HR Management

To guide human resource management based on the principles of social partnership, the Group has implemented the HR Management Policy of PJSC Gazprom and its Subsidiaries and EntitiesApproved by resolution of the Management Committee of OJSC Gazprom No. 49 dated November 7, 2006.. The Policy’s key goal is to maximize return on investment in talent by maintaining a status of the employer of choice, comprehensively motivating each employee to achieve the Gazprom Group’s goals, as well as creating and developing an unbiased and efficient framework to assess personal contribution of each employee.

The Gazprom Group continuously refines its HR management approach and system and every five years reviews the key document in the area — Comprehensive Program for Improvement of HR Management at PJSC Gazprom, its Subsidiaries and Entities (the “Program”)In 2025, the Group applied the Comprehensive Program for Improvement of HR Management at PJSC Gazprom, its Subsidiaries and Entities in 2021–2025 approved by resolution of PJSC Gazprom No. 201 dated April 26, 2021..

Focus areas:

• headcount planning;
• recruiting and assessment;
• employee training and development;
• staff motivation;
• social policy;
• expenditure management, reporting, and performance assessment;
• information support and corporate communications.

We set KPIs for each focus area of the Program. Their achievement is reviewed annually when performance of the Gazprom Group entities is assessed.

In 2026, Gazprom will continue improving its HR management system. The key priorities are greater effectiveness of HR processes, human capital development, and resilient labor relations amid ongoing labor market change.

A central initiative will be the development of a new long-term HR strategy covering the period until 2035, the first of its kind developed on such a time span. It will align HR decisions with the Long-Term Development Program of PJSC Gazprom (the Gazprom Group).

Particular attention will be paid to employee remuneration and motivation, and to corporate social guarantees and support — areas regarded as essential to the labor relations framework within the Gazprom Group.

Engagement with educational institutions will remain a priority, with structured cooperation with universities and secondary vocational institutions continuing throughout the year.

Taken together, the planned changes to the HR management system are designed to balance the interests of the Company and its employees while advancing the Gazprom Group’s long-term development objectives.

PJSC Gazprom rigorously complies with the Russian laws and International Labor Organization’s standards governing working hours, labor conditions, occupational health and safety, remuneration, social security, and paid leaves.

All employees of the Gazprom Group receive social benefits, with additional perks available to specific employee categories in accordance with the Russian laws.

Where discrimination is suspected, employees may protect their interests by contacting the Corporate Ethics Commission of PJSC Gazprom.

Based on the General Collective Bargaining Agreement, PJSC Gazprom’s subsidiaries and entities enter into their own collective bargaining agreements that reflect their regional specifics and established practices. These agreements enable subsidiaries to tailor social benefits to their operational needs and local conditions. Employee interests in collective bargaining are represented by trade unions that are part of the Gazprom Workers’ Union. The collective bargaining agreements encompass a broad range of social benefits, guarantees, and compensations.

The agreement sets out the procedure for introducing amendments and for communicating implementation progress to employees. The signing and amending of the agreement, as well as the supervision of its implementation fall within the scope of the Commission Governing Social and Labor Relations of PJSC Gazprom and its subsidiaries, comprising representatives of all parties to the agreement.

The notice period for material changes in labor conditions is at least two months. The notice provisions are included in the agreement, and consultations and negotiations between employees and the employer are conducted in accordance with Russian labor laws.

The Gazprom Group entities strictly comply with the requirements of Russian laws on job quotas for persons with disabilities. To this end, the Group’s entities formalize employment relations with such employees or enter into agreements for the employment of people with disabilities with third-party organizations or sole proprietors. Employees with disabilities and employees raising children with disabilities are eligible for additional benefits and guarantees.