professional certifications, such as CFA and ACAMS.

Compliance and regulatory excellence

Eurobank focuses on regulatory learning activities to ensure compliance across all levels of operations. Significant focus is directed towards:

• Conflict of interest – Adhering to the changing regulatory requirements for managing and identifying conflicts of interest is a core focus. By upholding high standards of professional conduct and ethics, the organisation ensures the smooth operation and reputation of Eurobank. In line with the Conflict of Interest Policy, each employee shares the responsibility to remain aware of, identify, manage and avoid situations that may give rise to a conflict of interest. More than 6,700 participations were recorded within 2024 regarding this digital learning course.
• Market abuse – This programme serves as a key tool for providing employees with appropriate training and information on market abuse issues. It ensures that all staff understand their legal and regulatory obligations, and apply them correctly in both customer service and their own transactions.
• GDPR – This digital learning initiative aims to enhance knowledge, understanding and compliance regarding the proper management and protection of personal data, thereby strengthening the Group’s credibility and trust in the market. Furthermore, it reinforces practices for safeguarding Eurobank customers’ personal data and reduces the risk of data breaches and related penalties.
• Certifications – Eurobank provides learning solutions for professional competence in investment advice, insurance mediation, mortgage credit and small business banking. In 2024, over 1,500 new certifications and more than 3,000 recertifications were recorded.
• AML learning – In 2023, Eurobank trained over 1,250 managers and 4,700 employees in AML through workshops and webinars. AML learning is mandatory for new recruits. In 2024, more than 2,200 participations were recorded in these learning activities, providing employees with practical insights into effectively managing money laundering and financial crime risks through the analysis of key corporate case studies. Moreover, 19 senior leaders attended a virtual workshop, delivered by the International Compliance Association (ICA), focusing on strategic management of AML issues, experiencing the industry’s best practice.

Eurobank also provides sustainability and quality management training and has held the ACCA Approved Employer accreditation since 2015. To deliver purposeful learning that meets the needs of its employees and the Bank, Eurobank implements policies and processes certified to the ISO 9001 standard.

Empowerment programmes

Eurobank develops and runs dedicated programmes to empower its employees, including initiatives like the Prosper Alumni Community, fostering ongoing connection and growth among its leadership talent. These programmes enable employees to assume more demanding roles and improve their leadership skills.

For further information, refer to the Sustainability Statement.

Leadership development programmes

Eurobank develops leaders who inspire and empower teams, contributing to the Group’s strategy by promoting an inclusive leadership style and addressing biases:

• Leadership development – A leadership shift is happening at Eurobank, supported by the new Leadership Development Programme, jointly designed with INSEAD, launched within Q4 2024. The programme created a unique space for the first cohort of our senior leaders to challenge assumptions, self-reflect, exchange perspectives, embrace innovation and deepen shared commitment to meaningful value – for Eurobank’s clients, people and society. Over 5 months and 50+ hours of immersive learning experiences and real-world exposure – including a field trip to Paris – Eurobank’s leaders gained first-hand insights into emerging trends and innovation ecosystems, while strengthening their ability to navigate complexity, drive strategic change and lead with purpose.
• Inclusive leadership – An interactive virtual workshop held in 2024 equipped more than 900 managers in Greece with the ability to recognise and address non-inclusive behaviours, understand the value of diversity in all its forms and develop the key skills of an inclusive leader. Through engaging activities, videos, discussions, storytelling and case studies, participants learned practical strategies for fostering an inclusive work environment. By embedding inclusive practices at the managerial level, Eurobank enhances decision-making, employee engagement, and its ability to attract and retain diverse talent—key drivers of sustainable business success. The virtual workshops were successfully completed by 71,1% of the Group’s managers and reached 15.5% of the total FTE’s in Greece.
• Executive coaching – Personalised coaching sessions were held for senior leaders, maximising leadership potential enhancing leadership effectiveness, and fostering personal and professional growth. They also contribute to a high-performance culture by empowering leaders to navigate challenges, drive results and support their teams more effectively.

Development and improvement plans

Professional development is crucial within the Group, facilitated by development and improvement plans. These plans help employees enhance their skills and performance, aligning with their career goals and roles.

PROSPER Class of 2023 & 2024

Eurobank worked with the ALBA Graduate Business School to create a leadership focused talent development programme. This initiative provides modern education, networking and guidance from experienced professors to enhance strategic thinking and leadership skills. In 2024, 35 employees completed the 2023 class, while 36 participants joined the 2024 class.

Empower the Network

In 2024, Eurobank launched the “Empower the Network” programme to improve operational efficiency and offer advancement opportunities for its Retail banking branches network. The programme promoted 47 internal employees to various managerial positions and hired 40 external candidates for entry level key roles. It included a comprehensive assessment process, followed by personalised feedback and career discussions. All new hires within the Retail Branch Network undergo a comprehensive induction program, designed to support their professional development and ensure a strong foundation, aligned with the Bank’s values, standards and operational practices.

Eurobank’s Remuneration Policy

The Bank has established a Remuneration Policy, which is applicable to all employees and covers their total remuneration. The Policy is integral to the Bank’s commitment to attract, engage and retain its employees. Moreover, the Bank has adopted a Remuneration Framework, which is competitive, is governed by transparency and internal equity, and its principles are embedded in the Remuneration Policy. Information regarding the Policy and the Framework can be found on the Eurobank website.

The employees’ total remuneration consists of fixed and variable components:

• Fixed remuneration – it is gender neutral, permanent, predetermined, nondiscretionary, transparent and non-revocable. It reflects the evaluation of the position the hire will assume, the professional experience of the employee based on educational level, seniority, level of expertise as well as professional certifications, constraints, nature of employment contract and the job requirements. For further information, refer to the Sustainability Data Pack.
• Benefits and allowances – Eurobank offers various benefits and allowances to its employees and their families. Benefits are the types of compensation provided to employees to ensure long-term commitment and market competitiveness in accordance with local market practices (e.g. pensions, medical insurance, life insurance, meal vouchers, company cars to selected employees, mobile phones, staff pricing on banking products and allowances related to children and childcare). The bank’s benefits are revied every year or earlier should need arise.
• Variable remuneration – it includes any payments that depend on annual performance, independently from how it is measured (profitability/ revenues/ other KPIs), or on other parameters (e.g. length of service).

It aims at rewarding achievements by directly linking pay to performance outcomes in the short, medium and long term. This is followed by risk adjustment. To strengthen the alignment of shareholders’ interest and the interests of management and employees, performance measurement reflects the actual results of the Bank overall, the subsidiaries, the unit of reference and the individual.

Adequate range and managerial flexibility in performance-based payouts are an inherent characteristic of well-managed, accountable and sustainable variable remuneration. The design features, including performance measures and pay mechanisms, avoid excessive short-term focus and are linked to profitability and sound risk management to guarantee sustainable performance in the medium and long term.

At Eurobank level, the following types of variable remuneration have been defined:

It should be noted that Eurobank in Greece has provided within 2025 the amount of 33.5 million in the form of profit sharing to its employees. The respective amount has been awarded to approximately 80% of Eurobank population and has been increased by 18% versus last year.

In order to encourage and motivate employees to achieve strategic goals, increase employee satisfaction and efficiency, and promote teamwork and cooperation, Eurobank has set up incentive schemes for the following business areas: Retail, Wholesale, Eurobank Equities Investment Firm, and the Private Clients’ Desk. These commercial campaigns represent business actions aimed at providing guidance to the sales network towards the achievement of the period’s commercial targets. Additionally, the incentive schemes are designed to discourage excessive risk taking and ensure that employees are not rewarded in a way that constitutes a conflict to Eurobank’s Policy to protect its customers.

For an appropriate measurement of performance criteria, Eurobank uses a combination of predefined qualitative and quantitative indicators, such as results, profitability, performance of capital, behaviours towards customers and quality of service, risk management and compliance with regulations.

Eurobank has developed a set of Key Performance Indicators (KPIs) and Key Risk Indicators (KRIs) for the purposes of performance monitoring of units and employees. These are not only used for evaluating the success at reaching the targets set, but also for awarding bonus payouts as part of a variable remuneration scheme, through the top-down assignment of the KPIs and KRIs at individual level.

The KPIs and KRIs as well as their targets are revised and set on an annual basis resulting in the overall annual bonus pool awarded. The following KPIs and KRIs are set at Group level and approved by the Board: i. Core Operating Profit, ii. Market Share of Deposits, iii. Group Performing Loans Evolution, iv. Cost/ Core Income, v. NPE ratio, vi. LCR, vii. Return on Normalized Equity, viii. Fully Loaded CET 1 ratio, ix. Operational Risk Losses Ratio, x. number of Audit Findings Overdue, xi. Bank’s CO2 Emissions, xii. New CIB disbursements in Green/Environmentally sustainable loan. These KPIs and KRIs are fully aligned with Eurobank's business strategy and long-term goals.

Tailored KPIs and KRIs are also set at Unit level, ensuring that Unit-level performance is effectively captured, and directly linked with Eurobank’s overarching strategy and the 3-year business plan, thereby promoting consistency of objectives across business areas and fostering alignment among Units. Furthermore, KPIs and KRIs related to control functions are designed to reflect the achievement of objectives specific to their mandates, independent of the performance of the Units they oversee.

The KPIs and KRIs set at Unit level are systematically cascaded down to the individual level through the Bank’s formal annual performance appraisal process.
The pay-out periods are defined for each type of variable remuneration. For the variable remuneration of the employees with material impact on the Eurobank’s risk profile (Material Risk Takers) a clear differentiation exists between remuneration that should be paid upfront and remuneration that should be paid after deferral and retention periods. For further details regarding how Eurobank grants variable remuneration to Material Risk Takers, refer to the Sustainability Data Pack.

A minimum of 50% of any variable remuneration in instruments should be applied equally to the non-deferred and the deferred part. The ratio of variable remuneration that is paid out in instruments is calculated as the quotient between the amount of variable remuneration awarded in instruments and the sum of the variable remuneration awarded in cash, instruments and other benefits. All amounts are valued at the point of award.

Currently, Eurobank has selected stock options as instruments aimed at aligning employees’ interests with the clients and shareholders’ interests as per market best practices. All Material Risk Takers, i.e. % of total headcount are eligible for stock options.

In consideration of prevailing and prospective risks, and within the purview of the ongoing risk alignment framework, malus provision governing the payment of deferred remuneration – whether in cash or stock options – is established. Furthermore, the clawback provision pertaining to variable remuneration is enforceable throughout the entirety of the withholding period, culminating in the ultimate vesting of deferred stock options. Accordingly, by being able to use certain malus conditions (for reduction of the deferred remuneration) Eurobank preserves its capital adequacy, liquidity and compliance.

For further information, refer to the Sustainability Statement.

Offering a diverse, inclusive and safe workplace

Occupational health, safety and wellbeing

Eurobank prioritises the health and safety of employees, contractors and customers. The Occupational Health and Safety Policy that the Bank has in place since 2005 – which is updated in line with current developments – is tangible proof that human resources are Eurobank’s most valuable asset. The Occupational Health and Safety Policy statement is publicly available.

Demonstrating its commitment to continuously improving working conditions and accident prevention, the Bank has included specific ergonomic guidelines in its General Safety Regulation, with tips on proper body posture while working, to avoid strain and injuries.

All employees can access this information on the intranet (Connected) as well as in the Health and Safety e-learning section.

Occupational Health and Safety Management System

Eurobank follows national and EU health and safety regulations, implementing an ISO 45001:2018 certified Health and Safety Management System. It runs a comprehensive prevention and safety programme to protect all employees and operations.

Premises and certifications

• All network branches, 7 central buildings and the Nea Ionia Complex are certified under ISO 45001:2018.
• Certification currently covers 5,043 employees (83%), with a goal to extend to all Bank sites.
• 100% of Group’s employees are covered by the Health and Safety Management System.

Occupational injury data (2024)

The number of total injuries recorded in 2024 was 5, based on to the European Statistics on Accidents at Work (ESAW*) Methodology, while the LTIFR (Lost Time Injury Frequency Rate) was 11.51.

Occupational Risk Assessment

Occupational Risk Assessment Studies are conducted for all buildings. The latest updates are carried out by a specialist company. The studies are regularly updated and revised after renovations, refurbishments or changes to premises.

Roles and responsibilities

Safety Coordinators and Deputy Safety Coordinators are assigned at all premises. They are responsible for reporting work-related risks and submitting regular written reports. Safety Engineers conduct risk assessments, investigate work incidents and propose corrective actions. Employees are entitled to report and health or safety risk to the:

• Health and Safety Unit
• Onsite Safety Engineer
• Workplace Physician

Incident reporting and response

Any work-related incident is reported immediately through an incident report. Safety Engineers prepare follow-up reports with corrective actions, if needed.

Monitoring audits and corrective actions

Health and Safety processes are audited by:

• Internal inspections as part of the Bank’s OHS system
• Government bodies (e.g. SEPE)
• Safety Engineers and Workplace Physicians

In response to recommendations, the Bank takes corrective action and implements updated system processes, where required.

Communication and awareness

Health and Safety updates and guidance are shared through the:

• Bank’s intranet (Connected)
• Health and Safety email account

The information is maintained and updated by:

• Safety Engineers
• Workplace Physicians
• Internal and external inspectors
• Government bodies (e.g. SEPE)

*The ESAW Methodology excludes accidents at work that occurred outside the workplace, as well as accidents with an absence of less than 3 days.

Prevention services

In the area of prevention services, the Bank:

• Runs 7 fully equipped infirmaries in Attica and Thessaloniki, where associated physicians offer clinical services, medical advice and provide prescription services to employees free of charge.
• Offers regular medical check-ups to all employees. In 2024, a total of 606 employees had a check-up performed.
• Coordinates a Blood Bank, ran by Eurobank staff, to meet the needs of employees and their families for blood. In 2024, 6 blood drives took place and 290 blood units were collected, while 145 blood units were made available to patients, following employee requests to meet personal or family needs.

Support Services

To ensure employees receive timely support during personal challenges or emergencies, Eurobank provides a range of well-structured services:

• First-aid and Occupational Health & Safety Training – Focused on prevention and response to workplace incidents.
• Evacuation & Emergency Drills – Conducted regularly across all Bank buildings.
• Case Management (CM) – Access to consultant psychologists and psychiatrists for ongoing care.
• Private Ambulance Service – Available for staff and associates at Eurobank Campus in case of medical emergencies.

Supporting employees and their families

Eurobank has a modern benefit scheme in place applying to all its employees. Benefits and initiatives to empower its employees and support their families include:

• Private healthcare insurance (covers all major expenses plus dental and eye care).
• Private life insurance in collaboration with Eurolife FFH.
• Saving scheme for children.
• Maternity benefits.
• Permanent total or partial disability benefits.
• Monthly child allowance for children younger than 21 years old (proportionate to the employee’s salary).
• Childcare allowance for children younger than 6 years old.
• Annual allowance for parents who have more than 3 children.
• Discounted rates for the Bank’s mortgage products and services.

Wellbeing and work-life balance

In 2024, Eurobank deepened its commitment to a human-centric workplace by expanding and evolving its comprehensive myPROSPERITY programme. Designed to support employees across every facet of their personal and professional lives, myPROSPERITY continues to focus on 4 key pillars:

• For my body – Promoting physical health and energy.
• For my soul – Strengthening emotional resilience.
• For my community – Cultivating social connectedness and empowerment.
• For my future – Enhancing financial wellbeing and literacy*.

myPROSPERITY Talks – In its second year, the myPROSPERITY Talks series attracted approximately 3,700 employees in total across Greece and Cyprus. The 2024 Talks addressed timely and diverse topics that reflect both personal and societal challenges, such as practices for digital and mental disconnection, supporting children's emotional wellbeing, emotional benefits and social impact of giving animals a home, panic attacks and self-care. These sessions, delivered by field experts, were designed to inspire employees, foster community dialogue and offer practical guidance for daily life.

myPROSPERITY For my soul Podcast Series – Complementing the live sessions, Eurobank launched 7 themed podcasts under the myPROSPERITY For my soul umbrella.

The Coach Platform – Eurobank introduced The Coach, a 24/7 on-demand digital wellness platform offering personalised coaching in fitness, nutrition and mental wellbeing. In line with its inclusive wellbeing philosophy, the Bank offered a free subscription to all employees, empowering them to access expert guidance at their own pace and convenience – anytime, anywhere.

Phycological safety

Eurobank prioritizes mental health as a key dimension of workplace wellbeing, ensuring employees have access to confidential, professional support when needed:

• Mental Health Assistance Line – Daily access to licensed psychologists until 23:00.
• Critical Incident Stress Management (CISM) – Psychological support for employees facing sudden traumatic events.
• Participation in EY’s Mental Health & Wellbeing Survey – Eurobank participates biennially in EY’s national research on corporate mental health practices, reinforcing its commitment to continuous improvement and external benchmarking.

*Eurobank partners with external organizations to boost employees’ financial literacy.

Recognition and awards

The programme earned 11 distinctions at the Internal Communication & Employee Engagement Awards 2024, including a Gold Award.

These initiatives are aligned with Eurobank’s commitments under its Operational Sustainability Strategy contributing to its operational sustainability targets and the goal of fostering a culture of wellbeing by 2026.

Eurobank also offers:

Parental and family leave

• Extra maternity/ childbirth leave (with flexible hours or accrued leave).
• Paid parental leave (19+2 weeks, over 2 weeks above the legal minimum, with 1,089 total paid weeks granted in 2024).
• Unpaid parental leave.
• Paid leave for single parents, adoption, disabled children and medical caregiving.
• Leave for school-related child activities.

Flexible work arrangements

• Hybrid work up to 3 days/ week from home – 81% of middle/ back-office staff opted in via formal agreement.
• Flexible start/ end time within a 2-hour range.
• Time-out reminders to support on-time clock-out (regulatory compliance).

Disability inclusion

• 1 hour less per day for employees with >50% disability.

Rewarding, entertaining and fostering employee family relations

Aristouchoi (Academic Excellence Awards) – Eurobank's Aristouchoi programme rewards exceptional academic performance with monetary prizes. It honours employees and their children who excel in secondary school, higher education, postgraduate degrees or PhDs. Over 22 years, more than 3,800 students have been awarded. In 2024, 376 awards were presented for the 2022-2023 academic year.

Christmas time activity for kids – Eurobank gave €30 gift vouchers to over 1,534 children of employees under 6, organised a Christmas art contest with 420 participants and held 3 Christmas art workshops with 900 participants. It also provided tickets to 400 children for family theatre shows.

Summertime activity for kids – During the summer of 2024, Eurobank launched the new version of its Summer Camp Programme for 450 children of employees aged 3-16, for the third consecutive year. Each employee selected a summer camp of their choice and received a €200 voucher. These camps provided a fun and creative outlet for children, allowing parents to better balance their summer schedules. In addition, Eurobank covered up to €724 per child for 21 employees whose camp applications were not accepted by e-EFKA, granting a total of €11,812.80 for 28 children, reaffirming Eurobank’s ongoing support for employees and their families.

Theatre, opera and ballet – Eurobank provided tickets to 2,800 adults for various cultural performances, including theatre, opera and ballet, to enhance their cultural experience.

Benaki Museum – The Benaki Museum opened its doors to Eurobank employees with free admission all year round, granting access to all buildings and exhibitions. Free entry for employees was extended to a companion, as well as to children and young people under 22 years old.

Diversity, equity and inclusion

Eurobank applies high standards of professionalism and policies against discrimination and exclusion, aiming at an open work environment for all, with respect to diversity, gender equality and individual rights. It fosters an inclusive culture, complemented by practices and policies that support Business Ethics and its Sustainability Strategy. To this end, it has introduced a Diversity, Equity and Inclusion Policy, outlining the Bank’s corporate values, principles and commitments.

Additionally, the Bank showcases its commitment to Corporate and Social Responsibility through initiatives that improve the stakeholders’ ability to live free from gender/ sexual/ ethnic/ racial discrimination and ageism, and for vulnerable groups to live and prosper free from discrimination.

For further information, refer to Sustainability Statement and the Sustainability Data Pack.

Eurobank supports every phase of the family life cycle, providing a broad range of benefits and initiatives to empower its employees and all modern forms of families. It supports parents, irrespective of gender, age or marital status, and is proud of the exceptional range of benefits that its staff enjoy, providing an excellent framework, within which each staff member may pursue growth, irrespective of their personal or family situation.

In addition, it condemns unequal treatment and is very strict when it comes to any type of harassment, intimidation and extreme behaviour, and has introduced a relevant Workplace Violence and Harassment Policy. Discriminations based on nationality, gender, parental status, colour, religion, health, sexual orientation, etc. are not in tune with its principles and values. The Group has adopted a zero-tolerance approach, which applies to all staff and prohibits all forms of discrimination, whether direct or indirect. It is also reflected in contractual documents adopted when entering into relationships with third parties.

Eurobank ensures equal opportunities for all employees, fair access to senior management positions, equal salary criteria and merit-based evaluations. Professional development, promotions and advancement are based on performance and potential.

Its commitment to diversity and inclusion aligns with its values and is reflected in its Code of Conduct. Diversity and inclusion are sponsored at the highest levels within the Company and initiatives are applicable – but not limited – to its practices and policies on all aspects of employee life cycle. However, the Group adopts a unified remuneration management approach and a common pay framework across all positions and roles, applying the job evaluation methodology which links pay to role accountability.

These metrics provide insights into gender representation in various roles, often highlighting a concentration of men in higher-seniority positions.

Aiming to further quantify the potential effect of the gender representation of employees in top management, the pay-gap ratio of the Group per total remuneration quartiles of the Group employees was calculated.

The average gender pay gap at Group Level based on the total remuneration quartiles' table:

The results of this exercise provide evidence that the main driver of the pay-gap ratio is the gender representation of employees in higher-seniority positions.

Diversity and inclusion initiatives

Eurobank aims to build a workforce that reflects its communities and global presence. In 2024, the Bank launched several initiatives promoting diversity and inclusion, benefiting employees and the broader ecosystem.

For further information, refer to Sustainability Statement and the Sustainability Data Pack.

Women In Banking (WiB) – As part of its commitment to diversity and inclusion, in 2024, Eurobank launched the 3rd Season of its WiB programme, building on the success of the previous seasons. The programme empowers women to advance to leadership roles, drive change and promote an inclusive work environment. It combines mentoring, learning and interactive activities to support talent development.

The first 2 seasons of the WiB programme featured 2,200 hours of educational content and 980 hours of mentoring. The collaboration between mentors and mentees fostered a vibrant internal community focused on connection, networking, and professional growth. With the addition of the 3rd season’s participants, this community now includes 200 members and continues to evolve—remaining active and striving to positively influence its members, other women across Eurobank, and the wider organisation.

Additionally, Eurobank signed the Women’s Empowerment Principles (WEPs), affirming its commitment to gender equality and women's empowerment. These initiatives reflect Eurobank's dedication to creating a sustainable, inclusive future.

the Boardroom – In a bid to promote female empowerment and equal opportunities, Eurobank proudly was the first bank in Greece to sponsor “the Boardroom”, which supports senior female leaders aspiring to become Board members in major organisations. By sponsoring such initiatives, the Bank encourages employees and clients to pursue leadership roles.

International Women’s Month 2024 – In 2024, Eurobank celebrated the International Women’s Month under the global theme #InspireInclusion, reinforcing its ongoing commitment to gender equality, inclusion and empowerment.

Throughout March and early April, employees engaged in a series of initiatives designed to inform, support and celebrate women at every stage of life:

• Five Inspirational Talks, featuring external experts, who covered topics including resilience, emotional agility, mindfulness, burnout and breast cancer prevention. All sessions were open to employees Group-wide.
• Eurobank Cooks for Good brought together 30 TeamUp volunteers at the Chatzikiriakio Foundation, combining giving back with inspiration through a talk by a female executive and a collaborative cooking experience.
• “WOMEN, together” exhibition at the National Museum of Contemporary Art (EMST) welcomed 120 employees, celebrating women’s creative expression.

• Vivian Lab Wellness Vouchers valued at €200 each were offered to 75 female colleagues, supporting their health and wellbeing through expert consultations on a digital platform.

These actions reflect Eurobank’s commitment to meaningful inclusion and to supporting women’s advancement – professionally, personally and socially.

As part of its Sustainability Strategy, Eurobank is committed to launching further initiatives over the next year, such as:

• Introducing DE&I training for managers.
• Promoting women in STEM activities.
• Enhancing generational diversity.

For further information, refer to Sustainability Statement.

Listening and communicating with employees

Information, inclusiveness, collaboration and creation of a positive employee experience constitute Eurobank’s main goals in terms of reinforcing employee commitment to the Group’s vision and values and increasing work satisfaction. The Human Resources related grievance reporting process is covered by the Disciplinary Council and the Workplace Violence and Harassment Policy.

Listening to Our People – WeSay Survey

At Eurobank, listening to our people is a strategic priority. As part of our commitment to cultivating a high-engagement culture, we conduct the WeSay Employee Engagement survey every 18-24 months, inviting all employees in Greece, Cyprus and Group subsidiaries to share views on engagement, satisfaction and wellbeing.

The WeSay survey is based on global employee engagement benchmarking models, Key dimensions included psychological safety and wellbeing, leadership trust, engagement and enablement, pay and benefits, collaboration, innovation, transformation readiness, ESG awareness, and wellbeing support. Eurobank also measures employee loyalty using the eNPS (employee Net Promoter Score) framework. Results are analysed by business unit and demographics to guide targeted actions.

In Q3 2023, the survey achieved a strong 83.2% participation rate and collected insights on purpose, happiness, workplace stress and transformation.
Findings led to actions in areas such as:

• Compensation and benefits
• Process optimization
• Culture alignment and team collaboration
• Wellbeing and learning initiatives

The WeSay 2025 survey, completed in Q1, recorded an 82% participation rate. Its results are currently under review and will guide the next phase of people-focused actions, aligned with Eurobank’s transformation goals and sustainability commitments.

Improving employee engagement

Improving employee engagement is a crucial goal for Eurobank, seeking to enhance productivity, foster a positive work environment and retain top talent. In pursuit of this objective, the Group has extended its efforts, aiming at engaging its workforce through various initiatives and communication campaigns. These meticulously crafted initiatives leverage all available communication channels, including Viber messages, screensavers, emails, videos, intranet and more. By prioritising employee engagement with 360-degree communication initiatives, Eurobank demonstrates its commitment to cultivating a supportive and motivating work environment, conducive to individual and organisational success.

Eurobank Running Team – In 2024, Eurobank Running Team participated in major events such as the 12th Athens Half Marathon, 8th No Finish Line and 41st Athens Marathon, with a total of over 900 participations across events. This strong presence reflects the team’s growing engagement and the Bank’s commitment to promoting wellbeing through sport.

Recognising employees’ long tenure and commitment

As a way of acknowledging loyalty and valuable contributions, Eurobank presents the Long-Term Contribution Award to employees who have served the Group for 15 and/or 25 years. This award is accompanied by a personal letter signed by the CEO. Eurobank deeply values and appreciates the dedication and commitment of its employees, and this recognition stands as a testament to that appreciation.

Fostering dialogue and information

“Connected” – Eurobank’s intranet “Connected” remains a vital internal communication channel, offering employees timely access to strategic, business, HR and technology updates, while promoting Group-wide initiatives and fostering engagement. In 2024, the platform recorded 8,363 unique users, with an average session time of 7 minutes.

“Connected app” – To further enhance accessibility, Eurobank launched the Connected mobile app, enabling employees to stay informed on the go. Page views also rose significantly, reaching 31,575, marking an 80% increase. The intranet’s effectiveness is monitored through ongoing feedback surveys, usage analytics and performance metrics, supporting continuous improvement in employee satisfaction, internal communication and engagement.

Leadership communications – To effectively communicate its strategy and encourage two-way dialogue between management and employees, Eurobank organized a series of live meetings involving the Management team and employees from all divisions. These sessions included three Senior Management meetings. Employees were given the opportunity to submit questions -either anonymously or by nameaddressing strategic decisions, business initiatives, or HR-related topics, thereby fostering an open and transparent dialogue with Top Management. Additionally, to strengthen direct communication with the regional network, Retail Management conducted 10 onsite visits, while Top Management held 6 roadshows in key regional markets across Greece.

Support at work, HR4U – The HR4U contact centre stands by the Eurobank people daily. The centre responds to their requests and schedules all necessary actions to better serve them. In 2024, HR4U handled over 25,000 requests. Requests cover a broad range of topics relating to benefits and schemes, as well as to emergencies, such as blood or platelet requests for employees and/or their family members.

For further information, refer to Sustainability Statement.

Labour unions

It is the Bank’s policy to communicate with its employees both directly and through labour unions. The union with the most members is recognised as the employees’ official representative body in labour negotiations with the Bank’s Management. Bank employees are in principle (more than 98.7%) covered by collective labour agreements (on an enterprise, sectoral and national level), while labour relations are regulated by the laws in force and the Bank’s Statute of Internal Service.

Eurobank's policies addressing labour rights in core operations (e.g. Diversity, Equity and Inclusion Policy, Eurobank’s Human Rights Statement, Internal Labor Regulation) cover ILO core conventions along with additional protections.

Eurobank is committed to transparent communication and collaboration with employee representatives during decision-making and restructurings, supporting union meetings and fostering dialogue.

Six labour unions are active at Eurobank Greece. They represent 79.08% of the Human Resources.

The topics covered by collective bargaining agreements include health and safety, remuneration, working hours/ work time flexibility, training, career development, equal opportunities, absences/ leave/ illness and insurance issues. The standard working hours for bank employees, as defined by the Sectoral Collective Labor Agreement, are 37 hours per week. Employees who work beyond this limit are compensated for overtime in accordance with applicable legislation.

Based on the Bank’s internal organisation, the trade union activity of the employees is their constitutional right and is exercised within the context of the existing legislation. Legal trade union activity does not affect the employees’ employment status and development in any way, either positively or negatively, and any involvement of the Bank in said trade union activity is not permissible, unless, and to the extent, permitted by current legislation.

Employees can monitor and get informed about their trade union rights, as well as the activities of associations, through various communication channels of their Union and the Greek Federation of Bank Employee Unions–OTOE (e.g. websites, emails, notices, labour rights guides, codification of collective agreements). Furthermore, Eurobank is one of the four banks that represent sector workforce majority, participating in the banking industry collective bargaining agreements with the Greek Federation of Bank Employee Unions - OTOE.

For further information, refer to the Sustainability Statement and the Sustainability Data Pack.

Eurobank is an innovator when it comes to initiatives and Corporate Social Responsibility (CSR) activities that support innovative entrepreneurship, foster the sustainable growth of small and medium-sized enterprises (SMEs), both national and international, and reinforce the outward-looking potential of Greek companies. Eurobank promotes the SMEs’ sustainable growth through the following initiatives.

Eurobank Next – Digital Growth and Future Competitiveness

Launched in January 2024, Eurobank Next – Digital Growth and Future Competitiveness is a strategic initiative, aiming to drive transformative banking solutions and ensure the Group's future relevance by fostering innovation and exploring disruptive value propositions. It includes the:

• Innovation Center – Focuses on fast-paced, focused innovation to increase profitability and efficiency. It fosters entrepreneurship and intrapreneurship, connects with fintech companies, and provides market insights through newsletters and reports.
• GenAI Coordination Unit – Sets Eurobank's strategic ambition in Generative AI (GenAI), defining use cases, coordinating stakeholders and overseeing the deployment of GenAI technologies.

To strengthen competitiveness and promote innovation, an Innovation Board was established under the leadership of the CEO. This Board aims to strengthen the culture of innovation and ensure continuous adaptation to new technological and business challenges.

Venture Banking

The Venture Banking unit supports innovative and fast-growing businesses in Greece by providing tailored financing tools and advisory services. With the aim of providing comprehensive, integrated solutions and services to enhance Greek innovative businesses, the Venture Banking unit serves as a collaborative umbrella for other CIB front units.

It includes the egg – enter grow go business growth accelerator, a top European hub for innovative startups, having supported over 450 startups. The egg fosters global partnerships with organisations, universities and accelerators, enhancing networking and development opportunities for entrepreneurs.

egg – enter grow go

The egg – enter grow go initiative, launched in 2013 by Eurobank and Corallia, a Unit of the Athena Research Centre, is a business accelerator that supports entrepreneurs through business incubation, acceleration and collaboration among startups. The initiative has become a prominent business acceleration programme in Greece and internationally, with 3 key platforms:

• egg Pre-Acceleration – Focuses on connecting the academic community with entrepreneurship through mentoring, guidance and training.
• egg Start-Up – Supports startups at various development stages, offering financing through microcredit, special bank programmes and private investment funds.
• egg Scale-Up – Targets businesses with significant growth potential, helping them reach the next round of financing through accelerated expansion.

The egg initiative has hosted 1,500 entrepreneurs, included in 450 business teams, and helped 220 teams create legal entities. The egg businesses have achieved a combined turnover of €49 million, applied for 61 patents and travelled to major technology ecosystems worldwide.

Eurobank has invested €13 million in egg, 76 companies received over €55.2 million in equity funding and 51 startups received €3.3 million through Eurobank financing tools. The egg startups have donated €100,000 to NGOs.

Within 2025, the egg – enter grow go initiative will introduce a new operational model as the egg Accelerator. Under this framework, the egg Accelerator will provide a comprehensive business development programme, offering tools and support to help participants refine their business plans, secure funding, identify target customers, enhance product promotion and achieve sustainable success. The programme will consist of 3 platforms:

• Pre-Acceleration – Will support early-stage ideas through initiatives such as mini acceleration programmes, international networking events and hackathons.
• Acceleration – Will assist startups at various stages, from pre-seed to post-seed, helping them with product development, sales growth and funding.
• Post-Acceleration – Will aid mature businesses, including egg alumni, hub members and sector-specific networks, such as the egg Tourism and Culture Cluster, focusing on expansion, networking and securing large-scale investments (Series-A and beyond).

Tourism and Culture Cluster

The egg – enter grow go initiative, managed by Eurobank, is supporting the first Greek Cooperative Innovation Cluster in Digital Technologies for Tourism and Culture. The Cluster aims to ensure financial viability, and achieve economies of scale and scope in digital applications for tourism and culture. The Cluster includes innovative companies and organisations in Greece that focus on digital tourism technologies and ICT, aligning with global tourism priorities. Its goal is to digitise tourism and cultural products, enhancing Greece's competitive edge through advanced technologies and offering visitors new travel experiences.

The “Development of innovative technologies and new generation of digital applications in tourism and culture” R&D programme has been submitted to the Innovation Cluster CfP of the General Secretariat for Research and Innovation, with a budget of €2.8 million allocated to 6 collaborative R&D projects from 13 companies.

Growth Awards

The Growth Awards, established in 2016 by Eurobank in partnership with Grant Thornton, recognise companies with high financial performance and a successful corporate history. The awards aim to foster a new entrepreneurial landscape and work culture in Greece.

Over 7 ceremonies, 44 Greek enterprises have been awarded, with more than 2,000 guests attending physically and digitally each year. The Award Committee consists of 20 distinguished individuals from the Greek business and academic sectors.

Exportgate and extroversion initiatives

Eurobank is dedicated to boosting Greece's economy by promoting entrepreneurship and supporting Greek businesses in expanding internationally. The Bank created Exportgate, a web portal that connects Greek and Cypriot companies with global markets, offering tools for international business operations. The trade portal has over 5,500 Greek and Cypriot companies as members and provides access to information about more than 1,000,000 partners in around 200 countries and more than 1 million business opportunities.

Exportgate is part of the Trade Club Alliance (TCA) network, which supports its members in finding global partners. The network recently expanded into China through the addition of Bank of China.

There is strong collaboration with Enterprise Greece, the official investment and trade promotion agency of the Greek State, aiming at increasing export activity and attracting foreign investments.

Through SEV’s extroversion initiatives (Export Ready Workshops), SEV and Eurobank have established powerful synergies offering end-to-end support to Greek businesses.

For further information on actions related to fostering innovation, refer to the Sustainability Statement.

Raising awareness among its people on a wide range of sustainability issues is a priority for Eurobank. To this end, it designs and carries out informational and educational programmes, as well as awareness activities.

Internal

Internal ESG capacity building is a key element of Eurobank's Operational Impact Strategy, featuring numerous initiatives centred on learning and engagement.

The Bank launched the "ESG Thinking" programme in 2022 to provide essential ESG knowledge and skills to its workforce. Employees receive comprehensive training on environmental, energy and climate-change topics, as well as sustainability best practices.

In 2024, Eurobank significantly enriched its educational offerings to strengthen employee awareness and engagement in sustainability-related areas. A diverse range of learning programmes was delivered, covering key topics such as sustainable finance, anti-money laundering (AML), cybersecurity, first aid, sign language and digital literacy. Special emphasis was placed on critical themes, including data protection (GDPR), cyber resilience, inclusive leadership, mindfulness, self-care and overall wellbeing. This reflects the organisation’s ongoing commitment to cultivating a responsible, inclusive and future-ready workforce. Furthermore, the Bank continued to offer e-learning programmes for certified ISO Management Systems, which were initially launched in 2021, making them accessible to all employees. This means that every employee has the opportunity to choose and include these environmental training programmes in their individual learning plan. The cumulative investment in ESG upskilling initiatives resulted in over 18,500 participations within 2024.

Eurobank promotes energy-saving practices and assesses its branches and buildings for energy consumption. The Bank encourages employees to propose ways to improve energy and environmental performance.

CIB Sustainability Academy – The newly established CIB Sustainability Centre of Excellence (CIB SCoE) has designed an internal awareness initiative, the CIB Sustainability Academy, a pivotal initiative dedicated to upgrading the sustainability related skills of CIB staff members, ensuring they are equipped to navigate the evolving sustainability landscape. It represents the Bank’s commitment to embrace a culture of sustainability and align with global best practices in the field.

Supported by the Digital Academy for Business, the Academy offers short training sessions at regular intervals. These sessions cover a broad range of topics, from basic definitions to more complex sustainability issues, and from general to more technical subjects related to topics that staff members come across in their daily business.

The CIB Sustainability Academy is accessible to all CIB colleagues, regardless of position or role, as achieving a more sustainable future requires a cultural shift across the organisation. This can be achieved by gaining a comprehensive overview of how sustainability is integrated into the banking sector and the Corporate & Investment Banking space.

Since its establishment in October 2024, the CIB Sustainability Academy has delivered 7 sessions to CIB employees.

TeamUp – Running since 2018, the TeamUp volunteer programme allows employees and their families to participate in volunteer actions. In 2024, TeamUp focused on raising awareness about climate change, environmental risks and social issues. More than 1,500 employees joined the programme, contributing over 3,820 hours of volunteer services.

• Charity Running (8th No Finish Line Athens & Greece Race For The Cure) – 700 TeamUp volunteers covered a total of 150,000 km for a good cause.
• Tree planting in Attica and Feres Evrou (SE Greece – East Macedonia) – In partnership with the We4all non-profit environmental organisation, 375 Eurobank volunteers had the chance to participate in tree planting to restore areas affected by wildfires.
• Stream cleanup in Attica, Thessaloniki and Vegoritida Lake (Southern Greece – West Macedonia) – More than 400 TeamUp volunteers, in partnership with iSea, collected more than 1,200 kg of various types of waste, including plastic bottles, barrels, tires, fishing nets and even car parts.
• Support for Make-A-Wish Greece and Hatzikiriakio Institution – 100 TeamUp members took over the role of a vendor and supported the organisations during the International Women Day and the seasonal holidays.

External

Eurobank has taken measures to assist stakeholders assimilate sustainability terminology, opportunities and applicability. Promoting capacity building for external stakeholders, and particularly for clients, is an integral part of the Bank’s Operational Impact Strategy and it is achieved through in-person interactions or events as well as through the online platform of Digital Academy for Business.

Digital Academy for Business

Eurobank has been actively supporting Greek businesses in their digital and sustainability transition journey through a groundbreaking CSR initiative, which serves as a catalyst for business transformation and success.

Since 2019, the Digital Academy has been offering a transformative experience tailored to the evolving needs of businesses in the digital age, with a deep commitment to fostering digital literacy, innovation and entrepreneurship. The mission of the Digital Academy is to prepare business executives for their effective transition into the modern digital world. The platform provides free access to webinars, articles, studies, survey reports, best practices, tools and phygital workshops that meet the specific needs of businesses across different industries and under different market conditions. The content presented is structured around the 3 main axes of Digital Transformation, ESG and Operational Excellence.

By integrating expert knowledge from its partner ecosystem, it empowers businesses to thrive in their digital transformation journey.

With more than 6,500 members at the end of 2024, the Digital Academy is making an impact. In 2024, it focused on more targeted workshops. The 7 workshops held attracted 1,260 business executives, with average participation up by 50% compared to previous years. The feedback received showed once again the strong need for the Digital Academy to deliver tailor-made and targeted content for businesses. Additionally, the possibility to access online all workshop presentations and recordings has upgraded the members' overall experience.

ESG & Sustainability stream workshops in 2024

• “Sustainable Transition: New prospects and new requirements” – It presented the new opportunities emerging in the field of sustainable development and the new requirements that will ensure transition to the ESG model.
• “Financing Sustainable Development for SMEs” – Supported the Hellenic Development Bank (HDB), it gave the opportunity to business executives to discover how they can enhance their competitiveness by achieving sustainable development through dedicated financial solutions and tools.
• “Framework and objectives of the interbank ESG questionnaire” – Listening to the needs of Greek businesses, the workshop was organised with the support of HBA and TEIRESIAS . The ESGr platform was also introduced to help businesses understand how they can add value by improving their ESG performance while facilitating their ESG transition, as well as how they can ensure transparency in their sustainable practices.

Digital Transformation stream workshops in 2024

• “Tourism automation” – Experts from the Tourism partner ecosystem presented innovative solutions and automation methods for services that can contribute to the digital transition of tourism businesses.
• “Next gen Pharmacy” – Executives from the pharmaceutical industry discovered how they can upgrade their businesses through the integration of value adding services and explored AI use cases relevant to their sector.

Operational Excellence stream workshops in 2024

• “New labour requirement of the digital work card” – Supported by SoftOne, it informed businesses about obligations, special provisions and how payroll is impacted by the digital card measure.
• New section for recurring updates – In the 1st workshop of the section, Eurobank Research team executives presented the latest developments regarding the recovery of the Greek economy, as well as the challenges it faces and how these are linked to international developments.

For 2025 it is focusing on modern business needs, emerging technologies and ideas stemming from its members’ feedback.

Contribution to events

The Digital Academy served as a Platinum sponsor for the 4th Summit of the Hellenic Association of Treasurers International.

Through its strategic partnership with SEV, it actively contributes to workshops on digital transformation organised by SEV and to the SEV Digital Transformation Observatory initiative with research on digital transformation, digital health, and guides on AI and energy-saving solutions for businesses.

ESG Insight

Initially launched in 2023, the Bank continued the publication of the “ESG Insight" newsletter to ensure communication with internal and external stakeholders on sustainability matters. The newsletter provides regular updates on the Bank’s sustainability initiatives, covering a range of topics, such as regulatory changes, policies and commitments, sustainability-related products and services, operational impact, community engagement, awards, certifications and employee involvement.

Eurobank is continuing its strategic initiative to address the demographic challenge, one of the most serious problems that Greece will face in the near future, with a financial and social impact. The Bank’s initiative in this direction involves a wide range of actions for supporting young families in their effort to have one or more children, also aiming at setting the demographic issue higher in the public dialogue agenda.

Eurobank has completed 22 years of continuous presence in the education sector, mainly through the Moving Education Forward initiative, as well as other actions, such as targeted scholarships.

Meanwhile, the Bank has launched several resilience and recovery initiatives, as well as actions to support vulnerable social groups, especially children and young people. With its sights set on the future, Eurobank has been long supporting and contributing to the promotion of sports, culture and corporate volunteering.

Demographic issue

In 2024, Eurobank continued to reinforce its initiatives to tackle the demographic issue in Greece. The initiative focuses on the remote eastern regions of Greece: Evros, the North Aegean islands and the Dodecanese (regional units of Evros, Lesvos, Samos, Chios, Rhodes, Kos, Kalymnos and Karpathos). These are areas of outstanding national gravity, with several problems and limitations compared to other areas closer to the capital.

Through the Moving Family Forward initiative and the NGOs that have joined forces with it, 50 babies were born with free-of-charge assisted reproduction, care packages for children were offered to new parents in the above regions and free psycho-educational seminars were held for parents and teachers.

In 2024, the Bank announced a new mortgage loan, specially designed for families with 3+ children in remote Eastern Greece, with 1% fixed interest rate (plus contribution under Law 128/1975 today 0,12%) for the entire loan term. This initiative is contributing to tackling the demographic issue, as the cost of housing is one of the greatest problems in Greece.

In addition, through Eurobank's funding, teachers, such as robotics teacher, music teacher, speech therapist and dance therapist, were placed at small remote islands with a view to covering the residents’ needs for providing such services to children.

For yet another year, Eurobank sponsored the “Demographics 2024 – National Priority” annual conference, before the Prime Minister of Greece, steadily showcasing the significance of the demographic issue in the public dialogue agenda.

The Bank is in collaborating with Deloitte for the measurement of the Social Return on Investment (SROI) from this CSR initiative. SROI results will be delivered during 2025.

Education and excellence

Supporting education is a key pillar of Eurobank’s corporate social responsibility, with actions that reward excellence and actively assist the new generation. Rewarding fair play and the continuous effort to conquer new pinnacles, and showcasing academic performance and potential are an integral part of the Bank’s education and excellence programme. Support to the new generation is further enhanced by identifying current trends and focusing on offering university students and graduates tools that help them enter the job market.

Moving Education Forward

In 2024, the Moving Education Forward initiative completed 22 years of uninterrupted presence, and is one of the largest and longest-running corporate social responsibility initiatives in Greece.

The Moving Education Forward initiative demonstrates how the Bank showcases values such as knowledge and excellence, and contributes towards recognising the decisive role education plays in self-actualisation and collective progress. The Bank rewards the honours students who receive the highest score out of a scale of 20 in all 4 main subjects (score of 72 or more in total, excluding special subjects) in the university entry exams, from every general or vocational senior high school in Greece. The initiative is supported by the Greek Ministry of Education and Religious Affairs and each honours student awarded receives a cash prize that is deposited in a bank account held by them.

In 2024, 983 students were awarded in 9 events held throughout Greece, while 23,555 young people have been awarded since the launch of the initiative. The best of the best from every educational region in Greece were also awarded in 2024 by the President of the Hellenic Republic in a special event.

Building on its 22 years of presence, in 2024 the Moving Education Forward initiative stayed true to its course, adapting to modern needs and incorporating new initiatives that support scientific expertise and link academic knowledge to practical knowledge and the job market.

The new full-time Professional MSc in Digital Transformation was launched in 2024 by the Athens University of Economics and Business, fully funded by the Bank. It is addressed to graduates of Greek and foreign universities (including Cyprus and Bulgaria, where the Eurobank Group is present) and has 35 spots every academic year. A part of these spots is available to Eurobank Group employees and the Bank makes a job offer to the top 10 graduates.

Eurobank also funds the mprostagiatinpaideia.gr platform, set up and operating by linq, to support the interconnection of young people with the job market. The platform already hosts more than 1,500 students, who have access to all the services of the programme, such as: finding internship opportunities at Eurobank and other companies associated with the platform, staying on top of academic news and market trends, receiving personalised guidance from experts and mentoring, developing and practising soft skills, and training and specialising on cutting-edge technologies, certified by tech companies, consulting firms and academic institutions.

Find out more about the Moving Education Forward initiative.

Scholarship Programme of the Center for Talented Youth (CTY) Greece

Internationally recognised Johns Hopkins University, USA, and Anatolia College joined forces to create the Center for Talented Youth, which started operating in Greece in 2013, under the auspices of the Greek Ministry of Education and Religious Affairs and the Cypriot Ministry of Education and Culture.

Eurobank, as a major sponsor of CTY from the start, gave children in Rhodes the chance to get to know the programme, and offered 10 scholarships to students who passed the exams, so they could attend the summer programmes offered by CTY, which stands out for its ground-breaking and innovative teaching methods.

Resilience and recovery

In 2024, Eurobank completed the flood and erosion control projects it had undertaken in 2023 at fire-stricken areas on the island of Rhodes. The Bank donated €460,000 for the construction of 212,371 hectares of flood and erosion protection projects east of the Asclepius community and the coastal settlement of Kiotari, in the municipal unit of South Rhodes. It also covered part of the expense for preparing a study which was carried out at the initiative of the Rhodes Hoteliers Association for a broader set of flood control projects on the island.

In addition, the Bank, a long-standing supporter of Education, announced its participation in the “Marietta Giannakou” programme to restore 430 school buildings in 245 municipalities across Greece, activating the €25 million donation of the Bank, from the total of €100 million that will be provided by the 4 systemic banks.

Εurobank’s consistent and active support to the Greek armed forces is evidenced by the Bank covering the cost for the construction of a 25-meter metal flagpole in the context of upgrading Military Outpost 5 in the area of Nea Vyssa. This one of the most modern border outposts in Greece, decisively contributing to safeguarding national security, as a critical border protection hub.

At the same time, the Bank financed the restoration of a conference room and VIP reception area for the First Army in Larissa, which is the largest Greek Army formation.

Culture and Sports

Historical Archives

In 2024, the Eurobank Historical Archives (EHA) unit continued to label, receive, record and organise material of historical interest from the Bank’s units, enhancing its structure and documentation. It added new publications and magazines to the Library, and assisted researchers by granting access to various archival content.

At the same time, it updated operations and infrastructure, increased its participation in conferences and showcased the archival stock through promotional events. It provided guidance to student interns at the EHA, supporting the interconnection with the academic community. It participated actively in the initiatives of the Hellenic Archival Society and contributed to the Bank’s internal initiatives as part of its corporate social responsibility.

Culture

Recognising the value of culture and its valuable contribution to the people’s intellectual stimulation, since its establishment, Eurobank has been supporting and showcasing remarkable cultural performances in Greece in the fields of art, music, theatre and opera.

In this context, in 2024 Eurobank continued its partnership with the Benaki Museum, as a permanent sponsor of the exhibition programme, and supported the production of the Tosca opera and the Carmen ballet at the Greek National Opera.

In addition, the Bank supported the archaeological exhibition of the Museum of Cycladic Art “Chaeronea, 2 August 338 BC: A day that changed the world” and the Whirlwind of Destiny play at the Athens Concert Hall.

In the context of inclusion, Eurobank distributed almost 1,100 musical-theatre tickets to 13 charities, to give children and young people who cannot afford it the chance to get in touch with art, and have access to quality entertainment.

P. Mantis and P. Kagialis sailing duo sponsorship

For many years now, Eurobank has been standing by Greek athletes whose efforts are invaluable examples of ethical demeanour, perseverance, commitment and selfdiscipline, making all Greeks proud. Since 2016, Eurobank has been a Gold Sponsor of the P. Mantis and P. Kagialis sailing duo.

In 2024, the team, sailing on the Velos yacht and sponsored by Eurobank Private Banking, ranked first and second 5 times, in 7 open-sea races in Greece.

Find out more about Scholarships at CTY Greece and Eurobank’s initiatives for resilience and recovery.

* Established targets for Eurobank Cyprus and Hellenic Bank are subject to re-evaluation and redefinition due to their 2025 merger.

 

* Established targets for Eurobank Cyprus and Hellenic Bank are subject to re-evaluation and redefinition due to their 2025 merger.

 

Eurobank addresses significant cybersecurity risks due to the increasing complexity and frequency of cyberattacks, especially in the financial sector. Cyberattacks, digital fraud, compromised customer data and personal data breaches are part of everyday reality nowadays, chiefly in the financial/banking sector, due to the evolution of new technologies, the increasing use of digital channels for financial transactions and the increased sophistication of cyber criminals.

Cybersecurity

Eurobank prioritises the protection of transactions, information and personal data, and the resilience of its ICT systems using a Predict, Prevent, Detect and Respond framework within a 3 Lines of Defence model, overseen by the Chief Information Security Officer (CISO), who heads Group Corporate Security. The CISO reports directly to a Deputy CEO who sits on Eurobank’s Board of Directors (BoD) and Executive Board.

The BoD has overall accountability for setting, approving and overseeing the implementation of all arrangements related to the ICT and Security Risk Management Framework, to enable Eurobank to address ICT and security risks quickly, efficiently and comprehensively, and to ensure a high level of digital operational resilience.

The BoD has assigned the responsibility for managing and overseeing ICT and security risks to Group Corporate Security, in its role as an independent and competent 2nd Line of Defence (2LoD) function. Group Corporate Security is directly accountable to the BoD and responsible for monitoring and controlling adherence to the ICT and Security Risk Management Framework. Group Corporate Security ensures that ICT and security risks are identified, measured, assessed, managed, monitored and reported.

During 2024, Eurobank successfully managed all cybersecurity attacks, and as a result there were:

• No data breaches involving personally identifiable information (PII).
• No business disruptions.
• No monetary losses.
• No cybersecurity incidents that needed to be reported to Authorities.
• No account holders affected.

Throughout 2024, Eurobank continued to proactively invest in up-to-date, efficient and cost-effective security technologies and controls to address the ever-growing threats and the evolving regulatory requirements, to minimise disruptions, and to keep systems and data protected from unauthorised or unlawful processing and against accidental loss, destruction or damage.

For further information regarding cybersecurity, refer to the Sustainability Statement.

Personal data protection

Eurobank upholds personal data protection as a vital component of corporate governance and client trust. It continuously ensures that the necessary actions are taken for complying with Regulation (EU) 2016/679, Law 4624/2019 and other provisions of the relevant Greek and EU legislation on personal data. Eurobank takes appropriate measures to provide information to data subjects (e.g. customers) relating to the processing of their personal data in a concise, transparent, intelligible and easily accessible form, using clear and plain language. Eurobank’s main privacy notice (Information on the Processing of Personal Data) is available online and in hard copy through its branches. The privacy notice is incorporated into various contractual and other. Furthermore, the Bank issues supplementary notices for cases of personal data processing not covered by its main privacy notice such as the processing of employees’ personal data, website visitors’ data, the use of cookies and CCTV.

Through these privacy notices, Eurobank endeavours to explain clearly and openly how and why it uses/processes personal data, how personal data might be shared and the legal grounds for processing personal data. Customers and data subjects may raise any concerns with Eurobank’s Data Protection Officer (DPO) by post or email. Eurobank only collects personal data lawfully and does not rent, sell or provide personal data to unauthorised third parties. Individuals may also exercise their rights of access, rectification and deletion, among others, by contacting a dedicated team by post or email, which will strive as best possible to address their request within the deadline stipulated in the GDPR.

Eurobank respects various third-party standards and initiatives, including internationally recognised frameworks, such as ISO 27001 and ISO 27701. In developing these policies, Eurobank has taken into consideration the interests of key stakeholders, including customers, employees and regulatory bodies. This stakeholder engagement ensures that the policies are reflective of broader societal expectations and regulatory requirements.

Eurobank is committed to robust personal data protection through strategic governance, comprehensive policy enforcement, proactive risk management, transparent consent processes and rigorous incident management training, ensuring trust and compliance with all relevant data protection laws:

• Leadership and Governance – The DPO leads Eurobank’s data protection efforts, reporting directly to a Deputy CEO, who sits on Eurobank’s BoD and Executive Board, while embedding privacy by design into projects and new services. The DPO regularly informs the Executive Board and the Board Risk Committee on the most important aspects of GDPR compliance.
• Policies and Procedures – Eurobank maintains up-to-date personal data protection policies and integrates comprehensive privacy terms in all contracts, safeguarding data interactions with third-party controllers and processors.
• Data Management and Risk Assessment – Centralised processing records and regular privacy impact assessments mitigate risks to data subjects, efficiently handling rights-related customer requests and enhancing process resilience.
• Consent and Communication – Consent procedures ensure lawful data processing and transparent communication, with new services promoted only with explicit customer consent, adhering to communication legalities.
• Incident Management and Training – Rapid data breach notifications and effective incident response procedures complement ongoing GDPR awareness, highlighted by the successful completion of the GDPR training in 2024 by all Group staff.

During 2024, the Bank was not required to disclose any personal data breach incidents (e.g. leaks, thefts, losses of PII) to the Hellenic Data Protection Authority. Furthermore, there were no substantiated complaints about privacy violations and losses/leaks of customer personal data.

Over the same period, the Bank received and managed successfully 578 customer / data subject access requests (DSARs), all handled within the deadlines set out in the GDPR. The majority of these requests related to exercising the right to object to the transfer of personal data to credit servicing and debt notification companies or in the context of debt securitisation; Eurobank responded to the data subjects that such transfer was within its legal rights and had been clearly mentioned in the contract with the data subjects and/or the privacy notice.

For further information regarding cybersecurity, refer to the Sustainability Statement.

Eurobank ensures financial security by enforcing policies against fraud, corruption and money laundering, complying with international standards. The Bank has established a corporate governance framework that emphasises transparency, equal treatment and integrity, upholding human rights for its employees, suppliers, contractors and clients.

Code of Conduct and Ethics

The Code of Conduct and Ethics highlights the importance Eurobank places on integrating principles in the way its people behave as professionals and the way they conduct business. The Code of Conduct & Ethics applies to every Eurobank staff member, irrespective of segment, hierarchy level or job description, as a daily reference manual.

The Code of Conduct & Ethics acts as a regulatory framework for Eurobank employees at all levels, complementary and supplementary to the existing legislation, complemented by specific policies (i.e. Anti-Bribery and Corruption Policy, Conflicts of Interest Policy, Policy for Reporting Illegal or Unethical Conduct, External Engagement Policy, Policy for the Prevention and Detection of Market Abuse), which serve as a further point of reference for Eurobank staff.

Control and monitoring

The effective implementation of the Code of Conduct and Ethics at Eurobank is underpinned by a comprehensive framework, including regular monitoring, advanced systems and targeted staff training. Designated bodies oversee the adherence to the Code of Conduct and Ethics, ensuring its principles are upheld across all operations. The Bank has established an adequate process for handling breaches in all areas of the Code of Conduct and Ethics.

Group Compliance, as well as the other competent Eurobank bodies and functions, are authorised to conduct monitoring reviews and audits regarding compliance with the principles of the Code of Conduct and Ethics, across all levels and functions of Eurobank. In 2024 Eurobank’s Anti Bribery Management System has been certified as per ISO 37001. As part of this certification, both internal and external audits are conducted.

The Code of Conduct and Ethics, alongside the supplementary policies (i.e. Policy for Reporting Illegal or Unethical Conduct, Anti-Bribery and Corruption Policy, Conflicts of Interest Policy External Engagement Policy, Policy for the Prevention and Detection of Market Abuse), is disseminated to 100% of staff members, including Board Members and those in advisory roles or on fixed-term contracts. Employees confirm their understanding and acceptance through a digital platform, reinforcing the Bank’s dedication to ethical practices.

Group Compliance is also responsible for managing any questions that may arise as to the proper implementation of the Code of Conduct and Ethics. Any violations of the Code of Conduct and Ethics provisions may be reported to the competent Eurobank bodies and can even lead to administrative or disciplinary action, including termination of employment. When staff members have concerns relating to ethical issues, they may contact Group Compliance, as well as go through dedicated channels as described in the Code of Conduct and Ethics and in the Policy for Reporting Illegal or Unethical Conduct.

Training on the Code of Conduct and Ethics

Group Compliance provides training on the Code of Conduct and Ethics, corruption and bribery issues, aiming to raise awareness and cultivate a strong culture of values and integrity, covering all employees. In addition, the induction of new recruits also includes training on these issues.

In 2023, a new digital learning programme on the Code of Conduct and Ethics was provided to all staff and external partners, which included among others corruption and bribery issues. The programme continued in 2024 for all the new recruits. Within 2024, there were no:

• Confirmed incidents of bribery and corruption.
• Confirmed incidents in which employees were dismissed or disciplined for corruption.
• Confirmed incidents where contracts with business partners were terminated or not renewed due to violations related to corruption.
• Public legal cases regarding corruption brought against the organisation or its employees.
• Monetary losses from business ethics violations because of legal proceedings associated with insider trading, antitrust, anti-competitive behaviour, market manipulation or malpractice.

For further information regarding cybersecurity, refer to the Sustainability Statement.

Regulations on AML/CFT, economic sanctions, avoidance of tax evasion

Eurobank has established policies and monitoring mechanisms to ensure compliance with legislative and regulatory frameworks, including detecting and halting transactions linked to terrorist activities, human trafficking, drug trafficking and arms trafficking. In this context, Eurobank has in place adequate screening procedures for new and existing business relationships.

Staff receive training to identify financial sanctions and potential economic bans, with authorised executives encouraged to report any financial offences. The training material covers aspects of the AML/ CFT framework and the aspect of tax evasion avoidance, which is a predicate money-laundering offence. Training refers to regulatory requirements, supervisory guidance and Eurobank’s AML/CFT and sanctions, related policies, procedures and processes.

Whistleblowing Mechanism

Eurobank operates with high ethical standards, prioritising integrity, transparency and accountability to protect its reputation and clientele. A zero-tolerance policy is implemented against fraud, corruption, money laundering violations, and actions that cause material and reputational damage to Eurobank.

The Policy for Reporting Illegal or Unethical Conduct provides a secure means for staff and third parties to report illegal, unethical conduct through designated internal or external channels. Unit heads must ensure a work environment that makes staff members feel safe to communicate freely and to report possible issues that come to their attention. In any event, staff may contact the dedicated channels to report issues or circumstances that could constitute:

• Violation of the law or other regulations.
• Violation of the Code of Conduct and Ethics.
• Violation of Eurobank policies
• Other forms of illegal, irregular, dishonest, unprofessional or unethical behaviour, including but not limited to theft, embezzlement, bribery and corruption, conflict of interest, money laundering and terrorist financing, misappropriation/ destruction of assets, misuse of confidential information, ethical / psychological / physical / sexual harassment, fraud attempts, and transactions or conduct that could be interpreted as indications of fraud or attempted fraud.

As part of Eurobank’s Whistleblowing Management System (ISO37002) attestation, pertinent performance monitoring and audits are conducted both internally and externally.

According to the Policy for Reporting Illegal or Unethical Conduct, Eurobank provides protection against reprisal and keeps confidential the identity of those who have submitted information they know and consider to be accurate and true.

All staff members are encouraged to raise issues of concern and speak up when they suspect potential wrongdoing or are faced with conduct or situations that may raise ethical, legal or regulatory concerns.

Reports for such incidents may be submitted by email to ethicshotline@eurobank.gr, over the phone at +30 214 4058990 (24/7 all year round) or by post to 2-6 Pesmazoglou Street, 10559 Athens, Greece, to the attention of the Report Receiving and Monitoring Officer (RRMO).

All other internal parties that may receive reports of such nature should inform and forward the report to the RRMO.

During 2024, all reports were investigated, and appropriate disciplinary actions were taken when the case was confirmed.

Conflicts of interest

Eurobank has implemented a Conflicts of Interest Policy to manage potential conflicts in line with local laws and international best practices. Conflicts may arise when personal or financial interests deviate from the interests of Eurobank or other stakeholders, such as staff members, clients and shareholders. Proper management of related-party transactions ensures transparency and compliance with the International Accounting Standards and regulatory requirements.

The Board of Directors is responsible for:

• Establishing an internal culture that promotes compliance at all levels, including effective management of conflicts of interest.
• Ensuring the existence of an adequate Conflicts of Interest Policy.

When performing their duties, Board Members:

• Ensure they act with independence of mind.
• Proactively identify conflicts of interest and disclose such conflicts as required.
• Implement mitigating measures.

Disclosures of Board Member directorships outside the Group are included in the Annual Financial Report.

For further information regarding cybersecurity, refer to the Sustainability Statement.

 

Anti-bribery and corruption

Eurobank shows zero tolerance towards bribery and corruption. To this end, an Anti-Bribery and Corruption Policy applies to all Eurobank staff, aiming to prevent instances of bribery and corruption, and promote integrity within the business environment. Eurobank provides ongoing training to staff on preventing and identifying bribery and corruption incidents. Through training modules and internal communication, staff awareness is raised on emerging risks when dealing with cases of bribery and corruption.

The Bank also systematically evaluates suppliers to mitigate the risk of bribery and corruption. In addition, a dedicated Code of Conduct & Ethics for suppliers is in place since 2024 for all suppliers. Moreover, anti-bribery terms are also included in contractual documents, while an antibribery statement is signed by new suppliers.

Regulatory compliance

Group Compliance

Group Compliance is an independent function and reports functionally to the Board Audit Committee and for administrative purposes to the CEO. Group Compliance supervises the overall compliance function within the Group. In this context, the Compliance Units of the Group in Greece and abroad have a direct reporting line to Group Compliance. Group Compliance’s mission is to promote a sustainable culture that encourages integrity through ethical conduct and commitment to compliance with the applicable regulatory framework and the international corporate governance standards.

In 2024, Eurobank made significant steps in reinforcing its compliance and corporate culture through key developments and initiatives. Looking ahead to 2025, the Bank continues to set ambitious goals to sustain its compliance excellence. The table below provides a high-level overview of these strategic actions, highlighting Eurobank's commitment to enhancing its compliance frameworks and maintaining operational integrity.

For further information regarding cybersecurity, refer to the Sustainability Statement.

For Eurobank, the relationship and cooperation with its clients is a primary strategic objective. Aiming at honest and transparent communication, it has set up specific processes to communicate information surrounding its products and services. Through its Customer Complaints Policy and ISO certified processes, the Bank handles its customer complaints with compassion, while performance is measured by pertinent qualitative indicators. To strengthen its customer relationships, Eurobank has launched Customer Excellence, to enhance customer service through all points of contact and secure relationships of trust.

Complaint management

The Bank approaches customer complaints in a spirit of good cooperation, understanding and respect, aiming at mutually acceptable solutions. Complaint management is centralised, ensuring a uniform complaint management system, while complaints are handled impartially, and with a transparent and genuine effort to reach fair resolutions. To enhance its response to customer complaints, the Bank has aligned its Complaint Management Policy with Bank of Greece Executive Committee Act No. 157/2019 and has updated its processes according to international standards (ISO 9001 and 10002).

The most important elements of its Policy are posted on the Eurobank website, so as to provide customers with information on how to submit their complaint and how complaints are managed. If a customer is dissatisfied with the proposed solution, they may contact the Hellenic Financial Ombudsman.

The Bank measures the effectiveness of its complaint management through qualitative indicators and reports, which keep the Bank’s Management informed. Results are monitored monthly at Executive Board level and quarterly at Audit Committee level. Eurobank's commitment to customer service is evident throughout the complaint management process, as customers are regularly updated on the progress of their cases. Additionally, follow-up communication is conducted on a sample of resolved cases, to gauge customer satisfaction and collect feedback.

Customer Excellence – Customer Service Enhancement

Eurobank prioritises strengthening customer relationships and fostering collaboration as key strategic objectives. To this end, the Bank has launched the Customer Excellence initiative, which aims to provide excellent service across all points of contact and build trust with customers. The Retail Customer Excellence Committee, composed of senior Bank executives, supports these efforts by making decisions to enhance quality and customer service.

Eurobank makes the most of customer experience data (Voice of Customer) from various sources, including complaints, Google reviews or surveys, and continuously adds new sources through NPS surveys at multiple touchpoints (branches, e-Banking, Eurobank Mobile App, v-Banking, ATMs, EuroPhone Banking) and for major products. The collected data is analysed to identify areas for improvement and to implement corrective and preventive measures, ensuring that the Bank’s services meet customer expectations. Qualitative indicators are regularly monitored to track results.

Eurobank also runs tailor-made educational programmes, launches knowledge-sharing and best-practices initiatives, undertakes actions to recognise excellent performance, and promotes visits to front-office services, to constantly ensure that all the Bank officers share the customer-centric culture.

In 2024 Eurobank:

• Collected over 149,000 customer evaluations on banking experiences.
• Analysed 62,000 comments to improve services or design new ones.
• Personally contacted over 1K customers to inform them about actions taken based on their feedback.

The Bank replies in writing to all clients who respond to NPS measurements, thanking them and assuring them that their evaluations were taken seriously.

Responsible information

Eurobank prioritises honest communication and transparency with its customers. As part of its responsible customer information strategy, the Bank provides customized information to each customer, ensuring clear communication about its products and services. To achieve this Eurobank:

• Has established customer support departments, and both traditional and online service networks.
• Has created simple procedures and brochures to inform customers about its products and services.
• Adheres to the regulatory framework and the Banking Code of Conduct, with control mechanisms to ensure compliance.

Customers can refer to the General Terms of Banking Transactions and Terms of Payment Services before engaging in transactions. Detailed information about personal data processing, bank charges and deposit protection is available through various channels, including branches, the corporate website, e-Banking and v-Banking.

Before taking out a loan, customers receive a pre-contractual information sheet and personalised details about the loan adapted to the needs and financial capabilities of each client. After signing a loan agreement, they are kept updated through regular statements. Similar information is provided for investment products by qualified Bank officers.

Eurobank has policies and procedures in place for the oversight and governance of products/services throughout their life cycle, ensuring they meet customer needs and comply with regulatory requirements. The Bank also offers debt settlement solutions for borrowers facing repayment difficulties and provides information on the Arrears Resolution Process on its website.

As regards debts in arrears, borrowers may find information for the debt settlement solutions (through the website link "expression of interest for debt settlement") for inclusion in the Arrears Resolution Process, pursuant to the Code of Conduct for Loans under Law 4224/2013, on the Bank’s website (www.eurobank.gr).

Customers can obtain additional information about their transactions through Bank branches, the website, e-Banking or EuroPhone Banking. Eurobank's primary goal is to provide continuous, prompt and accurate information to its customers.

Responsible marketing and communication

Driven by its human-centric culture, Eurobank designs products and services tailored to the individual needs of its customers. To optimise marketing messages, the Bank conducts systematic market research on each customer category, focusing on both quantitative and qualitative features to understand trends and expectations. Using Customer Relationship Management tools, Eurobank can offer products and services that meet individual customer needs.

Customers receive direct and prompt information on new deals through customized communication tools. Marketing campaigns are tailored to specific customer groups, considering their stage (e.g. new customer or one who has filed a complaint) and following specific procedures for each stage. Communication aims not only to promote products and services, but also to reward customer relationships, optimize customer journeys and collect feedback.

The Bank complies with the national and EU legislation and voluntary codes for communication, marketing and commercials. Control mechanisms and safeguards ensure compliance with the regulatory framework. For targeted customer communication (via email, text messages, e-Banking messages, Viber, phone calls, etc.), Eurobank fully complies with the GDPR and other relevant legislation.

In 2024 Eurobank:

• Conducted over 500 targeted marketing campaigns across all communication channels.
• Held more than 150 online, physical or hybrid events to stay in touch with customers.

To ensure compliant advertising, Eurobank makes sure that the staff of all relevant divisions are kept up to date on fair marketing practices. In addition, in May 2025 a dedicated training workshop took place, in cooperation with the Communication Control Council, to inform, educate and advise representatives from Eurobank’s Marketing as well as Digital Sales and Presence teams regarding clear and effective advertising, while safeguarding consumers.

Eurobank has developed procedures and mechanisms to promote and provide information about its products and services transparently and honestly. Each marketing campaign is well-organised, transparent and subject to prior authorization by competent Bank units.

In 2024, no incidents were identified regarding non-compliance with regulations and voluntary codes concerning product and service information, labelling or marketing communications and, as a result, no fines or sanctions were imposed on the Bank.

Market research projects

Over 30 research projects were launched or managed in 2024 by Eurobank. By furthering its access to marketing intelligence tools, the Bank was able to quickly adapt to market changes, and analyse and share information more efficiently. Eurobank Market Research aims to:

• Investigate and help boost the growth of innovative products and services.
• Persist in enhancing key indicators within its tracking study, focusing on vital aspects, such as brand value and advertising impact.
• Expand and make the most of both qualitative and quantitative surveys to bolster company strategies and tactical actions.

Supplier relations

Group Procurement Unit

In 2024, Eurobank further enhanced its centralised procurement model, designed to serve both its branch network and centralised business units across the Group. Procurement requests are submitted through a fully digitalized platform and are assessed and approved by authorised executives of the Bank, in coordination with the competent business units. This streamlined process ensures operational efficiency, control and transparency.

The entire procurement cycle, from request to contract, is handled through the Bank’s e-procurement solution, enabling effective monitoring of all procurement phases. The newly implemented solution has introduced advanced reporting functionalities that allow for better visibility and management of procurement activities. In line with Eurobank’s compliance requirements, contracts now consistently include terms addressing GDPR, risk mitigation and data protection, guided by the DPO and Legal Department.

The Bank maintains an annual supplier evaluation process through a dedicated platform, assessing suppliers based on qualitative and quantitative metrics. A weighted scoring system reflects the supplier's overall performance and relationship with the Bank. This robust evaluation helps ensure partnerships of the highest standard and risk mitigation in the Bank’s supply chain.

2024 highlights and achievements

2024 marked a transformative year for the Bank's procurement function. One of the most significant accomplishments was Eurobank’s successful certification under the ISO 20400 international standard for Sustainable Procurement. This certification highlights the Bank’s commitment to embedding sustainability across all procurement operations and processes.

A key initiative was the development and implementation of a Supplier Code of Conduct and Ethics, which sets out the Bank’s expectations from all its Suppliers around ethical behaviour, legal compliance, respect for human rights, health and safety at work, environmental responsibility, and anti-corruption. The Code includes strict provisions against any form of human rights violations, child labour, forced or bonded labour, discrimination, and environmental degradation. Eurobank adopts a zero-tolerance approach to such practices, fully aligned with the UN Guiding Principles on Business and Human Rights and ILO core conventions.

An automated digital workflow was launched, enabling all suppliers to review and formally accept the Code prior to engaging in any business activity with the Bank.

The Bank also revised the General Terms attached to all procurement contracts. These terms now include mandatory adherence to the Supplier Code of Conduct, thereby reinforcing responsible procurement at a contractual level. In addition, a new online acceptance process was introduced for the Bank’s Anti-Bribery and Anti-Corruption Policy Statement, which suppliers are now required to accept through the Bank’s official website.

The supplier evaluation framework was significantly enriched with the addition of sustainability-specific criteria and a new set of questionnaires. These tools were embedded in the annual supplier evaluation process, promoting a stronger focus on sustainability, governance and social responsibility. Furthermore, ad hoc self-assessment questionnaires were sent to critical and strategic suppliers, capturing detailed insights into their sustainability practices and performance.

Contractual clauses were also introduced covering labour rights, occupational health and safety at work and anti-bribery measures. These terms are now integral to supplier agreements, supporting the Bank’s principles of ethical business conduct and workplace safety and prevent violations of human rights across the supplier's operations.

Lastly, the due diligence process for onboarding new suppliers was simplified and enhanced. These updates promote transparency and ensure that new suppliers meet the Bank’s operational, regulatory and ethical expectations from the outset.

Regarding the Group Procurement KPIs:

• 55% of tenders evaluated by the Non-IT Procurement Unit already include sustainability criteria, while the IT Procurement Unit accounts for 40%. Overall the incorporation of sustainability criteria in RFPs has increased by 60%.

In 2024 the Bank handled:

• 1,263 requests for IT supplies amounting to €196 million total Spend, increasing 2024 Negotiation Savings by 7%.
• 4,661 requests for goods and services amounting to €68 million, increasing 2024 negotiation savings by 3.4%.
• 607 successfully completed contracts with suppliers, 385 (+114% YoY) of which were contract renewals and 222 (+14% YoY) new contracts, while on-time completion improved to 71% from 47% in 2023.

Supplier cooperation

Eurobank places great importance on fostering long-term and mutually beneficial relationships with its suppliers. In 2024, the centralised procurement framework continued to cover both domestic operations and foreign subsidiaries, supporting consistent processes and strategic project execution. Major tenders were conducted for key categories, achieving significant cost savings and operational efficiency.

The annual evaluation process was carried out for all major supplier categories, including IT, consulting, technical and construction services, and general goods. Key performance indicators included not only the quality and reliability of services, but also the dependency ratios between the Bank and its suppliers, enhancing the Bank’s risk management approach.

Business units continued to provide feedback on supplier performance, supporting a collaborative evaluation model. Formal reviews of supplier relationships are conducted regularly, with oversight from the Group Procurement Committee. This ensures that all procurement processes are transparent, necessary and aligned with the Group’s cost containment policies.

Transparency and accountability are further supported by the formal tendering process, which includes the required steps for onboarding new suppliers, who must submit financial statements, legal documentation and registration details.

The Bank mainly works with suppliers who operate and are registered or have an office in Greece (mainly Athens or Thessaloniki). The 77% of the Bank’s total expenses in 2024 relate to local suppliers (registered and operating in Greece), compared to 23% of spending in markets abroad.

Sustainable procurement

Sustainability remains at the core of Eurobank’s procurement strategy. The Bank has continued to integrate sustainability criteria into all tendering processes, both for IT and non-IT goods and services. This integration aligns with the updated tendering process and reflects Eurobank’s broader sustainability commitments.

During the RFP and evaluation stages, suppliers are required to disclose sustainability certifications (e.g. ISO 9001,
ISO 14001, ISO 50001), share information about their sustainability practices, and report their sustainability ratings and sustainability disclosures. These factors are now considered in the technical evaluation of proposals and influence award decisions.

The overarching goal of these initiatives is to promote environmentally and socially responsible procurement. Where possible, the Bank prioritises suppliers who demonstrate alignment with sustainable principles and actively contribute to positive environmental and societal impact.

All procurement processes remain embedded within the Bank’s certified management systems, ensuring continuous improvement and adherence to ISO standards. Eurobank’s progress in sustainable procurement reflects its ongoing transformation towards responsible growth and value creation for all stakeholders.

The Bank’s sustainable procurement practices are not implemented in isolation but form an integral part of the Group’s broader Sustainability risk management architecture. These practices support the Bank’s alignment with key supervisory expectations under the SREP, RAF, and the Corporate Sustainability Reporting Directive (CSRD), enhancing risk awareness across the supply chain and enabling effective mitigation of sustainability-related impacts. In conclusion, 2024 was a year of substantial progress in reinforcing Eurobank’s procurement practices through the lens of sustainability, compliance and strategic partnerships. The structured implementation of new frameworks, digital tools and sustainability focused policies has strengthened the integrity and transparency of the Bank’s supply chain. These actions further Eurobank’s vision for long-term responsible growth and set a strong foundation for future innovation in procurement.

Moreover, Eurobank is the first Greek bank to have its procurement process inspected and successfully verified for the ISO 20400:2017 on Sustainable Procurement. This achievement underscores the Bank’s strategic focus on establishing a responsible supply chain by systematically integrating sustainability criteria across its operations, enriching its Sustainable Procurement framework to the maximum.

By successfully obtaining ISO 20400:2017 certification, Eurobank has strengthened its procurement governance framework, enhanced its supplier due diligence mechanisms, and established a concrete link between procurement decisions and the Bank’s long-term sustainability targets.

* Established targets for Eurobank Cyprus and Hellenic Bank are subject to re-evaluation and redefinition due to their 2025 merger.

* Established targets for Eurobank Cyprus and Hellenic Bank are subject to re-evaluation and redefinition due to their 2025 merger.
* Established targets for Eurobank Cyprus and Hellenic Bank are subject to re-evaluation and redefinition due to their 2025 merger. *Established targets for Eurobank Cyprus and Hellenic Bank are subject to re-evaluation and redefinition due to their 2025 merger.