employee engagement and wellbeing

High levels of employee engagement and robust wellbeing support naturally translate into increased workplace motivation and inspiration. At alrajhi bank, the focus is on creating a positive and engaging environment where employees have every opportunity to thrive and reach their full potential. The bank makes employee wellbeing a top priority, offering support for both physical and mental health. Through the HR Group, each employee has access to a wide range of financial and non-financial benefits, reinforcing a strong employee value proposition.

Employee compensation and benefits

alrajhi bank is committed to strong pay-equity governance by maintaining clear and transparent salary structures that are based on job grading, market benchmarks, and approved salary scales. Every year, salaries and bonuses are reviewed and calculated by HR and the Nomination and Remuneration Committee, who also carry out regular checks to make sure pay is fair across the board. If any discrepancies show up, they’re addressed quickly, all while keeping payroll information confidential. This careful approach helps ensure everyone is rewarded fairly for their work.

alrajhi bank has a holistic incentive system designed to recognise and reward employees for their contributions. Eligible team members can earn variable performance bonuses and short-term incentives that reflect their personal achievements based upon job grade and mutually agreed KPIs with their line manager, in line with the ‘SMART’ criteria: Specific, Measurable, Attainable, Realistic and Time- bound. Exceptional contributions are celebrated with spot bonuses, adding an extra layer of recognition. For senior management, there’s an additional long-term incentive through the Employee Share Grant Plan (ESGP), which offers deferred share-based rewards. This not only acknowledges their leadership but also encourages a strong, ongoing commitment to the Bank’s long-term goals and strategy. alrajhi bank has a clear Clawback Policy in place, where in case of non-compliance, misconduct, or breach of policy, the bank can recover previously awarded bonuses or withhold deferred payments. This helps ensure accountability and integrity across the organisation.

Beyond the performance bonuses, employees enjoy a variety of fixed and monthly allowances to support their needs. These include housing and transport allowances, job-specific and shift allowances, a year-end bonus, a special Ramadan bonus, and a nursery allowance for eligible female employees. The bank also provides overtime pay where applicable, along with a range of financial benefits such as leave ticket and education allowances, employee loans, medical insurance, and access to the employee indemnity fund. All of these benefits are designed to offer meaningful support and security to employees and their families.

The bank provides generous severance packages upon retirement, including extended medical insurance coverage. alrajhi bank supports parents in the workplace. Mothers receive a 10 week of paid maternity leave, along with a nursery allowance and a daily paid nursing hour, while fathers are offered paid parental leave as well. To celebrate this important life event, every new parent also receives a special new-born gift. The bank carefully tracks return-to-work rates, retention, and how many employees make use of these parental benefits through HR dashboards, with regular updates shared with senior management to help ensure employee wellbeing and long-term talent retention.

Employees can utilise paid exam leave and flexible study arrangements (where business needs permit). Furthermore, a clear approval process is in place post-probation for those wishing to pursue role-relevant certifications or academic programmes.

alrajhi bank continues to make its EVP more compelling by offering a wide range of wellbeing and recognition benefits. There are dedicated programmes in place to support both physical and mental health, helping employees handle the stresses of work and daily life. Employees have the option to receive upgraded medical insurance to enhance their health coverage.

The Bank also formally celebrates personal milestones, such as marriage, childbirth, Hajj pilgrimage, and academic achievements. In 2025 alone, nearly 4,798 employees were recognised for these special moments.

The MD and CEO personally acknowledge important family events and extend support to employees undergoing medical treatment. This hands-on, high-level approach supports a caring, connected workplace where individuals feel valued and supported throughout their lives.

alrajhi bank offers employees beneficial ways to plan for their financial future, including structured savings and investment programmes. The bank

continued the Alwalla Fund, a private investment opportunity created exclusively for employees, giving them access to attractive investment options not available to the public.

Beyond financial benefits, the bank provides a wide range of non-monetary benefits to support employees across different life stages. These include paid annual leave, public holidays, up to five days of Hajj leave for those eligible, leave for marriage, bereavement, Iddah, child companionship, relocation, English study, exams for continuing education, and even volunteer leave to encourage giving back to the community (for employees volunteering for charitable/ community initiatives).

Collectively, these benefits reflects the bank’s commitment to support its people, both at work and in their personal lives.

Salaries and benefits in 2025

Number of celebratory payments made in 2025

CEO customised gifts handed out in 2025

Parental leave

Employee engagement events

alrajhi bank places strong emphasis on employee engagement, fostering an open and inclusive culture through a mix of interactive events and open communication platforms. Employees are encouraged to connect with leadership through multiple forums including the Annual Roadshow, strategic off-sites, CEO Recognition Awards, Coffee Chats with the CEO, or during regular branch visits from senior leaders. Each of these initiatives is designed to build stronger connections, boost transparency, and lift morale throughout the organisation. Employee engagement is systematically monitored through annual employee engagement surveys to capture feedback and measure progress.

In 2025 alone, the bank rolled out 28 major engagement events and initiatives, contributing to increased participation and driving even stronger engagement across the board.

As part of the ‘harmonize the group’ strategy, maintaining alrajhi bank as a ‘Great Place to Work,’ remains a core objective, with engagement outcomes serving as a key measure of success.

Embracing and fast adopting HR tech

Group HR continued to leverage internal digital, data, technology, and automation capabilities to modernise HR services and enrich the overall employee experience. Innovative, user-friendly platforms like Nomu which is the bank’s internal mobility tool, and the upgraded Recruitment and Onboarding System have made processes like hiring and internal transfers smoother and more efficient. The bank has also improved its Talent Acquisition framework by introducing smarter digital workflows and data-driven tools to help pick the right candidates.

Grievance management

The group’s Code of Conduct mentions that all dignity and respect will be used in the workplace among employees. The bank has grievance policy and channel to record any instances of discrimination or harassment. The objectives are as follows:

All formal grievances are handled through the bank’s employee relations framework, where each case is reviewed confidentially and resolved in line with policy and legal requirements. The grievance mechanism ensures a fair and transparent work environment by safeguarding employees’ rights and outlining clear procedures for raising and addressing concerns across all bank operations. Employees and other stakeholders are encouraged to report any human rights concerns.

The bank provides employees with several avenues to report their concerns, including an annual employee engagement survey, employee emails, HR hotline, townhalls and the SAHL app.

The HR Group oversees the full process by investigating cases, summoning relevant parties, making or amending decisions, and applying corrective measures such as coaching, refresher training, or disciplinary action when necessary. It also manages cases of improper submissions and ensures proper procedures are followed. All grievances are documented, monitored, and reported to the appropriate governance committees to maintain accountability. Serious findings are shared with senior management and the Board so that the entire organisation can learn from them and make improvements. All records in relation to the grievances are filed and maintained in line with SAMA requirements and bank policies.