Moncler Group | Annual Report 2024 Board of Directors’ Report 244 Moncler Group | Annual Report 2024 Board of Directors’ Report 245

In addition, with regard to the short-term variable component,

retail employees are provided with incentive systems based not only

o

n individual and but also store performance that reward

excellence and service quality, along with the contribution

to business development.

As a medium/long-term incentive system, the Moncler Group

currently uses Performance Share Plans for key positions within

the management population. This approach allows the incentive

process for managers and key resources of the Group to be

linked to actual company’s results, steer people towards strategies

aimed at pursuing sustainable medium/long-term results, align

the interests of benef iciaries with those of shareholders and

investors and develop policies aimed at attracting and retaining

talented professionals.

Since 2020, an ESG (Environmental, Social and Governance)

indicator has been included in the Performance Share Plans, that

entails the achievement of specif ic sustainability targets (see also

pages 104; 154).

Benef its

The remuneration package of fered to employees includes a wide

range of benef its. Specif ically, it includes pension plans and

supplementary healthcare plans, life insurance and f inancial

support in case of disability. In addition, services such as the

company canteen or replacement meal vouchers are available,

along with additional corporate welfare initiatives to support

employee well-being.

The benef its provided by the Group to its employees are

linked to their professional category, regardless of the type

of contract (f ixed-term/permanent; full-time/part-time) and

follow internationally applied guidelines, with possible changes

depending on the local policy of each country.

To develop remuneration policies that not only reward work

performance, but also respond in a timely manner to the

non-f inancial needs of its people, Moncler has developed corporate

welfare plans, currently in Italy, the United Kingdom and

South Korea to ensure greater care and attention to the wellbeing

of people In particular for all Italian employees these plans

apply to categories up to the managers of the corporate sites

employed under permanent or apprenticeship contracts in

force at 31 December of each year and provide a wide range of

benef its and services also of fered in part to the employees

family from reimbursement of school expenses to vouchers from

leisure solutions to wellness packages In Italy there is also

the option of transferring a portion of ones welfare credit

to supplementary pension funds

As part of corporate welfare during the year the corporate

employees of the Trebaseleghe of f ice who used nursery

and kindergarten services received full f inancial support from

the Company supporting their family needs and allowing

for a better work-life balance. In addition, in 2023, a kindergarten

was opened for the children of the employees of the production

site in Romania. The facility accommodates over 60 children, who

are of fered an innovative educational experience based on one

of the most internationally renowned teaching approaches

developed by the Reggio Children organisation. This innovative

approach fosters an environment that nurtures children’s

potential and promotes experiential learning through interactions,

autonomy, exploration and communication. The kindergarten

has obtained “gold” certif ication from WELL, the world’s leading

building certif ication programme, with the highest standards

of health and well-being.

At the production centre in Romania, additional f inancial

support was provided to employees in case of personal emergencies.

Lastly, Moncler and Stone Island adhere to Sanimoda,

the supplementary health care fund for workers in the Italian

fashion industry, which provides health care services

supplementary to those of Italian’s National Health System.

During the year 1,552 Italian employees signed up with the Fund.

Support for people

Moncler’s initiatives in support of its employees ref lect its ongoing

commitment to their well-being, by of fering concrete tools

to help manage dif f icult situations, such as serious illnesses,

specialist medical visits and bereavement. Among these

measures, the Company provides additional paid leave for medical

appointments, extended protected period in case of serious

illnesses (up to a maximum of 24 months), leave for family

bereavement and serious illnesses, as well as two paid days

a year for voluntary activities.

In this context, in 2023, Moncler introduced CAREPLACE,

a portal dedicated to employee well-being, of fering support

for the work-life balance. Accessible to all corporate employees

in Italy and their families, CAREPLACE is divided into three

main areas: Family Care, Lifestyle and Pet Care. Within each

area, employees have access to a variety of services, including

ondemand services online group meetings and experts

The ondemand services section includes a wide range of services

such as babysitting study support domestic services caregiving

and petsitting with the ability to view the prof iles of the selected

professionals and contact them directly

The group meetings section of fers a wide range of free online

meetings with professionals in the Family Care Lifestyle and Pet

Care

areas ranging from f itness and meditation sessions to

familyrelated meetings with psychologists and psychotherapists

All meetings are free and take place in group mode

The Experts section is dedicated to highly qualif ied

professionals in various areas ready to meet employees

needs In September group online meetings on CAREPLACE

were

also extended to the families of employees, allowing them

to participate in and benef it from this opportunity.

At the same time, in 2021, Moncler launched MINDCARE,

a psychological counselling service that was initially available

to corporate employees in Italy and which in 2024 was extended

to all Group members globally, including retail employees.

In collaboration with MINDWORK, a company specialising

in psychological counselling, the project of fers f ive free,

anonymous and conf idential psychological sessions, accessible

online at any time, with professionals specialising in dif ferent

areas of psychological well-being, including stress management,

career coaching and parental support. In 2024, the service

recorded a total of 256 sessions.

Health and safety

The Moncler Group, through its health and safety management

system, operates in full compliance with the requirements

of specif ic regulations applicable in the countries in which it

operates, with an approach aimed at continuous improvement.

The system also includes specif ic procedures for investigating

accidents, occupational diseases, illness or workplace incidents

to identify the circumstances and possible causes and, if necessary,

plan and prioritise actions and interventions to prevent their

recurrence in the future.

At the Moncler and Stone Island headquarters, a team

of specialised personnel is responsible for ensuring workplaces

that are safe and that comply with applicable legislation, setting

health and safety guidelines, coordinating monitoring ef forts and,

where necessary, improving safety conditions, supervising the

activities of designers and architects and maintaining relations

with the safety representatives of Italian workers.

Every employee plays a key role. Spreading a culture of safety

and individual responsibility, as well as creating risk awareness,

are indeed pivotal to maintaining a safe working environment.

A great deal of attention is also paid to the safety of workers

and contractors that work at Group sites. In Italy, all business

relations with contractors require the signing of a document

attesting the assessment of risks associated with conducting

business at the company interference risks and the application

of strict prevention in activities involving risks

From prevention to control and monitoring

The Moncler Group devotes attention and considerable energy to

prevention activities in order to limit accidents as much as possible

Although there are no highrisk activities the Group adopts

a preventive approach Before the opening of a new workplace

whether an of f ice or store a thorough health and safety risk

assessment is carried out through specif ic inspections conducted

with the support of specialised experts Existing of f ices and stores

are subject to periodic compliance checks through documentary

analysis and inspections (verif ication of working environments

and equipment). If necessary, an improvement plan is formulated,

with actions prioritised to address the risks identif ied and the

integration of the action plans with quantif ied objectives.

Progresses made in the mitigation and prevention of health and

safety issues and identif ied risks with regard to the goals

of the improvement plan are periodically assessed and reported

internally. A specif ic, detailed emergency response plan

with measures for preparedness and response to emergency

situations is also provided for each Group site.

During 2024, occupational health and safety inspections

continued at the corporate sites in Italy, the logistics hub in Castel

San Giovanni (Piacenza) and the production site in Romania.

In light of these inspections, carried out by both internal and

external staf f, specif ic activities have been undertaken to reduce

risks and prevent potential negative impacts on workers. Among

these, at the raw materials warehouse in Ravarino (Modena),

manipulators for fabric rolls were installed, with the aim of

reducing the manual handling of loads, and the fabric control line

at the same warehouse was secured.

In Italy, the Group organises periodic safety meetings, attended

by employers or their delegates representing the two Brands,

company physicians, the of f icers of the prevention and protection

service and workers’ safety representatives. During the meetings,

analyses and results are shared with regard to risk assessment,

accident rate, training and the personal protective equipment used.

All indicators relating to accident indicators are constantly

monitored and assessed (see also pages 257; 319).

In addition, for the Group’s production sites, ergonomic

assessments have been conducted on some workstations in the

ironing and sewing department in Romania and in the assembly

llines of the “smart factory” in Trebaseleghe (Padua). These

evaluations were essential for developing improvement plans aimed

at reducing worker fatigue and maximising productivity.

The installation of new LED lighting systems has continued,

not only enhancing eco-ef f iciency, but also improving

working conditions

Another issue that is regularly monitored is noise in the

workplace which can cause a range of health problems for workers

At all the corporate of f ices and production sites noise measurements

are carried out annually to check compliance with the permitted

limits in each area

Air quality light temperature and humidity can also generate

uncomfortable situations in the workplace af fecting both physical

health and the psychological wellbeing of workers Specif ically

the Moncler Group in order to ensure proper workplace

ventilation at the corporate sites in Trebaseleghe Padua and

Romania and at the Stone Island site in Ravarino Modena

where there are various microclimatic conditions due to dif ferent

processing phases continued to introduce latestgeneration