Employee Welfare & Wellbeing

ICL considers its human capital as its most important resource. The Company strives to be an Employer of Choice, which starts with being a fair and responsible employer. The welfare and wellbeing of ICL’s employees is a top priority of the Company. \

ICL has established various mechanisms to support the welfare and wellbeing of its employees. The Company’s approach is holistic, incorporating both development and support on a wide range of aspects.

BeWell@ICL

In 2022, we launched the BeWell@ICL program designed to promote health and improved quality of life. The program includes wide and diverse topics suitable for all audiences and aimed at changing habits. It combines different and diverse activities to improve and create a balanced body, a healthy mind and a peaceful spirit.

Among the diverse activities are lectures and workshops, podcasts, group activities and personal plans on health, nutrition, stress relief, ergonomics and many more.

The program stresses the importance of exercise and offers opportunities for a more active way of life such as running groups, sponsored participation in running events, bicycling and others.

We also launched a virtual health app which includes available information, activities, plans, guides and more.

Israel

In Israel, ICL has an internal team of professional social workers to support both managers and employees. ICL’s social support team provides employees and their families with tools and support. Any employee that has a special need, such as a health, personal or family issue, a personal emergency, financial dilemmas or others, can reach out to ICL’s social support team. By providing emotional support, utilizing social rights and connecting to available community support options, the Company helps individuals in need and enables them to return to a functioning and independent routine.

In addition, ICL employees can access an external service that provides psychologists and trained professionals to help with various issues. The service is anonymous and confidential, and the identity of the users of the service will not be known to anyone from the Company or outside the Company. The service is free for the first two meetings and is subsidized for the next few meetings.

ICL enables generous wellbeing benefits to its employees through collective agreement benefits or through a personal wellbeing annual plan.

Preparing for Retirement

Transitioning from employment to retirement is a major change for ICL’s employees and their families. Being properly prepared for retirement is extremely important and enables an optimal transition from a life of work to living a fulfilling life after a career.

ICL invests significant efforts to provide its employees with the best tools to handle their retirement.

In Israel, ICL operates a unique program to support employees as they near their retirement, and attributes great importance to the participation and support of the employee’s spouse and other family members in the program.

In the program, each meeting deals with a different aspect of retirement through presentations, simulations, and hands-on practice. Issues discussed include dealing with change, financial implications, family and friends, as well as health and wellbeing.

Europe

In Europe, ICL has engaged the services of a third-party wellbeing coaching consultant. The service is available to ICL employees throughout Europe.

This service (HeyCoach) helps people with either mental health issues, work life balance issues or specific stress-related concerns. ICL launched this service for its employees during the recent COVID-19 pandemic. It was made available to help ICL’s employees address wellbeing issues.

The HeyCoach service is a secure, confidential, and anonymous service offered to ICL’s employees in the EU by an external company. The company offers one-on-one virtual support by qualified and experienced coaches and organizational psychologists to employees who feel unbalanced and/or are finding it difficult to manage their current work-life situation. The service is provided free of charge.

U.S.A

ICL US provides an Employee Assistance Program (EAP) for employees and all family members regardless of whether they pay for ICL benefits or not. This program provides professional counseling (video, phone or in-person) for crisis management (weather disaster, terrorist attack, pandemic), relationship support, mental health, addictions/rehab, financial issues, self-improvement, stress, trauma/grief/loss. Employees may also visit onsite for crisis management.

ICL US also operates a wellness program devoted to improving the health and overall well being of its employees and their spouses (who have ICL medical insurance). This program provides tools, motivation, and support to assist them on the journey to a healthier life.

Employees and family members who are covered by ICL’s medical plan and take compliance related medication for conditions such as diabetes, high blood pressure and high cholesterol, can receive mail order medications without any copay as with other medications. This is provided to encourage employees to maintain their medical protocols and lead a healthier life.

The Company also provides retirement planning tools and sessions through its 401(k)-plan administrator.

Brazil

ICL has implemented an EAP like that in the US, coordinated with the government’s (national) benefits.

Additionally, ICL Brazil implemented several wellness events focused on mental health issues. This was originally initiated for employees working under covid-19 social distancing restrictions, and continues to this day. These events include presentations by mental health professionals, professionally facilitated round-table meetings, and team building activities to foster a feeling of community.

Paternal Leave

The ability to take time off work to care for a new child, allows parents to bond with their child and establish a healthy family dynamic. This can lead to improved mental health for parents and better outcomes for children. Parental leave can also help to reduce gender inequality in the workplace, as women are often the primary caregivers and can be disproportionately impacted by the absence of such policies. By providing parental leave, ICL retains talented employees who might otherwise leave the workforce, while also improving morale and loyalty. Additionally, it can help to attract new talent, particularly younger employees who place a high value on work-life balance and family-friendly policies. Ultimately, parental leave is an investment in both the well-being of employees and the long-term success of businesses.

Throughout 2022, 102 employees took parental leave. 75% female and 25% male.

During 2022, 16 employees left their jobs at ICL within 12 months from the end of the parental leave.

8.5

By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value.

Sustainability Reporting Disclosures:

Disclosure: 404-2