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.


The 2016 corporate agreement introduced an annual Social Bonus, to be used exclusively on welfare services. As an alternative to monetary benefits, this also gave workers the option to convert the variable awards linked to the achievement of the assigned targets into welfare entitlements. Moreover, the Company also recognizes employees who decide to convert their bonuses into welfare a further increase of 10% of the value.


The welfare system is available to employees in general 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,

- 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.


The growing importance of welfare is also confirmed by the introduction of welfare tools for the first time at National Collective Bargaining Agreement level for the steel-working industry.


As regards health care, an Annual Supplementary Health Care Plan was set up in 2017 that has been extensively renewed and the services provided to employees have been strengthened. With this understanding, the Health Plan has been extended, again with regard to the contribution paid by the company, to include dependent family members as well as civil partners who are dependants for tax purposes.

Health services were provided both directly, through the facilities contracted by the operator and in the form of "reimbursement".


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 and training incentives.


Human resources responsibility

Training and development

Health and safety