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.

Among the key measures of our welfare model is the smart working agreement, which today involves about 65% of the eligible company population, also extending to Italian subsidiaries. This hybrid work mode, integrated into the “Work FOR Future” organizational philosophy, promotes autonomy and responsibility, improving the company climate and fostering a more effective alignment between individual and strategic objectives.

In July 2024, we also signed an agreement with Trade Unions to extend, harmonize and strengthen the flexibility measures already present in our various company sites. The new framework introduces further opportunities for more autonomous and flexible management of working time, including new ways of using paid annual leave (PAR) and new flexible working time solutions, introduced for the first time also in production areas. The measures apply across the various operational entities and Headquarters and are complemented by the opportunities already provided for part-time work, strengthening the company’s commitment to promoting a modern, inclusive work environment 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, 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.

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.

Completing this integrated system are:

• the psychological support service, free and guaranteed anonymously, to offer a safe space to those facing personal or family difficulties; 
• the solidarity leave initiative, which allows employees to voluntarily donate leave and permits to colleagues facing delicate situations, such as caring for children with serious illnesses or people who are victims of gender-based violence. A concrete gesture of solidarity that strengthens the sense of community and shared responsibility.

Fincantieri considers the family a fundamental pillar of organizational well-being. Among the concrete measures to support parenthood, the two nurseries at the Trieste and Monfalcone sites stand out, hosted within company facilities also accessible to local workers. Over 70 children attend the two nurseries daily, which offer coverage for the entire working day and maximum flexibility of access.

In addition, in 2024 we signed the “Cresciamo il futuro” protocol, an agreement promoted by the Ministry of Labor and Social Policies and signed by ten major Italian companies, for the creation of the largest national network of company nurseries. This initiative expands the offer of educational services for the benefit of Group employees, through a network of facilities located throughout the country, providing parents with the opportunity to choose the structure best suited to their needs, also based on their workplace or home; a concrete support for balancing care and work time; an effective response to the demographic challenge, contributing to the enhancement of the national educational network. The first facilities involved in the experimental phase of the program are located in Turin, Bergamo, Brescia, Rome and Naples.

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. They also provide valuable support to parents: they organize after-school activities, summer camps and holiday centers.

To support the economic and pension sustainability of employees, we make a social bonus available every year, convertible into welfare services: in 2024, 40% of the total performance bonus was allocated to this channel.

The offer is completed by fringe benefits: for 2024, the amount was updated to €1,000 for all employees, and €2,000 for those with dependent children. These amounts can also be used for reimbursement of household utilities (electricity, gas, water), rent for the first home, or mortgage interest.