Employees in numbers

Content Block - Number of Employees

At 31 December 2025, the Moncler Group had a total of 8,5331 employees, an increase on 2024 (+4%, equal to 358 more people). This growth was mainly driven by the opening of new direct stores, the expansion of production sites and the strengthening of the corporate structure.

2024

Women		5,709
Men		2,466

Total:

8,175

2025

Women		6,028
Men		2,505

Total:

8,533

Geographical areas and professional categories

The geographical area where most of the workforce is concentrated is EMEA, including Italy (66%). The corporate sites, production sites and logistics hub are located in this Region, as well as the Moncler and Stone Island stores. At the individual country level, in addition to Italy (27%), employees are mainly located in Romania (25%), China2 (10%) and Japan (9%), followed by the United States (6%).

The professional category with the highest number of employees is that of white-collar workers, who represent 51% of the workforce. The categories experiencing the highest growth are that of workers (+9%), as a direct result of the process of partial internalisation of production and the consequent expansion of production sites, followed by managers (+6%), mainly due to the Group’s ongoing investment in coordinating staff directly involved in the implementation of key activities and processes. The percentage of women in the managerial category (managers, senior managers, executives and senior executives) is equal to 53%.

Employees by geographical area

EMEA (excl. Italy)		39%
Italy		27%
Asia		26%
Americas		8%

Employees by professional category

White-collars		51%
Workers		29%
Professionals		10%
Managers		8%
Executives and senior executives		2%

AGE

The greatest concentrations of employees are in the “30-50” age group, followed by the “under 30” age group. The average age is 38 years.

Employees by age group

30-50		59%
<30		25%
>50		16%

Employment contract

In 2025, 88% of employees had permanent contracts, of which 94% full-time. Fixed-term contracts represent around 12% of the total and are mainly linked to the seasonality of some business and retail activities. During the year, 357 fixed-term contracts were transformed into permanent contracts, demonstrating the Group’s commitment to consolidating and retaining people.
At the end of 2025, 604 people were employed under other forms of collaboration (internships, temporary work, etc.) in accordance with the law and in relation to business needs. Around 68% of these are internships, considered an important means of sourcing the Group’s future talent

Turnover

In 2025, the Group’s negative turnover was 13.5%3, down compared with 2024 (17.8%). This value decreases to 10.7% when considering only employees with permanent contracts. This figure is linked to typical trends in retail staff, a phenomenon considered “physiological” related to the competitive context of the business sector. During the year, approximately 1,910 people were hired under permanent or fixed-term contracts, of whom approximately 66% were women and 44% younger than 30. A total of 1,5524 people left the Group.

Notes

1 The values in this section are reported taking into account the actual number of people (headcount - HC) at 31 December 2025, enhancing the Moncler Group’s people-orientated approach. This method represents the total number of employees, regardless of the type of contract or work commitment (full-time, part-time, temporary, etc.), offering a clear and immediate view of the workforce. The total number of employees corresponds to the figure reported in item 4.9 Personnel expenses of the Explanatory Notes to the Consolidated Financial Statements.

2 China includes employees in Chinese mainland, Hong Kong SAR, Macao SAR and Taiwan Region.

3 The negative turnover is calculated by dividing the fixed-term and permanent employees who left the Group during 2025 on a voluntary basis or due to dismissal, retirement or death (1,151) with the total workforce (8,533) at 31 December 2025. In 2025, the voluntary turnover was 11% (10.1% in 2024).

4 The figure includes, in addition to employees who left the Group on a voluntary basis or due to dismissal, retirement or death, also those who left the Group at the end of a fixed-term contract.