Company Welfare

In line with the highest standards of the labour market, our welfare package includes supplementary health insurance and income support schemes. Specifically, we have joined the national healthcare fund for the metalworking sector, offering our employees and their tax-dependent family members additional coverage for a wide range of medical services.

With regard to supplementary insurance schemes, and pursuant to the provisions of the company’s supplementary collective agreement, we have signed a national agreement with trade unions to establish additional insurance coverage. These policies provide support in the event of loss of self-sufficiency (so-called Long-Term Care), as well as permanent disability due to illness or non-occupational accidents.

These measures are complemented by the following initiatives:

• Conversion of the Performance Bonus into Welfare Services: a portion of the annual performance bonus may be converted into welfare services, with an additional 10% incentive. In 2024, 40% of the bonus was converted into welfare benefits.

• Social Bonus: an 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.

These instruments are managed through a digital platform that provides access to a wide range of services for individuals, families, and leisure time. This includes fringe benefits, currently amounting to €1,000 (or €2,000 for employees with children), which can also be used for household expenses, rent, or mortgage payments on a primary residence.

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 remote work 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.

Moreover, in compliance with national legislation and the National Collective Labour Agreement (CCNL) for the private metalworking and plant installation industry, Fincantieri recognises the following types of leave for the protection of employees:

• Maternity leave: a period of leave granted to female employees during pregnancy and after childbirth, to protect the health of the mother and child.

• Paternity leave: a period of leave granted to male employees upon the birth or adoption of a child, in order to promote the sharing of family responsibilities.

• Parental leave: a period of leave granted to both parents to care for their child during the early years of life.

• Extraordinary leave for the care of family members with disabilities (italian law no. 104 of 5 February 1992): paid leave granted to employees for the care of seriously disabled family members.

Finally, by signing in 2022 a supplementary agreement, we have introduced paid leave for the following purposes: the child’s first year of enrolment in nursery school or kindergarten; the care of children with disabilities up to the age of 12; and the care of elderly parents aged 75 or over, in the event of hospital admission and/or discharge from care institutions.

We consider it essential to support our people in their journey of self-fulfilment and in their aspirations as parents. In this regard, we have incorporated specific measures into our welfare model, such as a network of company clubs that enrich the personal lives of our employees by offering opportunities to engage in recreational, sporting and cultural activities, fostering both well-being and social interaction.
Moreover, these clubs also provide meaningful support to parents by organising services such as after-school programmes, summer camps and holiday centres.

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.

Lastly, in line with our corporate welfare vision and in response to the needs expressed by families, we have developed a dedicated digital platform for caregivers. This platform provides access to the largest network of social care services and certified professionals, offering free or subsidised services to help our employees better manage their family responsibilities.

As part of our ongoing commitment to involving all our people and their families, we organise an annual Family Day at all Group locations. During these special days, employees and their loved ones are invited to visit our offices and production sites and take part in experiential and recreational activities. These events are centred around key corporate values such as inclusion and solidarity, reinforcing a strong sense of community and shared purpose across the Group.