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About us


Our principles of Remuneration

To ensure that ING continues to attract, retain and motivate talented people in a competitive market, the following remuneration principles ensure that all people are treated equally whilst maintaining fair pay, strongly linked to performance:

We pay at market

We pay for performance
- Payouts are linked to individual, company and group targets.
- Variable remuneration has a clear link to responsible customer outcomes

How we do things is important
- The Orange Code links how we reward behaviours based on our values
- We consider the interests of consumers when assessing performance and remuneration

We do not discriminate
- Fair and consistent approach.

Pay (What do I get?)

Bonus / Incentive schemes

Annual Salary reviews

Annual leave loading paid at Christmas

Subsidised income protection insurance

Salary packaging ?

Benefits (What else is available?)

Early access to long service leave

Discounts on financial and insurance products ?

Discounts on communication/computer products

Generous referral rewards for staff referring new employees

Access to a formal wellness program


REST Day, Charity Day

Paid parental leave

Opportunity to purchase additional leave

Career/Development (How do I move forward?)

Team and company-wide events throughout the year

Half day formal company orientation along with a buddy system

Access to hundreds of e-learning courses

External qualifications offered 'in-house'

Subsidised study support

Career planning tools

Culture / Lifestyle (How am I supported?)

Subsidised on-site cafe

Relaxed dress code

Individual and team recognition awards

Service recognition awards

Flexible working options

Access to Employee Assistance program