Organizational Well-being

In particular, we have joined the metalworking sector’s health fund, guaranteeing our employees and their tax-dependent family members supplementary coverage on a well-structured package of healthcare services. We have also signed a national agreement with Trade Unions for the establishment of supplementary insurance coverage, which guarantees assistance benefits protecting beneficiaries in cases of loss of self-sufficiency (so-called Long-Term Care) and permanent disability due to illness and non-occupational accidents.

To support the economic and pension sustainability of employees, a portion of the annual Performance Bonus may be converted into welfare services with an additional 10% incentive. In 2024, 40% of the total performance bonus was allocated to this channel.

A further support comes from the annual welfare bonus provided in the form of welfare services. Any unused portion of the bonus is automatically allocated to the employee’s supplementary pension fund.

The offer is completed by fringe benefits: for 2024, the amount has been increased by current legislation to €1,000 for all employees, and €2,000 for those with dependent children. These amounts can also be used, up to the capacity of the individual employee's availability, for reimbursement of household utilities (electricity, gas, water), rent for the first home, or mortgage interest.

To ensure working hours are managed in line with best practices and to promote a better work-life balance, in July 2023 we signed a national working-from-home agreement with the Trade Unions. This agreement involves approximately 65% of the eligible workforce. More broadly, the hybrid work model is an integral part of our new organisational framework, Work FOR Future. This model places people at the centre, providing them with the tools to balance professional, personal and family commitments, while also safeguarding collective wellbeing across the company.

Consistently with this vision, in July 2024 we signed an agreement with the national trade unions aimed at extending, harmonising, and strengthening the flexibility measures already in place across our various corporate sites. This new framework introduces additional opportunities for more autonomous and flexible time management, including new ways of taking paid annual leave and new time flexibility arrangements, introduced for the first time also in production areas. These measures are applied transversally across the various operational sites and corporate headquarters, and complement the part-time opportunities already available, reinforcing the Group’s commitment to promoting a modern, inclusive work environment that is attentive to people’s needs.

In accordance with national legislation and the National Collective Labor Agreement for the private metalworking industry and plant installation, Fincantieri recognizes the following types of leave to protect employees:

• Maternity leave: period of absence from work granted to female employees during pregnancy and after childbirth to protect the health of mother and child.
• Paternity leave: period of absence from work granted to the working father on the occasion of the birth or adoption of a child to encourage the sharing of family responsibilities.
• Parental leave: period of absence from work granted to both parents to care for the child in the early years of life.
• Extraordinary leave for the care of family members with disabilities (Law 5 February 1992, no. 104): paid leave granted to employees to assist family members with severe disabilities.

Alongside these measures, by signing in 2022 a supplementary agreement, the Group has introduced additional paid leave to concretely support family needs: from the school entry of children in their first year of nursery or kindergarten, to the care of children with disabilities up to 12 years old, to support for elderly parents over 75 in case of hospitalization or discharge from healthcare facilities.

We have integrated into our welfare model a network of company clubs, which help enrich the private lives of our people by allowing them to participate in organized recreational, sports and cultural activities, promoting well-being and socialization. Moreover, these clubs also provide meaningful support to parents by organising services such as after-school programmes, summer camps and holiday centres.

In parallel, we are committed to helping our people manage stress, both at work and in their personal lives. To support this, we offer a practical “stress and time management” program designed to help employees restore balance, plan their activities more effectively, and develop healthy habits that can sustain them during periods of higher pressure.

Our partnership with Serenis — an accredited medical center and digital platform for mental well-being — further strengthens this commitment. Through Serenis, employees can access online psychotherapy with qualified professionals. The initiative includes four complimentary sessions, a free introductory consultation, and additional sessions at a discounted rate. These sessions support emotional well-being and help employees build everyday skills such as improving interpersonal communication, addressing sleep issues, receiving guidance on parenting, and practicing mindfulness to better manage stress and cultivate greater self-awareness.

Parenthood and the balance between work and family life are core themes within our Fincantieri everyDEI programme. Accordingly, we have implemented specific initiatives to help employees manage childcare during the working day. In particular, we have established company nurseries (Fincantesimo), launching the first academic year in September 2022 at the nursery located within the headquarters of the Merchant Ships Division in Trieste. This was followed in 2023 by the opening of a second facility in Monfalcone, housed within the former Workers’ Hotel (Albergo Operai), which is accessible not only to children of employees but also to families from the surrounding community.
Our company nurseries are designed to cover the full working day and offer flexible entry times, accommodating the different needs of working parents.
Furthermore, in 2024 we signed the “Cresciamo il futuro” (“Let’s make the future grow”) protocol, an agreement promoted by the Ministry of Labour and Social Policies and signed by ten leading Italian companies, including Fincantieri, aimed at creating the most extensive national network of corporate nurseries. This initiative expands the availability of educational services for the benefit of Group employees by establishing a network of facilities across Italy, offering:

• parents the option to select the facility that best suits their needs, depending on workplace or home location;
• concrete support in balancing care responsibilities with professional commitments;
• an effective response to the demographic challenge, contributing to the enhancement of the national early education network.
  The initial pilot phase includes facilities located in Turin, Bergamo, Brescia, Rome and Naples.

In 2024, a People Caring service was also activated for the benefit of all employees of Italian subsidiaries. Designed for those who care for frail or non-self-sufficient family members, this service provides practical tools to ease the emotional and organizational burden of caregivers, promoting a better balance between personal and work responsibilities.