Industrial relations

Another key aspect of employee engagement for the Moncler Group concerns industrial relations. The Group recognizes and safeguards 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 good work 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 2025 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 2025, periodic meetings with trade union representatives led to the definition of important agreements that introduced improvements with respect to the reference national agreement. 

In this context, in Italy, for the Moncler brand, the signing of the supplementary agreement marked a significant step forward in strengthening policies aimed at employee well-being, through the enhancement of insurance systems, the expansion of welfare measures and the provision of dedicated economic increases. At the same time, specific agreements were defined regarding flexibility for production plants, with the aim of ensuring efficient, shared and scheduled management of overtime and workloads, in full compliance with the national collective bargaining agreement, while also maintaining a balance between production needs and employee protection. For the Stone Island brand, initiatives relating to health and safety and smart working were shared, together with agreements and services for corporate sites, complementing the solutions already available on the Group’s CAREPLACE portal. New training projects and actions were also presented, defined on the basis of the results of the latest edition of the MONVoice internal climate analysis. Lastly, initiatives supporting the relocation of employees from Ravarino (Modena) to the new Product Hub were presented.  This hub has been designed according to principles orientated focused on health and safety protection, quality and innovation in workspaces, well-being and social interaction, as well as environmental aspects.

At the production site in Romania, in 2025, the provisions of the collective factory agreement, signed in 2024, were implemented. Among the various measures, this included an increase in the value of meal vouchers and the provision of bonuses to support social needs. Industrial relations were constructive and continuous, with no conflicts recorded.

The Group is aware that certain strategic decisions may have an impact on its employees. In this regard, in the event of significant organisational changes (such as restructuring processes or other operations with a material impact), it has always implemented—and will continue to implement—all procedures for prior information and consultation of employees as required by law.

As confirmation of this commitment, during the merger of Pespow S.r.l. into Industries Yield, the Group complied with all legal requirements regarding prior information and consultation, as well as the protection of employees’ rights.