Moncler Group | Annual Report 2024 Board of Directors’ Report 236 | ’
for employees and their families. The Group also ensures compliance
with contractually agreed payment schedules.
As a publicly listed company, Moncler has adopted
a Remuneration Policy for Directors, Statutory Auditors and
strategic managers, aligned with best market practices
and the recommendations of the Corporate Governance Code.
This Policy, reviewed by the Nomination and Remuneration
Committee and approved by the Board of Directors, is then
submitted for binding approval by the Shareholders at the
Ordinary Shareholders’ Meeting. It is periodically updated with
the support of the People & Organisation and Corporate Af fairs
& Compliance functions and also following discussions with
investors and proxy advisors. For more details, please refer to the
Report on the Policy Regarding Remuneration and Fees Paid,
available on the monclergroup.com website.
Regarding international mobility, the Group has implemented
a Global Mobility Policy, which establishes guidelines to
ensure fair, competitive and consistent economic treatment among
employees in dif ferent countries. This Policy represents
a fundamental pillar for both people development and business
success, reinforcing the importance of internal mobility
as a strategic lever.
Family leave
In 2024, the Moncler Group introduced the New Parents Policy
to promote parenting and improve the well-being and work-life
balance of its people, regardless of gender, marital status
or af fective orientation.
This Policy established a global minimum standard2 ensuring
a fully paid leave of 16 weeks for all new parents employed
by Moncler and Stone Island3, taking into account both f ixed and
variable components of compensation, and supplementing any
amounts provided locally by authorities, laws, and collective
bargaining agreements.
Among the measures planned to facilitate the return from
leave and family management, there is also an option to request
f lexible hours and additional paid leave up to the age of three
for the child as well as the possibility compatible with the role
of the employee of adopting remote working methods and taking
advantage of counselling services to support emotional wellbeing
Additionally the Moncler Group is committed to sharing
this Policy with the external partners with which it collaborates
encouraging them to adopt similar benef its for their employees
Health and safety
One of the initiatives developed by the Group for the protection
and promotion of health and safety in the workplace is the
implementation of an ef fective management system in compliance
with the highest health and safety standards. In this regard,
the Moncler Group’s commitment is detailed in the Occupational
Health and Safety Management Policy, reviewed and approved
by the Group’s Board of Directors and circulated to all employees
worldwide. The Document, in line with what is def ined in the
Human Rights Policy, reiterates the Group’s commitment to
safeguarding employees, clients, suppliers and, in general, all those
who enter the sphere of inf luence of Moncler and Stone Island,
establishing the principles and application guidelines to be applied
across all business activities. These principles include:
•a dynamic and preventive evaluation of activities, allowing
risks to be eliminated at roots and, where this is not possible,
to be reduced according to the best available practices;
•continuous improvement in all activities with a safety impact
by def ining and prioritising specif ic action plans;
•enhancement of knowledge, competence and awareness
of all employees through targeted training and practices.
The Group’s health and safety management system is overseen
by the Chief Corporate & Supply Of f icer, who is responsible
for its implementation. In addition, the Group’s Board of Directors
receives quarterly updates on the management of health
and safety issues from the managers in charge.
In 2024, the Group obtained the renewal of the management
system certif ication under the ISO 45001 standard
worldwide in all of f ices, directly operated stores, logistics hubs
and production sites.
2
This Policy sets out common minimum
standards in all countries in which the
Group operates and aims to meet or
exceed the local legal conditions for paid
leave of up to 16 weeks
3
The new measure applies to all new
parents of the Group whether employed
fulltime or parttime and under
permanent and f ixedterm contracts
and who have been employed for at least
six months
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