Employee Care

Main corporate measures aimed at improving the social well-being of the Gazprom Group employees’ families with children include the following financial assistance means:

• one-off financial assistance for employees upon their first marriage and the birth (adoption or guardianship) of a child; when a third child and subsequent children are born, the one-off amount is increased;
• 23,100 families of the Gazprom Group’s employees are multi-child;
• 10,700 people received financial aid upon the birth of a child;
• financial aid to employees with multi-child families or children with disabilities, as well as to employees who are single parents;
• financial assistance for children of deceased employees, including support for university education and a monthly allowance for brilliant academic performance;
• monthly childcare allowance for employees on parental leave until the child turns three;
• 9,100 mothers received monthly childcare leave allowance;
• additional payments to female employees of the Gazprom Group entities for temporary disability, amounting to up to 100% of average earnings, provided on top of the statutory maternity benefit;
• compensation for the cost of children’s health resort stays, and reimbursement of kindergarten and extracurricular education expenses (clubs, classes, etc.) (multi-child families are 100% compensated for the cost of health resort stays);
• 24,900 people applied for compensation for the cost of children’s recreation camps;
• 42,100 people received compensation for the cost of kindergartens, clubs, and classes;
• 133,800 people vacationed at the Gazprom Group’s health resorts and its other tourist and recreation facilities.

Housing support is provided to Gazprom’s employees as a way to preserve and strengthen its talent pool in the long term. The relevant corporate program is co-funded by employees and the employer and uses mortgage loans.

In addition, the Gazprom Group employees’ families receive housing support:

• enhanced housing benefits for employees with children;
• priority right for multi-child families to participate in the corporate housing support program;
• payments to multi-child families for partial repayment of the principal mortgage debt, including additional support at the birth of the next child;
• an increase by 1.5 times in the maximum subsidy amount for compensating mortgage interest payments for multi-child families;
• recreation opportunities for the Gazprom Group’s employees and their families at 46 corporate resorts, including 10 designated for children’s recreation;
• annual coverage of travel expenses to vacation destinations for employees with multi-child families and all their non-working family members residing in the Far North and equivalent areas.

Non-governmental pension insurance involves payments from GAZFOND. The corporate non-governmental pension scheme is designed to enhance the social security of the Company employees after retirement and provides for additional non-governmental pension payments, subject to compliance with established conditions.

The classic corporate pension arrangement covers employees who have worked at PJSC Gazprom’s entities for at least 15 years and by the time of retirement are entitled to receive an old-age pension.

Under the new pension schemes, additional parameters may be taken into account when determining pension entitlement, including the employee’s position, professional achievements, and contribution to the business. Pension programs are implemented with account of the Company’s financial position, including with the employees’ co-financing.

The system of social guarantees for PJSC Gazprom’s retirees is based on payments made by GAZFOND, PJSC Gazprom and its subsidiaries. Payments to employees after retirement are harmonized across the Group, with some of them reflecting the period of employment with the Company.

In 2025, the Regulation on Non-Governmental Pension Scheme at PJSC Gazprom, Its Subsidiaries and EntitiesApproved by order of PJSC Gazprom No. 227 dated August 4, 2025. was amendedApproved by order of PJSC Gazprom No. 307 dated June 1, 2018.. The amendments were designed to improve corporate pension mechanisms. In particular, they updated the procedure for calculation of the salary taken into account when determining the non-governmental pension amount. It was aligned with the existing PJSC Gazprom Employee Remuneration Management Policy. In addition, now pre-retirement age employees may join the GAZFOND participants, subject to financial capabilities.

In 2025, over 144,500 people were granted pensions under relevant agreements, down 0.14% year-on-year. The insignificant decline was due to the legislative changes associated with higher statutory pension age.

Support of healthy lifestyles

Gazprom offers voluntary healthy lifestyle programs. They are aimed at early detection of diseases and reduction of health risk factors.

Employees are also offered programs promoting physical exercise, such as co-financing of off-site sports activities outside the Company’s facilities, sports and wellness events, and participation in GTO fitness tests, tournaments, and competitions. There are employee vaccination projects, corporate cultural, sports, and patriotic events.

Retiree health support

The Gazprom Group has developed and is implementing comprehensive measures to support health and active longevity of its retirees, including veterans. They receive outpatient and inpatient care, dental care, and rehabilitation treatment as part of the VMI programs, and, if needed, assistance in getting high-tech health services. The retirees also receive annual allowances for health promotion and health resort treatment; they take part in longevity programs, themed stays at recreational facilities, and tourist gatherings.

• Early detection of cancer and cardiovascular diseases
  • Medical screening
  • Targeted medical check-ups
• Promotion of healthy lifestyles
  • Health Days
  • Health schools
  • One-on-one consultations
  • Lectures, marathons, etc.
• Enhanced physical activity
  • Co-financing of off-site sports activities
  • Sports and wellness events
  • Participation in GTO fitness tests
  • Tournaments, competitions
• Immunity-strengthening and vaccination programs

Medical care is provided to employees, former employees (retirees) of the Gazprom Group entities, and members of their families under voluntary medical insurance (VMI) contracts and under direct contracts with healthcare institutions.

In addition to compulsory social insurance, the Gazprom Group’s employees enjoy voluntary accident and health insurance coverage, where insured risks are disability or death as a result of an accident or disease, as well as a newly diagnosed critical illness.

All subsidiaries and entities engaged in core operations have designated centers of accountability for corporate medical services, with implementation of healthcare measures against designed plans carefully monitored. There is an Expert Council for quality assurance of the healthcare services provided by the Clinical and Diagnostic Center of PJSC Gazprom, with standards and guidelines for its scheduled operations developed.

Healthcare services are provided to personnel under VMI contracts, which cover the Gazprom Group’s employees, retirees, and members of their families. Under VMI contracts, insurance companies arrange and pay for medical services and preventive measures. The list and scope of medical services are determined by VMI programs. Employees receive medical services at designated medical organizations, or, if not possible, at third-party healthcare institutions included in the VMI program.

Insured employees, retirees, and members of their families receive outpatient and inpatient care, as well as health resort and rehabilitation treatment under medical indications. VMI programs may also cover antenatal care and obstetric services in line with the national trend to protect maternity and childhood, while providing for specific arrangements to prevent flu and other infectious diseases, too.

Higher expenses associated with rehabilitation treatment in 2025 were due to higher costs of VMI treatment.

Personal insurance expenses reduced by 1.6% in 2025, on the back of reduced headcount.

In 2025, expenditure on preparing and holding healthcare events for employees and their families rose by 3%, including a 3% increase per employee. This growth was driven by the introduction of innovative approaches to employee health management, and repair and outfitting of medical infrastructure facilities.

The services were provided by 23 recreation healthcare facilities from among those owned by the Gazprom Group.

Healthcare infrastructure expenditure in the reporting year increased by 15.3% compared to 2024. This growth was linked to the fitting-out of the Lakhta Center outpatient clinic, renovation and purchase of medical equipment, procurement of modular and mobile medical clinics for remote production sites, and purchase and development of healthcare information systems.

WHERE A SYSTEMIC APPROACH MEETS A MEDICAL CALLING

Gazprom recognizes the right of employees to the freedom of association and collective bargaining as provided by the Constitution of the Russian Federation, the Labor Code of the Russian Federation, and Federal Law No. 10-FZ On Trade Unions, their Rights and Guarantees of their Activities dated January 12, 1996.

The interests of the Gazprom Group’s employees are represented by the Gazprom Workers’ Union Interregional Organization and its member organizations. This is one of Russia’s largest industrial trade unions.

In 2025, membership in the Gazprom Workers’ Union remained flat as compared to 2024.

Constructive interaction between the employer and trade union organizations, based on the principles of social partnership, enables maintaining a balance of interests between the parties, effectively achieving set objectives, and fulfilling assumed commitments.

In 2025, the Gazprom Workers’ Union continued its efforts to protect the professional, social, and labor rights and interests of its members, contributing to the creation of decent working conditions and improving the quality of employees’ life. A key area was the participation of trade union organizations in ensuring social stability. Trade unions also assisted employees in exercising their right to participate in organizational management. For instance, taking into account the opinions of elected trade union bodies, 11,826 local regulations were adopted during the reporting year.

An additional agreement to the General Collective Bargaining Agreement was concluded, and the validity period of the Industry Agreement for 2023–2025 Covering Companies Involved in Oil and Gas Production and the Construction of Dedicated Facilities was extended to 2026–2028.

In 2025, collective agreements of the Gazprom Group entities won top prizes at the annual competition for Best Collective Agreement in the Oil and Gas Sector. Gazprom Dobycha Noyabrsk, Gazprom Pererabotka Blagoveshchensk, Gazprom Transgaz Kazan, and Gazprom Podzemremont Urengoy took the first place; Gazprom Dobycha Yamburg and Gazprom Gazoraspredelenie Voronezh came second; Gazprom Gazoraspredelenie Rostov-on-Don, Gazprom Energo, and Gazprom Dobycha Shelf Yuzhno-Sakhalinsk were third.

Throughout the reporting year, trade union organizations continued to monitor compliance with labor laws and other social and labor matters, as well as matters concerning safe working environment and employee health and safety. Trade union representatives, as part of working groups at the Gazprom Workers’ Union, participated in audits of the Company’s ISPSM-covered subsidiaries and entities, as well as in the activities of joint commissions conducting targeted inspections of the quality control system and the provision of employees with personal protective equipment (PPE).

The Gazprom Group’s HR management approaches focused on the well-being of employees and their families foster a strong corporate identity. A distinctive feature of Gazprom’s corporate culture is its human-centric philosophy, which informs the Gazprom Group’s social policy, personnel motivation and development systems, and commitment to creating a supportive and safe working environment. Care about people helps to unlock employees’ professional and creative potential and strengthens their commitment to corporate values.

A significant role in the corporate culture development is played by effective internal communications and a single information space. They help maintain a dialog between employees and the employer and shape up shared values. A wide range of communication channels is used for raising awareness and engagement.

In the reporting period, the Company’s employees traditionally supported all-Russian sports events, too, including mass ones:

• GTO fitness tests (12,000 employees taking part);
• Homo Ambulans incidental walking championship (3,300 people from 39 Gazprom Group entities);
• Russia’s Ski Track ski race (1,900 employees);
• Nation’s Cross Country Race running competition (1,100 employees);
• Remizov Cup, the 24th annual corporate mini-football tournament among 11 teams from the Gazprom Group entities, organized by the Gazprom Workers’ Union, Gazprom VNIIGAZ, and Gazprom VNIIGAZ Profsoyuz.

In 2025, we also continued to provide advanced training to employees responsible for promoting physical activity and sports at the Gazprom Group entities. In November, the Institute of Continuing Professional Education — Higher School of Economics of St. Petersburg State University of Economics completed its professional retraining program “Economics and Management of Sports Organizations — School of Management Excellence”, with 14 employees of PJSC Gazprom, its subsidiaries and entities graduating.