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 capable of positively impacting people's wellbeing and, at the same time, able to respond to the modern dynamics of the job market and the Company, allowing for improved labour relationships and the organizational climate.


The welfare system allows access to a wide range of goods and services:

With regard to supplementary health care, the Company has been a member of the Health Fund for steelworkers with a supplementary health care plan for employees and dependent family members, also covered free of charge.

With the new supplementary labour agreement, the Company has introduced special insurance coverage, in order to guarantee welfare benefits aimed at recognising treatment in cases of loss of self-sufficiency, so-called Long-Term Care, and permanent disability from nonoccupational illness and accidents, to protect workers from serious and dramatic impacts on their personal lives.

Starting from September 2022, the agreement previously signed with the Trade Unions was implemented to make agile work structural at the end of the emergency period with the aim of pursuing significant increases in employees' personal wellbeing, simultaneously fostering a better balance between work and personal needs and the development of their respective professional skills by enhancing their degree of autonomy and orientation towards objectives and results, while strengthening the relationship of trust with their managers. This agreement, following specific regulatory provisions enacted during 2022, was applied extensively in favour of vulnerable workers and parents with children under 14.


As part of Fincantieri’s welfare system, of particular importance is the well-established network of company clubs that organize initiatives that meet the needs of personnel, such as “after-school” activities, recreational, sports and cultural activities, holiday camps, and support for the purchase of schoolbooks for employees' children.

We have launched a project for the creation of company crèches at the various Italian company sites, which can support parents in managing their children during working hours.


"Fincantiesimo", the first company crèche, open 11 months a year and with a service covering the entire working day with access to flexible time slots, was built inside the headquarters of the Merchant Ships Division in Trieste and the first school year started in September 2022. A second facility is planned to become operational in October 2023, in the former workers' hotel in Monfalcone, a symbolic location for Fincantieri's historical bond with the local area.
These initiatives are the cornerstone of a series of activities that we are activating in order to facilitate the work-life balance of our people, with a particular focus on the importance of parenthood and support for working women returning from maternity leave.



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



In 2019, the company digital car pooling service was launched in Fincantieri S.p.A. for which incentives and bonuses were provided.



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 organizational 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 organizational 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



In 2020, in order to reconcile the protection of workers’ health and safety with the need for continuity of production activities during the pandemic emergency, flexible working arrangements have been put in place. In particular, smart working was used in all cases where it was immediately feasible, both in the offices and in the shipyards. It was subsequently decided to implement smart working in the Company in a structural way: therefore, Fincantieri signed a Smart Working agreement with the National Trade Unions.



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