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.
In Italy, Romania, France, Belgium, Austria, the Netherlands, Spain and Brazil, all employees are covered by collective bargaining agreements, accounting for over 57% of the employees worldwide.
The Moncler Group bases its policy of industrial relations on constructive dialogue, which aims at involving employee representatives and maintaining a good work environment. The search for shared solutions translates into a total absence of conflict.
Thanks to the collaborative environment established over the years, also in 2022 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 2022 Moncler continued to hold periodic meetings with trade union representatives, mainly concerning the extension of the agreement reached in 2021, the adoption of an extraordinary welfare plan, the management of the Covid-19 pandemic, as well as the circulation of the health, organisational, procedural and training measures that the Company has continued to implement. In particular, for Moncler, through the renewed trade union agreement, greater flexibility in the management of agile working by pregnant women was provided: the term of the agreement was extended to the three-year period 2022-2024, maintaining the important benefits to support parenthood, people and supplementary pensions and welfare already introduced previously.

At Stone Island regular meetings were held in 2022 with union representatives to define the renewal of the supplementary contract. In line with the principles adopted by Moncler, the negotiations will continue in 2023, with the aim of concluding the agreement in the first half of the year. Furthermore, in view of the particular high inflation scenario in 2022, Group’s trade unions were periodically informed on the implementation of an extraordinary welfare plan to support employees’ purchasing power.
The Moncler Group operates in accordance with collective bargaining and laws on long-term visibility on working schedule.
The Group is aware that some strategic decisions may have repercussions on its employees and, 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.


Protection, well-being and listening to people are key to Moncler. Accordingly, in collaboration with trade unions, in 2021 new major new benefits were introduced to the supplementary agreement for Italian employees.


Support for parents

Moncler’s support for parents includes a range of opportunities for new parents to help take care of their children and return from leave. These opportunities include, for the first three years from the birth of a child, accepting requests for part-time work by new mothers and extending this working solution to fathers in specific cases, greater time flexibility in and out and systematic acceptance of requests for remote working up to a maximum of four days a week. In addition, since

2022, the Group has been committed to allowing pregnant women to work remotely. It also includes additional paid leave for paediatric care, day hospitals, vaccines or the illness of children, greater flexibility in the use of optional maternity leave with the possibility of splitting up parental leave and the extension of paternity leave, also available in case of adoption.


Support for people

Moncler’s initiatives to support people include providing tools for attention in cases of serious illness, managing specialist visits, bereavement, and volunteering. Personal support relates to offering additional paid leave for medical examinations, extending the grace period for particularly serious cases with an extension of the

job retention period to a total of 24 months, additional paid leave for family bereavement, support for serious illnesses and the inclusion of two days’ paid leave for volunteering activities.


Supplementary pensions and welfare

Moncler also increased the percentage contribution to supplementary pension by the Company, while also changing the methods for calculating the annual welfare contribution, including two sustainability indicators, to complement the financial indicators.
The principles strengthened in the supplementary plan (including support for parents, people and supplementary pensions) will also be extended to the other regions where the Group operates and to Stone Island.