We consider welfare to be a strongly innovative tool compared to traditional remuneration and incentive measures, destined to become an integral part of modern and efficient resource management.

For this reason, we have implemented a welfare model that is able to positively affect the welfare of our people and, at the same time, capture the most modern dynamics of the labour market and the business.


Within the welfare system, the Social Bonus is particularly important because of its characteristics. The bonus is paid annually and exclusively in welfare services and any unused bonus amounts are automatically allocated to the individual employee’s supplementary pension fund. To strengthen the connection between the achievement of production objectives and consolidation of the overall welfare system, employees who decide to convert variable bonuses into welfare are paid a further increase of 10% on the value converted.


The welfare system is available to employees in general, including part time and fixed term employees, and is also extended to Italian subsidiaries and associates, falling under the application of the supplementary labor agreement, and allows access to a wide range of goods and services:


- education,

- health,

- culture and leisure time,

- transport and mobility,

- mortgages and loans,

- supplementary pensions,

- fringe benefits.


The high degree of participation has established a welfare culture, which is a useful tool that effectively responds to the needs and demands of employees and their families.


Confirming the validity of the welfare model it has adopted, Fincantieri - having previously won the Welfare Awards 2018 for the best plan in application of the National Collective Bargaining Agreement for Steelworkers and for welfare policies aimed at blue collar employees - won the Welfare Award for the Best Welfare Network Plan 2019 due to the territorial extension of the welfare system.


2019 was the year of the launch of the company digital car pooling service (namely two or more people sharing a private car for the commute to and from work) in Fincantieri S.p.A. and in the Group’s Italian subsidiaries. This service is designed to provide and encourage an alternative sustainable solution for home/work journeys by sharing the use of personal cars. The system makes it easy to for employees to get in touch with each other, certify the results in terms of energy and environmental savings and access a reward system that encourages participation in the initiative and helps to change established habits. In parallel, an option is being tested in the same digital system to certify home/work journeys by bicycle and on foot, and here too access a reward system.


During 2019, in order to respond to the growing need for work-life balance, we continued to test smart working for particular personal situations. This tool was extended as much as possible during the COVID-19 emergency. 


With regard to supplementary health care, since January 2018 the Company has been a member of the Health Fund for steelworkers, called “MètaSalute”, with a supplementary health care plan for employees and dependent family members, also covered free of charge. Health services, reinforced by additional coverage specifically defined with the Fund operator, are provided both directly, through the facilities contracted and in the form of reimbursement. In order to provide greater support to people, the Company has taken out insurance coverage, specifically designed for the COVID-19 health emergency and aimed at all its employees and those of companies in the supply chain (which have joined on a voluntary basis), which provides both compensation for hospitalization and convalescence, and post-hospital care services to help them recover health and manage the main aspects of family life. For Fincantieri Group employees, this coverage is in addition to the benefits activated by the MètaSalute Fund, again for combating the flu syndromes of the COVID-19 pandemic.


Fincantieri Marine Group provides benefits to all employees who work for at least 30 hours a week. Benefits include enrolment in the Group Health Medical Plan, which includes various services, medical coverage and a vision coverage plan that includes eye care. The costs are borne partly by the Company and partly by the worker. In addition, there are other benefits not included in the above plans, such as the onsite clinic, vacation and holiday pay, the policy on short/long term disability, life insurance for accidental death & dismemberment, the retirement plan and the employee assistance programme.


The VARD group provides its employees with medical assistance, internal catering services, food cards, training incentives and support for transport to and from home.



Company welfare: 2018-2022 Sustainability Plan objectives and targets

Commitments Objectives Description/ Target Benefits Status Timetable

Increase the wellbeing of personnel through innovative solutions rather than traditional ones

Company car pooling project

Implement a platform to manage company car-pooling.

Employees will be able to organise home-work commutes autonomously and immediately through a personalised portal or App downloaded to a mobile phone, benefiting from a system of promotions and incentives


2019 Fincantieri S.p.A. 

2020 Italian subsidiaries

Reduce the costs and consumption of fuel for employees as well as emissions associated with home-work commutes


2019 was the year of the launch of the company digital car pooling service in Fincantieri S.p.A., where was provided for incentives and the recognition of bonuses.



Structuring the smart working tool in general and as a support to particular situations

Enable smart working, where the opportunity / need is identified, also by strengthening the technological infrastructure, and where the specific work activities allow by identifying and implementing organisational areas and professional figures, as well as for pregnant women and new parents (until the child reaches its first birthday) and for special cases (health needs or fragility) or when there are extraordinary events (e.g. COVID-19)


Identification and implementation of smart-working for the organisational areas and for those professional figures for whom it is applicable, where the system is compatible in Italy

Renewal of individual equipment, upgrading of the technological infrastructure and adaptation of existing core applications in order to allow remote work to be carried out in Italy

• Ensure greater flexibility in carrying out work

• Promote a work-family life balance and increase work hour flexibility for pregnant women and new mothers or employees with particular conditions

 Work in progress

In 2019 we continued to test smart working for particular personal situations. This tool was extended as much as possible during the COVID-19 emergency.



Human resources responsibility

Our people

Group Conduct agreement

Diversity and equal opportunity

Training and development

Health and safety

Our initiatives for Covid-19


Business Ethics