INDUSTRIAL RELATIONS

Another key aspect of employee engagement for the Moncler Group concerns industrial relations. The Moncler Group acknowledges and respects the right of its employees to be represented by trade unions and maintains relations with these bodies based on mutual recognition, dialogue and cooperation.
 
Trade union relations and negotiations are managed in accordance with the highest principles of transparency and fairness and in strict compliance with applicable laws.
 
The Moncler Group bases its policy of industrial relations on constructive dialogue, aiming to involve employee representatives and maintain a positive workplace environment. The pursuit of shared solutions has resulted in a total absence of conflict.
 
Thanks to the collaborative environment established over the years, also in 2024 no company strikes or trade union protests by

workers directly employed by Group companies, nor any cases in which the freedoms of association and collective bargaining were violated or found to be at risk, were registered.
 
During 2024, periodic meetings with trade union representatives took place in a atmosphere of collaboration, positivity and mutual respect, leading to the definition of important agreements that introduced improvements beyond the reference national agreement. In Italy, for the Moncler brand, these included the planning and management of paid leave, the internal relocation of employees between production sites and the establishment of the solidarity time bank, which allows employees to donate vacation days to colleagues in need, with an equivalent contribution offered by the Company.
 
For the Stone Island brand, sustainability targets have been integrated into the Welfare

Plan along with initiatives to enhance workplace safety and remote work options. Internal training programs and employee initiatives were also shared, identified on the basis of the results of the MONVoice satisfaction survey. Finally, a solidarity time bank was established, in line with Moncler.
 
At the production site in Romania, the national collective labour agreement was negotiated with worker-elected representatives, introducing measures such as an increase in meal voucher value and the provision of social support bonuses. The Group recognizes that certain strategic decisions may impact its employees, therefore, in this regard, in case of significant organisational changes (e.g. reorganisation processes or other significant transactions), has always implemented, and commits to continue to do so, all procedures for prior information and consultation of employees provided for by law.