Health Care Actions
Copel has adopted an integrated strategy for health, safety, quality of life, and well-being, recognizing that the sustainable development of the business depends on the protection, development, and engagement of its human capital.
Built on the pillars of physical health, psycho-emotional health, social well-being, and financial well-being, the program promotes safe, inclusive, and healthy work environments, in line with the Sustainable Development Goals (SDG 3 and SDG 8) and ESG best practices.
Physical Health
The Company maintains a preventive, data-driven approach to occupational health management, combining risk monitoring, periodic medical exams, primary health care, chronic disease prevention programs, vaccinations, hearing conservation, vocational rehabilitation, and absenteeism tracking. This approach strengthens health risk management, helps reduce sick leave, and promotes greater operational safety.
Periodic Exam – 2nd stage
As part of its health promotion and prevention strategy, the Company offers employees a supplementary phase of their periodic health exam, featuring screening tests and consultations focused on major health conditions, based on age and gender. The initiative aims to expand early diagnosis, strengthen preventive care, and support comprehensive health management for employees.
The results are monitored by the occupational health team, which conducts medical evaluations when necessary, identifies chronic conditions early, and refers employees to health monitoring and promotion programs.
Primary Health Care
Copel, through the Copel Foundation, provides in-person and digital Primary Health Care (PHC) services, expanding access for employees and their dependents to preventive, continuous, and integrated care. The model combines multidisciplinary care with follow-up programs for mental health, chronic diseases, and the health of women, children, and the elderly, as well as initiatives for smoking prevention and treatment.
With specialized facilities and telemedicine services, the PHC centers strengthen health promotion, early diagnosis, and continuity of care.
Professional Rehabilitation and Readaptation Program
Copel maintains a rehabilitation and vocational retraining program aimed at preventing the worsening of illnesses and enhancing employees’ ability to work. The initiative monitors cases of temporary disability and promotes the reintegration of employees with permanent limitations into activities compatible with their health conditions.
The process involves multidisciplinary support and integrated collaboration with social security agencies, contributing to inclusion, well-being, talent retention, and responsible human capital management, thereby strengthening the Company’s social sustainability and culture of care.
In addition, Copel maintains the average of the additional payments from the previous 12 months for a period of 12 months following rehabilitation, in order to ensure the economic and financial stability of the employee undergoing rehabilitation.
| 2020 | 2021 | 2022 | 2023 | 2024 | 2025 | |
| Participation (%) | 54.9 | 54.3 | 57.4 | 65.6 | 60.6 | 60.0 |
Hearing Conservation Program
The Hearing Conservation Program (HCP) is designed to prevent and monitor occupational noise exposure, helping to reduce health risks and continuously improve working conditions.
The program includes periodic audiological evaluations, specialized medical follow-up, and the implementation of technical, administrative, and occupational safety controls, with a focus on preventing Occupational Noise-Induced Hearing Loss (ONIIL).
Monitoring absenteeism and critical ICDs
Copel adopts a preventive approach to occupational health through continuous monitoring of absenteeism and indicators related to critical illnesses. With the support of management and data analysis tools, the Company tracks employees’ health profiles, identifying at an early stage risk factors that could impact health, safety, and operational performance.
The information is periodically evaluated by a multidisciplinary team, which defines preventive actions and health promotion strategies focused on reducing absences and enhancing employee well-being. In addition, cases posing a potential risk to health or safety trigger automated alerts and receive priority follow-up, enabling rapid interventions and helping to prevent conditions from worsening and accidents from occurring.
Management of Employees on Leave
The management of absent employees is carried out by a multidisciplinary committee, including the people management and occupational health areas, and aims to optimize and standardize the processes, regulations and standards for medical or dental leave. This committee offers support and guidance to reduce complexity during the period of illness and leave, controls pending documentation, analyzes and contests cases of incorrect benefits granted by the National Insurance Institute (INSS), as well as carrying out medical examinations and monitoring retirees on sick leave who no longer have social security assistance.
Actions to prevent and control chronic diseases
Copel promotes preventive monitoring and ongoing care for employees diagnosed with chronic conditions, such as diabetes and obesity, through specialized programs offered by the Copel Foundation. These initiatives aim to encourage self-care, expand access to health information, and help prevent complications associated with these conditions.
Among the available initiatives, programs focused on supporting employees with diabetes or glucose intolerance stand out, including specialized guidance, clinical monitoring, and preventive screenings. For employees with obesity, the Company offers multidisciplinary support with medical, nutritional, and psychological care, promoting healthy habits, improving quality of life, and reducing health risk factors.
Psycho-emotional Health
Copel recognizes mental health as an essential element for safety, well-being, human development, and business sustainability. For this reason, it maintains a structured approach to promoting psycho-emotional health, focused on prevention, support, and management of the factors that impact employees’ quality of life and performance.
Psychosocial Risk Management
Copel adopts a preventive approach to identifying, assessing, monitoring, and mitigating psychosocial risks that may impact employees’ health, well-being, and performance. The process takes into account factors related to work organization, interpersonal relationships, the work environment, and occupational demands, supporting preventive actions and continuous improvement plans.
Management is carried out by monitoring indicators of mental health, absenteeism, results of organizational surveys, psychosocial assessments, and specific diagnoses, enabling data-driven actions aligned with best practices in occupational health, people management, and corporate sustainability.
PlenaMente Program
With this premise the PlenaMente Program was instituted, which aims to promote the emotional and mental health of employees, encouraging (self) knowledge, stimulating healthy lifestyles, and promoting harmony and integration of personal and professional life.
The PlenaMente Program is based on three pillars of action:
1. Psychoeducation – actions that broaden the knowledge about what psychoemotional health is, how to deal with and manage emotions and stress, encouraging self-knowledge and self-care. In addition, they favor the deconstruction of fears and myths that involve the theme. Among the actions promoted, the following stand out
a. periodic promotion of lectures and workshops with specialists for employees, managers and contractors;
b. making available a learning track on psycho-emotional health; and
c. holding courses for managers on the management of psycho-emotional factors in the workplace.
2. Specialized support – involves specialized support from professionals who work in the prevention and promotion of mental health, as well as treatment of related complaints. It encompasses the support actions:
a. online psychological support – We offer a 24/7 mental health emergency helpline, as well as online psychotherapy for mild and moderate cases. Both services are free of charge for employees and ensure qualified and confidential care;
b. specialized support in chemical dependency – treatment and support from a technical team specialized in the recovery of employees with chemical dependency; and
c. health plan, which includes psychiatric and psychological consultations and treatments with coparticipation for the employee.
3. Management of psychosocial factors – It aims to identify, assess, and monitor factors that impact the work environment and employees’ quality of life and well-being. The results inform the implementation of preventive measures, training programs, leadership development, and initiatives aimed at fostering psychologically safe, inclusive, and healthy work environments.
Program for Prevention and Recovery from Drug Addiction
Copel’s Program for Prevention and Recovery of Chemical Dependencies, for over 30 years, has aimed to promote the prevention and treatment of chemical dependencies in the physical, emotional and social aspects, since, in addition to the damage to the user’s body, these substances generate social and economic impacts that directly interfere with the quality of life of family members, work and the entire society. The Program’s main objectives are:
- To promote preventive actions of care, guidance and combat the use of chemical substances, aiming to improve the employee’s health, well-being and productivity conditions, creating a safer and healthier environment;
- Promote therapeutic assistance to employees with some type of dependency such as psychoactive drugs, alcohol, illicit drugs, and licit drugs for medication purposes, whose use is not being prescribed by a doctor, with the objective of recovering the employee, as well as reducing the risks of work accidents and absenteeism rates;
- To create a safe, confidential and welcoming environment for employees who present some kind of addiction, in order to accept help and support to overcome the problem;
- Promote the emotional health of the employees, as a way to prevent chemical dependencies, understanding it as a mental disorder;
- Support the employee who has a dependent family member, understanding that this situation causes him/her an emotional illness and damages his/her professional performance.
Encouraging physical activity and sports
Copel promotes physical activity and healthy habits as cornerstones of its strategy for health, quality of life, and the development of human capital. Through health education programs, awareness campaigns, and engagement initiatives, the Company encourages the adoption of healthier lifestyles, contributing to disease prevention, physical and mental well-being, and the strengthening of an organizational culture of health.
Espaço +Energia
Exclusive room for physical exercises opened at the company’s headquarters and offering various types of activities in partnership with associations at times that facilitate and optimize employees’ time. These actions, combined with educational practices, are strategies to promote healthy habits and prevent diseases, contributing to the overall health of workers.
Espaço Energia e Saúde:
The company’s headquarters (place with the largest number of employees) and other centers far from central regions of cities, have walking trails and outdoor gyms, as a way of encouraging the practice of sports and the adoption of healthy habits, combined with convenience of having this type of space in the workplace.
Copel Race:
The traditional Copel Race reached its 22nd edition in 2025 and, for the first time, was held at the company’s headquarters, at Polo Km3 in Curitiba, in partnership with the Copel Foundation. The event brought together approximately 400 participants, who were able to engage in health and wellness activities, including massages, nutritional counseling, health screenings, guidance on quality-of-life programs, and plenty of fun and entertainment. The event also collected packages and cans of powdered milk, which will be donated to charities, reinforcing Copel’s commitment to employee engagement, the promotion of holistic health, and the creation of social value for communities.
Copel Foundation Walks:
Circuit of walks, in the main cities of Paraná, to encourage a more active and healthy life.
Commercial partnerships with discounts at gyms:
Copel conducts commercial partnerships with companies to grant exclusive discounts for employees and their families.
Clubs and associations of Copel employees
Social Welfare
As a way to provide the integration of accident prevention and health promotion, Copel maintains several programs aimed at the employees’ social well-being. Among the Company’s main social welfare programs, the following stand out: Family Day Program, Home Office Program, Combating Domestic Violence, Bem Gestar Program, Assistance Program for People with Disabilities and Pre-Retirement and Post-Employment Program.
Financial Welfare
At Copel, people’s health and safety is a fundamental factor for success and organizational longevity and, for this reason, it is considered by the top leadership as a Company strategy, having as its main performance goal the goal of taking care of people’s health, safety and quality of life, which includes the employees’ financial well-being.
